National Reporting Instrument 2015

Hide all

Section: Background

Hide [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

 

Hide all

Contact details

Hide [G1Q00001] Name of Member State
Philippines
Hide [G1Q00002] Contact information of DNA
Full name of institution
Health Human Resource Development Bureau - Department of Health
Name of contact officer
Kenneth G. Ronquillo
Title of contact officer
Doctor
Mailing address
San Lazaro Cmpd, Rizal Ave., Sta Cruz Manila, Philippines 1003
Telephone number
+63 2 743 1776
Fax number
+63 2 743 1776
Email address
kgronquillo.hhrdb.doh@gmail.com
Hide all

Section 01: Qualitative information (1-4)

Hide [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
Hide [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
Hide [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.
There are existing mechanisms as provided by law however, foreign HRH only work in the country on a temporary and short term basis. Article 40 of the Philippine Labor Code regulates the entry of foreign national in any kind of profession, which will be subjected to a labor market test on the availability, capability and willingness of the local supply. Upon passing the test, the migrant worker is granted rights accorded to nationals. As such, it serves a protective measure for both nationals and foreigners. The Department of Labor also publishes a positive list which covers highly specialized skills/ profession.
Hide [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.
Difficulties differ by profession. Doctors and pharmacists do not usually have difficulties in the recruitment and employment practices. Some of the difficulties include the following:  Irregularities in the content of employment contracts, especially for nurses and contract substitution  Non-recognition of education and granting of equivalencies (prior to implementation of K to 12)  Discrimination on migrant workers(not enjoying the same rights as domestically trained health personnel of the destination country)  Lack of access to and portability of social protection  Union rights violations  Lack of standard protocol on repatriation  High recruitment/placement fees paid by the migrant health worker  Illegal recruitment  Lack of adequate information on migration and their rights as migrant health personnel which has placed a staggering number of overseas Filipino workers in vulnerable and risky economic and social situations.  Lack of reintegration programs for returning migrant health personnel  Difficulties in sending remittances (ex. inaccessible facilities, expensive remittance fees)  Presence of armed conflicts  Language barrier  Differences in cultural practices Measures being implemented on protection of Filipino migrant workers are the following: - Strict enforcement of rules and regulations on recruitment of Filipino migrant workers by the Philippine Overseas Employment Agency (POEA). Continuing education requirements and sanctions are imposed for recruitment agencies prior to the renewal of their licenses. - Forging of government to government bilateral labor agreements (BLAs) and entering into Regional MRAs to gain better cooperation with other countries and improving contents of BLAs to state explicitly conditions as recommended by the Code (e.g. who shoulders language training, mutual recognition, capacity development, etc). - Regular meetings of interagency committees that are participated by government and non-government agencies (such as Trade Unions) to monitor implementation of agreements (e.g. Philippine-Japan Economic Partnership Agreement (PJEPA) and the RP- Germany Triple Win Project.) - Conduct of information dissemination programs for Filipino migrants workers through the Pre-employment Orientation Seminar (PEOS) and Pre-deployment Orientation Seminar (PDOS). The free POEA Pre-employment Orientation Seminar Online course is open for Filipino migrant workers and potential migrants. This may be accessed at www.peos.poea.gov.ph . Country-specific PDOS are conducted for Filipino emigrants to address their adjustment concerns in their destination countries. In these seminars, various topics are discussed such as travel regulations, immigration procedures, cultural differences, settlement concerns, employment and social security concerns and rights and obligations of Filipino migrants. - Review of employment contracts of Filipino migrant workers pre-departure through the POEA and on-site (destination countries) through the Philippine Overseas Labor Offices (POLOs). These units give priority to Filipino migrant workers protection and welfare. They are also responsible for recommending areas of further regulation or deregulation for the review of labor markets under their respective jurisdiction. - Development of migration information kits specifically for Filipino migrant health workers covering all the stages of migration (pre-decision, pre-departure, onsite/deployment, return and reintegration) to help Filipino health workers make informed decisions and avoid fraudulent recruitment practices. This was done through the partnership of Public Services Labor Independent Confederation (PSLINK), PSI and other Philippine affiliate unions. The migration information materials were developed A Joint Manual of Operations in Providing Assistance to Migrant Workers and other Filipinos Overseas has already been developed, but still needs to be adopted. - Implementation of K to 12 program of education to facilitate recognition of education and grant equivalencies. This covers Kindergarten and 12 years of basic education (six years of primary education, four years of Junior High School, and two years of Senior High School [SHS]) to provide sufficient time for mastery of concepts and skills, develop lifelong learners, and prepare graduates for tertiary education, middle-level skills development, employment, and entrepreneurship. Measures being implemented on protection of Filipino migrant workers are the following: - Strict enforcement of rules and regulations on recruitment of Filipino migrant workers by the Philippine Overseas Employment Agency (POEA). Continuing education requirements and sanctions are imposed for recruitment agencies prior to the renewal of their licenses. - Forging of government to government bilateral labor agreements (BLAs) and entering into Regional MRAs to gain better cooperation with other countries and improving contents of BLAs to state explicitly conditions as recommended by the Code (e.g. who shoulders language training, mutual recognition, capacity development, etc). - Regular meetings of interagency committees that are participated by government and non-government agencies (such as Trade Unions) to monitor implementation of agreements (e.g. Philippine-Japan Economic Partnership Agreement (PJEPA) and the RP- Germany Triple Win Project.) - Conduct of information dissemination programs for Filipino migrants workers through the Pre-employment Orientation Seminar (PEOS) and Pre-deployment Orientation Seminar (PDOS). The free POEA Pre-employment Orientation Seminar Online course is open for Filipino migrant workers and potential migrants. This may be accessed at www.peos.poea.gov.ph . Country-specific PDOS are conducted for Filipino emigrants to address their adjustment concerns in their destination countries. In these seminars, various topics are discussed such as travel regulations, immigration procedures, cultural differences, settlement concerns, employment and social security concerns and rights and obligations of Filipino migrants. - Review of employment contracts of Filipino migrant workers pre-departure through the POEA and on-site (destination countries) through the Philippine Overseas Labor Offices (POLOs). These units give priority to Filipino migrant workers protection and welfare. They are also responsible for recommending areas of further regulation or deregulation for the review of labor markets under their respective jurisdiction. - Development of migration information kits specifically for Filipino migrant health workers covering all the stages of migration (pre-decision, pre-departure, onsite/deployment, return and reintegration) to help Filipino health workers make informed decisions and avoid fraudulent recruitment practices. This was done through the partnership of Public Services Labor Independent Confederation (PSLINK), PSI and other Philippine affiliate unions. The migration information materials were developed A Joint Manual of Operations in Providing Assistance to Migrant Workers and other Filipinos Overseas has already been developed, but still needs to be adopted. - Implementation of K to 12 program of education to facilitate recognition of education and grant equivalencies. This covers Kindergarten and 12 years of basic education (six years of primary education, four years of Junior High School, and two years of Senior High School [SHS]) to provide sufficient time for mastery of concepts and skills, develop lifelong learners, and prepare graduates for tertiary education, middle-level skills development, employment, and entrepreneurship.
Hide all

Section 01: Qualitative information (5-12)

Hide [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
Hide [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

Hide [S16] 6)
Hide [S16a]

Type of Agreement

Hide [S16b] Countries Involved

Hide [S16c]

Coverage

Hide [S16d] Validity period
(from–to)
Hide [S16e]

Categories of Skilled Health Personnel 

Doctors
Nurses
Midwives
Nurses/Midwives*
Dentists
Pharmacists
Other (include details as necessary)
Other
Hide [S16f]

Please attach a documentation  file if possible

 

Hide [S16g] Please provide a web-link if possible
Hide [S16i1] Agreement 1
Hide [S16i1a]

Type of Agreement

Regional
Hide [S16i1b] Countries Involved
ASEAN Member States
Hide [S16i1c] Coverage
National
Hide [S16i1d] Validity period 
(from–to)
2008
Hide [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
Hide [S16i1f]

Please attach a documentation  file if possible

(In case of multiple documents, please create one single zip file for upload)

Hide [S16i1g] Please provide a web-link if possible
www.prc.gov.ph
Hide [S16i2] Agreement 2
Hide [S16i2a]

Type of Agreement

Bilateral
Hide [S16i2b] Countries Involved
Philippines Japan
Hide [S16i2c] Coverage
National
Hide [S16i2d] Validity period 
(from–to)
2015
Hide [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
public health professionals
Other
Hide [S16i2f]

Please attach a documentation  file if possible

(In case of multiple documents, please create one single zip file for upload)

Hide [S16i2g] Please provide a web-link if possible
www.dfa.gov.ph
Hide [S16i3] Agreement 3
Hide [S16i3a]

Type of Agreement

Bilateral
Hide [S16i3b] Countries Involved
Philippines Germany
Hide [S16i3c] Coverage
National
Hide [S16i3d] Validity period 
(from–to)
2013
Hide [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
Hide [S16i3f]

Please attach a documentation  file if possible

(In case of multiple documents, please create one single zip file for upload)

Hide [S16i3g] Please provide a web-link if possible
www.poea.gov.ph
Hide [S16i4] Agreement 4
Hide [S16i4a]

Type of Agreement

Bilateral
Hide [S16i4b] Countries Involved
Philippines Canada (Manitoba) (British Columbia) (Saskatchewan)
Hide [S16i4c] Coverage
Sub-national
Hide [S16i4d] Validity period 
(from–to)
2010; 2008; 2006
Hide [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
all skills/ cadre
Other
Hide [S16i4f]

Please attach a documentation  file if possible

(In case of multiple documents, please create one single zip file for upload)

Hide [S16i4g] Please provide a web-link if possible
www.poea.gov.ph
Hide [S16i5] Agreement 5
Hide [S16i5a]

Type of Agreement

Bilateral
Hide [S16i5b] Countries Involved
Philippines Japan
Hide [S16i5c] Coverage
National
Hide [S16i5d] Validity period 
(from–to)
2009
Hide [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
care workers
Other
Hide [S16i5f]

Please attach a documentation  file if possible

(In case of multiple documents, please create one single zip file for upload)

Hide [S16i5g] Please provide a web-link if possible
www.poea.gov.ph
Hide [S16i6] Agreement 6
Hide [S16i6a]

Type of Agreement

Bilateral
Hide [S16i6b] Countries Involved
Philippines Bahrain
Hide [S16i6c] Coverage
National
Hide [S16i6d] Validity period 
(from–to)
2007
Hide [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
all skills/ cadre
Other
Hide [S16i6f]

Please attach a documentation  file if possible

(In case of multiple documents, please create one single zip file for upload)

Hide [S16i6g] Please provide a web-link if possible
www.poea.gov.ph
Hide all

Section 01: Qualitative information (5-12) contd.

Hide [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
Hide [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:
investments in improvement of health facilities
Other
Hide [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
Hide [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) 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
Hide [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
Hide [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) 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.
Hide all

Section 01: Qualitative information (13-17)

Hide [S113] 13)  Does your country have any (government and/or non-government) programs or institutions undertaking research in health personnel migration?
Yes
Hide [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 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
Hide [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
Hide [S1151] 15.1) Please provide details of the database reference or a web-link:

Philippine Overseas Employment Agency and the Department of Foreign Affairs maintain a data base of laws and regulations related to international health personnel recruitment and migration. The website contains texts of the laws, rules and regulations and Bilateral Labor Agreements that govern recruitment of all workers including health professionals. website: www.poea.gov.ph/ www.dfa.gov.ph
Hide [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
Hide [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) 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)
Hide [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

Hide [S1162col1] 16.2)
Hide [S1162col2]

Entity


Hide [S1162col3] Occupation category


Hide [S1162col4] Country of first qualification


Hide [S1162col5] Year of first recruitment


Hide [S1162col6] Age


Hide [S1162col7] Sex

Hide [S1162aa] Entity 1
Hide [S1162a] Entity
Philippine Overseas Employment Agency (POEA)
Hide [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
Hide [S1162c] Country of first qualification
No
Hide [S1162d] Year of first recruitment

Yes
Hide [S1162e] Age
Yes
Hide [S1162f] Sex
Yes
Hide [S1162bb] Entity 2
Hide [S1162a2] Entity
Professional Regulation Commission (PRC)
Hide [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
Hide [S1162c2] Country of first qualification
No
Hide [S1162d2] Year of first recruitment

Yes
Hide [S1162e2] Age
Yes
Hide [S1162f2] Sex
Yes
Hide [S11623] Entity 3
Hide [S1162a3] Entity
Commission on Filipinos Overseas (CFO)
Hide [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
Hide [S1162c3] Country of first qualification
No
Hide [S1162d3] Year of first recruitment

Yes
Hide [S1162e3] Age
Yes
Hide [S1162f3] Sex
Yes
Hide [S1162dd] Entity 4
Hide [S1162a4] Entity

Hide [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
Hide [S1162c4] Country of first qualification
Hide [S116d4] Year of first recruitment

Hide [S1162e4] Age
Hide [S1162f4] Sex
Hide [S1162ee] Entity 5
Hide [S1162a5] Entity

Hide [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
Hide [S1162c5] Country of first qualification
Hide [S1162d5] Year of first recruitment

Hide [S1162e5] Age
Hide [S1162f5] Sex
Hide all

Section 01: Qualitative information (13-17) contd.

Hide [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
Hide [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) 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)
Hide [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

Hide [S1172col1] 17.2)
Hide [S1172col2]

Entity


Hide [S1172col3] Occupation category


Hide [S1172col4] Country of first qualification


Hide [S1172col5] Year of first recruitment


Hide [S1172col6] Age


Hide [S1172col7] Sex

Hide [S1172aa] Entity 1
Hide [S1172a] Entity
Professional Regulation Commission
Hide [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
Hide [S1172c] Country of first qualification

No
Hide [S1172d] Year of first recruitment

Yes
Hide [S1172e] Age
Yes
Hide [S1172f] Sex
Yes
Hide [S1172bb] Entity 2
Hide [S1172a2] Entity
Bureau of Immigration (BI)
Hide [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
Hide [S1172c2] Country of first qualification

Hide [S1172d2] Year of first recruitment

Hide [S1172e2] Age
Yes
Hide [S1172f2] Sex
Yes
Hide [S1172cc] Entity 3
Hide [S1172a3] Entity

Hide [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
Hide [S1172c3] Country of first qualification

Hide [S1172d3] Year of first recruitment

Hide [S1172e3] Age
Hide [S1172f3] Sex
Hide [S1172dd] Entity 4
Hide [S1172a4] Entity

Hide [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
Hide [S1172c4] Country of first qualification

Hide [S1172d4] Year of first recruitment

Hide [S1172e4] Age
Hide [S1172f4] Sex
Hide [S1172ee] Entity 5
Hide [S1172a5] Entity

Hide [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
Hide [S1172c5] Country of first qualification

Hide [S1172d5] Year of first recruitment

Hide [S1172e5] Age
Hide [S1172f5] Sex
Hide all

Section 01: Qualitative information (18-21)

Hide [S118] 18) Has an assessment of what is needed to implement the Code at the national, sub-national and local level been made?
Yes
Hide [S1181] 18.1) Please submit any other comments or information you wish to provide regarding question:

This was done through the 2012 Tripartite Stakeholders Meeting for the Monitoring National Reporting on the WHO Global Code of practice on the International Recruitment of Health Personnel.
Hide [S119] 19) Has your country taken any steps to implement the Code?
Yes
Hide [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
Hide [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) 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
Hide all

Section 01: Qualitative information (22-24)

Hide [S122] 22) Has your country provided assistance to one or more Member States or other stakeholders to support their implementation of the Code?
No
Hide [S123] 23) Does your country receive / requested assistance from one or more countries or other stakeholders to support its implementation of the Code?
Yes
Hide [S1231] 23.1) Please provide more information or evidence of agreements or evidence of financial assistance as appropriate:

Requested and received funding support and technical assistance from WHO and ILO – DWAB for the 2012 Tripartite Meeting on Monitoring of the Code.
Hide [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.
Government agencies should work together to pursue the objectives of the Code. The tool may still be improved to reflect balance in source and destination country perspectives.
Hide [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.
Philippine National Reporting Instrument 2015
describes contents of the report in more detail
Hide all

Section 02: Quantitative information - Minimum Data Sets

Hide [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

 

Hide [S22] Please upload the filled out spreadsheet here
NRI 2015 Section 2
Available information on doctors and nurses (domestically trained only)
Hide all

Section 03: Reporting instrument for other stakeholders (optional)

Hide [S31] Submitted by: 
1. International Organization for Migration (IOM) Philippines 2. Public Services Labor Independent Confederation (PSLINK)
Hide [S32] Contact details:

Hide [S33] Name of entity submitting the report:
1. Mr. Ricardo CASCO and Dr. Predrag BAJCEVIC 2. Jillian Roque
Hide [S34] Responsible and/or contact person:
1. Mr. Ricardo CASCO and Dr. Predrag BAJCEVIC 2. Jillian Roque
Hide [S35] Mailing address:
1. 28th Floor, Citibank Tower Condominium, 8741 Paseo de Roxas, Makati City 2. 15 Clarion Lily St. St. Dominic Subdivision Congressional Avenue Quezon City Philippines
Hide [S36] Telephone number:
1. 230-1752 and 883-9340
Hide [S37] Fax:
Hide [S38] Email:
rcasco@iom.int and pbajcevic@iom.int
Hide [S39] Website URL :
https://www.iom.int/
Hide [S310] Description of the entity submitting the report:

Hide [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.