Instrumento nacional de presentación de informes (2018)

Hide all

Antecedentes

Hide [iBG] El artículo 7 del Código alienta a los Estados Miembros de la OMS a intercambiar información sobre la contratación y migración internacional de personal de salud. Además, el Director General de la OMS tiene el mandato de informar cada tres años a la Asamblea Mundial de la Salud. Los Estados Miembros de la OMS finalizaron en marzo de 2016 la segunda ronda de presentación de informes nacionales sobre la aplicación del Código. El Director General de la OMS informó sobre los progresos realizados en la aplicación en la 69.a Asamblea Mundial de la salud, celebrada en mayo de 2016 (A 69/37 y A 69/37 Add.1 ). En esta segunda ronda, 74 países presentaron informes nacionales completos: un incremento de más del 30% respecto a la primera ronda, con una mejora de la calidad y la diversidad geográfica de los informes.

El instrumento nacional de presentación de informes (NRI) es un instrumento de autoevaluación en el país para el intercambio de información y el seguimiento del Código. El NRI permite a la OMS recopilar e intercambiar los datos e informaciones actualmente disponibles sobre la contratación y migración internacional de personal de salud. El NRI (2018) es considerablemente más breve que los anteriores, aunque conserva sus elementos básicos. Actualmente consta de 18 preguntas. El uso generalizado del instrumento permitirá mejorar la comparabilidad de los datos y la periodicidad del intercambio de información. Los resultados de la tercera ronda de presentación de informes nacionales se darán a conocer en la 72.a Asamblea Mundial de la Salud, en mayo de 2019.

El plazo para presentar informes finaliza el 15 de Agosto de 2018.
En caso de que surgieran dificultades técnicas que impidieran a las autoridades nacionales cumplimentar el cuestionario en línea, también existe la posibilidad de descargar el NRI en el siguiente enlace: http://www.who.int/hrh/migration/code/code_nri/en/. Sírvase cumplimentar el NRI y remitirlo, en formato electrónico o impreso, a la siguiente dirección:
Health Workforce Department
Universal Health Coverage and Health Systems
World Health Organization
20 Avenue Appia, 1211 Geneva 27
Switzerland
hrhinfo@who.int

The data and information collected through the National Reporting Instrument will be made publicly available via the WHO web-site following the proceedings of the 72nd World Health Assembly. The quantitative data collected will be updated on and available through the National Health Workforce Accounts online platform (http://www.who.int/hrh/statistics/nhwa/en/).
Hide [hidLabels] //hidden: Please not delete.
Sírvase dar detalles:
Hide all

Aviso legal

Hide [disclaim]
 For more information on WHO Data Policy kindly refer to http://www.who.int/publishing/datapolicy/en/
I have read and understood the WHO policy on the use and sharing of data collected by WHO in Member States outside the context of public health emergencies
Hide all

Datos de contacto de la autoridad nacional designada

Hide [q01a] Nombre del Estado Miembro:
Finland
Hide [q01b] Datos de contacto
Nombre completo de la institución:
Ministry of Social Affairs and Health
Nombre de la autoridad nacional designada:
Marjukka Vallimies-Patomäki
Cargo de la autoridad nacional designada:
Ministerial Adviser
Número de teléfono:
+358503676490
Correo electrónico:
marjukka.vallimiespatomaki@stm.fi
Hide all

Aplicación del Código

Hide [q1] 1. ¿Ha tomado medidas su país para aplicar el Código?
Sí
Hide [q2] 2. Para describir las medidas que se han tomado para aplicar el Código, sírvase marcar todos los elementos pertinentes de la siguiente lista
2.a Se han tomado medidas para comunicar e intercambiar información entre distintos sectores sobre la contratación y migración internacional de personal de salud, así como para dar a conocer el Código entre los ministerios, departamentos y organismos pertinentes, a nivel nacional y/o subnacional.
The Ministry of Social Affairs and Health published in 2016 recommendations on regulations, policy approaches and good practices for carrying out the quidelines of the WHO Code. The publication was prepared in multisectoral collaboration, e.g. experts from the Ministry of Employment and the Economy and the Local Government Employers KT were involved. (See 2d.) https://stm.fi/julkaisu?pubid=URN:ISBN:978-952-00-3695-9
2.b Se han tomado medidas, o se está considerando tomarlas, para introducir cambios en las leyes o las políticas con el fin de adecuarlas a las recomendaciones del Código.
Finnish legislation safeguards equal treatment of migrants in many different ways (See 13). Constitution of Finland (731/1999) regulates equal treatment of those who live in Finland and prohibits discrimination on the basis of a persons gender, age, origin, religion, beliefs, opinion, health, disability or other personal characteristics.
2.c Se mantienen registros de todos los contratistas autorizados por las autoridades competentes para operar en su jurisdicción.
2.d Se alientan y promueven las buenas prácticas establecidas en el Código entre las agencias de contratación.
The Ministry of Employment and the Economy has published a generic model for the process of international recruitment. The model takes into account of the quidelines of the WHO Code and particular requirements for health care, e.g. regarding knowledge of the Finnish language. (See 2a.)
2.e Se han tomado medidas para consultar con las partes interesadas en los procesos de toma de decisiones y/o para que participen en otras actividades relacionadas con la contratación internacional de personal de salud.
The Finnish Parliament has adapted the Law on the acceptance of private actors to the EURES-network, due to the Regulation (EU) 2016/589 of 13 April 2016 on a European network of employment services (EURES). The new private Eures members and partners shall act following the provisions in the Regulation i.e. regarding the national provisions on the workers’ rights.
2.f Otras medidas:
The new statistical data base including data on foreign-trained health personnel is under construction. (See 17.c.)
Hide [q3] 3. ¿Necesita algún apoyo específico para mejorar la aplicación del Código?
3.a Apoyo para mejorar los datos y la información
3.b Apoyo para el diálogo y la formulación de políticas
3.c Apoyo para la conclusión de acuerdos bilaterales
3.d Otras áreas de apoyo:
A WHO platform for collaboration of the designated national authorities responsible for exchanging information regarding the implementation of the Code would be very desirable. At present, this kind of collaboration does not cover all national authorities.
Hide all

Datos sobre contratación y migración internacional de personal de salud

Hide [iq4] Mejorar la disponibilidad y comparabilidad internacional de los datos es esencial para comprender y corregir la dinámica mundial de la migración del personal de salud.
Hide [q4] 4. ¿Dispone su país de mecanismos o entidades para mantener registros estadísticos del personal de salud nacido y formado en el extranjero?
Sí
Hide [q4x1] Sírvase dar detalles:
The annual national statistical report on health care and social welfare personnel published by the National Institute for Health and Welfare provides data on the international mobility of the health and social services personnel as well as data on people with qualifications in health care and social welfare resided and being employed in Finland in health and social services or other sectors. This data is available by the country of origin and the nationality. http://www.julkari.fi/handle/10024/135915 The Finnish Medical Association and The Finnish Dental Association gather annually information about the physicians and dentists in Finland. The statistics include information about practitioners, who have been trained abroad. However, the figures apply only to those persons who are members of the respective associations. However, membership rate is high and e.g. about 95% of physicians are members of the FMA. https://www.laakariliitto.fi/tutkimus/laakarityovoima/
Hide [iQ5] En relación con el último año del que disponga de datos, compatibles con los indicadores 1-07 y 1-08 de las cuentas nacionales del personal de salud (NHWA), sírvase informar sobre el contingente total de personal de salud que se encuentra en su país (preferiblemente el personal activo), desglosado por país de formación (si se ha formado en el extranjero) y de nacimiento (si ha nacido en el extranjero). Sírvase consultar con su punto focal de las NHWA, de haberlo, para asegurarse de que los datos que aporta a continuación son compatibles con la información de las NHWA.
Hide [q5x1] 5. Datos sobre el contingente de personal de salud, desglosado por país de formación y de nacimiento

5.1 Contingente consolidado de personal de salud
Total Formado en el país Formadoen el extranjero Lugar de formación desconocido Nacido en el país Nacido en el extranjero Fuente* Comentarios adicionales#
Médicos Data on the place of training is incomplete. 13413 1237 9912 24351 2179 Country of Training is based on register of The National Supervisory Authority for Welfare and Health. The latest register year available is 2015 for statistical data base. Health personnel by country of Training includes persons (18-68 year olds) that have granted the right to practice a profession, but we don’t have data where they live/work in the statistical year. Country of Birth statistics is based on the employment statistics of Statistics Finland. (http://www.stat.fi/til/tyokay/meta_en.html). The latest register year available for statistical data base is 2014. The country of birth includes persons working in health care sector, but this data doesn’t yet give information on where the degree has been completed. This comment concerns all professions: Data is based on two old statistical data bases of National Institute for Health and Welfare. These data bases are under construction.
Personal de enfermería Data on the place of training is incomplete. 87645 1430 204 80184 2628 See previous -
Personal de partería Data on the place of training is incomplete. 4719 42 7 6451 146 See previous -
Dentistas Data on the place of training is incomplete. 734 20 5081 6066 376 See previous -
Farmacéuticos Data on the place of training is incomplete. - - 10671 12346 320 See previous Old statistical data base excluded non-health care sector examinations, eg. pharmacists and psychologists.
Hide [iq5x2] 5.2 País de formación del personal de salud formado en el extranjero
Hide [q5x2x1] Opción A: Cumplimentar directamente en el NRI
Download and Upload
Please upload file
Hide [q5x2x2] Opción B: Cargar documentos que contengan dicha información, en cualquier formato (por ejemplo, pdf, excel, word).
Hide [Q5fn] por ejemplo, registro profesional, datos del censo, estudio nacional, otros
Hide all

Asociaciones, colaboración técnica y apoyo financiero 1/2

Hide [q6] 6. ¿Ha prestado su país asistencia técnica o económica a uno o más Estados Miembros de la OMS, en particular países en desarrollo, o a otras partes interesadas, con el fin de apoyar la aplicación del Código?
6.a Apoyo específico para la aplicación del Código
6.b Apoyo para el fortalecimiento del sistema de salud
For example, the Ministry of Social Affairs and Health as well as the National Institute for Health and Welfare are actively contributing to the WHO cooperation in order to improve global health security.
6.c Apoyo para el desarrollo del personal de salud
6.d Otras áreas de apoyo:
Hide [q7] 7. ¿Ha recibido su país asistencia técnica o económica de uno o más Estados Miembros de la OMS, la Secretaría de la OMS, u otras partes interesadas, con el fin de apoyar la aplicación del Código?
7.a Apoyo específico para la aplicación del Código
7.b Apoyo para el fortalecimiento del sistema de salud
7.c Apoyo para el desarrollo del personal de salud
7.d Otras áreas de apoyo:
Hide all

Asociaciones, colaboración técnica y apoyo financiero 2/2

Hide [q8] 8. ¿Ha concluido su país o sus gobiernos subnacionales acuerdos y/o arreglos bilaterales, multilaterales o regionales para promover la cooperación y coordinación internacionales en relación con la contratación y migración internacional de personal de salud?
Sí
Hide [q8x1] 8.1 Sírvase facilitar el texto y/o los enlaces web de los acuerdos o arreglos
Hide [q8x1wl] Enlaces web:
Several health care and social welfare organizations and recruitment agencies have carried out projects on international recruitment in recent years. However, this kind of international collaboration is currently less common.
Hide [q8x2] 8.2 En caso de que la documentación no se encuentre disponible, sírvase utilizar el Cuadro A que figura a continuación para describir los acuerdos o arreglos bilaterales, regionales o multilaterales:

Cuadro A Descripción de los acuerdos o arreglos bilaterales, multilaterales o regionales (….por ejemplo 2012-2014)
1.
2.
3.
4.
5.
Hide [q8x2fx1] Título del acuerdo
Information is not available.
Hide [q8x2ax1] Tipo de acuerdo
Bilateral
Hide [q8x2bx1] Países implicados
The Philippines, Spain, Greece
Hide [q8x2cx1] Alcance
Subnacional
Hide [q8x2dx1] Contenido principal de los acuerdos (Incluya todo lo que sea pertinente)
Educación y formación
Creación de capacidad institucional
Promoción de la migración circular
Estrategias de retención
Reconocimiento del personal de salud
Contratación del personal de salud
Hermanamiento de establecimientos de salud
Introduction of the Finnish culture and health and social service system Orientation to work in the health and social services in Finland
Otro
Hide [q8x2ex1] Categorías de personal de salud (Incluya todas las que sean pertinentes)
Médicos
Personal de enfermería
Personal de partería
Dentistas
Farmacéuticos
Practical nurses
Otro
Hide [q8x2gx1] Periodo de validez
E.g. particularly in the 2010´s.
Hide [q8x2fx2] Título del acuerdo

Hide [q8x2ax2] Tipo de acuerdo
Hide [q8x2bx2] Países implicados

Hide [q8x2cx2] Alcance
Hide [q8x2dx2] Contenido principal de los acuerdos (Incluya todo lo que sea pertinente)
Educación y formación
Creación de capacidad institucional
Promoción de la migración circular
Estrategias de retención
Reconocimiento del personal de salud
Contratación del personal de salud
Hermanamiento de establecimientos de salud
Otro
Hide [q8x2ex2] Categorías de personal de salud (Incluya todas las que sean pertinentes)
Médicos
Personal de enfermería
Personal de partería
Dentistas
Farmacéuticos
Otro
Hide [q8x2gx2] Periodo de validez

Hide [q8x2fx3] Título del acuerdo

Hide [q8x2ax3] Tipo de acuerdo
Hide [q8x2bx3] Países implicados

Hide [q8x2cx3] Alcance
Hide [q8x2dx3] Contenido principal de los acuerdos (Incluya todo lo que sea pertinente)
Educación y formación
Creación de capacidad institucional
Promoción de la migración circular
Estrategias de retención
Reconocimiento del personal de salud
Contratación del personal de salud
Hermanamiento de establecimientos de salud
Otro
Hide [q8x2ex3] Categorías de personal de salud (Incluya todas las que sean pertinentes)
Médicos
Personal de enfermería
Personal de partería
Dentistas
Farmacéuticos
Otro
Hide [q8x2gx3] Periodo de validez

Hide [q8x2fx4] Título del acuerdo

Hide [q8x2ax4] Tipo de acuerdo
Hide [q8x2bx4] Países implicados

Hide [q8x2cx4] Alcance
Hide [q8x2dx4] Contenido principal de los acuerdos (Incluya todo lo que sea pertinente)
Educación y formación
Creación de capacidad institucional
Promoción de la migración circular
Estrategias de retención
Reconocimiento del personal de salud
Contratación del personal de salud
Hermanamiento de establecimientos de salud
Otro
Hide [q8x2ex4] Categorías de personal de salud (Incluya todas las que sean pertinentes)
Médicos
Personal de enfermería
Personal de partería
Dentistas
Farmacéuticos
Otro
Hide [q8x2gx4] Periodo de validez

Hide [q8x2fx5] Título del acuerdo

Hide [q8x2ax5] Tipo de acuerdo
Hide [q8x2bx5] Países implicados

Hide [q8x2cx5] Alcance
Hide [q8x2dx5] Contenido principal de los acuerdos (Incluya todo lo que sea pertinente)
Educación y formación
Creación de capacidad institucional
Promoción de la migración circular
Estrategias de retención
Reconocimiento del personal de salud
Contratación del personal de salud
Hermanamiento de establecimientos de salud
Otro
Hide [q8x2ex5] Categorías de personal de salud (Incluya todas las que sean pertinentes)
Médicos
Personal de enfermería
Personal de partería
Dentistas
Farmacéuticos
Otro
Hide [q8x2gx5] Periodo de validez

Hide [q8x3] 8.3 ¿Se ajustan los acuerdos a las recomendaciones del Código mundial de la OMS (por ejemplo, tomar en consideración las necesidades de los países en desarrollo)?
Sí/En parte
Hide all

Desarrollo del personal sanitario y sostenibilidad del sistema sanitario

Hide [q9] 9. ¿Se esfuerza su país por satisfacer sus necesidades de personal sanitario con personal formado en el país, entre otras cosas tomando medidas para formar, conservar y sostener una dotación de personal sanitario adaptada a la situación específica de su país, en particular de las zonas más necesitadas?
Sí
Hide [q9x1]
9.1 Medidas tomadas para formar al personal sanitario
In 2017, in health care centres the shortage of physicians was 4.5% and of dentists 5.2%. In specialist health care, the mean physician shortage is 6% and the mean shortage of dentists 2.6%. However, there is great regional variation and variation among different medical and dental specialities. To compensate missing workforce, the amount of new medical students has been raised from the year 2000 on. Admittance has been increased to 750 new students per year by the year 2016. In addition, the number of Finnish medical students studying abroad has been increasing substantially, and majority of them plan to return to Finland after graduation. Dentist education has been re-started in one additional university (namely, the University of Eastern Finland). https://www.hammaslaakariliitto.fi/fi/liiton-toiminta/tutkimukset-ja-tilastot/tutkimukset/tyovoimaselvityksethttps://www.laakariliitto.fi/site/assets/files/1011/ll16_taskutil_06_en_160524net.pdf The average shortage of nurses was 1,1 % (n=334) in municipal health and social services at the national level in 2017. The average shortage of practical nurses was 3,4 % (n=872) in municipal social services and 2,5 % (n=310) in health care services. On average the shortage in municipal health and social services was 2,0 % which is 1,2 percentage units less than five years ago. However, there are still regional differences in the sufficiency of the workforce in health and social services. (KT Local Government Employers, 2018.) https://www.kt.fi/sites/default/files/media/document/Kuntasektorin-tyovoimatilanne-2017.pdf Each university and the Ministry of Education and Culture conduct negotiations at the beginning of every four-year agreement term, in which they set operational and qualitative targets for the universities and determine the resources required. The agreement also provides for the monitoring and evaluation of target attainment and the development of operations. Targets include e.g. the number of degrees needed for the health care sector. Targets are prepared through the anticipation process (See 9.3.). The Ministry of Education and Culture and the higher education institutions negotiate at the start of each four-year agreement period, covering e.g. the following: common objectives for the higher education system, core areas in each higher education institution, degree objectives as well as the appropriations allocated on the basis of these. The agreement also specifies how the outcomes of the objectives will be reported. The Ministry periodically gives written feedback the institutions on their activities and development needs. When necessary, the Ministry invites the management of the institutions to discuss the special characteristics and specific questions related to different fields. https://minedu.fi/en/steering-financing-and-agreements
9.2 Medidas tomadas para conservar al personal sanitario
Increase in physicians’ and dentists’ salaries has been one measure to attract workforce, especially in remote areas. The possibility to regularly update and increase professional skills, i.e. out of work Continuous Medical Education, has been a similar advantage. Helping the spouse to get work in the same region and providing help in finding accommodation have been measures taken in regions with most shortage. As an example of retaining measures are the advanced roles of nurses which have been conducted on the basis of the national social and health policy programmes adopted by the Government. Consultations by nurses and public health nurses have been developed for patients with communicable and non-communicable diseases since 2002. Nurses and public health nurses provide consultations within multiprofessional teams or work in pairs with physicians in health centres and emergency care units. These developments were incorporated with legislation on nurse prescribing in 2010, followed by regulations on postgraduate education in 2011. The salary remuneration system in the local governmental sector is based in the General Collective Agreement and consists of task specific salary, personal increment, work experience increment and performance pay. In addition, single payments may be made in accordance with the General Collective Agreement. The task specific salary is determined on the basis of the degree of the complexity of task in question. The Finnish Institute of Occupational Health has published criteria on leadership and management reflecting organizational justice to be applied in work places. The criteria are defined as five entities: (1) trust and respect, (2) collaboration and networks, (3) multiplicity and individuality, (4) knowledge, skills and development as well as (5) regeneration and involvement. https://www.ttl.fi/tyoyhteiso/hyvan-johtamisen-kriteerit/ In some municipalities, employers provide rental apartments which will be available for new personnel for a certain number of years after recruitment.
9.3 Medidas tomadas para garantizar la sostenibilidad del personal sanitario
The long term anticipation of demand for labour and educational needs has been carried every fourth year since 1991. Health care and social welfare is one of the industries covered. The current anticipation work combines quantitative and qualitative anticipation. The work is based on alternative forecasts of e.g. productivity developments and long-term demand for labour in different industries made by VATT Institute for Economic Research and recently by VTT Technical Research Centre of Finland Ltd by using the VATTAGE model. Furthermore, the net migration is taken into account as part of forecasts of supply for labour. The Finnish National Agency for Education EDUFI using the Mitenna model anticipates changes in the occupational structures of different industries, natural wastage of labour and, on the basis of these factors, the demand for new labour needed for different occupational groups and the educational needs. The National Agency for Education also anticipates skills demands in different sectors using the VOSE model. The objective is to produce information on which skills are needed in future working life. In the latest anticipation, the quantitative sector forecasts extend to the year 2030 and form the basis for the anticipation of educational needs for 2020. Quantitative anticipation data is used in decision-making regarding education policy and by the Ministry of Education and Culture for steering higher education and vocational education. Higher education and vocational institutes use the results of anticipation for planning the supply of education.
9.4 Medidas tomadas para corregir los desequilibrios en la distribución geográfica del personal sanitario
Education of dentists has been re-started in the University of Eastern Finland. Arranging social and health services on the wheels and via e-consultations are new modes of services in order to ensure access to services in remote areas and districts where the sufficiency of certain professionals is a challenge.
Hide [q10] 10. ¿Existen políticas y/o leyes específicas en los distintos ministerios del Gobierno en relación con el personal sanitario presente en su país que haya sido contratado internacionalmente y/o formado en el extranjero?
Sí
Hide [q10x1] 10.1 Sírvase dar más información en el siguiente recuadro.
The Act on Health Care Professionals (559/1994) contains regulations on the right to practice as a health care professional and/or to use a professional title for (1) persons trained in Finland or (2) in another EU/EEA state, (3) nationals of a third country and educated in another EU/EEA state, (4) nationals of an EU/EEA state and educated outside the EU/EEA and (5) nationals of a third country and educated outside the EU/EEA. https://www.finlex.fi/en/laki/kaannokset/1994/19940559 National Supervisory Authority for Welfare and Health (Valvira) grants, upon application, the right to practice as a licenced or authorised professional and authorises the use of the occupational title of healthcare professional. https://www.valvira.fi/web/en/healthcare/professional_practice_rights The National Supervisory Authority for Welfare and Health (Valvira) requires a verified document of medical graduation so that a physician who has graduated outside the EU/EEA can seek a right to practice medicine in Finland. Then a special examination is required, and at present, the Faculty of Medicine and Life Sciences of the University of Tampere organizes these (hence they are called “Tampere- examinations”). Before taking part of the examination, the candidate must have completed a language examination of Finnish or Swedish, the two official languages of Finland, and must have been working for six months in a Finnish hospital of health center. In accordance with the internationalisation strategy for higher education, universities of applied sciences may provide education for immigrants free of charge with a view to providing them with language proficiency and other knowledge and skills needed for studies at a university of applied sciences (Act 932/2014, section 10). https://www.finlex.fi/en/laki/kaannokset/2014/en20140932_20160563.pdf There are multiple policies across the ministries to support education and familiarisation of immigrants and multicultial workplaces. The focus of these policies is not particularly on health care personnel but in general on immigrant employees. The Ministry of Economic Affairs and Employment has published a website Online manual on the Act on the Promotion of Immigrant Integration. The manual provides an up-to-date information package about the application of the act for parties working to integrate immigrants and offering measures promoting integration. The manual contains information about the different stages of immigrant integration. These issues are mainly examined from employees’ perspective. https://kotouttaminen.fi/en/online-manual-on-integration The Finnish Institute of Occupational Health conduct research and training regarding multicultural workplaces and work well-being at these workplaces. In addition, the Finnish Institute of Occupational Health has developed instruments which help workplaces to evaluate their strengths and development needs that are related to multicultural issues. The instruments help in evaluating how multiculturalism is taken into account at the workplace, e.g. in terms of familiarisation, supervision and occupational health care. These instruments also assist to develop equal recruitment, treatment and participation opportunities as well as the role of the management in a multicultural workplace. https://www.ttl.fi/tyoyhteiso/monikulttuurinen-tyoelama/
Hide [q11] 11. Reconociendo la función que desempeñan otras partes del Gobierno, ¿dispone el Ministerio de Salud de procesos (por ejemplo, políticas, mecanismos, unidades) de seguimiento y coordinación de distintos sectores sobre cuestiones relacionadas con la contratación y migración internacional de personal de salud?
Sí
Hide [q11x1] 11.1 Sírvase dar más información en el siguiente recuadro.
E.g. Coordination of data on in and out-flow, integration and recognition of foreign qualifications, engagement with diaspora. The National Institute for Health and Welfare provides data on in and out-flow etc. (See 4.) The National Supervisory Authority for Welfare and Health (Valvira) grants, upon application, the right to practice as a licenced or authorised professional and authorises the use of the occupational title of healthcare professional regardless of the health care professional´s origin, nationality or the state where the qualification was completed. Recognition of foreign qualifications is based on the Act on Health Care Professionals (559/1994). (See 10.1.)
Hide [q12] 12. ¿Ha establecido su país una base de datos o compilación de leyes y reglamentaciones relativas a la contratación y migración de personal de salud y, cuando proceda, con información sobre su aplicación?
Sí
Hide [q12x1] 12.1 Sírvase dar más detalles o un enlace web:
According to the Act on the Promotion of Immigrant Integration (1386/2010, section 7) immigrants have to provided with information about their rights and obligations in Finnish working life and society as well as information about the service system and the measures promoting integration. Several authorities and professional organizations disseminate information on legislation related to international recruitment and migration both for employers and work-based immigrants. The need for better coordination has been recognized. Some examples are given below: The National Supervisory Authority for Welfare and Health Valvira makes available information, in English, about professional practice rights in health care, the application process for persons qualified in the EU/EEA states and outside the EU/EEA states, language requirements and legislation as well as various contact information. https://www.valvira.fi/web/en/healthcare/professional_practice_rights/qualified_in_eu_eea_member_state Information for work-based immigrants in health care and social welfare is also available via the websites of the professional organizations, e.g. the Finnish Medical Association, the Finnish Dental Association, the Union of Health and Social Care Professionals Tehy, the Finnish Nurses Association, the Union of Professional Social Workers Talentia and the Finnish Union of Practical Nurses SuPer. Welcome to Finland guide is an information package in compliance with the integration act. It is available, in 12 languages, on the website of the Ministry of Employment and the Economy. The authorities who apply the integration act are each responsible for their part about the contents of the guide. https://tem.fi/perustietoa-suomesta The Finnish Immigration Service provides foreigners information about immigration and residence in Finland, applications, permits and citizenship. https://migri.fi/en/home The website of the Ministry of the Interior (www.intermin.fi) provides information e.g. about integration matters and labour migration. https://intermin.fi/en/areas-of-expertise/migration The Social Insurance Institution makes available information about social benefits in Finland (https://www.kela.fi/web/en) and the Tax Administration has a common service desk for foreign workers in Finland (https://www.vero.fi/en/individuals/tax-cards-and-tax-returns/arriving_in_finland/work_in_finland/ ). The Ministry of Social Affairs and Health provides information in issues concerning occupational health and safety as well as social welfare and health care. https://stm.fi/en/areas-of-expertise Working in Finland – Information for Immigrants guide by the Finnish Institute of Occupational Health informs immigrants in 13 languages about Finnish working life. https://www.ttl.fi/tyoyhteiso/monikulttuurinen-tyoelama/toissa-suomessa-tietoa-maahanmuuttajalle-13-kielella/ Infopankki administered by the City of Helsinki offers (Capital area), in 12 languages, information about Finnish society and culture, moving to Finland, living in Finland, housing, Finnish language study, work and entrepreneurship, education and training, social and health care services, how to act in problem situations etc. https://www.infopankki.fi/en/frontpage KT Local Government Employers is a municipal employers organisation that promotes the interests of Finnish local and joint municipal authorities in the labour market. The website of KT Local Government Employers provides information on labour immigration: https://www.kt.fi/palvelussuhde/alkaminen/kv-rekrytointi and on the conditions of employment of immigrants: https://www.kt.fi/palvelussuhde/alkaminen/kv-rekrytointi/palvelussuhteen-ehdot Information about legislation is available from Finlands electronic legislative database. www.finlex.fi
Hide [q9x3fn] *La sostenibilidad del personal sanitario es el resultado un mercado laboral interno dinámico en el ámbito de la salud, capaz de generar una oferta de personal sanitario que satisfaga de la mejor manera posible las demandas y necesidades presentes, y de anticipar las necesidades futuras, adaptarse a ellas y satisfacerlas de forma viable sin poner en peligro el funcionamiento de los sistemas de salud de otros países (ref: Working for Health and Growth, Report of the High-Level Commission on Health Employment and Economic Growth, OMS, 2016, disponible en http://apps.who.int/iris/bitstream/10665/250047/1/9789241511308-eng.pdf?ua=1).
Hide all

Responsabilidades, derechos y prácticas de contratación

Hide [q13] 13. ¿Qué garantías jurídicas y/o otros mecanismos se han introducido para asegurar que los agentes de salud migrantes tengan los mismos derechos y responsabilidades en el plano jurídico que el personal de salud formado en el país? Sírvase marcar todos los elementos pertinentes de la siguiente lista:
13.a La contratación internacional de agentes de salud migrantes se realiza mediante prácticas que les ofrecen la posibilidad de evaluar los beneficios y los riesgos asociados a los empleos, y de tomar decisiones oportunas y fundamentadas
13.b Los agentes de salud migrantes son contratados, ascendidos y remunerados con arreglo a criterios objetivos tales como el nivel de calificación, los años de experiencia y el grado de responsabilidad profesional, sobre la base de la igualdad de trato con el personal de salud formado en el país
13.c Los agentes de salud migrantes se benefician de las mismas oportunidades que el personal de salud formado en el país para fortalecer su formación, sus calificaciones y su desarrollo profesionales
13.d Otros mecanismos, sírvase dar detalles si es posible:
All immigrant workers are protected equally with the national employees by the National Labour Inspection Authority (AVI). Trade unions provide assistance for their members.
Hide [q14] 14. Sírvase aportar cualquier otro comentario o información que desee en relación con las medidas jurídicas, administrativas o de otro tipo que se hayan adoptado o se prevea adoptar en su país para garantizar que se observen prácticas de captación y contratación justas al emplear personal de salud formado en el extranjero y/o inmigrante.

Hide [q15] 15. Sírvase aportar cualquier comentario o información sobre las políticas y prácticas dirigidas a apoyar la integración del personal de salud formado en el extranjero y/o inmigrante, así como sobre las dificultades encontradas.
On average, the unemployment rates among foreigntrained and immigrant health care professionals are higher in comparison to the native health professionals. Thus, a fluent process of authorisation as well as learning the Finnish language are key measures to support their integration.
Hide [q16] 16. En relación con el personal de salud formado en el país/emigrante que se encuentra trabajando en otro país, sírvase aportar cualquier comentario o información sobre las medidas que se hayan adoptado o se prevea adoptar en su país para garantizar que se observen prácticas de captación y contratación justas, así como sobre las dificultades encontradas
The Government adopted 2017 the Program to support the expatriate Finns with 17 policy guidelines regarding different sectors of life outside Finland. https://intermin.fi/documents/1410869/3723692/Hallituksen+ulkosuomalaispoliittinen+ohjelma+2017-2021.pdf/4ccac0d7-b7f3-453b-8df5-872fce0de27a/Hallituksen+ulkosuomalaispoliittinen+ohjelma+2017-2021.pdf.pdf
Hide all

Obstáculos, soluciones y comentarios complementarios

Hide [q17] 17. Sírvase enumerar, por orden de prioridad, los tres principales obstáculos a la aplicación del Código en su país, y proponga posibles soluciones
Principales obstáculos Posible solución
According to a Finnish study on recruitment of nurses from the Philippines to Finland there are challenges regarding recruitment practices, professional development paths and integration of a multicultural work community. The sudy was based on a pilot project carried out in 2008-201. The objectives were to develop ethical recruitment and authorisation practices as well as professional development opportunities. The study showed that ethical and economic points of views conflicted in some occasions. Furthermore, Philippine nurses were employed as practical nurses or care assistants in order to be authorized to work as registered nurses in Finland. Orientation to the Finnish social welfare and health care service system and multicultural work communities should also been integrated into the process of international recruitment. (Vartiainen P, Koskela M & Pitkänen P. Suomen Yliopistopaino Oy – Juvenes Print. Tampere, 2018.) To establish a programme for recognizing and completing qualifications of nurses and other regulated professions (Excluding physicians because such a programme for physicians already exists.) who have passed professional education outside of the EU/EEA states. This kind of programme could speed up the process. In addition, resources e.g. for arranging adaptation periods, language cources etc. have to be ensured.
The informal cooperation between the he Ministry of Economic Affairs and Employment and the employers in the health sector in different advisory working groups. To discuss between relevant stakeholders.
The process of developing a new statistical data base for health care professionals has some limits due to some legal constrains (the purpose of registers vs. the limits statistical use of the data, EU-degree on data protection etc. ) as well as concerning the combining data from different registers (under the basic register data we do not have the information on the update nationality of persons, the country of birth of persons or the country where persons lives/works in statistical year). The new statistical data base is under construction and the practices / limitations of using basic register data as well as combining register data from different sources for statistical purposes is under negotiations.
Hide [q18] 18. Sírvase aportar cualquier otro comentario o material complementario que desee en relación con la contratación y migración internacional de personal de salud, que sea pertinente para la aplicación del Código.
Because all the information which was compiled in a Word version for the WHO report could not be copied in the WHO template the Word version is included.
Hide [q18x1] Cargar
Word version of the report
No comment