National Reporting Instrument 2024
Background
[INFOxNRI1]
National Reporting instrument 2024
[BGxINT]
Background
Adopted in 2010 at the 63rd World Health Assembly (WHA Res 63.16), the WHO Global Code of Practice on the International Recruitment of Health Personnel (“the Code”) seeks to strengthen the understanding and ethical management of international health personnel recruitment through improved data, information, and international cooperation.
Article 7 of the Code encourages WHO Member States to exchange information on the international recruitment and migration of health personnel. The WHO Director General is mandated to report to the World Health Assembly every 3 years.
WHO Member States completed the 4th round of national reporting in May 2022. The WHO Director General reported progress on implementation to the 75th World Health Assembly in May 2022 (A75/14). The report on the fourth round highlighted the need to assess implications of health personnel emigration in the context of additional vulnerabilities brought about by the COVID-19 pandemic. For this purpose, the Expert Advisory Group on the relevance and effectiveness of the Code (A 73/9) was reconvened. Following the recommendations of the Expert Advisory Group, the Secretariat has published the WHO health workforce support and safeguards list 2023.
The National Reporting Instrument (NRI) is a country-based, self-assessment tool for information exchange and Code monitoring. The NRI enables WHO to collect and share current evidence and information on the international recruitment and migration of health personnel. The findings from the 5th round of national reporting will be presented to the Executive Board (EB156) in January 2025 in preparation for the 78th World Health Assembly.
The deadline for submitting reports is 31 August 2024.
Article 9 of the Code mandates the WHO Director General to periodically report to the World Health Assembly on the review of the Code’s effectiveness in achieving its stated objectives and suggestions for its improvement. In 2024 a Member-State led expert advisory group will be convened for the third review of the Code’s relevance and effectiveness. The final report of the review will be presented to the 78th World Health Assembly.
For any queries or clarifications on filling in the online questionnaire please contact us at WHOGlobalCode@who.int.
What is the WHO Global Code of Practice?
Disclaimer: The data and information collected through the National Reporting Instrument will be made publicly available via the NRI database (https://www.who.int/teams/health-workforce/migration/practice/reports-database) following the proceedings of the 78th World Health Assembly. The quantitative data will be used to inform the National Health Workforce Accounts data portal (http://www.apps.who.int/nhwaportal/).
Adopted in 2010 at the 63rd World Health Assembly (WHA Res 63.16), the WHO Global Code of Practice on the International Recruitment of Health Personnel (“the Code”) seeks to strengthen the understanding and ethical management of international health personnel recruitment through improved data, information, and international cooperation.
Article 7 of the Code encourages WHO Member States to exchange information on the international recruitment and migration of health personnel. The WHO Director General is mandated to report to the World Health Assembly every 3 years.
WHO Member States completed the 4th round of national reporting in May 2022. The WHO Director General reported progress on implementation to the 75th World Health Assembly in May 2022 (A75/14). The report on the fourth round highlighted the need to assess implications of health personnel emigration in the context of additional vulnerabilities brought about by the COVID-19 pandemic. For this purpose, the Expert Advisory Group on the relevance and effectiveness of the Code (A 73/9) was reconvened. Following the recommendations of the Expert Advisory Group, the Secretariat has published the WHO health workforce support and safeguards list 2023.
The National Reporting Instrument (NRI) is a country-based, self-assessment tool for information exchange and Code monitoring. The NRI enables WHO to collect and share current evidence and information on the international recruitment and migration of health personnel. The findings from the 5th round of national reporting will be presented to the Executive Board (EB156) in January 2025 in preparation for the 78th World Health Assembly.
The deadline for submitting reports is 31 August 2024.
Article 9 of the Code mandates the WHO Director General to periodically report to the World Health Assembly on the review of the Code’s effectiveness in achieving its stated objectives and suggestions for its improvement. In 2024 a Member-State led expert advisory group will be convened for the third review of the Code’s relevance and effectiveness. The final report of the review will be presented to the 78th World Health Assembly.
For any queries or clarifications on filling in the online questionnaire please contact us at WHOGlobalCode@who.int.
What is the WHO Global Code of Practice?
Disclaimer: The data and information collected through the National Reporting Instrument will be made publicly available via the NRI database (https://www.who.int/teams/health-workforce/migration/practice/reports-database) following the proceedings of the 78th World Health Assembly. The quantitative data will be used to inform the National Health Workforce Accounts data portal (http://www.apps.who.int/nhwaportal/).
Disclaimer
[INFOxNRI2]
National Reporting instrument 2024
[disclaim]
Disclaimer
[1] Note: Case-based facility data collection as that in the WHO Global Bum Registry does not require WHO Member State approval.
[2] The world health report 2013: research for universal coverage. Geneva: World Health Organization; 2013 (http://apps.who.int/iris/bitstream/10665/85761/2/9789240690837_eng.pdf)
[3] WHO statement on public disclosure of clinical trial results: Geneva: World Health Organization; 2015 (http://www.who.int/ictrp/results/en/, accessed 21 February 2018).
For more information on WHO Data Policy kindly refer to http://www.who.int/publishing/datapolicy/en/
[1] Note: Case-based facility data collection as that in the WHO Global Bum Registry does not require WHO Member State approval.
[2] The world health report 2013: research for universal coverage. Geneva: World Health Organization; 2013 (http://apps.who.int/iris/bitstream/10665/85761/2/9789240690837_eng.pdf)
[3] WHO statement on public disclosure of clinical trial results: Geneva: World Health Organization; 2015 (http://www.who.int/ictrp/results/en/, accessed 21 February 2018).
For more information on WHO Data Policy kindly refer to http://www.who.int/publishing/datapolicy/en/
I have read and understood the WHO policy on the use and sharing of data collected by WHO in Member States outside the context of public health emergencies
Contact Details
[INFOxNRI3]
National Reporting instrument 2024
[CI]
Contact Details
Name of Member State:
Latvia
Name of designated national authority:
Roga Dace
Title of designated national authority:
Senior Expert of Sectoral Human Resources Development Division
Institution of the designated national authority:
Ministry of Health of the Republic of Latvia
Email:
riginao@who.int,dace.roga@vm.gov.lv,WHOGlobalCode@who.int
Telephone number :
+371 60002017
Contemporary issues
[INFOxNRI4]
National Reporting instrument 2024
[NRIxI]
The questions marked * are mandatory. The system will not allow submission until all mandatory questions are answered.
[INFOx1]
Contemporary issues on health personnel migration and mobility
[Q1x1]
In the past 3 years, has the issue of international recruitment of health personnel been a concern for your country?
Yes, and it is increasing in intensity
Since the 2022 Russian invasion of Ukraine, many Ukrainian citizens have integrated into the health workforce. The total number of permits issued to health professionals and support personnel by August 1, 2024, is 411. The permit to provide temporary professional services is issued for five years.
[Q1x2]
In the past 3 years, has the issue of international reliance on health personnel (international recruitment of health personnel to meet domestic needs) been a concern for your country?
No, this is not a problem in my country
Health Personnel Education
[INFOxNRI5]
National Reporting instrument 2024
[INFOx2]
Health personnel education, employment and health system sustainability
[Q2]
Is your country taking measures to educate, employ and retain a health and care workforce that is appropriate for the specific conditions of your country, including areas of greatest need?
Yes
[Q2x1]
Please check all items that apply from the list below:
2.1 Measures taken to ensure the sustainability of the health and care workforce
2.2 Measures taken to address the geographical mal-distribution and retention of health and care workers*
2.3 Other relevant measures taken to educate, employ and retain a health and care workforce that is appropriate for the specific conditions of your country
[Q2x1x1]
2.1.1 Measures taken to ensure the sustainability of the health and care workforce
Forecasting future health and care workforce requirements to inform planning
Aligning domestic health and care workforce education with health system needs
Improving quality of education and health personnel in alignment with service delivery needs
Creating employment opportunities aligned with population health needs
Managing international recruitment of health personnel
Improving management of health personnel
Specific provisions on health personnel regulation and recruitment during emergencies
Others
[Q2x2x1]
Check all that apply for Measures taken to address the geographical mal-distribution and retention of health and care workers
2.2.1 Education
2.2.2 Regulation
2.2.3 Incentives
2.2.4 Support
[Q2x2x2x1]
2.2.2.1 Regulation Measure
Scholarships and education subsidies with return of service agreements
There are medical education institutions in the regions, including one higher education institution that started the general care nurse education program in 2021, as well as educational institutions have structural units in the regions. Professional development programs are financed from the European Union funds and the conditions for the implementation of these programs are to ensure regional accessibility.
Mandatory service agreements with health personnel that are not related to scholarships or education subsidies
When acquiring a doctor's specialty at the residency, there is a regional principle that a person can study in state-funded studies, but after completing studies and obtaining a doctor's specialist certificate, it is a condition to work in a state or municipal institution for three years.
Enhanced scope of practice of existing health personnel
Task sharing between different professions
Provisions for pathways to enter new or specialised practice after rural service
Others
[Q2x2x3x1]
2.2.3.1 Incentives Measure
Additional financial reimbursement
Regional residents (persons studying for a medical specialty) are entitled to a higher resident's salary by 30%; Also in Latvia, a project of European Union funds is being implemented, which provides compensation for starting work in regions outside the capital, as well as for starting work in the most critical professions in the sector (including the capital) - nurses and nursing assistants in hospitals, family doctors and medical assistants. The compensation application is available to those who have not worked in a state-funded medical institution in Latvia within the past 12 months. This condition aims to attract new and young doctors, as well as those who are not currently working in the profession, and to encourage former emigrants to return to the industry. Those eligible for the incentive specialties include family doctors, dentists, nurses, physicians’ assistants, midwives, physical therapists, occupational therapists, dental hygienists, audiologists and art therapists. Nursing and dental assistants are also entitled to apply for the bonus. The one-time compensations are also intended for a family doctor of retirement age who transfers their practice to a new family doctor and helps them set up.
Education opportunities
Since 2024, the incentive to distribute medical residency students across regions has been based on specific proposals and regulations set by the Ministry of Health and the Cabinet of Ministers. It aims to ensure an even distribution of healthcare professionals by allocating state-funded residency positions across different healthcare institutions and regions. For the 2024/2025 academic year, 291 residency positions will be funded. These positions are distributed among clinical university hospitals, regional multi-profile hospitals, specialized institutions, and general practice (family medicine). Notably, at least 75% of residency positions must be in stationary healthcare institutions, with at least 50% of these positions located outside Riga. This approach ensures that healthcare services are strengthened in various regions, particularly outside the capital, addressing geographical disparities in healthcare personnel distribution.
Opportunities for career advancement or professional growth
The Ministry of Health launched the EU-funded project “Improvement of Qualifications for Medical and Support Personnel”. The project aims to enhance the qualifications of healthcare professionals, support staff, pharmaceutical care specialists, and social work specialists in priority health areas such as cardiovascular diseases, oncology, perinatal and neonatal care, and mental health. The project includes training sessions, requalification, and specialization courses, along with experience exchange programs both in Latvia and abroad.
Professional recognition
Social recognition
Opportunity for pathways to permanent residency and/or citizenship for international health personnel
Others
[Q2x2x4x1]
2.2.4.1 Support Measure
Decent and safe working conditions
Decent and safe living conditions
Distance learning/e-learning opportunities
Others
[Q2x3x1]
2.3.1 Please describe - Other relevant measures taken to educate, employ and retain a health and care workforce that is appropriate for the specific conditions of your country.
The Ministry of Health has developed a strategy titled "Veselības darbaspēka attīstības stratēģija līdz 2029. gadam" (Health Workforce Development Strategy until 2029), which is planned to be approved in 2024. This strategy outlines the future direction for developing human resources in the healthcare system. It serves as an informative guide and roadmap for actions to be taken by 2029 to achieve a shared goal: a safer, more efficient, and improved healthcare service provided by a satisfied, highly valued, and motivated workforce. The strategy is based on ideas from the project supported by the European Commission's Directorate-General for Structural Reform Support, project No. REFORM/SC2021/09, titled "On the Health Workforce Strategy in Latvia." The significance of this strategy lies in addressing the identified organizational shortcomings in the education and training of Latvia's healthcare workforce, rectifying deficiencies in the Medical Personnel and Medical Support Personnel Register, and creating a comprehensive mapping of the current situation. This will enable the prediction of future healthcare workforce demand, the required skills and competencies of healthcare professionals, and the establishment of a sustainable organizational model for continuing medical education.
[Q3x1]
Are there specific policies and/or laws that guide international recruitment, migration and integration of foreign-trained health personnel in your country?
Yes
[Q3x1x1]
Please provide further information in the box below:
Law/policy 1
The Law "On Regulated Professions and Recognition of Professional Qualifications" transposes Directive 2005/36/EC of the European Parliament and of the Council of 7, September (2005) on the recognition of professional qualifications (https://likumi.lv/ta/en/en/id/26021-on-the-regulated-professions-and-the-recognition-of-professional-qualifications).
Law/policy 2
Regulations of the Cabinet of Ministers of September 12, 2023 No. 520 "Procedures for Issuing Documents Required for Recognition of Professional Qualifications Obtained in Latvia Abroad". https://likumi.lv/ta/id/345487
Law/policy 3
[Q3x2]
Are there any policies and/or provision for international telehealth services in your country through health personnel based abroad?
[Q3x3]
Has your country established a database or compilation of laws and regulations related to international health personnel recruitment and migration and, as appropriate, information related to their implementation?
[Q4]
Recognizing the role of other government entities, does the Ministry of Health have mechanisms (e.g. policies, processes, unit) to monitor and coordinate across sectors on issues related to the international recruitment and migration of health personnel?
Yes
[Q4x1]
Please describe
There are competent bodies that ensure the recognition of qualifications. There is a Health Inspectorate that maintains a database of medical personnel, including foreigners. There is a Health Inspectorate, which monitors that the professional activities of a medical practitioner (including from abroad) comply with the law - Regulations of the Cabinet of Ministers of September 19, 2017 No. 566 "Rules on information institutions and institutions that issue recognition certificates of professional qualifications obtained in foreign countries in regulated professions". https://likumi.lv/ta/id/293663.
In Latvia, coordination and information functions in mutual recognition of professional qualifications are provided by the coordinator of recognition of the professional qualifications of the Ministry of Education and Science.
[Q5]
Please describe the steps taken by your country to implement the following Code recommendations.
Check all items that apply from the list below:
Check all items that apply from the list below:
5.1 Measures have been taken or are being considered to introduce changes to laws or policies on health personnel consistent with the recommendations of the Code.
Human resources for health care is one of the priorities of health care system in Latvia, which is included in the Health Workforce Development Strategy until 2029. This policy document contains measures to achieve sufficient human resources, including wage increases, attraction of medical practitioners to regions, providing support for continuing professional development (CPD), and to continue improving the infrastructure of the medical institutions, which, among other things, will significantly improve the working environment and working conditions for medical staff.
5.2 Actions have been taken to communicate and share information across
sectors on the international recruitment and migration of health personnel, as well as to publicize the Code, among relevant ministries, departments and agencies,
nationally and/or sub-nationally.
sectors on the international recruitment and migration of health personnel, as well as to publicize the Code, among relevant ministries, departments and agencies,
nationally and/or sub-nationally.
Action 1In Latvia, the Ministry of Education and Science is the coordinating institution for the recognition of qualifications, including the health profession, in order to ensure equal and fair rights in the recognition of foreign qualifications. The Ministry of Health cooperates with the Ministry of Education and Science in this matter. Action 2The Ministry of Health also cooperates with medical institutions (mainly large hospitals), which, based on their experience in attracting foreign medical professionals, make proposals to improve the process and reduce barriers (administrative, time resources, costs) to the recognition of professions and specialties. This also applies to short-term professional recognition, where the institution of medical practice attracts a foreign specialist to provide one specific service. Action 3In turn, professional organizations in the health sector (Latvian Medical Association, Latvian Association of Professional Organizations of Medical Practitioners, Latvian Nurses' Association) and the Health Inspectorate are competent institutions that recognize foreign qualifications for health professions in accordance with the Directive 2005/36/EC of the European Parliament and of the Council of 7 September 2005 on the recognition of professional qualifications. An important aspect of cooperation with the competent authorities is to ensure that clear, comprehensible information on the recognition of regulated professions in the health sector is published in the database of regulated professions.
5.3 Measures have been taken to consult stakeholders in decision-making
processes and/or involve them in activities related to the international recruitment of health personnel.
processes and/or involve them in activities related to the international recruitment of health personnel.
A non-profit institution Academic Information Centre is an information institution on recognition of professional qualifications in regulated professions and Latvian representative to the European diploma recognition networks ENIC/NARIC. http://www.aic.lv/portal/en/arvalstu-diplomu-atzisana Academic Information Centre has developed a data base on regulated professions in Latvia. https://www.latvijaskvalifikacijas.lv/en/ . Also Latvia uses The Internal Market Information System (IMI) is a secure, multilingual online database that facilitates the exchange of information between public authorities involved in the practical implementation of EU law.
5.4 Records are maintained on all private recruitment agencies for health
personnel authorized by competent authorities to operate within their jurisdiction.
personnel authorized by competent authorities to operate within their jurisdiction.
5.5 Good practices, as called for by the Code, are encouraged and promoted among private recruitment agencies.
5.5a Promotion of the Code among private recruitment agencies.
5.5b Domestic legislation or policy requiring ethical practice of private recruitment agencies, as consistent with the principles and articles of the Code.
5.5c Public or private certification of ethical practice for private recruitment agencies.
5.5d Others
5.6 None of the above
Government Agreements
[INFOxNRI6]
National Reporting instrument 2024
[INFOx3]
Government-to-Government agreements on migration or mobility of health personnel
[Q6]
Has your country or sub-national governments entered into any bilateral, multilateral, or regional agreements and/or arrangements with respect to the international recruitment and/or mobility of health personnel?
No
Responsibilities, rights and recruitment practices
[INFOxNRI9]
National Reporting instrument 2024
[INFOx4]
Responsibilities, rights and recruitment practices
[Q7]
If your country employs/hosts international health personnel to work in the health and care sectors, which legal safeguards and/or other mechanisms are in place for migrant health personnel and to ensure that enjoy the same legal rights and responsibilities as the domestically trained health workforce?
Please check all items that apply from the list below:
Please check all items that apply from the list below:
Migrant health personnel are recruited using mechanisms that allow them to assess the benefits and risk associated with employment positions and to make timely and informed decisions on the employment.
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.
Migrant health personnel enjoy the same opportunities as the domestically trained health workforce to strengthen their professional education, qualifications and career progression.
Institutional arrangements are in place to ensure safe migration/ mobility and integration of migrant health personnel.
Measures have been taken to promote circular migration of international health personnel
Other measures (including legal and administrative) for fair recruitment and employment practices of foreign-trained and/or immigrant health personnel (please provide details)
No measures in place
Not applicable – does not host/employ foreign health personnel
[Q8]
If health personnel from your country are working abroad in the health and care sectors, please provide information on measures that have been taken or are planned in your country to ensure their fair recruitment and employment; safe migration; return; and diaspora utilization in your country, as well as difficulties encountered.
Please check all items that apply from the list below:
Please check all items that apply from the list below:
Arrangements for fair recruitment
Arrangements for decent employment contracts and working conditions in destination countries
Arrangements for safe mobility
Arrangements for return and reintegration to the health labour market in your country
Relaxed requirements for doctors in the diaspora who want to move to Latvia to be able to continue their professional work here. To provide an opportunity for physicians living in the diaspora to continue their professional activities when moving to Latvia, the procedure for registration in the Register of Medical Practitioners and Medical Support Persons has been facilitated. Namely, if a medical practitioner (with a diploma obtained in Latvia) has worked in a profession outside Latvia in a Member State of the European Economic Area or Switzerland for at least three years in the last five years and wants to continue working in Latvia, the person will have to submit certain certificates of professional activity abroad. A person will also be able to do it remotely, for example, while still outside Latvia, and if everything is correct, return to Latvia immediately to work.
Arrangements for diaspora engagement to support your country health system
Ministry of Health started to make communication meetings with diaspora to get to know their opinion, if they would like to return, what they see could be made better in Latvian health care etc.
Other
No measures in place
Not applicable – health personnel from my country are not working abroad
International migration
[INFOxNRI10]
National Reporting instrument 2024
[INFOx5]
International migration and mobility pathways for health personnel
[Q9x1]
9.1 If your country hosts international health personnel to work in the health and care sector, how do they come to your country? (check all that apply)
| Direct (individual) application for education, employment, trade, immigration or entry in country |
Government to government agreements that allow health personnel mobility |
Private recruitment agencies or employer facilitated recruitment |
Private education/ immigration consultancies facilitated mobility |
Other pathways (please specify) | Which pathway is used the most? Please include quantitative data if available. | |
|---|---|---|---|---|---|---|
| Doctors | 0 | 0 | 0 | 0 | ||
| Nurses | 0 | 0 | 0 | 0 | ||
| Midwives | 0 | 0 | 0 | 0 | ||
| Dentists | 0 | 0 | 0 | 0 | ||
| Pharmacists | 0 | 0 | 0 | 0 | ||
| Other occupations | 0 | 0 | 0 | 0 | ||
| Other occupations | 0 | 0 | 0 | 0 | ||
| Other occupations | 0 | 0 | 0 | 0 | ||
| Other occupations | 0 | 0 | 0 | 0 | ||
| Other occupations | 0 | 0 | 0 | 0 |
[Q9x1oth]
[Q9x2]
9.2 If health personnel from your country work/study abroad, how do they leave your country?
(check all that apply)
| Direct (individual) application for education, employment, trade, immigration, or entry in the destination country |
Government to government agreements that allow health personnel mobility |
Private recruitment agencies or employer facilitated recruitment |
Private education/ immigration consultancies facilitated mobility |
Other pathways (please specify) | Which pathway is used the most? Please include quantitative data if available. | |
|---|---|---|---|---|---|---|
| Doctors | 0 | 0 | 0 | 0 | ||
| Nurses | 0 | 0 | 0 | 0 | ||
| Midwives | 0 | 0 | 0 | 0 | ||
| Dentists | 0 | 0 | 0 | 0 | ||
| Pharmacists | 0 | 0 | 0 | 0 | ||
| Other occupations | 0 | 0 | 0 | 0 | ||
| Other occupations | 0 | 0 | 0 | 0 | ||
| Other occupations | 0 | 0 | 0 | 0 | ||
| Other occupations | 0 | 0 | 0 | 0 | ||
| Other occupations | 0 | 0 | 0 | 0 |
[Q9x2oth]
Recruitment & migration
[INFOxNRI11]
National Reporting instrument 2024
[INFOx6]
Data on international health personnel recruitment & migration
Improving the availability and international comparability of data is essential to understanding and addressing the global dynamic of health worker migration. Please consult with your NHWA focal point, if available, to ensure that data reported below is consistent with NHWA reporting*.
(The list of NHWA focal points is available here. Please find the focal point(s) for your country from the list and consult with them.)
For countries reporting through the WHO-Euro/EuroStat/OECD Joint data collection process, please liaise with the JDC focal point.
[Q10]
Does your country have any mechanism(s) or entity(ies) to maintain statistical records of foreign-born and foreign-trained health personnel?
Yes
[Q10x1]
Where are the records maintained? (check all that apply)
Employment records or work permits
Ministry of health personnel database
Registry of health personnel authorized to practice
Other
[Q10x2]
Does the record include gender-disaggregated data on the foreign-born and/or foreign-trained health personnel?
Yes
Inflow and outflow of health personnel
[INFOxNRI12]
National Reporting instrument 2024
[INFOx7]
Inflow and outflow of health personnel
[Q11]
Do you have a mechanism to monitor the inflow and outflow of health personnel to/from your country? (check all that apply)
Inflow
Outflow
No
[Q11x3]
If you have any document with information on health worker inflows and outflows for your country, please upload
Stock of health personnel
[INFOxNRI13]
National Reporting instrument 2024
[INFOx8]
Stock of health personnel
[Q12x1]
Consolidated stock on health personnel, disaggregated by place of training and birth
For the latest year available, consistent with the National Health Workforce Accounts (NHWA) Indicators 1-07 and 1-08, please provide information on the total stock of health personnel in your country (preferably the active workforce), disaggregated by the place of training (foreign-trained) and the place of birth (foreign-born).
For the latest year available, consistent with the National Health Workforce Accounts (NHWA) Indicators 1-07 and 1-08, please provide information on the total stock of health personnel in your country (preferably the active workforce), disaggregated by the place of training (foreign-trained) and the place of birth (foreign-born).
[Q12x1a]
Please provide data on the stock of active health personnel in your country by one of the following ways:
Fill in the table below
[Q12x1x1]
| Medical Doctors (generalist + specialists) | 10157 | https://www.vi.gov.lv/lv/arstniecibas-iestazu-un-personu-registracija | 2024 | ||||||||
| Nurses | 12020 | https://www.vi.gov.lv/lv/arstniecibas-iestazu-un-personu-registracija | 2024 | ||||||||
| Midwives | 678 | https://www.vi.gov.lv/lv/arstniecibas-iestazu-un-personu-registracija | 2024 | ||||||||
| Dentists | 2061 | https://www.vi.gov.lv/lv/arstniecibas-iestazu-un-personu-registracija | 2024 | ||||||||
| Pharmacists | 1438 | https://www.farmaceitubiedriba.lv/lv/informacija-par-registretajiem-farmaceitiem-un-farmaceitu-asistentiem- | 2024 |
[Q12x1x1x]
If you have any document with information on stock of active health personnel for your country, their distribution by place of training and place of birth, please upload
No comment
[Q12x2]
Please provide data on the top 10 countries of training for foreign-trained health personnel in your country.
This information can be provided by one of the following two options:
This information can be provided by one of the following two options:
[Q12x2x1x]
If you have any document with information on the distribution of foreign-trained health personnel for your country by their country of training, please upload
Technical and financial support
[INFOxNRI14]
National Reporting instrument 2024
[INFOx9]
Technical and financial support
[Q13]
Has your country provided technical or financial assistance to any source countries or countries in the WHO health workforce support and safeguards list 2023, or other low- and middle-income countries on health workforce development, health system strengthening, or for implementing other recommendations of the Code (e.g., strengthening data, information and research on health workforce for translation to policies and planning, etc.)
Yes
[Q13x]
Please provide additional information below (check all that apply):
Support for health workforce development (planning, education, employment, retention)
Support for other elements of health system strengthening (service delivery; health information systems; health financing; medical products and technology; and health leadership and governance)
Other areas of support:
[Q13x1]
Please specify support for health workforce development (planning, education, employment, retention)
| Country supported | Type of support (please specify) | |
|---|---|---|
| Within WHO seminars, workshops etc., supporting each other with information and opinions | Support for health workforce development (planning, education, employment, retention) | |
[Q13x2]
Please specify support for other elements of health system strengthening (service delivery; health information systems; health financing; medical products and technology; and health leadership and governance)
| Country supported | Type of support (please specify) | |
|---|---|---|
| Ukraine | Support for other elements of health system strengthening (service delivery; health information systems; health financing; medical products and technology; and health leadership and governance) | |
[Q14]
Has your country received technical or financial assistance from any WHO Member State or other stakeholders (e.g., development partners, other agencies) for health workforce development, health system strengthening, or for implementing other recommendations of the Code (e.g., strengthening data, information and research on health workforce for translation to policies and planning, etc.)?
Yes
[Q14x]
Please provide additional information below (check all that apply):
Support for health workforce development (planning, education, employment, retention)
Support for other elements for health system strengthening (service delivery; health information systems; health financing; medical products and technology; and health leadership and governance)
Other areas of support:
[Q14x1]
Please specify support for health workforce development (planning, education, employment, retention)
| Supporting country/entity | Type of support (please specify) | |
|---|---|---|
| Within WHO seminars, workshops etc., supporting each other with information and opinions | Support for health workforce development (planning, education, employment, retention) | |
Constraints, Solutions, and Complementary Comments
[INFOxNRI15]
National Reporting instrument 2024
[INFOx10]
Constraints, Solutions, and Complementary Comments
[Q15]
Please list in priority order, the three main constraints to the ethical management of international migration in your country and propose possible solutions:
| Main constraints | Possible solutions/recommendations | |
|---|---|---|
| Factors that have a negative impact on the provision of human resources - aging, uneven regional disposition, insufficient human resource provision mainly for the provision of publicly funded health services. | Mentioned measures before. | |
| Insufficient capacity to create a comprehensive information system on the human resources of the healthcare sector, including information on education, professional activities and the migration of medical practitioners. | The strengthening of the capacity and the exchange of international experience to use ICT solutions in the development of information systems, to ensure the quality and reliable of data. | |
[Q16]
What support do you require to strengthen implementation of the Code?
Support to strengthen data and information on health personnel
Support for policy dialogue and development
Support for the development of bilateral/multi-lateral agreements
Others
No support required
[Q17]
Considering that the Code is a dynamic document that should be updated as required, please provide reflections from your country on the past 14 years since the resolution on the Code.
[Q17x1]
Please comment on if/how the Code has been useful to your country.
The objectives of the WHO Global Code of Practice on the International Recruitment of Health Personnel are highly beneficial for Latvia's everyday work. They help us establish and promote ethical recruitment practices, improve our legal and institutional frameworks, and facilitate international cooperation. These principles ensure that our recruitment efforts are aligned with global standards and contribute effectively to managing health personnel.
[Q17x2]
Do any articles of the Code need to be updated?
[Q17x3]
Does the process of reporting on Code implementation and the review of the Code relevance and effectiveness need to be updated?
Yes
[Q17x4]
Please comment on the WHO health workforce support and safeguards list (e.g. if your country is included in the list, how has that affected you; if your country is reliant on international health personnel, how has the list affected you; if your country is not in the list, how has it affected you)
[Q18]
Submit any other complementary comments or material you may wish to provide regarding the international recruitment and migration of health personnel, as related to implementation of the Code.
Please describe OR Upload (Maximum file size 10 MB)
Please describe OR Upload (Maximum file size 10 MB)
[Q18x1]
Warning
[INFOxNRI16]
National Reporting instrument 2024
[WARN]
You have reached the end of the National Reporting Instrument - 2024. You may go back to any question to update your answers or confirm your entry by clicking ‘Submit’.