TWO medical NGOs have waged into the acute doctor shortage issue in Sabah and Sarawak following the Health Ministry’s (MOH) decision to appoint 750 permanent medical doctors.
The 750 permanent medical doctor positions will be filled in February 2027.
A major concern is the UD10 – an entry level pay grade that provide a monthly salary of RM3,840 even though the government intake is for contract medical officers who underwent housemanship between December 2016 and October 2024.
Hartal Doktor Kontrak spokesman Dr Muhammad Yassin pointed that the UD10 grade is inadequate given their experience and seniority on the ground. He proposed the government to offer a UD12 grade with reasonable salary adjustments and incentives.
Yayasan AbiMedik president Dr Shahrizal Azwan Samsudin who concurred with Dr Muhammad added that the contract medical officer scheme introduced in 2016 resulted in many medical officers leaving the public healthcare sector due to uncertainties.
Most of the doctors also would have pursued specialised fields which makes the UD10 irrelevant. Dr Shahrizal suggested that the government create a new grade since the doctors had a decade of experience.
By comparison, a doctor who takes up the permanent doctor position would be paid RM3840 whereas doctors in the private sector earn RM8,000 to RM10,000 monthly.
Dr Shahrizal urged the ministry to improve healthcare infrastructure in Sabah and Sarawak.
The Malaysian Medical Association (MMA) was the first to address this issue because the 750 permanent medical placement does not address the immediate acute doctor shortage.
Case in point is Ranau Hospital which lost 11 out of 19 medical officers.
The MMA has put forth four immediate measures that needs to be undertaken:
Firstly, restore sufficient doctors at all the understaffed hospitals. Include temporary support from Peninsula if need be. In filling up the shortage MMA reminded MOH to ensure safe working hours and adequate rest for the doctors while they prioritise patient care.
The second measure is to coordinate transfer and appointment exercises with confirmed replacement arrivals supported by service-impact assessments and contingency staffing plans. This is vital to prevent staffing disruptions.
Thirdly, a comprehensive recruitment and retention package including competitive remuneration, improved Regional Incentive Payment (Bayaran Insentif Wilayah) and appropriate hardship allowances, upfront relocation assistance, suitable accommodation, predictable posting and transfer arrangements with clear opportunities for specialist training and career advancement.
The last measure MMA called for is transparency and accountability with publications on actual staffing numbers, vacancies, replacement reporting rates and progress in restoring services, particularly in facilities facing critical shortages.
Minimum safe staffing requirements must be established with immediate intervention when these cannot be met. – Nov 2, 2026
Main image credit: New Straits Times
