Institutions that decide the future of young physicians must answer publicly, not let leaving the country become the solution.

The Parliament of Romania / health and labor commissions

• When do ministries, RMCs, hospitals and universities publicly hear about real hours, post-on-call rest, burnout and the departure of young physicians?
• What legislative changes are needed for verifiable working-time recording, anti-retaliation protection and aggregate reporting?
• Who monitors the implementation of the Health Human Resources Strategy, not just its existence on paper?

The President of Romania / CSAT, when retention becomes a strategic risk

• If the shortage of doctors affects the safety of the population, why is the retention of young physicians not treated as a strategic issue?
• What national indicators show the risk of losing medical personnel trained in Romania?
• Who is responsible when institutions let exodus replace reform?

Government

• What public calendar exists for measuring actual hours and post-on-call rest in public hospitals?
• What budget goes towards retention, occupational health, useful digitization and anti-retaliation protection?
• How is it checked annually if HR policies reduce the departure of young physicians?

Ministry of Health

• Is there a national standard for real working time, shifts, post-call rest and aggregate overload reporting?
• Is there an explicit rule that after the on-call shift the resident should not stay informally beyond the contractual day schedule?
• How are training centers audited: cases, procedures, supervision, feedback, educational time?
• What happens after a serious event: system analysis, measures, timelines, publication?

Ministry of Education

• How does it check the overlap of academic, clinical, and administrative power over residents?
• Are there real mechanisms for anonymous feedback and protection against academic retaliation?
• What indicators show that residency training is training, not just operational work?

Colegiul Medicilor din România

• If individual checks on duty entry are discussed, what is CMR's position on real working time, rest and overtime?
• What mechanism protects young physicians who report burnout, abuse of power, harassment or inadequate training?
• How is burnout and migration data turned into public action, not just communicated?

CNAS / health insurance funds

• Are publicly funded activity indicators correlated with who supports the actual workload?
• Are there data on the effect of funding on educational time, rest and retention?
• How to avoid that production pressure is informally absorbed by residents?

Labor Inspection / ITM

• Who actually checks actual hours, post-call rest and overtime in hospitals?
• What thematic controls are there for on-call shifts, extended hours and psychosocial risks?
• Who checks the situations where the residents stay after the on-call shift until the evening, beyond the contractual daytime schedule?
• Where are the findings published in aggregate, without exposing individuals?

DSP / public health authorities

• How does the occupational health of medical personnel enter into the assessment of hospital safety?
• Is there aggregate reporting on burnout, sick leave, incidents and overwork risks?
• Who checks that hospitals have real support procedures after serious events?

Hospitals, managers and steering committees

• Do you aggregate actual hours, shifts, post-call rest, shortfall, referrals and corrective actions?
• Is there a written rule that after on-call the resident goes home no later than the end of the applicable contractual schedule?
• How do you separate training from covering staff shortages?
• If residents are absent for a month, what ward functions are blocked?

UMFs, coordinators and residency committees

• How is actual training capacity measured: supervision, procedures, rotations, training response, instructional time?
• How do you protect residents when the reviewer is also the clinical, academic or administrative head?
• How do you prevent residency from turning from training to cover for shortage, disorganization or uneven involvement of other roles?
• What happens to centers where residents are overworked or underexposed?

Professional societies, trade unions, residents' associations

• What minimum indicator do you publicly require for hours, rest, training and psychological support?
• How do you collect signals without exposing residents to retaliation?
• How do you turn individual cases into standards and policies, not just post-crisis reactions?

European institutions

• What data can Romania present about real hours, post-on-call rest, burnout and retention of young physicians in relation to European standards?
• When do DG SANTE, DG EMPL, DG JUST, EU-OSHA or the European Parliament become relevant for an issue that goes beyond a hospital?
• Which national mechanisms actually enforce the European directives on working time, occupational health, whistleblowers and pay transparency?

See the EU and protections page