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.
Please proceed usnig 'Next' button
Contact details
[G1Q00001]
Name of Member State
Thailand
[G1Q00002]
Contact information of DNA
Full name of institution
International Health Policy Program
Name of contact officer
KRISADA SAWAENGDEE
Title of contact officer
Dr
Mailing address
International Health Policy Program. Ministry of Public Health Tiwanon Rd Nontaburi Thailand
Telephone number
66-25902366
Fax number
66-25902366
Email address
krisada@ihpp.thaigov.net , ksawaengdee@gmail.com
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:
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.
All doctors,nurses,dentists,pharmacists,physical therapists and medical technicians who would like to practice in their professional career have to send their qualification and application form to professional council and pass national licensing examination to get professional licenses.Both domestic and foreign trained health professionals are regulated by same regulation.
[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.
Health personnel working outside country is voluntary basis.Most of them seek their jobs by themselves individually. Although in Thailand,there is regulation that anybody who working outside country should inform the department of employment before leaving or inform the Thai Embassy office in destination country.This regulation is more applicable to recruitment agency but no enforcement to anybody who go to working abroad by themselves.This situation effected to migration information system.Presently,we do not know how many and which country that Thai doctors or nurses working outside country.
The Code implementation committee plan to coordinate with the department of employment and professional councils to establish data collection mechanism and information system to monitor our personnel who work outside country
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?
No
[S15b]
If 'No', please proceed using 'Next' button at the bottom of the screen.
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:
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) | HRH Planning | Demand for and supply of health personnel analysis to formulate policy on production and employment |
| 10.b) | Increase production capacity | Nurse and Medical school and faculty development to increase production capacity |
| 10.c) | Strengthening effective distribution by geographical and workload and promote rural retention and measure | Apply Need base analysis to distribute health personnel especially doctor,nurse and dentist.Increase rural recruitment and hometown placement measures. |
[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) | Increase both financial and non financial incentive | 1.Provide hardship allowance for health personnel who working in rural or hardship areas. 2.Investment to develop safety working environment housing 3. Provide opportunity to continuous training. |
| 12.b) | Promote career advancement | Provide Civil servant position for health personnel who work in hardship areas |
| 12.c) | Implement Rural recruitment and home town placement policy | Provide enrollment opportunity for high school students in rural or hardship areas to medical and nursing schools and place them to their hometown after graduation |
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?
No
[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?
No
[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?
No
[S116b]
If 'No', please proceed using 'Next' button at the bottom of the screen.
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?
No
[S117b]
If 'No', please proceed using 'Next' button at the bottom of the screen.
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:
International Health Policy Program convene expert meeting to assess need to implement the Code in Thailand.Resulted that 1) In December 2015,ASEAN community will be effective.There are some medical and nursing schools provide English or bilingual course in medical nursing curriculum to increase language and transcultural competency for their graduated to work internationally.2)Data from Thailand nursing council indicated increasing of nurses who intent to work abroad by request to translate their license into English for applying to work overseas.
[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:
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) | Incomplete and non integrated HRH information | Establish national HRH information system |
| 21.b) | Low priority issue in migration of health personnel | Investigate magnitude and impact of health personnel migration |
| 21.c) | Lack of effective mechanism to monitor migration | strengthen responsible unit to implement the Code and monitor |
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?
Yes
[S1221]
Please provide more information or evidence of agreements or evidence of financial assistance as appropriate:
1.Code implementation experience sharing among SEAR countries.
2.The Code committee grant budget for Thai Nurses Association to convene meeting with recruiters and study "Factors associate with intention to work overseas among Thai nurses"
[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.
[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
Thailand workforce migration
No comment
Section 03: Reporting instrument for other stakeholders (optional)
[S31]
Submitted by:
Dr.Krisada Sawaengdee
[S32]
Contact details:
International Health Policy Program
Ministry of Public Health
Tiwanon Rd
Nontaburi Thailand 11000
[S33]
Name of entity submitting the report:
[S34]
Responsible and/or contact person:
Dr.Krisada Sawaengdee
[S35]
Mailing address:
International Health Policy Program
Ministry of Public Health
Tiwanon Rd
Nontaburi Thailand 11000
[S36]
Telephone number:
662-5902266
[S37]
Fax:
662-5902266
[S38]
Email:
krisada@ihpp.thaigov.net
[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.