The Nursing Group Administrators (NGA) has declared that the requirements for nursing verification recently imposed by the Nursing and Midwifery Council of Nigeria (NMCN) place an unreasonable burden on practicing nurses.
The group noted that the extensive documentation requests, bureaucratic obstacles, and prolonged waiting periods serve as formidable barriers that hinder nurses from advancing their knowledge and careers.
It also expressed fear that the guidelines and rules included in the circular have the potential to significantly impede the progress of the nursing profession and its practitioners.
The group’s position followed the announcement of a new verification procedure for Nigerian nurses which was made public by the NMCN in February.
Reading out the group’s position at a press conference in Lagos at the weekend, a nurse and representative of the group, Edike Osemeke, said the new policy is arbitrary, lacks transparency and overlooks the genuine challenges facing nurses, and is poised to impede enhancement of nursing skills, professional advancement, and investments in the nursing profession.
Basing its judgment on data gathered through random exit interviews and surveys conducted with nurses who have departed the country, and those currently working in Nigeria, Osemeke pointed out that the genuine challenges include immediate and future economic and social security concerns, unemployment, lack of professional recognition, increased caseloads, inadequate professional support systems, limited scope of practice, and diminished job satisfaction.
Others are hostile work environments, limited career development opportunities, poor working conditions, long commutes to work, as well as physical and mental health strain, exhibited through back pain, joint discomfort, infections, assaults, and instances of physical and sexual abuse.
The group further called on the NMCN to immediately reverse the policy, engage in meaningful dialogue with nursing associations and relevant stakeholders to “develop a more equitable, inclusive, and efficient verification process that upholds the integrity of nursing practice.”
“It is evident that these rules serve no purpose other than to exert arbitrary control and authority over nursing professionals. They do not enhance nursing practice standards or protect patient interests. Instead, they create unwarranted obstacles that impede the dedication and effectiveness of the nursing workforce in delivering essential healthcare services, particularly during unprecedented health crises.
“We demand immediate action from the NMCN to revoke these unjust rules and engage in genuine consultation with nursing professionals and relevant stakeholders. The continued enforcement of these regulations will exacerbate the crisis in healthcare delivery, leading to dire consequences for both nurses and patients,” Osemeke said.
To further enhance the retention of nursing staff, the group further released 15-point actionable policy recommendations including implementation of competitive remuneration and compensation packages for nurses and investment in modern tools and technologies to support nursing roles and enhance the efficiency of nursing units.
“Implementation of competitive remuneration and compensation packages for nurses, including an increase in retention allowances, hazard allowances, and hardship allowances to account for the increased workload, working hours, and cost of living in Nigeria. These adjustments should be fully integrated into the proposed new salary structure by the National Association of Nigerian Nurses and Midwives, with swift implementation at the federal, state, and local government levels.
“Investment in modern tools and technologies to support nursing roles and enhance the efficiency of nursing units. Examples include digital reporting systems, nurse call, and communication systems, as well as equipment for moving and handling patients.
“Adjustment of the placement of Graduate Nurses to Grade level 10 and Intern Nurses to Grade level 09, ensuring appropriate recognition and compensation.
“Adoption of a more flexible rostering system that prioritizes the convenience and safety of nursing staff, reducing commuting time and energy expenditure. Transitioning nurses from shift duty to call duty can accommodate increased workloads and promote efficiency.
“Extension of the retirement age for nurses from 60 to 65 years and the service period from 35 to 40 years to retain experienced professionals for longer durations.
“Structured tax exemptions for nurses to increase net pay and enhance the competitiveness of their compensation packages.
“Expansion of nursing training institutions by providing additional infrastructure and scholarships for academic staff pursuing Master’s and Doctorate degrees.
“Establishment of more nursing departments to meet future demands for nursing staff and offer bonded scholarships to students to commit to service after graduation.
“Adoption of policies that empower nurses to practice to the full extent of their competency, expertise, skills, education, and training in a supportive and safe service delivery environment, fostering job satisfaction.
“Support and investment in nursing practice and research to enhance professional development and knowledge sharing.
“Improvement of working conditions for nurses, including the provision of staff quarters, accommodation for intern nurses, meals during working hours, comfortable break rooms, nurse stations, and involvement of nurses in the design of healthcare facilities to optimise workflow and infrastructure for service delivery.
“Deployment of security guards to hospital wards to enforce restrictions and prevent assaults on nursing staff, addressing the prevalent issue of physical and sexual abuse.
“Provision of funded and bonded specialty training and career development opportunities, including international training in emerging fields and sponsorship to relevant conferences, with tuition reimbursement options for self-funded individuals.
“Implementation of employment bonuses and benefits designed to vest over extended periods and accessible upon reaching designated service milestones. Emphasis should be placed on incentives that encourage young nurses to remain within the system, ensuring the sustainability of the healthcare workforce.
“Establishment of a yearly national award from the government honoring the exceptional sacrifice and contribution of nurses, both locally and internationally, to enhance the social recognition and morale of the nursing profession,” the group urged.
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