National Reporting Instrument 2015

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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. 


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Contact details

Hide [G1Q00001] Name of Member State
Armenia
Hide [G1Q00002] Contact information of DNA
Full name of institution
National Institute of Health, Health Information Analytical Center, MoH RA
Name of contact officer
Diana Andreasyan,
Title of contact officer
Director of Health Information Analytical Center, MoH RA
Mailing address
Komitas str. Yerevan 0051, Armenia
Telephone number
+374 91575152
Fax number
+374 538680
Email address
dianaandreasyan@gmail.com
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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.
The foreigners can be employed only in case of mutual recognition of diplomas, degrees and other academic or professional qualifications. National Information Center for Academic, Recognition and Mobility (NICARM) is responsible for providing of assessment of foreign diplomas and qualifications by the order of Lisbon and international conventions. After assessment of foreign qualification, the complete recognition is conferred if there are not significant differences between adequate national and foreign qualifications otherwise the partial recognition or refusal is given. www.armenic.am Labor Inspection of RA. (www.apt.am, English documents are not available) State Migration Service of the Ministry of Territorial Administration of RA (www.smsmta.am Work permit) The RA Law “On foreigners” was adopted in December 2006, the decree of the RA Government on granting and rejecting order of work permit, as well the authorized body granting working permit has not been yet adopted. According to the RA Law “On Legal Acts” the 4th chapter of the RA Law “On Foreigners” will function when the Government adopts the abovementioned decree. Accordingly, currently foreigners can work in the RA without work permit. According to the RA Law “On foreigners” the RA employers are entitled to conclude an employment contract (service contract) with a foreigner and use his/her work based on the work permit issues to a foreign worker by the authorized body. This body has not defined yet and it will be defined by the above mentioned Government Decree. When issuing a work permit to a foreign worker, the public administration body of the Republic of Armenia authorized in the field of employment and occupation of foreigners shall take into account the needs and developments of the labour market of the Republic of Armenia. With a view of assessing the needs of the labour market of the Republic of Armenia, a time-limit is established for the employer upon the decision of the Government of the Republic of Armenia, during which he shall be obliged to fill the available vacancies from among the citizens of the Republic of Armenia. Where the republican employment services do not nominate any candidate meeting his requirements within the established time-limit, the employer may find a foreigner who meets those requirements and apply to the authorized body for issuing а work permit for a specific foreigner for a specific term, by submitting the necessary documents prescribed upon the decree of the Government of the Republic of Armenia. ГЛАВА 4 РАБОТА ИНОСТРАННЫХ ЛИЦ В РЕСПУБЛИКЕ АРМЕНИЯ Статья 22. Работа иностранных лиц в Республике Армения 1. Иностранные лица имеют право свободно распоряжаться своими способностями к труду, выбирать профессию и род деятельности, заниматься экономической деятельностью, не запрещенной законодательством Республики Армения, с соблюдением ограничений, установленных законодательством Республики Армения. Гарантируется принцип равноправия сторон трудовых отношений, установленный Трудовым кодексом Республики Армения, независимо от их пола, расы, национальности, языка, гражданства и иных обстоятельств, не связанных с деловыми качествами работника. 2. Работодатели Республики Армения имеют право заключать с иностранным работником трудовой договор (договор на оказание услуг) и использовать его труд на основании разрешения на работу, выданного иностранному работнику уполномоченным органом. При предоставлении разрешения на работу иностранному работнику уполномоченным органом государственного управления Республики Армения в области труда и занятости иностранных лиц учитываются потребности рынка труда и процессы на рынке труда Республики Армения. 3. В целях оценки потребностей рынка труда Республики Армения постановлением Правительства Республики Армения устанавливается для работодателя срок, в течение которого он обязан восполнить имеющееся у него вакантное рабочее место гражданами Республики Армения. В случае отсутствия в установленный срок предложения республиканской службы занятости по кандидатуре, соответствующей требованиям работодателя, работодатель может сам отыскивать соответствующее этим требованиям иностранное лицо и обращаться в уполномоченный орган для выдачи разрешения на работу конкретного иностранного работника на конкретный срок с представлением необходимых документов, установленных постановлением Правительства Республики Армения. 4. Иностранное лицо имеет право осуществлять в Республике Армения трудовую деятельность в случае передачи работодателем выданного ему разрешения на работу.
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.
Republic of Armenia is a suppler (donor) of personnel resources for countries of the European Region and Russia. Armenia has no bilateral agreements or arrangements with recipient countries that might regulate and ensure the rights medical workers, occupied abroad.
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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?
No
Hide [S15b] If 'No', please proceed using 'Next' button at the bottom of the screen.
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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?
No
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) Targeted post-graduate education with obligatory working off A certain number of students sign a contract with the Ministry of Health on education within the framework of state financing with obligatory working off in far regions.
10.b) Improvement and specialization of personnel resources Execution of training and specialization programs (for doctors and nurses) within the framework of the state financing both in Armenia and abroad.
10.c) Program for social assistance to personnel resources Doctors, occupied in far regions, are provided with accommodation, payments for communal services, education of children, etc)
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) Targeted post-graduate education with obligatory working off A certain number of students sign a contract with the Ministry of Health on education within the framework of state financing with obligatory working off in far regions.
12.b) Improvement and specialization of personnel resources Execution of training and specialization programs (for doctors and nurses) within the framework of the state financing both in Armenia and abroad.
12.c) Program for social assistance to personnel resources Doctors, occupied in far regions, are provided with accommodation, payments for communal services, education of children, etc)
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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?
No
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?
No
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?
No
Hide [S116b] If 'No', please proceed using 'Next' button at the bottom of the screen.
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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?
No
Hide [S117b] If 'No', please proceed using 'Next' button at the bottom of the screen.
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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?
No
Hide [S119] 19) Has your country taken any steps to implement the Code?
No
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) Recipient countries very reluctantly agree or disagree to provide assistance to a donor country in directions mentioned in the code. Elaboration of mechanisms of mutual assistance of the recipients countries and donor countries.
21.b) Lack of a functional database on human resources in the sector. No studies/research on migration of healthcare practitioners. Efficient data gathering at national and international levels, research and exchange for monitoring, analysis and policy formulation.
21.c) The Code is not incorporated in respective laws and employment and/or migration agreements. The Code is not implemented. Incorporate the Code in respective national laws and policy and Implementation of the Code by all stakeholders. The Code should be used as a reference for drafting and signing agreements.
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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?
No
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.
None of the recipient countries has signed a treaty on assistance.
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.
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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
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Section 03: Reporting instrument for other stakeholders (optional)

Hide [S31] Submitted by: 

Hide [S32] Contact details:

Hide [S33] Name of entity submitting the report:

Hide [S34] Responsible and/or contact person:

Hide [S35] Mailing address:

Hide [S36] Telephone number:
Hide [S37] Fax:
Hide [S38] Email:
Hide [S39] Website URL :
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.