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:
Norway
Name of designated national authority:
Norwegian Directorate of Health
Title of designated national authority:
Senior advisor
Institution of the designated national authority:
Norwegian Directorate of Health
Email:
riginao@who.int,Espen.Ottesen.Vattekar@helsedir.no,WHOGlobalCode@who.int
Telephone number :
004792443743
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?
No, this is not a problem in my country
[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?
Yes, and it is increasing in intensity
Norway relies on its citizens pursuing education abroad, particularly in the fields of medicine and dentistry, to meet the nation's needs for those groups. Additionally, Norway sees a steady arrival of healthcare professionals from abroad, including nurses, healthcare workers, and doctors. Most of these professionals come from the Nordic countries or the EU/EEA. Therefore monitoring of domestic educational capacity is crucial to ensure that Norway continues to have a robust healthcare workforce.
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
In Norway, a national projection model for health personnel is utilized for planning purposes, developed by Statistics Norway. This model aids in anticipating the future demand and supply of healthcare workers. Additionally, hospitals have their own projection tools, and there are resources available for municipalities to assist in local healthcare planning.
Aligning domestic health and care workforce education with health system needs
Since 2017, extensive development work on developing national guidelines within health and social studies. The guidelines are intended to define the final competencies for each education and constitute a minimum standard of competence. These guidelines are continuously revised.
Improving quality of education and health personnel in alignment with service delivery needs
Since 2017, extensive development work on developing develop national guidelines within health and social studies. The guidelines are intended to define the final competencies for each education and constitute a minimum standard of competence. These guidelines are continuously revised.
Creating employment opportunities aligned with population health needs
New positions are continuously being created in hospitals and primary healthcare services to provide services to the population. An example are the agreements to strengthen the general practitioner services and education of specialist in general medicine (ALIS). 5-year programs on capacity building and skills strengthening in primary health care services. There is more or less no unemployment among healthcare professionals.
Managing international recruitment of health personnel
Improving management of health personnel
There are several leadership training programs at higher educational level for leaders in the health services, so that the services can have even better leaders. In addition, leaders can attend leadership training at local level at their workplace.
Specific provisions on health personnel regulation and recruitment during emergencies
There are different measures that can be used, for example allowing retirees to work more and giving healthcare students more responsibility.
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
[Q2x2x1x1]
2.2.1.1 Education Measure
Education institutions based in rural/underserved areas
Universities and colleges are located across large parts of the country. Many health education programs also have decentralized arrangements. This ensures that one can live in rural areas and still pursue higher education. However, this does not solve all challenges with recruiting healthcare personnel in rural areas.
Student intake from rural/underserved areas and communities
In the northern parts of the country, there is a system in place that reserves study spots at the universities of Northern Norway for residents of that area. This ensures that those living in these areas have access to higher education opportunities close to home. However, applicants from rural areas are otherwise on equal footing with all other candidates when applying for higher education institutions.
Scholarships and subsidies for education
In Norway, all students have access to good public scholarships regardless of their place of study or residence. Additionally, education is free
Relevant topics/curricula in education and/or professional development programmes
(Re)orientation of education programmes towards primary health care
Primary healthcare is an essential part of health education in Norway, and most students are required to undertake practical training in this field during their studies, for example nursing and medicine.
Others
[Q2x2x2x1]
2.2.2.1 Regulation Measure
Scholarships and education subsidies with return of service agreements
Yes, but this is not widespread among many healthcare professional groups. It may apply to some nurses who receive wages from their employer during their specialization.
Mandatory service agreements with health personnel that are not related to scholarships or education subsidies
Enhanced scope of practice of existing health personnel
Task sharing between different professions
There are numerous examples of task sharing and -shifting within both hospitals and primary healthcare, which have been implemented to address workforce shortages and enhance service delivery. Task shifting in healthcare not only occurs horizontally, with tasks being redistributed among peers, but also vertically, where responsibilities are transferred across different healthcare personnel.
Provisions for pathways to enter new or specialised practice after rural service
Others
[Q2x2x3x1]
2.2.3.1 Incentives Measure
Additional financial reimbursement
There are not many economic incentives, but if one chooses to work in the northernmost parts of Norway, a portion of their student loan is cut. Additionally, there may be various local arrangements that municipalities use to recruit healthcare personnel, such as a sign-in fee or affordable housing.
Education opportunities
Opportunities for career advancement or professional growth
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
The Working Environment Act (Arbeidsmiljøloven) ensures that all employees have the same fundamental rights, regardless of where you live.
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.
Recommendations on education capacity adjusting are submitted to the education authorities annually, based on health workforce planning. And the government via the directorate of Health has 5-year programs on capacity building and skills strengthening in primary health care services.
[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 national guidelines for appointments by employers in the health and care services, The directorate of health
Law/policy 2
Systems to recognize and complement education and vocational qualifications obtained abroad. These arrangements ensure that individuals with foreign qualifications can have their education assessed and equated to Norwegian standards.
Law/policy 3
[Q3x2]
Are there any policies and/or provision for international telehealth services in your country through health personnel based abroad?
Yes
[Q3x2x1]
Please describe
Several clarifications are needed regarding health legislation for telehealth services to be utilized in Norway. For instance, it is generally required that healthcare personnel have Norwegian authorization, and if data is to be sent out of the country, patient consent must be obtained. The Norwegian Directorate of Health is not aware of any extensive use of international telehealth services in Norway.
[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?
No
[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
The Ministry of Health has delegated responsibility of monitoring to the Directorate of Health. Monitoring is conducted with the support of Statistics Norway (subordinate of the Ministry of Finance).
[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.
The Ministry of Health (MoH) have developed a policy plan, The National Health and Interaction Plan 2024–2027 indicates that Norway will not recruit health personnel from countries that have a need for these professionals themselves. In the mandate letters to the regional health authorities, the MoH states that the education of medical specialists should meet the needs and reduce the dependency on foreign labor.
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.
A "user manual" explaining the background and principles of the Code has been produced and the Code has been translated into Norwegian. The document is set to undergo revision this fall. This update will ensure that the information presented remains current and reliable, reflecting the latest insights and data available.
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.
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.
The national guidelines for appointments by employers in the health and care services, The directorate of heatlh
5.5c Public or private certification of ethical practice for private recruitment agencies.
5.5d Others
The Confederation of Norwegian Enterprise (NHO) provides guidelines for international recruitment and ethical standards to ensure responsible practices. These guidelines emphasize the importance of ethical behaviour and social responsibility within member companies.
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 healthcare workers fundamentally possess the same opportunities and rights as their national counterparts.
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 healthcare workers fundamentally possess the same opportunities and rights as their national counterparts.
Migrant health personnel enjoy the same opportunities as the domestically trained health workforce to strengthen their professional education, qualifications and career progression.
Migrant healthcare workers fundamentally possess the same opportunities and rights as their national counterparts.
Institutional arrangements are in place to ensure safe migration/ mobility and integration of migrant health personnel.
Migrant healthcare workers fundamentally possess the same opportunities and rights as their national counterparts.
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)
The Working Environment Act (Arbeidsmiljøloven) ensures that all employees have the same fundamental rights, regardless of background. Norwegian Labour Inspection Authority controls that all employers have fair employment practices, regardless of the employee's background, and that practices comply with the Working Environment Act. The Equality and Anti-Discrimination Ombudsman is a low threshold alternative to court proceedings in cases of discrimination.
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
Arrangements for diaspora engagement to support your country health system
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 | 1 | 0 | 1 | 0 | Direct | |
| Nurses | 1 | 0 | 1 | 0 | Direct | |
| Midwives | 1 | 0 | 1 | 0 | Direct | |
| Dentists | 1 | 0 | 1 | 0 | Direct | |
| Pharmacists | 1 | 0 | 1 | 0 | Direct | |
| Other occupations | 1 | 0 | 1 | 0 | Direct | |
| Other occupations | 1 | 0 | 1 | 0 | Direct | |
| Other occupations | 0 | 0 | 0 | 0 | ||
| Other occupations | 0 | 0 | 0 | 0 | ||
| Other occupations | 0 | 0 | 0 | 0 |
[Q9x1oth]
Healthcare worker
Psychologist
[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 | 1 | 0 | 0 | 0 | Direct | |
| Nurses | 1 | 0 | 0 | 0 | Direct | |
| Midwives | 1 | 0 | 0 | 0 | Direct | |
| Dentists | 1 | 0 | 0 | 0 | Direct | |
| Pharmacists | 1 | 0 | 0 | 0 | Direct | |
| Other occupations | 1 | 0 | 0 | 0 | Direct | |
| 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]
Psychologist
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
[Q11xI]
If yes for inflow:
Share data in the NHWA platform (indicator 1-09) through NHWA focal point
[Q11x1]
How many foreign-trained or foreign-born health personnel were newly active (temporarily and/or permanently) in your country in the past three years (inflow)?
| Doctors | Nurses | Midwives | Dentists | Pharmacists | Remarks | |
|---|---|---|---|---|---|---|
| 2021 | ||||||
| 2022 | ||||||
| 2023 | ||||||
| Data Source (e.g. Regulatory authority, immigration records, work permits, etc.) |
[Q11xO]
If yes for outflow:
Share data in the NHWA platform (indicator 1-10) through NHWA focal point
[Q11x2]
How many domestically trained health personnel left your country in the past years for temporary or permanent migration (outflow)?
| Doctors | Nurses | Midwives | Dentists | Pharmacists | Remarks | |
|---|---|---|---|---|---|---|
| 2021 | ||||||
| 2022 | ||||||
| 2023 | ||||||
| Data Source (e.g. letters of good standing, emigration records, government to government agreements etc.) |
[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:
Share data in the NHWA platform through NHWA focal point
[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
[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:
Share data in the NHWA platform through NHWA focal point
[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:
[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) | |
|---|---|---|
| Ethiopia, Tanzania, Zanzibar, Ghana and Nepal | Health system strengthening – capacity for priority setting – through University of Bergen | |
| Ethiopia, Tanzania, Ghana and Nepal | Health System Strengthening - non-communicable diseases – through University of Bergen/WHO | |
| 80 LMICs | Health System Strengthening – DHIS2 - through University of Oslo | |
| Malawi | Health System Strengthening – Broad bilateral sector support. |
[Q13x3]
Please specify other areas of support
| Country supported | Support Area | Type of support | |
|---|---|---|---|
| Malawi, Palestine, Ghana, Nepal, Africa CDC | Building Stronger Public Health Institutions and Systems | Bilateral, Technical Assistance | |
| Malawi, Zambia, Zimbabwe | Improve access to sports for all | Triangular, strengthening of institutions | |
[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.)?
No
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 | |
|---|---|---|
| A considerable share of the healthcare workforce in Norway has received their training abroad, including a significant number of Norwegians. This highlights a somewhat dependency on internationally trained staff. This reliance became particularly evident during the pandemic. | In addition to enhancing educational capacity and completion rates in certain professions, efforts must also be made to make employment in the healthcare sector more attractive. This could involve improving working conditions, more full-time employment, and providing opportunities for professional development. Such initiatives can help to retain skilled workers and reduce the pull effect from other sectors. | |
| We have reason to believe that municipalities and public-sector hospitals recruit in accordance with the Code, while we know less about the practices of recruitment agencies. These agencies offer personnel to the same municipalities and hospitals, especially during vacations and when they have problems with recruiting. | Recruitment firms could engage more proactively and undergo closer scrutiny. We believe hospitals and local governments are avoiding firms with negative reputations | |
| While migration data are of high quality, we still need more knowledge. For example, we have no data qualitative data about the motivation of migrants, and hence we do not know if the migration is a result of active recruitment. Also, we don't know enough about migration patterns and the extent of the domino effect. | We support further work and are looking at our own opportunities for continued work on strengthening international migration data and research. |
[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 Code has been beneficial for us as it supports the notion that the recruitment of foreign health personnel should be limited and that the situation instead should be improved in Norway. The Code also supports the notion that Norway ought to train a greater number of professionals, like doctors and dentists, domestically instead of relying on Norwegians to seek such education abroad
[Q17x2]
Do any articles of the Code need to be updated?
No
We do not see a need to update the code per se, but this will be useful to discuss in the Expert Advisory Group in the ongoing process of reviewing the relevance and effectiveness of the Code; where the EAG can make use of the WHO Secretariat’s normative mandate and capabilities and seek advice from the Secretariat on which governance options provide the best trade-off between feasibility and potential for a positive impact.
[Q17x3]
Does the process of reporting on Code implementation and the review of the Code relevance and effectiveness need to be updated?
No
No need to update process, but more important than ever to engage with a broad range of stakeholders and to achieve attention at the highest level
[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’.