1. University of Papua New Guinea
Brain drain in Papua New Guinea’s (PNG’s) Public Sector: a case of PNG’s National Health Department (NDoH)
Alphonse Kona, Strategic Management Division, School of Business & Public Policy,
University of Papua New Guinea

2. Outline Introduction Brain drain in PNG’s NDoH
Causes of brain drain in PNG’s NDoH
Possible ways to address brain drain
Conclusion

3. Introduction - Background
PNG population about 7.8 million (UN Statistic Division, 2017)
85% live in rural & remote places (UNDP, 2012)
Less number of health workers serve in rural/remote places
About 50/400 medical doctors serve in rural places of PNG (Hicky-Jones, 2016)
PNG’s Public Sector (esp. NDoH) experiences its share of ‘brain drain’

4. Brain drain in PNG’s NDoH
NDoH reported in its 2012 Human Resource Management (HRM) Policy that (PNGNDoH, 2012, p. 11):
“Because the conditions of service for health workers are uncompetitive, the sector has not been able to retain its experienced workforce. Health professionals, especially doctors and nurses, are leaving the public sector for the private sector with some migrating from PNG in favor of overseas employment. The attrition from the public sector has recently escalated as civil servants opt to join the Liquid Natural Gas (LNG) project. Specialist training overseas does not always reflect the realities of PNG resulting in highly trained PNG nationals remaining in developed country institutions that are comparatively better equipped. Specialist health workers tend to prefer to work in the private sector which pays better and is better equipped.”

5. Causes of brain drain in PNG’s NDoH
Unattractive Employment Conditions. e.g. housing allowances low compared to private sector (Wangi, Ondopa & Eugene, 2017)
Lack of better health equipment
Cultural factors (tribal fights, many people to feed etc.)
Lack of Public Service Motivation (PSM)
Some public servants may serve the interest of the public (Perry & Wise, 1990; Rainey & Steinbauer, 1999)
While others may serve their own interest (Kjeldsen, 2012; Perry & Hondeghem, 2008).

6. Possible ways to address brain drain in PNG’s NDoH
Increase salaries
Build accommodations
Have necessary h/equipment in hospitals, health centres/clinics
Provide security to health workers
Scholarship recipients should sign contract to return to PNG and service in public service for certain number of years
Identify grades 10/12 leavers from communities and train them to serve in their communities.

7. Conclusion
Brain drain is a soft complex problem where it needs to be analysed and addressed holistically
Unless necessary corrective measures are taken, brain drain in PNG’s public service will continue
And possible actions include having scholarship recipients sign contract to service in public service after completion of their studies and training grades 10/12 leavers in health and other fields who should return to serve their communities.

8. Questions Questions/Comments?
Do you think public servants in PNG are public interest serving or self-interest serving individuals?
Is brain drain a result of public serving or self-serving interests?
Questions/Comments?

9. References
Hicky-Jones, M. (2016). Service Delivery Series: Part 1 – Challenges of Delivering Health Services in Remote Areas in Papua New Guinea and Australia. Retrieved from services-remote-areas-australia-and-papua-new-guinea
Kjeldsen, A. M. (2012). Dynamics of public service motivation: Aarhus UniversitetAarhus University, Aarhus BSSAarhus BSS, Institut for StatskundskabDepartment of Political Science.
PNGNDoH. (2012). Health Sector Human Resource Management policy. Retrieved from
Perry, J. L., & Hondeghem, A. (2008). Directions for future theory and research. Motivation in public management: The call of public service,
Perry, J. L., & Wise, L. R. (1990). The motivational bases of public service. Public administration review,
Rainey, H. G., & Steinbauer, P. (1999). Galloping elephants: Developing elements of a theory of effective government organizations. Journal of public administration research and theory, 9(1), 1-32.
UNDP, Annual Progress Report – Papua New Guinea. Retrieved from Report% pdf
United-Nations-Statistics-Division. (2017). World Statistics Pocket Book - Papua New Guinea. Retrieved from
Wangi, T., Ondopa, J., & Eugene, E. (2017). HOUSING ALLOWANCE FOR PUBLIC SERVANTS IN PAPUA NEW GUINEA: DOES IT MEET HOUSING AFFORDABILITY CRITERIA? . The National Research Institute, 10(3), 1-3.