National Reporting Instrument 2015
Section: Background
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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Section 01: Qualitative information (1-4)
Section 01: Qualitative information (5-12)
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
Type of Agreement
Coverage
(from–to)
Categories of Skilled Health Personnel
Please attach a documentation file if possible
Type of Agreement
(from–to)
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
Please attach a documentation file if possible
(In case of multiple documents, please create one single zip file for upload)
Type of Agreement
(from–to)
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
Please attach a documentation file if possible
(In case of multiple documents, please create one single zip file for upload)
Type of Agreement
(from–to)
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
Please attach a documentation file if possible
(In case of multiple documents, please create one single zip file for upload)
Type of Agreement
(from–to)
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
Please attach a documentation file if possible
(In case of multiple documents, please create one single zip file for upload)
Type of Agreement
(from–to)
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
Please attach a documentation file if possible
(In case of multiple documents, please create one single zip file for upload)
Type of Agreement
(from–to)
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
Please attach a documentation file if possible
(In case of multiple documents, please create one single zip file for upload)
Section 01: Qualitative information (5-12) contd.
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) | Quality Assurance on Training and Education | For quality assurance, the Commission on Higher Education (CHED) issued a moratorium (CMO No. 32 s. 2010) on the opening of new programs in oversubscribed disciplines including Nursing. As contained in the CMO, if allowed to continue would result to the deterioration of the quality of graduates. Also, a CHED-convened Technical Committee on Medicine consisting of medical practitioners, academics and policy makers regularly reviews curricula as well as recommend policies and guidelines to address emerging needs of the health sector. Moreover, CHED also issued CMO No. 46 s. 2010 entitled "Policy and Standard to Enhance Quality Assurance (QA) in Philippine Higher Education Through an Outcomes-Based and Typology-Based QA" which is in line with CHED’s Roadmap for higher education, seeks to enhance the quality assurance system of Philippine Higher Education through an outcome-based and typology-based quality assurance that is differentiated by type of higher education institution (HEI). This policy standard applies to all public and private HEIs. Centers of Excellence among HEIs are duly recognized by CHED to serve as model institutes that demonstrate the highest levels of standards in instruction and research. These institutions offer academic programs that are according to international standards/practices and are recognized to produce globally competitive graduates and research outputs. Continuing Professional Development and Competitiveness Mapping of the Nursing Sector. PRC developed the revised Nursing Core Competency Standards that serves as basis for development of program outcomes/ revision of Nursing practice and standards and CPD requirements.2.) Ladderized Education. Republic Act (RA) 10647 entitled “An Act Strengthening the Ladderized Interface Between Technical-Vocational Education and Training and Higher Education (Ladderized Education Act of 2014)” was signed into law last November 21, 2014. Ladderized interface between technical-vocational education and training (TVET) and higher education to open the pathways of opportunities for career and educational progression of students and workers, create a seamless and borderless system of education, empower students and workers to exercise options or to choose when to enter and exit in the educational ladder, and provide job platforms at every exit as well as the opportunity to earn income. 3)Philippine Qualifications Framework (PQF) and ASEAN Qualifications Reference Framework (AQRF). The issuance of Executive Order (EO) No. 83 or the Philippine Qualifications Framework (PQF) envisions a quality assured national system for the development, recognition and award of qualifications based on the standards of knowledge, skills and attitude acquired by learners and workers in the country. The PQF is a system that seeks to: (a) accommodate the diversity of a tri-focalized education and training (E&T) provision in the country; and (b) support the person’s lifelong learning goals by providing the basis for qualification progression through E&T or recognition of prior learning and experiences. The framework will serve as a source of accurate and current information on quality-assured registry of types and levels of qualifications. It is also intended to support the development and maintenance of pathways and equivalencies which provide access to qualifications and assist people to move easily and readily between the different E&T sectors and between these sectors and the labor market. 4) In relation to the ASEAN initiatives, the ASEAN Qualifications Reference Framework (AQRF) is regional initiative that will help the recognition of qualifications, and enhancement of learner and worker mobility. This is the common regional framework that will enable comparison among the different national qualifications frameworks of the ASEAN countries. It strongly supports quality assurance among education and training providers making it easier for students of the different higher education institutions to participate in the regional programs aimed at learner mobility. It promotes integration and harmonization of qualifications in both higher education and TVET sectors within the ASEAN. 5) National Scholarship Programs. Provision of student financial assistance programs (StuFAPs). There are also agencies that provide student financial assistance programs (StuFAPs) to support capability building in the health sector. These programs target the poor but talented and deserving individuals belonging to a family living below poverty line. Among these agencies are: (a) CHED which implements Scholarship Programs, Grant-in-Aid Programs; and Student Loan Programs. CHED issued a new set of priority courses (i.e. where student-grantees of the StuFAPs are directed to enroll) within the next five years (2012-2016) which include among others, Health Sciences such as Pharmacy, Radiological and Medical Technology.; (b) Department of Science and Technology – Science Education Institute (DOST-SEI) which provides S&T Scholarship Programs; and (c) Technical Education and Skills Development Authority (TESDA) which also provides technical and vocational education and training (TVET) scholarships and other educational assistance through different TESDA programs including Private Education Student Financial Assistance (PESFA) program. 6) Competency development of nurses in Philippine hospitals through the DOH Nurse Certification Program. This was established in October 15, 2012 through Department order 2012-0181 (“Guidelines on the Department of Health Nurse Certification Program”). It was operationalized in the DOH specialty hospitals last 2013 for 10 specialty areas in Nursing (Cardiovascular, Renal, Emergency and Trauma, Pediatric, Maternal and Child, Pulmonary, Mental Health, Orthopedic and Rehabilitation, Infectious Disease and Operating Room Nursing) |
10.b) | Responsive , relevant, and effective HRH management through improvement in working conditions, employee welfare and employment benefits. | 1) Health Facilities Enhancement Programs for the upgrading of health facilities improving the delivery of basic, essential and as well as specialized health services to be able to accommodate health professions students (e.g. nursing) ; to expand the services of existing tertiary hospitals to provide higher tertiary care and as teaching, training hospitals; and, and to establish gate-keeping functions to avoid congestion in higher level hospitals. 2) Salaries and benefit packages improved - Performance Enhancement Incentives for government employees - Salary increases with the proposed 48B allocation for 2016 (all positions including allied health professions) - One-time benefit equivalent to one month salary given to government employees in 2015 - Operations Research that investigate financial and non-financial incentives for employees 3) Increase in the number of positions for hiring of additional HRH in health facilities and health offices - Approved staffing standards for government hospitals depending on service capability and bed capacity with resulting hospital expansion (increase in number of positions that will improve patient/ bed to HRH ratio) - Approved DOH rationalization plan that created increase in number of available positions for hiring of HRH.. 4) Improving of working conditions based on the Department of Labor and Employment -Occupational Safety and Health Standards (DOLE -OSHS) thru training and education - Implementation of the New Labor Law Compliance System (LLCS) - Issuance of Department of Labor and Employment (DOLE) Department Order on the Prevention and Control of TB, HIV, AIDS, and Hepatitis B and Drug-Free Workplace - Provision of Free IEC Materials (posters, booklets, etc.) on OSH. |
10.c) | others policies on HRH | Updating/ Reformulation of the HRH Master Plan and issuance of policies on Deployment of Graduates from Residency Training to LGUs and Installation of HRH Management and Development System for LGUs |
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) | Human Resource for Health (HRH) Deployment Program of the DOH | 1) Rural Health Team Deployment Programs - Deployment of doctors, nurses and midwives and other health-allied professionals to complement the existing human resource, enhance the capability of local government units (LGUs) to deliver health services, and promote equity and access to critical health services by the marginalized population of the country (e.g.rural areas, national priority areas for poverty reduction and social development and geographically isolated and disadvantaged areas (GIDA)) . 2) Policy on Deployment of Graduates from Medical Residency Training in DOH Hospitals to LGUs - As a return service mechanism, graduate of select medical residency programs (obstetrics, paediatrics, surgery, anesthesia) in DOH retained hospitals will be deployed to areas on need for 1 year to improve the service delivery and/or training capacity of LGU facilities. |
12.b) | Scholarship programs for HRH in LGUs | National scholarship programs for continuing education offered to HRH in LGUs to promote retention |
12.c) | Return service agreements for health professional education in state universities | Implementation of Return Service Agreements in state university (University of the Philippines) and local government university (Pamantasan ng Lungsod ng Maynila). Graduates of health education programs enter to contract with the university to be deployed to areas of need in the country (place or origin, through national deployment programs) after obtaining corresponding professional licenses. |
Section 01: Qualitative information (13-17)
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 | Department of Labor and Employment-Institute for Labor Studies (DOLE-ILS) | Mary Grace Riguer | +6325273447 / +632 5273511 | www.ilsdole.gov.ph |
14.2 | National Reintegration Center for OFWs (NRCO) | Dir. Chona Mantilla | +632 5276184/ +632 5262392 /+632 5262633 | nrcoreintegration@gmail.com |
14.3 | Public Services Labor Independent Confederation (PSLINK) | Annie Enriquez-Geron; Jillian Roque | +6329244710 / +639088215102 | www.pslinkconfederation.org |
14.4 | International Labor Organization Manila | Jennifer dela Rosa | +63 2 580 9900/ +63 2 856 7597 | http://www.ilo.org/manila |
14.5 | Scalabrini Migration Center | Michelle Taguinod | +63 2 364 7149/ +63 2 423 9226 | smc@smc.org.ph |
14.6 | Philippine Migration Research Network (as part of IOM project on Philippine Country Migration Report) | +63 2 929 2671/ +63 2 924 4178 | pssc@skyinet.net | |
14.7 |
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) | Commission on Filipinos Overseas (CFO) | 6325524701/ 6325524760 | www.cfo.gov.ph |
16.1 b) | Professional Regulation Commission (PRC) | 632 3100026/632 7340383 | www.prc.gov.ph |
16.1 c) | Philippine Overseas Employment Agency (POEA) | 632 7221144 /632 7221155 | www.poea.gov.ph |
16.1 d) | |||
16.1 e) | |||
16.1 f) | |||
16.1 g) |
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
Entity
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
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
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
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
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
Section 01: Qualitative information (13-17) contd.
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) | Professional Regulation Commission | 632 3100026/ 632 7340383 | www.prc.gov.ph |
17.1 b) | Bureau of Immigration (BI) | 632 4652400 | www.immigration.gov.ph |
17.1 c) | Department of Labor and Employment | 632 5273000 | www.dole.gov.ph |
17.1 d) | |||
17.1 e) | |||
17.1 f) | |||
17.1 g) |
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
Entity
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
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
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
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
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
Section 01: Qualitative information (18-21)
Main constraints | Possible solution | |
---|---|---|
21.a) | Limited awareness on the Code / limited capacity of stakeholders to translate the CODE (Lack of information on the Code and NRI items not applicable to source countries ; Lack of concerted efforts to implement the Code ; Agreements are not widely disseminated) | Improving cooperation amongst stakeholders through communication, consultative/dialogue, advocacy/education on the Code and specific policies and regulations of the destination country |
21.b) | Difficulties in entering into bilateral agreements that are based on international norms and ethical recruitment principles given the voluntary nature of the Code | Engaging receiving countries cooperation through Bilateral Labor Agreements to operationalize certain provisions of the CODE given its voluntary nature. |
21.c) | Gaps in policy and implementation (1987 PHL Constitution Limitations and others) | Issuing mandate from the government to all sectors to fully implement the Code, amending of some provisions in the PHL Constitution ; imposing sanctions that can penalize the recruiter and employer such as administrative charges with corresponding fees and strengthening efforts to curtail illegal recruitment practices not only in the legislation but also the implementation |
Section 01: Qualitative information (22-24)
Section 02: Quantitative information - Minimum Data Sets
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