国家报告文书（2024年）

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Background

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2010年第六十三届世界卫生大会（WHA63.16号决议）通过的《世界卫生组织全球卫生人员国际招聘行为守则》（以下简称《守则》）意在加强数据、信息和国际合作，从而加强对卫生人员国际招聘的了解和道德管理。

《守则》第7条鼓励世卫组织会员国交换与卫生人员国际招聘和移民有关的信息。根据授权，世卫组织总干事每三年向世界卫生大会提交一次报告。

世卫组织会员国已于2022年5月完成第四轮国家报告。世卫组织总干事已于2022年5月向第七十五届世界卫生大会报告了《守则》的执行进展情况（A75/14）。第四轮报告强调，在COVID-19大流行导致脆弱性增加的背景下，有必要评估卫生人员向国外移民所产生的影响。为此，重新召集了《守则》相关性和有效性专家咨询小组（A73/9）。根据专家咨询小组的建议，秘书处公布了 “2023年世卫组织卫生人力支持和保障措施受益国名单”。

本国家报告文书是一个以国家为基础、用于信息交流和监测《守则》执行情况的自评工具。它使世卫组织能够收集和分享关于卫生人员国际招聘和移民的现有证据和信息。第五轮国家报告的结果将于2025年1月提交执行委员会（执委会第一五六届会议），以便为举行第七十八届世界卫生大会做准备。

提交报告的截止日期为2024年8月31日。

《守则》第9条授权世卫组织总干事定期向世界卫生大会报告对《守则》在实现其既定目标方面的有效性的审查情况，并提出改进建议。世卫组织将在2024年召集一个由会员国牵头的专家咨询小组，以便对《守则》进行第三次审查。审查报告将提交第七十八届世界卫生大会。

如对填写在线问卷有任何疑问或需要说明，请通过 WHOGlobalCode@who.int与我们联系。

什么是世卫组织《全球卫生人员国际招聘行为守则》？

免责声明： 通过国家报告文书收集的数据和信息将在第七十八届世界卫生大会之后通过国家报告文书数据库（https://www.who.int/teams/health-workforce/migration/practice/reports-database）公开提供。定量数据将用于为国家卫生人力账户数据门户网站（http://www.apps.who.int/nhwaportal/）提供信息。

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Disclaimer

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[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/

我已閱讀並理解世衛組織關於在突發公共衛生事件之外在會員國使用和共享世衛組織收集的數據的政策

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Contact Details

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会员国名称：

Norway

指定国家主管部门的名称：

Norwegian Directorate of Health

在指定国家主管部门内的职务：

Senior advisor

指定国家主管部门的机构：

Norwegian Directorate of Health

电子邮件：

riginao@who.int,Espen.Ottesen.Vattekar@helsedir.no,WHOGlobalCode@who.int

电话号码：

004792443743

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Contemporary issues

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Hide [NRIxI] 标有* 号的问题为必须回答的问题。 在回答所有必须回答的问题之前，系统将不允许提交。

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关于卫生人员移民和流动的当代问题

Hide [Q1x1] 1.1 在过去3年中，卫生人员国际征聘问题是否为贵国关注的问题？

否，我国没有这一问题

Hide [Q1x2] 1.2 在过去3年中，对卫生人员的国际依赖（需要在国际上招聘卫生人员来满足国内需求）是否成为贵国关注的问题？

是，关注程度日益增加

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.

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Health Personnel Education

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卫生人员教育、就业和卫生系统可持续性

Hide [Q2] 2. 贵国是否在为教育、雇用和保留一支适合贵国具体情况（包括最需要的领域）的卫生和照护人员队伍采取措施？

是

Hide [Q2x1] 请从下面列表中勾选所有适用选项:

2.1 为确保卫生和照护人员队伍的可持续性采取的措施

2.2 为留住卫生和照护人员队伍以及解决其地域分布不均问题而采取的措施^*

2.3 其他适合贵国具体情况的教育、招聘和留用卫生和照护人员队伍的相关措施

Hide [Q2x1x1] 2.1.1 为确保卫生和照护人员队伍的可持续性采取的措施

预测卫生和照护人员队伍的未来需求，为制定计划提供参考

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.

使国内卫生和照护人员队伍的教育与卫生系统的需要相一致

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.

根据服务需要提高教育和卫生人员的质量

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.

创造与人群健康需要相一致的就业机会

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.

对卫生人员的国际招聘进行管理

改进卫生人员的管理

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.

关于突发事件期间卫生人员规章制度和招聘的具体规定

There are different measures that can be used, for example allowing retirees to work more and giving healthcare students more responsibility.

其它

Hide [Q2x2x1] 为留住卫生和照护人员队伍以及解决其地域分布不均问题而采取的措施（勾选所有适用选项）

2.2.1 教育

2.2.2 规章制度

2.2.3 激励

2.2.4 支持

Hide [Q2x2x1x1] 2.2.1.1 教育

农村/服务不足地区的教育机构

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.

农村/服务不足地区和社区的学生人数

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.

奖学金和教育补贴

In Norway, all students have access to good public scholarships regardless of their place of study or residence. Additionally, education is free

教育和/或专业发展计划中的相关专题/课程

以初级卫生保健为教育计划的培养方向

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.

其它

Hide [Q2x2x2x1] 2.2.2.1 规章制度

奖学金和教育补贴的发放与签订回去服务协议联系起来

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.

与卫生人员签订与奖学金或教育补贴无关的强制性服务协议

扩大现有卫生人员的从业范围

不同专业之间的任务分担

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.

为结束农村服务的卫生人员进入新的或专业工作领域提供途径

其它

Hide [Q2x2x3x1] 2.2.3.1 激励

额外的财务报销

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.

教育机会

职业发展或专业成长的机会

专业认可

社会认可

为国际卫生人员获得永久居留权和/或公民身份提供途径和机会

其它

Hide [Q2x2x4x1] 2.2.4.1 支持

体面和安全的工作条件

The Working Environment Act (Arbeidsmiljøloven) ensures that all employees have the same fundamental rights, regardless of where you live.

体面和安全的生活条件

远程学习/电子学习机会

其它

Hide [Q2x3x1] 2.3.1 请说明 - 其他适合贵国具体情况的教育、招聘和留用卫生和照护人员队伍的相关措施

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.

Hide [Q3x1] 3.1 贵国是否有具体的政策和/或法律为在国外接受培训的卫生人员的国际招聘、移民和融入提供指引？

是

Hide [Q3x1x1] 3.1.1 请在下框中提供进一步信息。

法律/政策1

The national guidelines for appointments by employers in the health and care services, The directorate of health

法律/政策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.

法律/政策3

Hide [Q3x2] 3.2 贵国是否有关于通过海外卫生人员提供国际远程卫生服务的任何政策和/或规定？

是

Hide [Q3x2x1] 请说明

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.

Hide [Q3x3] 3.3 贵国是否建立了与卫生人员国际招聘和移民有关的法律法规数据库或汇编，并酌情建立了与这些法律法规实施有关的信息数据库或汇编？

否

Hide [Q4] 4. 认识到其他政府实体的作用，卫生部在处理与卫生人员国际招聘和移民有关的问题上是否有监督和协调各部门的机制（例如政策、程序、单位）？

是

Hide [Q4x1] 请说明

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).

Hide [Q5] 5. 请说明贵国为实施以下《守则》建议而采取的步骤。
请从下面列表中勾选所有适用选项：

5.1 已经采取或正在考虑采取措施来修改卫生人员的法律或政策，以便与《守则》的建议保持一致。

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 已采取行动，在国家和/或国家以下级别相关部委、部门和机构之间交流和共享与卫生人员国际招聘和移民有关的信息，并对《守则》进行宣传。

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 已采取措施，在决策过程中与利益攸关方进行协商，和（或）让他们参与与卫生人员国际招聘相关的活动。

5.4 为所有经主管部门授权在其管辖范围内开展业务的私人卫生人员招聘机构保留记录。

5.5 推广和鼓励私人招聘机构采用《守则》要求的良好做法。

5.5a 向私人招聘机构中推广《守则》。

5.5b 在国内立法或政策中要求私人招聘机构遵守与《守则》的原则和条款一致的道德实践。

The national guidelines for appointments by employers in the health and care services, The directorate of heatlh

5.5c 为私人招聘机构提供公共或私人道德实践认证。

5.5d 其它

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 以上均不是

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Government Agreements

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关于卫生人员移民或流动问题的政府间协定

Hide [Q6] 6. 贵国或国家以下级别政府是否就卫生人员国际招聘和/或流动问题签订任何双边、多边或区域协定和/或安排？

否

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Responsibilities, rights and recruitment practices

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责任、权利和招聘实践

Hide [Q7] 7. 如果贵国雇用/接纳国际卫生人员在卫生和照护行业工作，你们为移民卫生人员制定了哪些法律保障和/或其他机制，以确保他们享有与国内培训的卫生人力相同的法律权利和责任？
请从下面列表中勾选所有适用选项:

招聘移民卫生人员所采用的机制使他们能够评估与就业职位相关的利益和风险，并能够及时作出与就业相关的知情决定。

Migrant healthcare workers fundamentally possess the same opportunities and rights as their national counterparts.

移民卫生人员的雇用、晋升和报酬均按资格水平、经验年限和专业责任程度等客观标准进行，与国内培训的卫生人力的标准相同。

Migrant healthcare workers fundamentally possess the same opportunities and rights as their national counterparts.

移民卫生人员在加强专业教育、资历和职业发展方面享有与国内培训的卫生人力相同的机会。

Migrant healthcare workers fundamentally possess the same opportunities and rights as their national counterparts.

已为确保移民卫生人员的安全移民/流动和融入社会作出制度安排。

Migrant healthcare workers fundamentally possess the same opportunities and rights as their national counterparts.

已采取措施促进国际卫生人员的循环移民。

与公平招聘在外国培训的卫生人员和/或移民卫生人员有关的其他措施（包括法律和行政措施）和就业实践（请提供详情）。

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.

没有采取措施。

不适用——未接纳/雇用外国卫生人员。

Hide [Q8] 8. 如果来自贵国的卫生人员在国外卫生和照护行业工作，请提供资料，说明贵国为确保他们的公平招聘和就业而采取或计划采取的措施；安全移民；返回；贵国对侨民的利用情况以及遇到的困难。
请从下面列表中勾选所有适用选项:

与公平招聘有关的安排

与目的地国的体面就业合同和工作条件有关的安排

与安全流动有关的安排

与返回和重新融入贵国卫生人力市场有关的安排

与侨民参与支持贵国卫生系统有关的安排

其他

没有采取措施

不适用——我国卫生人员不在国外工作

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International migration

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卫生人员的国际移民和流动途径

Hide [Q9x1] 9.1 如果贵国接纳了国际卫生人员在卫生和照护行业工作，他们是如何来到贵国的？（勾选所有适用选项）

	直接（个人）申请教育、就业、贸易、移民或入境.	私人招聘机构或雇主协助招聘	哪一种途径用得最多？如有数据资料，请提供。
医生	1	1	Direct
护士	1	1	Direct
助产士	1	1	Direct
牙医	1	1	Direct
药剂师	1	1	Direct
其它专业	1	1	Direct
其它专业	1	1	Direct
其它专业	0	0
其它专业	0	0
其它专业	0	0

Hide [Q9x1oth]

Healthcare worker

Psychologist

Hide [Q9x2] 9.2 如果贵国的卫生人员在国外工作/学习，他们如何离开贵国？（勾选所有适用选项）

	直接（个人）申请教育、就业、贸易、移民或入境目的地国	哪一种途径用得最多？如有数据资料，请提供。
医生	1	Direct
护士	1	Direct
助产士	1	Direct
牙医	1	Direct
药剂师	1	Direct
其它专业	1	Direct
其它专业	0
其它专业	0
其它专业	0
其它专业	0

Hide [Q9x2oth]

Psychologist

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Recruitment & migration

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国际卫生人员招聘和移民方面的数据

增加数据的可用性和国际可比性对于了解和应对卫生工作者移民的全球动态至关重要。请与贵国卫生人力账户联络点（如有）进行咨询，以确保以下报告的数据与国家卫生人力账户报告一致^*。
（关于贵国国家卫生人力账户联络点的详细信息，请参见电子版国家报告文书或联系WHOGlobalCode@who.int）

Hide [Q10] 10. 贵国是否有任何机制或实体负责保存在外国出生和在外国培训的卫生人员的统计记录？

是

Hide [Q10x1] 10.1 记录保存在哪里？（勾选所有适用选项）

就业记录或工作许可证

卫生部人事数据库

获准执业的卫生人员登记册

其它

Hide [Q10x2] 10.2 记录是否包括关于在外国出生和/或在外国培训的卫生人员按性别分列的数据？

是

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Inflow and outflow of health personnel

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Hide [INFOx7] 卫生人员的流入和流出

Hide [Q11] 11. 贵国是否有监测卫生人员流入和流出情况的机制？（勾选所有适用选项）

流入

流出

否

Hide [Q11xI] 如果是流入：

通过国家卫生人力账户联络点分享国家卫生人力账户平台上的数据（指标1-09）

Hide [Q11x1] 11.1 在过去三年里，有多少在外国培训或在外国出生的卫生人员（临时和/或永久）近期在贵国工作（流入）？

	医生	护士	助产士	牙医	药剂师	备注
2021
2022
2023
数据来源（如监管机构、移民记录、工作许可证等）

Hide [Q11xO] 如果是流出：

通过国家卫生人力账户联络点分享国家卫生人力账户平台上的数据（指标1-10）

Hide [Q11x2] 11.2 在过去几年中，有多少在国内培训的卫生人员因临时或永久移民而离开贵国（外流）？

	医生	护士	助产士	牙医	药剂师	备注
2021
2022
2023
数据来源（例如有良好信誉的信函、移民记录、政府间协议等）

Hide [Q11x3] 11.3 如果您有关于贵国卫生工作者流入和流出情况的任何文件，请上传这些文件。

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Stock of health personnel

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Hide [INFOx8] 卫生人员储备

Hide [Q12x1] 12.1 按培训国和出生国分列的卫生人员综合储备
请根据国家卫生人力账户指标1-07和1-08提供有可用数据的最新一年的资料，以说明贵国按培训地（在外国培训）和出生地（在外国出生）分列的卫生人员（最好是在职卫生人员）的总储备人数。

Hide [Q12x1a] 请采用以下一种方式提供贵国在职卫生人员的储备数据

通过国家卫生人力账户联络点分享国家卫生人力账户平台上的数据

Hide [Q12x1x1x] 如果您有关于贵国在职卫生工作者储备、按培训地和出生地分列数据的任何文件，请上传这些文件。

Hide [Q12x2] 12.2 请提供数据，说明为贵国提供外国培训卫生人员最多的10个培训国家。
这一信息可通过以下两个选项中的一个提供：

通过国家卫生人力账户联络点分享国家卫生人力账户平台上的数据

Hide [Q12x2x1x] 如果您有关于贵国按培训国分列的外国培训的卫生工作者数据的任何文件，请上传这些文件。

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Technical and financial support

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技术和财政支持

Hide [Q13] 13. 贵国是否在卫生人力发展、加强卫生系统或执行《守则》的其他建议方面向任何来源国或《2023年世卫组织卫生人力支持和保障措施受益国名单》所列国家或其他低收入和中等收入国家提供了技术或财政援助（例如，加强卫生人力数据、信息和研究向政策和计划制定转化等）

是

Hide [Q13x] 请在下面提供补充信息（勾选所有适用选项）：

支持卫生人力发展（制定计划、教育、就业、留用）

支持加强卫生系统的其他要素（提供服务；卫生信息系统；卫生筹资；医疗产品和技术；以及卫生领导和治疗）

其他支持领域

Hide [Q13x2] 支持加强卫生系统的其他要素（提供服务；卫生信息系统；卫生筹资；医疗产品和技术；以及卫生领导和治疗）

	支持的国家	支持类型（请具体说明）
	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.

Hide [Q13x3] 其他支持领域

支持的国家：	支持领域：	支持类型：
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

Hide [Q14] 14. 贵国是否在卫生人力发展、加强卫生系统或执行《守则》的其他建议方面从任何世卫组织会员国或其他利益攸关方（例如发展伙伴、其他机构）获得过技术或财政援助（例如，加强卫生人力数据、信息和研究向政策和计划制定转化等）？

否

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Constraints, Solutions, and Complementary Comments

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制约因素、解决办法和补充意见

Hide [Q15] 15. 请按优先次序列出影响贵国对国际移民进行道德管理的三个主要制约因素，并提出可能的解决办法：

	主要制约因素	可能的解决办法/建议
	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.

Hide [Q16] 16. 贵国在加强《守则》执行方面需要何种支持？

支持加强卫生人员的数据和信息

支持政策对话和制定

支持制定双边/多边协议

其它

不需要支持

Hide [Q17] 17. 考虑到《守则》是应该根据需要进行更新的动态文件，请提供资料，说明贵国在过去14年里自关于《守则》的决议通过以来的思考。

Hide [Q17x1] 请说明《守则》对贵国是否有用/有何作用。

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

Hide [Q17x2] 《守则》中是否有任何条款需要更新？

否

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.

Hide [Q17x3] 关于《守则》执行情况的报告程序和《守则》相关性和有效性的审查程序是否需要更新？

否

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

Hide [Q17x4] 请就世卫组织卫生人力支持和保障措施受益国名单发表意见（例如，如果贵国已被列入名单，这对贵国有何影响；如果贵国依赖国际卫生人员，名单对贵国有何影响；如果贵国未被列入名单，对贵国有何影响）

Hide [Q18] 18. 提交您可能希望提供的、关于卫生人员国际招聘和移民方面与执行《守则》有关的补充意见或材料。

请说明或上传文件（最大文件10MB）

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