National Reporting Instrument 2015
Section: Background
[S01]
Monitoring progress on the implementation of Code – Second round reporting (2015-2016)
On May 21, 2010 the WHO Global Code of Practice on the International Recruitment of Health Personnel (the “Code”) was adopted by the 193 Member States of the World Health Organization. The Code encourages information exchange on issues related to health personnel and health systems in the context of migration, and suggests regular reporting every three years on measures taken to implement the Code. The reporting process is an integral component of the effective implementation of the voluntary principles and practices recommended by the Code.
A self-assessment tool for countries second-round reporting
To monitor the progress made in implementing the Code, and in accordance with the request of the World Health Assembly (Resolution WHA63.16), a national self-assessment tool was created for Member States.
You have been nominated as Designated National Authority (DNA) to respond to the updated national reporting instrument (NRI) via this web-based data interface.
Disclaimer: 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 World Health Assembly, May 2016.
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Contact details
[G1Q00001]
Name of Member State
Finland
[G1Q00002]
Contact information of DNA
Full name of institution
Ministry of Social Affairs and Health
Name of contact officer
Marjukka Vallimies-Patomäki
Title of contact officer
Ministerial Adviser
Mailing address
Ministry of Social Affairs and Health, P.O.Box 33, 00023 Helsinki, Finland
Telephone number
+358 50 367 6490
Fax number
+358 50 367 6490
Email address
marjukka.vallimiespatomaki@stm.fi
Section 01: Qualitative information (1-4)
[S11]
1) In your country, do equally qualified and experienced migrant health personnel enjoy the same legal rights and responsibilities as the domestically trained health workforce in terms of employment and conditions of work?
Yes
[S12]
2) Which legal safeguards and/or other mechanisms are in place to ensure that migrant health personnel enjoy the same legal rights and responsibilities as the domestically trained health workforce? Please tick all options that apply from the list below:
2.a) Migrant health personnel are recruited internationally using mechanisms that allow them to assess the benefits and risk associated with employment positions and to make timely and informed decisions regarding them
2.b) Migrant health personnel are hired, promoted and remunerated based on objective criteria such as levels of qualification, years of experience and degrees of professional responsibility on the same basis as the domestically trained health workforce
2.c) Migrant health personnel enjoy the same opportunities as the domestically trained health workforce to strengthen their professional education, qualifications and career progression
2.d) Other mechanism, please provide details if possible:
Finnish legislation safeguards equal treatment of migrants in many different ways. Constitution of Finland (731/1999) regulates equal treatment of those who live in Finland: it prohibits discrimination on the basis of a persons gender, age, origin, religion, beliefs, opinion, health, disability or other personal characteristics. The Aliens Act (301/2004) puts into effect and promotes good administration and legal protection. In the Act on the Promotion of Immigrant Integration (1386/2010), all the immigrant groups are taken into account regardless of their reasons for immigration. The aim of the act is to support and promote integration, enable active participation of immigrants in Finnish society as well as promote equality, positive interaction and cooperation among different sectors of the population. The State Integration programme is a comprehensive and concrete action plan, in which all the needs of the immigrant population are taken into account for mainstreaming to all policy areas, especially in employment, education, housing as well as in social and health care services. The general aim of the programme is to support the inclusion of immigrants in all the sectors of society. The Centre of Excellence for Integration supports integration work on a local level, strengthens the knowledge base on immigrants, their living conditions and services, promotes the evaluation and dissemination of good practices and develops the competences of the staff in various areas. (https://www.tem.fi/files/33350/Valtion_kotouttamisohjelma_vuosille_2012-2015_1.6.2012_2.pdf, http://www.kotouttaminen.fi/kotouttaminen/info/osaamiskeskus.) The Employment Contracts Act (55/2001) includes the provisions on the principles of prohibition of discrimination in working life and equal treatment. The Non-Discrimination Act (1325/2014) obliges authorities and employers to promote equality and prohibit discrimination on the basis of ethnic or national origin, nationality, language, religion or belief, opinion, disability, health, sexual orientation or other personal characteristics. Each official authority must draw up an equality plan, which must be as comprehensive as is required by the nature of the activities of the authority concerned. Under the Non-Discrimination Act, also each employer who regularly employs at least 30 people has a similar obligation to draw up an equality plan. Work-based immigrants in the area of social and health care are employed in line with the labour requirements and remunerated on the same basis as professional staff trained in Finland in accordance with their competence, work experience and education. Work-based immigrants also will have similar chances to develop their professional expertise and competences and advance in their career. The employment relationships between employers and employees are determined by national collective work agreements for civil servants and employees and by work contracts between employers and employees. As employers, all Finlands municipalities and joint municipal bodies comply with the collective work agreements addressing the municipal sector and applicable to those in the employment of municipalities and joint municipal bodies. The nationally applicable collective work agreements for civil servants and employees in the municipal sector cover almost all employment conditions.
Other
[S13]
3) Please submit any other comments or information you wish to provide regarding legal, administrative and other measures that have been taken or are planned in your country to ensure fair recruitment and employment practices.
According to the legislation relevant to work contracts and rights of civil servants, the employer alone is entitled to estimate its labour requirements and nominate, by its own criteria, each person to be employed. As a part of the strategic HYVÄ programme by the Ministry of Employment and the Economy, a model about international recruitment process was created. The purpose of the programme is to strengthen the chances to provide social and health care services as well as to improve the sector, which is growing and becoming more international in character (http://www.tem.fi/files/42363/TYOVOIMAA_ULKOMAILTA_2014.pdf).
Also the final report of HUS and OPTEAM gives an example of the recruitment process in the project on Filipino nurses recruitment (https://www.tem.fi/files/35854/23_1_HUS_loppuraportti_23_1_screen_pdf.pdf.).
In accordance with the internationalisation strategy for higher education, higher education institutions will increase the teaching of national languages and culture of Finland and orient these to better correspond to the needs of degree students, teachers and researchers who speak a foreign language or have an immigrant background. Universities of applied sciences can provide immigrants with free education, the aim of which is to equip the student with language skills and other necessary capabilities for studying in those universities (Act 932/2014 10 §). (http://www.minedu.fi/export/sites/default/OPM/Julkaisut/2014/liitteet/tr05.pdf?lang=fi).
Four times a year, the medical unit of the University of Tampere organises the examinations required by the National Supervisory Authority for Welfare and Health Valvira, for doctors who have received their education outside the EU/EEA and who are seeking for the right to practice as a doctor in Finland. When arriving in the examination, the doctors have behind them a half-a-year training in a Finnish hospital, and they have completed a Finnish or Swedish language exam.
In the preparatory training for vocational basic education for immigrants, also the promotion of the immigrants language and cultural skills can be taken into account. The goal of the preparatory training is to provide the student with capabilities to enrol in vocational basic education and strengthen the students chances to get a vocational upper secondary qualification. It is important that the person, before the preparatory training for vocational basic education, has participated in integration training or has sufficient language skills, as far as the teaching language (Finnish, Swedish) is concerned, to be able to enter basic education.
Because cultural diversity brings challenges to workplaces, immigrants can be helped to integrate into Finnish work life by supporting multicultural workplaces, by enabling various educational paths for the immigrants and by fostering the acquisition of sufficient language skills. Also improvement of work well-being and work ability as well as inclusion of employees increase the realisation of equality in work communities. When properly done, induction and work guidance serve the new employee and the whole community. (http://yhdenvertaisuus-fi-bin.directo.fi/@Bin/add31e430de553192ec99a013ec32c4f/1427771414/application/pdf/173424/Menestyst%C3%A4%20monimuotoisuudesta%20FI%20FINAL.pdf.)
The Finnish Institute of Occupational Health has developed instruments with the help of with workplaces can 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, for example in familiarisation, supervision and occupational health care. Aided by these instruments, it is also possible to pay closer attention to equal treatment, equal participation opportunities and the role of the management in a multicultural workplace. (Finnish Institute of Occupational Health 2014.)
In a study (Maahanmuuttajan onnistuminen työssä (2013)) conducted by the Finnish Institute of Occupational Health on the success of immigrants at work, potential success-promoting factors related to work were identified. According to the study, work community and the role of the supervisor are in an important position in supporting work success of employees with an immigrant background. Competent and impartial leadership as well social interaction in the workplace community based on mutual respect are especially important. The research project produced a resource metre and a guide for multicultural workplaces. The instrument provides general feedback on the level of multicultural capabilities at workplaces. For supervisors, a supervisors guide on multicultural workplace (Multikulttuurinen työpaikka) provides skills, information and tools for the management of multicultural work communities. Also there is a guide by the Finnish Institute of Occupational Health providing tips for workplaces on how to support the work ability of multicultural youth (Kuinka asiat teillä ratkaistaan?). In addition, a publication on multicultural issues on work community ("Monikulttuurisuus työyhteisössä") presents good practices and tools for work community and informs employers about the sources from where to obtain information on multicultural issues and about the role of the management in work communities work on diversity issues.
[S14]
4) Please submit any other comments or information you wish to provide regarding difficulties faced by your health personnel working outside your country and any measures that have been taken or are planned in your country to ensure their fair recruitment and employment practices.
Authorities have not developed particular guides for emigrating Finnish health professionals. However, professional organizations (e.g. the Finnish Medical Association) provide guides regarding seeking to practice abroad or for development co-operation as health professionals.
Section 01: Qualitative information (5-12)
[S15]
5) Has your country or its sub-national governments entered into bilateral, regional or multilateral agreements or arrangements addressing the international recruitment of health personnel?
Yes
[S16i]
Please use Table A below to describe these bilateral, regional or multilateral agreements or arrangements:
* Please use this occupational category only if the information available has no clear separation in reported numbers between the two cadres
[S16]
6)
[S16a]
Type of Agreement
[S16b]
Countries Involved
[S16c]
Coverage
[S16d]
Validity period
(from–to)
(from–to)
[S16e]
Categories of Skilled Health Personnel
Doctors
Nurses
Midwives
Nurses/Midwives*
Dentists
Pharmacists
Other (include details as necessary)
Other
[S16f]
Please attach a documentation file if possible
[S16g]
Please provide a web-link if possible
[S16i1]
Agreement 1
[S16i1a]
Type of Agreement
Multilateral
[S16i1b]
Countries Involved
Denmark, Finland, Iceland, Norway, Sweden
[S16i1c]
Coverage
National
[S16i1d]
Validity period
(from–to)
(from–to)
Since 1994
[S16i1e]
Categories of Skilled Health Personnel (Include all that apply)
* Please use this category only if the information available has no clear separation in reported numbers between the two cadres
Doctors
Nurses
Midwives
Nurses/Midwives*
Dentists
Pharmacists
Other
[S16i1f]
Please attach a documentation file if possible
(In case of multiple documents, please create one single zip file for upload)
[S16i1g]
Please provide a web-link if possible
http://www.valvira.fi/ terveydenhuolto/ ammattioikeudet/ kansainvaliset_sopimukset/ pohjoismainen_sopimus
[S16i2]
Agreement 2
[S16i2a]
Type of Agreement
[S16i2b]
Countries Involved
[S16i2c]
Coverage
[S16i2d]
Validity period
(from–to)
(from–to)
[S16i2e]
Categories of Skilled Health Personnel (Include all that apply)
* Please use this category only if the information available has no clear separation in reported numbers between the two cadres
Doctors
Nurses
Midwives
Nurses/Midwives*
Dentists
Pharmacists
Other
[S16i2f]
Please attach a documentation file if possible
(In case of multiple documents, please create one single zip file for upload)
[S16i2g]
Please provide a web-link if possible
[S16i3]
Agreement 3
[S16i3a]
Type of Agreement
[S16i3b]
Countries Involved
[S16i3c]
Coverage
[S16i3d]
Validity period
(from–to)
(from–to)
[S16i3e]
Categories of Skilled Health Personnel (Include all that apply)
* Please use this category only if the information available has no clear separation in reported numbers between the two cadres
Doctors
Nurses
Midwives
Nurses/Midwives*
Dentists
Pharmacists
Other
[S16i3f]
Please attach a documentation file if possible
(In case of multiple documents, please create one single zip file for upload)
[S16i3g]
Please provide a web-link if possible
[S16i4]
Agreement 4
[S16i4a]
Type of Agreement
[S16i4b]
Countries Involved
[S16i4c]
Coverage
[S16i4d]
Validity period
(from–to)
(from–to)
[S16i4e]
Categories of Skilled Health Personnel (Include all that apply)
* Please use this category only if the information available has no clear separation in reported numbers between the two cadres
Doctors
Nurses
Midwives
Nurses/Midwives*
Dentists
Pharmacists
Other
[S16i4f]
Please attach a documentation file if possible
(In case of multiple documents, please create one single zip file for upload)
[S16i4g]
Please provide a web-link if possible
[S16i5]
Agreement 5
[S16i5a]
Type of Agreement
[S16i5b]
Countries Involved
[S16i5c]
Coverage
[S16i5d]
Validity period
(from–to)
(from–to)
[S16i5e]
Categories of Skilled Health Personnel (Include all that apply)
* Please use this category only if the information available has no clear separation in reported numbers between the two cadres
Doctors
Nurses
Midwives
Nurses/Midwives*
Dentists
Pharmacists
Other
[S16i5f]
Please attach a documentation file if possible
(In case of multiple documents, please create one single zip file for upload)
[S16i5g]
Please provide a web-link if possible
[S16i6]
Agreement 6
[S16i6a]
Type of Agreement
[S16i6b]
Countries Involved
[S16i6c]
Coverage
[S16i6d]
Validity period
(from–to)
(from–to)
[S16i6e]
Categories of Skilled Health Personnel (Include all that apply)
* Please use this category only if the information available has no clear separation in reported numbers between the two cadres
Doctors
Nurses
Midwives
Nurses/Midwives*
Dentists
Pharmacists
Other
[S16i6f]
Please attach a documentation file if possible
(In case of multiple documents, please create one single zip file for upload)
[S16i6g]
Please provide a web-link if possible
Section 01: Qualitative information (5-12) contd.
[S17]
7) If your country or its sub-national governments entered into bilateral, regional or multilateral agreements, do those take account of the needs of developing countries and countries with economies in transition?
Yes
[S18]
8) If “Yes”, please tick all options of type of support that apply from the list below:
8.a) Training
8.b) Twinning of health care facilities
8.c) Promotion of circular migration
8.d) Retention strategies
8.e) Education programs
8.f) Other mechanism, please provide details if possible:
Immigration Strategy 2020 outlines that Finland, through its development policy and development cooperation and within the limits of its appropriations, will strengthen peoples living conditions locally and that people will be provided with better capabilities and opportunities to influence their own life. Moreover, the competences and connections of immigrants organisations will be utilised for practical development cooperation. In order to promote policies of good governance that respect human rights and to promote reduction of poverty, the organisations are supported in participating with the development work in countries of immigrants origin, both through NGOs and via peace mediation activities, for example. Funding will be directed to projects and to promotion of business that support activities aimed to advance the development in the former home countries of the immigrants associations. (http://www.intermin.fi/download/51686_Maahanmuuton_tulevaisuus_2020_LOW-res_FINNISH.pdf?a9bf7e62e49ad188.)
Other
[S19]
9) Does your country strive to meet its health personnel needs with its domestically trained health personnel, notably through measures to educate, retain and sustain a health workforce that is appropriate for the specific conditions of your country, including areas of greatest need?
Yes
[S110]
10) If “Yes”, use Table B below to indicate the top 3 measures in place :
Table B – measures taken to educate, retain and sustain the health workforce
| Measure Type | Description | |
|---|---|---|
| 10.a) | Anticipation of labour and education needs | Each fourth year in Finland, since 1991, anticipation of labour and education needs in different industries have been focused on by various ministries and other parties through extensive cooperation. Long-term anticipation of labour needs is addressed under the leadership of the Ministry of Employment and the Economy and the anticipation of education needs under the Ministry of Education and Culture. Calculations for the anticipation of the development in employment and industries are drawn up by the VATT Institute of Economic Research. Anticipation of the development in employment and industries is guided by a client consortium under the Ministry of Employment and the Economy. The joint body also includes the Ministry of Finance, the Ministry of Education and Culture, the Ministry of Social Affairs and Health and the Finnish National Board of Education. The calculations for education needs based on VATTs anticipation model are carried out by the Finnish National Board of Education. Support for the anticipation has been provided by a broad-based expert network formed by the relevant ministries, the Ministry of Social Affairs and Health among them, and interest groups. |
| 10.b) | National Development Programme for Social Welfare and Health Care (Kaste programme, 2012–2015) adopted by the Government | The Kaste programme defines the objectives of social and health care reforms and the measures to achieve them. Its leadership sub-programme includes many measures which promote the retaining of the staff in the field, skills development and sufficiency of staff. |
| 10.c) | Prime Minister Juha Sipiläs Government programme (2015) | The government is strengthening the sustainability of public finances with its adjustment programme and by carrying out structural reforms which promote employment, entrepreneurship and economic growth. The aim of the social and health care reform is to narrow differences in health while keeping the costs under control. An organisational solution for social and health care services is being prepared based on autonomous regions larger than municipalities. The goal of the reform is to create a seamless whole of service chains by integrating the social and health care services and by strengthening the organisers capacity. In accordance with the immigration policy, the government will promote work-based immigration, which will strengthen employment and public finances in Finland as well as improve the dependency ratio. The Governments programme encourages various actors in the society to increase connections between native Finns and immigrants. These activities must be cross-administrative, and the communication between the authorities must be strengthened. |
[S111]
11) Has your country adopted measures to address the geographical mal-distribution of health workers and to support their retention in underserved areas?
Yes
[S112]
12) If “Yes”, use Table C below to indicate the top 3 measures in place :
Table C – measures taken to address the geographical mal-distribution of health workers
| Measure Type | Description | |
|---|---|---|
| 12.a) | Regional anticipation by the regional councils | Regional anticipation is a part of the preparation for the objectives of education provision. Regional councils have a legal obligation (Act 7/2014) to take the responsibility about the coordination of regional anticipation for long- and medium-term education needs and for the preparation of education goals. |
| 12.b) | Participation in regional anticipation by hospital districts within a catchment area for highly specialised medical care and by their basic health care units. | The Health Care Act (1326/2010) obliges hospital districts within a catchment area for highly specialised medical care and their basic health care units to participate with the regional councils in regional anticipation for labour and education needs. This improves the possibilities to plan the education offer to correspond to regional labour demand in health care. |
| 12.c) | Monitoring of the employment situation and employment shortages in social welfare and health care | The National Institute for Health and Welfare (THL) publishes yearly three statistical reports on social and health care workforce in private and in public sector, on municipal social and health care workforce and on international mobility of social and health care personnel. (https://www.thl.fi/fi/tilastot/tilastot-aiheittain/sosiaali-ja-terveydenhuollon-henkilosto.) Among others, the Local Government Employers (KT), the Finnish Medical Association and the Finnish Dental Association publish surveys about regional labour shortages in the field of social and health care. |
Section 01: Qualitative information (13-17)
[S113]
13) Does your country have any (government and/or non-government) programs or institutions undertaking research in health personnel migration?
Yes
[S114]
14) Please use Table D below to provide the contact details for these research programs or institutions
Table D Detailed information on research programs or institutions assessing health personnel migration
| Name of Program or Institution | Name of contact person | Contact details | Web-link (if available) | |
|---|---|---|---|---|
| 14.1 | National Institute for Health and Welfare | E.g. Päivikki Koponen, E.g. Ritva Mertaniemi | paivikki.koponen@thl.fi, ritva.mertaniemi@thl.fi | https://www.thl.fi/en/web/thlfi-en https://www.thl.fi/fi/web/maahanmuuttajat-ja-monikulttuurisuus https://www.thl.fi/en/tutkimus-ja-asiantuntijatyo/hankkeet-ja-ohjelmat/uth-ulkomaista-syntyperaa-olevien-tyo-ja-hyvinvointi-tutkimus https://www.thl.fi/en/web/thlfi-en/research-and-expertwork/projects-and-programmes/projects/24723 |
| 14.2 | National Institute of Occupational Health | E.g. Auli Airila | auli.airila@ttl.fi | http://www.ttl.fi/en/Pages/default.aspx http://www.ttl.fi/fi/muuttuva_tyoelama/toissa_suomessa/sivut/default.aspx |
| 14.3 | University of Tampere | E.g. Tiina Vaittinen | tiina.vaittinen@uta.fi | http://www.uta.fi/en/ http://www.uta.fi/yky/en/research/tapri/Research/bodypoliticofmigration/index.html |
| 14.4 | University of Helsinki | E.g. Lena Näre | lena.nare@helsinki.fi | www.helsinki.fi http://www.helsinki.fi/valtiotieteellinen/uutisarkisto/uutiset/2014/02_24_2014_lena_nare.html |
| 14.5 | ETMU | http://etmu.fi/ | ||
| 14.6 | ||||
| 14.7 |
[S115]
15) Has your country established a database of laws and regulations related to international health personnel recruitment and migration and, as appropriate, information related to their implementation?
Yes
[S1151]
15.1) Please provide details of the database reference or a web-link:
National Supervisory Authority for Welfare and Health Valvira (www.valvira.fi) makes available comprehensive information, in English, about working as doctors, nurses and in other health care professions for those who have obtained their qualifications either in Finland, in the EU or outside the EU. In addition, Valvira provides information about the application process, language requirements, legislation and various contact information. Valvira has also drawn up a guide for nurses with a foreign background (http://www.valvira.fi/-/sairaanhoitajaksi-suomeen).
Information, in English, directed to work-based immigrants in the field of social and health care can be found also from the Finnish Medical Association, the Finnish Dental Association, Union of Health and Social Care Professionals Tehy, the Finnish Nurses Association, Union of Professional Social Workers Talentia and Finnish Union of Practical Nurses SuPer or from the websites of these organisations.
The Act on the Promotion of Immigrant Integration (1386/2010) requires that immigrants be informed about Finnish society. Welcome to Finland guide (www.tem.fi/ajankohtaista/julkaisut/esitteet/perustietoa_suomesta) 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.
The Finnish Immigration Service (http://www.migri.fi/) offers foreigners information about immigration and residence in Finland, about deportation, refugee status and nationality.
There is information available in many places both for employers and work-based immigrants.
The website of the Ministry of the Interior (www.intermin.fi) provides information about integration matters, aiming to ensure participation of immigrants in the Finnish society in the way other inhabitants participate.
Infopankki (www.infopankki.fi/fi/elama-suomessa/tyo-ja-yrittajyys) administered by the City of Helsinki offers, in 15 languages, information about Finnish society and culture, permissions needed for settling down, housing, Finnish language study, work and entrepreneurship, education and training, social and health care services, how to act in problem situations, non-governmental organisations and pastimes.
Information about employment legislation is available from Finlands electronic legislative database (www.finlex.fi).
Employment and Economic Development Offices (TE Office) provide information about the ground rules for employment, about work permits required for working in Finland and about Finlands work culture and housing. In addition, their websites (www.te-palvelut.fi) provide information about how to make an employment agreement and about minimum wages, taxation, social security and vacancies available.
Local Government Employers (KT) (www.kuntatyonanatajat.fi) provides information about employment market topics in the municipal sector, and the municipalities disseminate information about their own activities.
The Working in Finland – Information for Immigrants guide (http://www.ttl.fi/fi/muuttuva_tyoelama/toissa_suomessa/sivut/default.aspx) informs immigrants in 13 different languages about Finnish working life.
The Equality.fi website maintained by the Ministry of Justice displays material about equality and non-discrimination. The site contains information about legislation, research and various minorities.
The Monimuotoisuus – työelämän mahdollisuus guide on diversity (www.tem.fi/ajankohtaista/vireilla/muita_hankkeita/yes_yhdenvertaisuus_etusijalle/monimuotoisuus_-_tyoelaman_mahdollisuus) increases awareness about discrimination at work, including recruitment, and promotes management of diversity in public, private and third sectors. The guide has been published in five languages.
SAK, the Central Organisation of Finnish Trade Unions, in its Perehdyttämällä monimuotoiseen työyhteisöön project, which focused on induction to diverse work community, created self-study materials for immigrants (http://www.tyoelamanverkko-opisto.fi/article/34). With the help of the material, immigrants can learn about employment and its conditions, occupational safety and health, labour market organisations, Finnish work culture and practices as well as Finnish ways to communicate.
Other sources of information include the workinfinland.fi website of the Ministry of Employment and the Economy, the EURES portal, CIMOs studyinfinland website as well as the EUs Immigration Portal, where the European Migration Network provides the information about Finland.
The Social Insurance Institution makes available information about social benefits in Finland (www.kela.fi). Together with the Tax Administration, the Social Insurance Institution also has a common service desk for foreign workers in Finland. The service desk also serves foreign entrepreneurs, students and companies employing and supplying labour from abroad.
The Ministry of Social Affairs and Health (www.stm.fi) provides information in issues concerning occupational health and safety as well as health care.
[S116]
16) Does your country have any mechanism(s) or entity(ies) to maintain statistical records of health personnel whose first qualification was obtained overseas?
Yes
[S1161]
16.1) Please use Table E below to provide the contact details of each entity.
Table E Contact details of mechanism(s) or entity(ies) maintaining statistical records of health personnel whose first qualification was obtained overseas
| Name of mechanism or entity | Contact details | Web-link (if available) | |
|---|---|---|---|
| 16.1 a) | National Supervisory Authority for Welfare and Health Valvira | Sosiaali- ja terveysalan lupa- ja valvontavirasto, P.O.Box 210, 00531 Helsinki, Finland Tel. +358 295 209111 | www.valvira.fi |
| 16.1 b) | Statistics Finland | 00022 Tilastokeskus, Finland Tel. +358 29 551 1000 | http://www.tilastokeskus.fi/index_en.html |
| 16.1 c) | |||
| 16.1 d) | |||
| 16.1 e) | |||
| 16.1 f) | |||
| 16.1 g) |
[S1162]
16.2) For the entity named in Q(16.1) please use Table F below to specify whether the information gathered include the following:
Table F Description of the statistical information available on the internationally recruited health personnel
[S1162col1]
16.2)
[S1162col2]
Entity
[S1162col3]
Occupation category
[S1162col4]
Country of first qualification
[S1162col5]
Year of first recruitment
[S1162col6]
Age
[S1162col7]
Sex
[S1162aa]
Entity 1
[S1162a]
Entity
Valvira
[S1162b]
Categories of Skilled Health Personnel (Include all that apply)
* Please use this category only if the information available has no clear separation in reported numbers between the two cadres
Doctors
Nurses
Midwives
Nurses/Midwives*
Dentists
Pharmacists
Other
[S1162c]
Country of first qualification
Yes
[S1162d]
Year of first recruitment
Yes
[S1162e]
Age
Yes
[S1162f]
Sex
Yes
[S1162bb]
Entity 2
[S1162a2]
Entity
[S1162b2]
Categories of Skilled Health Personnel (Include all that apply)
* Please use this category only if the information available has no clear separation in reported numbers between the two cadres
Doctors
Nurses
Midwives
Nurses/Midwives*
Dentists
Pharmacists
Other
[S1162c2]
Country of first qualification
[S1162d2]
Year of first recruitment
[S1162e2]
Age
[S1162f2]
Sex
[S11623]
Entity 3
[S1162a3]
Entity
[S1162b3]
Categories of Skilled Health Personnel (Include all that apply)
* Please use this category only if the information available has no clear separation in reported numbers between the two cadres
Doctors
Nurses
Midwives
Nurses/Midwives*
Dentists
Pharmacists
Other
[S1162c3]
Country of first qualification
[S1162d3]
Year of first recruitment
[S1162e3]
Age
[S1162f3]
Sex
[S1162dd]
Entity 4
[S1162a4]
Entity
[S1162b4]
Categories of Skilled Health Personnel (Include all that apply)
* Please use this category only if the information available has no clear separation in reported numbers between the two cadres
Doctors
Nurses
Midwives
Nurses/Midwives*
Dentists
Pharmacists
Other
[S1162c4]
Country of first qualification
[S116d4]
Year of first recruitment
[S1162e4]
Age
[S1162f4]
Sex
[S1162ee]
Entity 5
[S1162a5]
Entity
[S1162b5]
Categories of Skilled Health Personnel (Include all that apply)
* Please use this category only if the information available has no clear separation in reported numbers between the two cadres
Doctors
Nurses
Midwives
Nurses/Midwives*
Dentists
Pharmacists
Other
[S1162c5]
Country of first qualification
[S1162d5]
Year of first recruitment
[S1162e5]
Age
[S1162f5]
Sex
Section 01: Qualitative information (13-17) contd.
[S117]
17) Does your country have any mechanism(s) or entity(ies) to regulate or grant authorization to practice to internationally recruited health personnel and maintain statistical records on them?
Yes
[S1171]
17.1) Please use Table G below to provide the contact details of each entity.
Table G Contact details of mechanism(s) or entity(ies) regulating ot granting authorization to practice to internationally recruited health personnel
| Name of mechanism or entity | Contact details | Web-link (if available) | |
|---|---|---|---|
| 17.1 a) | National Authority for Welfare and Health Valvira | Sosiaali- ja terveysalan lupa- ja valvontavirasto, P.O.Box 210, 00531 Helsinki, Finland Tel. +358 295 209111 | www.valvira.fi |
| 17.1 b) | |||
| 17.1 c) | |||
| 17.1 d) | |||
| 17.1 e) | |||
| 17.1 f) | |||
| 17.1 g) |
[S1172]
For the entity named in Q(17.1) please use Table H below to indicate whether the information gathered include the following details:
Table H Description of information available on authorization and regulation of practice of internationally recruited health personnel
[S1172col1]
17.2)
[S1172col2]
Entity
[S1172col3]
Occupation category
[S1172col4]
Country of first qualification
[S1172col5]
Year of first recruitment
[S1172col6]
Age
[S1172col7]
Sex
[S1172aa]
Entity 1
[S1172a]
Entity
Valvira
[S1172b]
Categories of Skilled Health Personnel (Include all that apply)
* Please use this category only if the information available has no clear separation in reported numbers between the two cadres
Doctors
Nurses
Midwives
Nurses/Midwives*
Dentists
Pharmacists
Other (include details as necessary)
Other registered health care professionals
Other
[S1172c]
Country of first qualification
Yes
[S1172d]
Year of first recruitment
Yes
[S1172e]
Age
Yes
[S1172f]
Sex
Yes
[S1172bb]
Entity 2
[S1172a2]
Entity
[S1172b2]
Categories of Skilled Health Personnel (Include all that apply)
* Please use this category only if the information available has no clear separation in reported numbers between the two cadres
Doctors
Nurses
Midwives
Nurses/Midwives*
Dentists
Pharmacists
Other (include details as necessary)
Other
[S1172c2]
Country of first qualification
Yes
[S1172d2]
Year of first recruitment
Yes
[S1172e2]
Age
Yes
[S1172f2]
Sex
Yes
[S1172cc]
Entity 3
[S1172a3]
Entity
[S1172b3]
Categories of Skilled Health Personnel (Include all that apply)
* Please use this category only if the information available has no clear separation in reported numbers between the two cadres
Doctors
Nurses
Midwives
Nurses/Midwives*
Dentists
Pharmacists
Other (include details as necessary)
Other
[S1172c3]
Country of first qualification
Yes
[S1172d3]
Year of first recruitment
Yes
[S1172e3]
Age
Yes
[S1172f3]
Sex
Yes
[S1172dd]
Entity 4
[S1172a4]
Entity
[S1172b4]
Categories of Skilled Health Personnel (Include all that apply)
* Please use this category only if the information available has no clear separation in reported numbers between the two cadres
Doctors
Nurses
Midwives
Nurses/Midwives*
Dentists
Pharmacists
Other (include details as necessary)
Other
[S1172c4]
Country of first qualification
Yes
[S1172d4]
Year of first recruitment
Yes
[S1172e4]
Age
Yes
[S1172f4]
Sex
Yes
[S1172ee]
Entity 5
[S1172a5]
Entity
[S1172b5]
Categories of Skilled Health Personnel (Include all that apply)
* Please use this category only if the information available has no clear separation in reported numbers between the two cadres
Doctors
Nurses
Midwives
Nurses/Midwives*
Dentists
Pharmacists
Other (include details as necessary)
Other
[S1172c5]
Country of first qualification
Yes
[S1172d5]
Year of first recruitment
Yes
[S1172e5]
Age
Yes
[S1172f5]
Sex
Yes
Section 01: Qualitative information (18-21)
[S118]
18) Has an assessment of what is needed to implement the Code at the national, sub-national and local level been made?
Yes
[S1181]
18.1) Please submit any other comments or information you wish to provide regarding question:
[S119]
19) Has your country taken any steps to implement the Code?
Yes
[S120]
20) To describe those steps taken to implement the Code, please tick all items that apply from the list below – the box can be ticked even if only some of the elements per step have been applied:
20.a) Actions have been taken to communicate and share information across sectors on health worker recruitment and migration issues, as well as the Code, among relevant ministries, departments and agencies, nationally and sub-nationally
20.b) Measures have been taken to involve all stakeholders in any decision-making processes involving health personnel migration and international recruitment.
20.c) Actions are being considered to introduce changes to laws or policies to bring them into conformity with the recommendations of the Code.
20.d) Records are maintained of all recruiters authorized by competent authorities to operate within their jurisdiction.
20.e) There exists a mechanism for regulation and accreditation of all recruiters authorized by competent authorities to operate within their jurisdiction.
20.f) Good practices are encouraged and promoted among recruitment agencies.
20.g) If Other steps have been taken, please give more details:
Together with the experts from the Ministry of Employment and the Economy and the Local Government Employers KT, the Ministry of Social Affairs and Health has compiled a draft publication of regulations, policy approaches and good practices for carrying out WHOs recommendations for international recruitment of social and health care staff. The purpose of the publication is to spread information about the challenges of international mobility of staff and about how to meet these challenges. The publication is based on the National Development Programme for Social Welfare and Health Care (2012-2015), the Kaste programme, established by the Government. Appended to the publication, there is a Finnish translation of WHOs Code.
Other
[S121]
21) Please list in priority order, the three main constraints to the implementation of the Code in your country and propose possible solutions:
| Main constraints | Possible solution | |
|---|---|---|
| 21.a) | On their websites, the authorities disseminate information to immigrants about their rights and obligations in a variety of ways. However, information usually concerns issues in the field of the particular authority. Therefore, it might be difficult to have an overall picture of the rights and responsibilities from the point of view of an individual immigrant. Dissemination of information in a coordinated manner is a key challenge for cooperation among the authorities. | In Finland, there is information in different languages directed to work-based immigrants through official websites. There is both general information about working and living in Finland and information specifically targeting social and health care professionals. Compilation of those websites together, through cooperation among the authorities, would help in finding information. |
| 21.b) | The National Institute for Health and Welfare (THL) publishes an annual statistical report on the international mobility of social and health care staff. Currently, there is information about immigrants education and training, but there isnt any information on the country where the first degree was completed. | Developing in collaboration between Valvira, Statistics Finland and the National Institute for Health and Welfare THL the collection of data about the countries where the completion of the first degrees took place would enable better monitoring of work-based immigration. |
| 21.c) | Information about the principles of WHOs Code is being distributed, and discussions about those principles are taking place between the authorities and the parties carrying out recruitment. However, in Finland there is no register about the parties involved in the recruitment or about bilateral agreements related to international recruitment. | Collection of information about the parties carrying out recruitment and about bilateral agreements related to international recruitment would, for their part, promote the implementation of WHOs Code and the monitoring of it. |
Section 01: Qualitative information (22-24)
[S122]
22) Has your country provided assistance to one or more Member States or other stakeholders to support their implementation of the Code?
No
[S123]
23) Does your country receive / requested assistance from one or more countries or other stakeholders to support its implementation of the Code?
No
[S124]
24.1) Please submit any other complementary comments or material you wish to provide regarding the international recruitment and management of migration of the health workforce that would relate to implementation of the Code.
A WHO platform for collaboration of the designated national authorities responsible for the exchange of information regarding the implementation of the Code would be very desirable. At present, this kind of collaboration does not cover all national authorities.
[S242]
24.2) Please submit any other complementary material you wish to provide regarding the international recruitment and management of migration of the health workforce that would relate to implementation of the Code.
Section 02: Quantitative information - Minimum Data Sets
[S2]
Questionnaire on Foreign-trained Doctors and Nurses
Please follow the instructions within the spreadsheet to complete the questionnaire.
To download the spreadheet please follow the link: /dataformv6/upload/surveys/378366/docs/Adapted_Template_Workforce%20Migration_2015.xls
[S22]
Please upload the filled out spreadsheet here
Section 03: Reporting instrument for other stakeholders (optional)
[S31]
Submitted by:
[S32]
Contact details:
[S33]
Name of entity submitting the report:
[S34]
Responsible and/or contact person:
[S35]
Mailing address:
[S36]
Telephone number:
[S37]
Fax:
[S38]
Email:
[S39]
Website URL :
[S310]
Description of the entity submitting the report:
[S311]
Please describe the entity submitting this report and the nature of its involvement or interest in international health personnel migration issues relevant to the Code.