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

Zimbabwe

Hide [G1Q00002] Contact information of DNA

Full name of institution

The Health Service Board & Ministry of Health and Child Care

Name of contact officer

Ruth Runyararo Kaseke (Ms)

Title of contact officer

Executive Director, Health Service Board

Mailing address

Private Bag A6104, Avondale, Harare

Telephone number

00263772428184

Fax number

Not available

Email address

ruthkaseke26@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.

1. Registration with the professional association 2. Screening by foreign recruitment panel 3. Registration with professional councils

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.

1. Some are deployed to the remotest parts of the country in some countries 2. Bilateral agreements are under consideration with countries that would want to recruit health workers from Zimbabwe

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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?

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

Bilateral

Hide [S16b] Countries Involved

Cuba

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

Bilateral

Hide [S16i1b] Countries Involved

Cuba

Hide [S16i1c] Coverage

National

Hide [S16i1d] Validity period
(from–to)

2000 indefinite

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

Specialist nurses, X Ray Technicians

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

Not Available

Hide [S16i2] Agreement 2

Hide [S16i2a]

Type of Agreement

Bilateral

Hide [S16i2b] Countries Involved

China

Hide [S16i2c] Coverage

National

Hide [S16i2d] Validity period
(from–to)

10 years

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

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

Not Available

Hide [S16i3] Agreement 3

Hide [S16i3a]

Type of Agreement

Bilateral

Hide [S16i3b] Countries Involved

Democratic Republic of Congo (DRC)

Hide [S16i3c] Coverage

National

Hide [S16i3d] Validity period
(from–to)

10 years

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

Physiotherapists

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

Not Available

Hide [S16i4] Agreement 4

Hide [S16i4a]

Type of Agreement

Hide [S16i4b] Countries Involved

Democratic Republic of Korea

Hide [S16i4c] Coverage

National

Hide [S16i4d] Validity period
(from–to)

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

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

Hide [S16i5] Agreement 5

Hide [S16i5a]

Type of Agreement

Hide [S16i5b] Countries Involved

Hide [S16i5c] Coverage

Hide [S16i5d] Validity period
(from–to)

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

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

Hide [S16i6] Agreement 6

Hide [S16i6a]

Type of Agreement

Hide [S16i6b] Countries Involved

Hide [S16i6c] Coverage

Hide [S16i6d] Validity period
(from–to)

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

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

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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?

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)	Educate	Training schools for the majority of health workers are available in the country
10.b)	Retain	Various Retention Schemes are in place paying allowances over and above salary
10.c)	Sustain	Manpower Development supported

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)	Top up allowances	Higher allowances paid to those in rural stations
12.b)	Priority for Manpower Development	Priority for further studies given to those in the rural areas & willing to be deployed
12.c)	Targetted deployment	Deployment on completion of studies especially of specialist doctors

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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?

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?

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?

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?

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?

Hide [S119] 19) Has your country taken any steps to implement the Code?

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)	Health workers do not disclose countries of destination	Create awareness on the existence of the Code and its benefits
21.b)	Lack of resources for creation of awareness	Lobby for resources
21.c)	No bilateral agreements with destination countries	Bilateral agreements with destination countries

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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?

Hide [S123] 23) Does your country receive / requested assistance from one or more countries or other stakeholders to support its implementation 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.

None

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

No comment

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Section 03: Reporting instrument for other stakeholders (optional)

Hide [S31] Submitted by:

Ms N.N. Zhou General Manager - Human Resources

Hide [S32] Contact details:

P. Bag A6104 Avondale Harare, Zimbabwe

Hide [S33] Name of entity submitting the report:

Health Service Board and Ministry of Health and Child Care, Zimbabwe

Hide [S34] Responsible and/or contact person:

Ms R.R. Kaseke Executive Director

Hide [S35] Mailing address:

P. Bag A6104 Avondale Harare, Zimbabwe

Hide [S36] Telephone number:

00263772428184

Hide [S37] Fax:

N/A

Hide [S38] Email:

ruthkaseke26@gmail.com

Hide [S39] Website URL :

www.hsb.gov.zw

Hide [S310] Description of the entity submitting the report:

The Health Service Board was created through an Act of Parliament and came into operation in 2005 with a mandate to appoint persons to offices, posts and grades in the Zimbabwe Health Service; to create grades in the Health Service and fix conditions of service for its members, among other functions. The Health Service Board therefore ensures the availability of appropriately trained and remunerated Human Resources for Health to ensure the provision of an accessible quality health service in Zimbabwe. The Health Service Board thus works closely with the health service providing entity, the Ministry of Health and Child Care.

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.

Pursuant to its mandate, the Health Service Board (HSB) is tasked with ensuring that the appropriate health workers are available for the provision of health services as outlined in the Natonal Health Strategy, which is reviewed from time to time, also in accordance with the provisions of the Constitution of Zimbabwe. In this regard, the HSB works closely with various professional councils to establish the availabilty of appropriately reistered profesionals. In like manner the HSB also liaises with the various training institutions in the establishment of relevant training programmes and training targets. The HSB thus is anticipative of the benefits that would come with the establishment of a functional HRH Observatory which would provide a strategic repository of all key HRH information and thereby enable the HSB and other partners to track the composition of the HRH available in Zimbabwe. The establishment of the observatory would also make available appropritely disaggregated data in one place for ease of analysis. As a country investing in the training of Human Reources for Health, the HSB is keen to monitor the migration trends of staff so as to strengthen retention measures atthe same time creating a conducive environment for those who may be considered excess in other countries but in short supply in others.