Инструмент национальной отчетности (2024 г.)
Background
[INFOxNRI1]
Инструмент национальной отчетности (2024 г.)
[BGxINT]
Справочная
Глобальный кодекс ВОЗ по практике международного найма персонала здравоохранения («Кодекс»), принятый в 2010 г. на шестьдесят третьей сессии Всемирной ассамблеи здравоохранения (резолюция WHA63.16), призван содействовать более полному пониманию процессов международного найма персонала здравоохранения и этичному управлению этими процессами посредством повышения качества данных и информации, а также международного сотрудничества.
В статье 7 Кодекса содержится призыв к государствам-членам ВОЗ обмениваться информацией о международном найме и миграции персонала здравоохранения. В круг ведения Генерального директора ВОЗ входит представление докладов Всемирной ассамблее здравоохранения каждые 3 года.
В мае 2022 г. государства-члены ВОЗ завершили четвертый раунд национальной отчетности. Генеральный директор ВОЗ представил доклад о ходе реализации проекта семьдесят пятой сессии Всемирной ассамблеи здравоохранения в мае 2022 г. (A75/14). В докладе по итогам четвертого раунда была подчеркнута необходимость оценки последствий эмиграции медицинского персонала на фоне дополнительных факторов уязвимости, обусловленных пандемией COVID-19. С этой целью была вновь созвана Консультативная группа экспертов по актуальности и эффективности Кодекса (A73/9) Следуя рекомендациям Консультативной группы экспертов, Секретариат опубликовал Перечень ВОЗ по поддержке и гарантиям в отношении кадровых ресурсов здравоохранения, 2023 г.
Инструмент национальной отчетности (ИНО) – это средство самостоятельной оценки на уровне стран для обмена информацией и мониторинга осуществления Кодекса. ИНО позволяет ВОЗ проводить сбор и распространение актуальных фактических данных и информации о международном найме и миграции медицинского персонала. Результаты пятого раунда национальной отчетности будут представлены Исполнительному комитету (EB156) в январе 2025 г. в рамках подготовки к семьдесят восьмой сессии Всемирной ассамблеи здравоохранения.
Крайний срок представления отчетов: 31 августа 2024 г.
Статья 9 Кодекса обязывает Генерального директора ВОЗ периодически представлять Всемирной ассамблее здравоохранения отчет о результатах анализа эффективности Кодекса в достижении заявленных целей и о предложениях по его совершенствованию. В 2024 г. в целях проведения третьего пересмотра Кодекса будет созвана экспертная консультативная группа под руководством государств-членов. Доклад о результатах обзора будет представлен на семьдесят восьмой сессии Всемирной ассамблеи здравоохранения.
Для получения уточнений или разъяснений по заполнению онлайнового вопросника просьба обращаться по адресу электронной почты WHOGlobalCode@who.int.
Что такое Глобальный кодекс ВОЗ по практике?
Заявление об ограничении ответственности. Данные и информация, собранные с помощью Инструмента национальной отчетности, будут размещены в публичном доступе в базе данных ИНО (https://www.who.int/teams/health-workforce/migration/practice/reports-database) по завершении семьдесят восьмой сессии Всемирной ассамблеи здравоохранения. Количественные данные будут использованы для информационного портала по Национальной системе учета кадров здравоохранения (http://www.apps.who.int/nhwaportal/).
Глобальный кодекс ВОЗ по практике международного найма персонала здравоохранения («Кодекс»), принятый в 2010 г. на шестьдесят третьей сессии Всемирной ассамблеи здравоохранения (резолюция WHA63.16), призван содействовать более полному пониманию процессов международного найма персонала здравоохранения и этичному управлению этими процессами посредством повышения качества данных и информации, а также международного сотрудничества.
В статье 7 Кодекса содержится призыв к государствам-членам ВОЗ обмениваться информацией о международном найме и миграции персонала здравоохранения. В круг ведения Генерального директора ВОЗ входит представление докладов Всемирной ассамблее здравоохранения каждые 3 года.
В мае 2022 г. государства-члены ВОЗ завершили четвертый раунд национальной отчетности. Генеральный директор ВОЗ представил доклад о ходе реализации проекта семьдесят пятой сессии Всемирной ассамблеи здравоохранения в мае 2022 г. (A75/14). В докладе по итогам четвертого раунда была подчеркнута необходимость оценки последствий эмиграции медицинского персонала на фоне дополнительных факторов уязвимости, обусловленных пандемией COVID-19. С этой целью была вновь созвана Консультативная группа экспертов по актуальности и эффективности Кодекса (A73/9) Следуя рекомендациям Консультативной группы экспертов, Секретариат опубликовал Перечень ВОЗ по поддержке и гарантиям в отношении кадровых ресурсов здравоохранения, 2023 г.
Инструмент национальной отчетности (ИНО) – это средство самостоятельной оценки на уровне стран для обмена информацией и мониторинга осуществления Кодекса. ИНО позволяет ВОЗ проводить сбор и распространение актуальных фактических данных и информации о международном найме и миграции медицинского персонала. Результаты пятого раунда национальной отчетности будут представлены Исполнительному комитету (EB156) в январе 2025 г. в рамках подготовки к семьдесят восьмой сессии Всемирной ассамблеи здравоохранения.
Крайний срок представления отчетов: 31 августа 2024 г.
Статья 9 Кодекса обязывает Генерального директора ВОЗ периодически представлять Всемирной ассамблее здравоохранения отчет о результатах анализа эффективности Кодекса в достижении заявленных целей и о предложениях по его совершенствованию. В 2024 г. в целях проведения третьего пересмотра Кодекса будет созвана экспертная консультативная группа под руководством государств-членов. Доклад о результатах обзора будет представлен на семьдесят восьмой сессии Всемирной ассамблеи здравоохранения.
Для получения уточнений или разъяснений по заполнению онлайнового вопросника просьба обращаться по адресу электронной почты WHOGlobalCode@who.int.
Что такое Глобальный кодекс ВОЗ по практике?
Заявление об ограничении ответственности. Данные и информация, собранные с помощью Инструмента национальной отчетности, будут размещены в публичном доступе в базе данных ИНО (https://www.who.int/teams/health-workforce/migration/practice/reports-database) по завершении семьдесят восьмой сессии Всемирной ассамблеи здравоохранения. Количественные данные будут использованы для информационного портала по Национальной системе учета кадров здравоохранения (http://www.apps.who.int/nhwaportal/).
Disclaimer
[INFOxNRI2]
Инструмент национальной отчетности (2024 г.)
[disclaim]
Заявление об ограничении ответственности
[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/
Я прочитал и понял политику ВОЗ в отношении использования данных, собранных ВОЗ в государствах-членах, и обмена ими вне контекста чрезвычайных ситуаций в области общественного здравоохранения.
Contact Details
[INFOxNRI3]
Инструмент национальной отчетности (2024 г.)
[CI]
Справочная информаци
Название государства-члена:
Ireland
ФИО назначенного национального координатора:
Breda Rafter
Должность назначенного национального координатора:
Principal Officer, Strategic Workforce Planning Unit
Ведомственная принадлежность назначенного национального координатора:
Department of Health
Электронная почта:
anderseny@who.int,riginao@who.int,breda_rafter@health.gov.ie,Strategic_WorkForce_Planning_Unit@health.gov.ie,WHOGlobalCode@who.int
Номер телефона:
087 4057666
Contemporary issues
[INFOxNRI4]
Инструмент национальной отчетности 2024 г.
[NRIxI]
Вопросы, помеченные звездочкой (*), являются обязательными. При отсутствии ответа на какой-либо из обязательных вопросов отправка заявки через систему будет невозможна.
[INFOx1]
Современные проблемы миграции и мобильности медицинского персонала
[Q1x1]
Был ли актуален вопрос международного найма медицинского персонала в вашей стране за последние 3 года и в какой степени?
Да; этот вопрос становится все более актуальным.
ISSUES - GENERAL: Ireland is a country with inward and outward migration of health and social care workers. The health services in Ireland operate in a competitive global market for skilled healthcare workers. There is significant demand for Irish healthcare internationally. - EMIGRATION: Ireland does not maintain a central register of those emigrating, however, there is evidence of increased mobility internationally (to other countries) of Irish registered/Irish trained professionals post pandemic. Research by the Central Statistics Office (CSO) and National Doctors Training Programme (NDTP) in the Health Service Executive (HSE) shows that a high proportion of emigrating doctors and nurses return to Ireland. - DOMESTIC STUDENTS STUDYING ABROAD: There are challenges with some Irish students studying abroad and not having the required competencies on return to gain registration. - ACCESS TO DOMESTIC STAFF: Stakeholders in the public and voluntary sector reported challenges accessing staff. Voluntary organisations also noted high care staff vacancy levels. - DOMESTIC SUPPLY: It takes many years to train new health and social care workers, recruiting them from abroad can provide a solution to address immediate shortages. - VISA PROCESS: Stakeholders reported that visa requirements can delay the recruitment process, as and a timeframe is required for processing. Some professions are not eligible for the Critical Skills Employment Permit - DATA: It is difficult to assess the scale of emigration as there is no central register, and for many professions, data on this is not currently collected by regulators. The country where workforce is emigrating from can at best capture “intent of emigration due to work” but this can only be captured by the countries these workforces are emigrating towards. MEASURES TO ADDRESS ISSUES - Ireland is seeking to improve self-sufficiency in accordance with our commitments under the WHO Global Code of Practice on the International Recruitment of Health Personnel. - BUILD STUDENT SUPPLY: Work is underway to expand the number of health and social care worker student places. - ATTRACT/ RETAIN EFFORTS: The Department of Health and the Health Service Executive work together to develop strategies that will positively impact recruitment and retention, including addressing issues such as workload, work–life balance, workplace culture, supportive management, career advancement and workplace safety. Examples of recently developed strategies that will be/are being implemented include the Health Service Executive (HSE) Resourcing Strategy, the Report of the Expert Review Body on Nursing and Midwifery, the Non-Consultant Hospital Doctor (NCHD) Taskforce Interim and Final Reports, the Report of the Strategic Workforce Advisory Group and Sharing the Vision. The primary pillar of the HSE Resourcing Strategy ‘Resourcing our Future’ is the retention of staff. From 2022 onwards there has been a steady increase in retention levels which is demonstrated by the recent turnover figures. This pattern is continuing in 2024. Within the Expert Review Body on Nursing and Midwifery, four recommendations are specifically focused on attracting, recruiting and retaining nurses and midwives and these recommendations are being led out by the HSE National HR Office as part of the implementation plan. - JOB OFFERS FOR GRADUATES: Retention of health care graduates has been at the forefront of resourcing for the public service over the last number of years, this has resulted in each HSCP and Nursing and Midwifery graduate getting offered permanent contracts of employment. In 2023 alone this has resulted in 83% of our nursing and midwifery graduates taking permanent positions in the publicly funded health services. Voluntary services also reported offering graduate positions/programmes. - EFFORTS TO ATTRACT DOMESTIC WORKERS TO IRELAND: The HSE works very closely with the regulators to attract both those trained in Ireland and overseas. An example of this was a partnership marketing campaign with CORU (regulator for Health & Social Care Professionals) to attract Irish applicants back to Ireland. - UNDERSTANDING MIGRATION PATTERNS: Recent research has been undertaken to better understand migration patterns. For example analysis by the Central Statistics Office on health graduates, and the National Doctors Training and Planning in the HSE on trainee doctors leaving the Irish health system and the numbers returning.
[Q1x2]
Был ли актуален вопрос зависимости от международного найма медицинского персонала (международный наем медицинского персонала для удовлетворения внутренних потребностей) в вашей стране за последние 3 года и в какой степени?
Да; этот вопрос становится все более актуальным.
ISSUES - Feedback from across the sector reports a reliance on international recruitment of health personnel to meet domestic needs. - PROPORTION: The proportion of foreign trained doctors and nurses has been increasing over the past number of years. In 2023, 52% of nurses and 43% of doctors were foreign educated. The percentage of foreign trained doctors rose by 2.91% between 2021 and 2023. The percentage of foreign trained nurses rose by 5.28% between 2021 and 2023. - INCREASING RELIANCE: Stakeholders reported that there is increasing pressure to recruit from overseas across the public, private and voluntary sectors. This is due to a number of reasons including: o Increased investment in the public health service and the associated requirement to recruit additional staff. o Increased outflows of staff post pandemic to other jurisdictions. o Implementation of various policies that required additional staff. o Requirement to source some staff/professions from the international market that previously were available in the Irish labour market. - CHALLENGES ACCESSING STAFF: Public and voluntary organisations reported challenges accessing domestic staff. This can often result in vacancy rates and agency use. Voluntary organization stakeholders reported a greater chance of retaining international staff for longer periods as their work permits are tied to their employment thereby impacting their mobility within the domestic labour market. The costs of international recruitment were reported as better value for money than paying agency placement fees locally for staff who may be unlikely to retain in the longer term. However, under the Employment Permits Acts 2024, to be commenced in the coming weeks, subject to certain conditions, a permit holder may change to a similar role with a new employer for any reason, after a prescribed period of nine months. MEASURES TO ADDRESS ISSUES - Ireland is seeking to improve self-sufficiency in accordance with our commitments under the WHO Global Code of Practice on the International Recruitment of Health Personnel. - BUILD STUDENT SUPPLY: Work is underway to expand the number of health and social care worker student places. - EXPANDING ENTRY: The Department of Health and stakeholders are examining the scope to develop non-traditional career pathways, including expanded application of Apprenticeships and earn as your learn models The public health service is currently expanding the routes of entry to the register for some professions via the introduction of apprenticeships – commencing with social work in 2024. - INTERNATIONAL RECRUITMENT: International recruitment is carried out in line with the WHO Code of Practice. - MODELLING: There are modelling activities underway by the Department of Health, HSE and ESRI which provide projections of workforce demand and supply. Outputs from these modelling tools informs workforce planning activities.
Health Personnel Education
[INFOxNRI5]
Инструмент национальной отчетности 2024 г.
[INFOx2]
Образование и занятость медицинского персонала, стабильность системы здравоохранения
[Q2]
Принимаются ли в вашей стране меры для обучения, трудоустройства и удержания медицинских и медико-социальных работников, соответствующие конкретным условиям вашей страны, в том числе в сферах, в которых отмечен наибольший спрос?
Да
[Q2x1]
Если выбран ответ «Да», просьба отметить все подходящие варианты из перечня ниже:
2.1 Меры, принимаемые для обеспечения стабильности кадрового потенциала в медицинской и медико-социальной сфере
2.2 Меры, принимаемые для решения проблемы неравномерного географического распределения медицинских и медико-социальных работников и для их удержания (отметить все применимые пункты)*
2.3 Другие соответствующие меры в области подготовки, трудоустройства и удержания медицинских и медико-социальных работников в соответствии с конкретными условиями вашей страны.
[Q2x1x1]
Меры, принимаемые для обеспечения стабильности кадрового потенциала в медицинской и медико-социальной сфере
Прогнозирование будущих кадровых потребностей в медицинских и медико-социальных работниках для использования в планировании
- Modelling tools are being used and developed in the public sector. Some of the work currently informing the Department of Health’s understanding of future demand and supply include: o European Commission sponsored Technical Support Instrument (TSI) Project - Health and Social Care Workforce Planning Projection Model: An evidence-based planning tool that has the capacity to produce a variety of workforce projections, under different scenarios with differing levels of healthcare policy and reform, and varying levels of foreign educated healthcare workers. o Medical Workforce Supply Modelling: a medical workforce supply model using systems dynamics modelling. o Nursing and Midwifery Workforce Supply Modelling: The development of a nursing and midwifery workforce supply model using systems dynamics modelling to examine the potential increases in student nurse/midwife intake required to reduce Ireland’s reliance on the foreign-educated workforce. o National Doctors Training and Planning (NDTP) Modelling: Provides evidence-based data and projections for the current and future requirements of the medical workforce in Ireland which includes analysis on the required supply planning in light of future population, societal and health service change o ESRI Projections of Workforce Demand: The Department has a multi-annual research programme with the ESRI which includes a pro-gramme of work to develop a medium-term expenditure projection model. This “HIPPOCRATES” model is currently able to project healthcare demand for a significant proportion of health services e.g. public and private hospitals, GP and practice nurse services, long-term and intermediate care services, home care services (public and private), and physiotherapy, occupational therapy (OT) and speech & language therapy (S<) services. The Model was extended in 2022, as part of research commissioned by the Strategic Workforce Planning Team in the HSE, to project national and regional workforce requirements. o Capacity Review: A new refreshed "Health Service Capacity Review" is currently underway to identify future demand and capacity needs (both infrastructure and workforce) to inform long-term strategic capacity planning. - Private and Voluntary Sector: Some stakeholders reported utilizing software and data analytics to support planning.
Обеспечение соответствия между уровнем образования медицинских и медико-социальных работников в стране и потребностями системы здравоохранения
- Utilizing model outputs – Utilising workforce modelling, projected demand can be compared to projected supply such that the projected surplus or deficit for each profession can be identified. The number of student places which would be required to reduce gaps in the profession emerge can then be identified. This is calculated under the preferred supply scenario whereby the inward migration of foreign educated professionals is gradually reduced allowing time for increased domestic education capacity. This process allows identification of the number of domestic student places to ensure supply will meet projected demand. - Student Expansion- There has been recent expansion to the number of student places: o In June 2022, 347 additional student places related to healthcare were announced including Medicine (60), Nursing (135), Medical Science (16), Pharmacy Technician (22), Dental Nursing (8), Health and Medical Information Science (7), Paramedic Studies (13), Physiotherapy Studies(Cert) (8), Physiotherapy (9), Pharmacy (8), Social Care/Social Work (59). o In relation to Medicine, the agreement reached with the medical schools began with an additional 60 EU students in September 2022, climbing to 120 in September 2023 and up to 200 by 2026. o In September 2023, 462 permanent additional places were created in higher education institutions in the State. Significant work was undertaken with HSE to significantly increase number of clinical practice placements for Nurses and Midwives and HSCPs and this led to the unprecedented increase of 255 student places in Nursing and Midwifery in September 2023. o In August 2024, further expansion of student places was announced with the prioritisation of funding to support the expansion of training places in priority healthcare areas including Speech and Language Therapy, Occupational Therapy and Physiotherapy. This will contribute to delivering expansion in the region of 35% in these vital disciplines over the next two academic years. - Clinical Education and Placement Supports for Health and Social Care Professions (HSCPs). The Department of Health is working with the Department of Further and Higher Education, Research, Innovation and Science to increase training places across Health and Social Care Professionals (HSCP). Practice placements in the healthcare settings are integral to the education programmes for HSCPs. The Department of Health is working with a number of stakeholders to implement governance and a centralised placement office to support the practice education of HSCP students. - Cross border collaboration: Through cross-border collaboration with our partners in Northern Ireland additional student places have been provided in Northern Ireland in Nursing & Midwifery, Allied Health Professionals and Medicine. Approximately 120 student Nursing and Midwifery places were provided in 2023 in Ulster University (UU) and Queen’s University Belfast (QUB), and 80 student places were provided in Allied Health Professional courses in Ulster University in Radiography (4), Physiotherapy (30), Occupational Therapy (28), Speech and Language Therapy (10), Podiatry (2), Radiotherapy and Oncology (1) and Dietetics (5). In addition, an agreement was reached in February 2024 between the Department of Health, Department of Health Northern Ireland, Queen’s University Belfast, and the Department of Further and Higher Education, which will see 25 additional medical places being made available for qualifying students from Ireland or Northern Ireland in QUB in September 2024, and a further twenty-five places will be made available in September 2025, bringing the total number of additional places available in Northern Ireland to 50. An MOA is in place for this agreement. - Aligning professional training with service needs: As Ireland works to build its domestic supply, discussions are ongoing with key stakeholders, including the education sector, to ensure that the output from programmes meet current and future need. There are several structures in place between the health service, the higher education sector and the professional regulators to ensure that the curricula and approach to the preparation of professions continues to evolve to meet the current and future needs of the population e.g. In nursing and midwifery there are Local Joint Working Groups between the Higher Education Institutions and the health service to support and manage many aspects of the undergraduate programmes. In addition, specific work is currently underway to expand the support to undergraduate and post graduate students during their experience in clinical settings (intention increase retention post registration and increase capacity to support increasing numbers of undergrad students). Significant investment is also supported in post graduate education and continuing professional development across the professions. - Developing career pathways: Clinical career pathways have been developed for Nursing and Midwifery with the introduction of a national policy framework to support same - including Clinical Nurse/Midwife Specialists and Advanced Nurse/Midwife Practitioners. A similar framework has been developed for Health and Social Care Professionals.
☐Повышение качества образования и уровня специалистов здравоохранения в соответствии с потребностями в обслуживании
- Regulation: The individual healthcare regulators set the standard required to obtain registration. The standards and requirements of health professions registered are regularly reviewed by the relevant professional regulator. Some regulatory bodies complete undergraduate review e.g.NMBI completed in 2024 for introduction in 2025. - Higher Education: The Higher Education Institutes (HEI) are autonomous bodies, including course design. They review and update the curriculum on a regular basis aligning it with changing models of service delivery developed based on changing service need. The Department of Further and Higher Education, Research, Innovation and Science (DFHERIS) may provide capital grants for dispersal by the Higher Education Authority (HEA) to the institutions for improvements to infrastructure, equipment etc so that HEIs may be better equipped to meet standards if they deem it required. DFHERIS may provide funding towards other costs such as staff salary to assist expansion of places, maintain student ratios and other purposes, particularly where this seen as a key enabler and the expansion is seen as a priority. - Clinical Learning and Placements: Health service employers provide oversight and governance of clinical learning for all undergraduate and post graduate programmes leading to registration. Clinical placement audits by all professional regulators e.g. NMBI and HEI. Post registration professional development opportunities are targeted at areas of greatest service need. - CPD Programmes: Public, Private and Voluntary organisations reported CPD programmes for employees. - Nursing and Midwifery: Within the Expert Review Body (ERB) on nursing and midwifery, there are 17 recommendations dedicated to the education and professional development of nurses and midwives. Of these, 3 recommendations focus on access to education, increasing the undergraduate routes of entry, number of places, introduction of graduate entry programmes and understanding attrition from undergraduate programmes; 4 recommendations address preparation for practice, concentrating on alignment of curricula and clinical placements with national and global health priorities, eHealth, leadership, integrated care delivery and the social determinants of health; and 10 recommendations are targeted on professional development across the professions and different disciplines of nursing and midwifery recommending more primary care and community focused education and a greater emphasis on leadership, delegation, digital health, data analytics for practice and the development of pathways for careers in clinical and academic settings including joint clinical-academic appointments.
Создание возможностей для трудоустройства в соответствии с потребностями системы общественного здравоохранения
- Health Service Structure Reform: The public health service in Ireland is currently undergoing significant structural realignment, designed to enhance integrated hospital and community care for a defined population via the establishment of six health regions. As part of wider programme of reform (Sláintecare); population need, and a patient centered model of care inform the workforce skill-set required. - Service delivery models and roles: In the HSE, service delivery models and roles are reconfigured to best serve identified need based on best practice advice from the National Clinical Programmes. Also reported by stakeholders was an increase in community and chronic condition pathways and associated roles. - Advanced Practice: Ongoing is the development and implementation of the Policy on Advanced Practice for Health & Social Care Professions. Advanced Practice for Health and Social Care Professionals (HSCP) is an important part of the programme of work underway. It will support the efficient use of existing workforce, through a better distribution of tasks and by supporting development of additional skills to support the skillset of HSCPs. It will also utilise the skills and abilities of the healthcare staff currently working in the system and support retention of highly skilled HSCPs in patient facing roles. - Recruitment Practices: Voluntary organisations reported applying recruitment and retention strategies to meet high demand for services and to address gaps in workforce. - Population Based Resource Allocation: As part of the HSE Health Regions reform, the Department of Health is progressing work to establish a population-based resourcing approach (PBRA) to funding health and social care services in Ireland. This approach takes account of the socio-demographic factors which influence healthcare utilisation (i.e. age, sex, social deprivation, rurality) and was a key recommendation in the 2017 Sláintecare Report. The goal of PBRA is to equitably distribute available healthcare funding to regions according to their populations’ health needs and the cost of providing services to meet those needs. In doing so, PBRA seeks to address health inequalities by equipping each region with an equal opportunity in terms of healthcare resources to address the health needs of their populations. Following recommendations in the 2023 Spending Review "Towards Population-Based Funding for Health - Model Proposal" and in line with international practice, a DoH-chaired PBRA Expert Group has been established with responsibility for developing and maintaining the PBRA methodology. It is intended that there will be a multi-year phasing in of PBRA with a shadow process for the Estimates 2025 process ahead of a wider implementation from 2026 onwards.
☐Управление процессом международного найма персонала здравоохранения
- Public Sector: The public health service has procured external recruitment expertise to compliment domestic supply. Further information is available here: https://www.hse.ie/eng/staff/resources/recruitment-standards/before-you-recruit/international-recruitment.html Processes have been in place for some time to support international recruitment of nurses and doctors. A specific process to support the management of international Health and Social Care Professionals is currently being established and linked to associated developments in CORU. All of which is in alignment with the WHO Global Code of Practice on the International Recruitment of Health Personnel. - Relocation Packages: Public and voluntary employers reported offering relocation packages. - Guidelines: Employer stakeholders across the public and voluntary reported introducing guidelines on international recruitment. - Voluntary organisations also reported initiatives that corroborate building connections between expatriate employees e.g. Virtual Connection Café by Rehab Group - Efforts to attract domestic workers to Ireland: The HSE works very closely with the regulators to attract both those trained in Ireland and overseas. An example of this was a partnership marketing campaign with CORU to attract Irish applicants back to Ireland.
Совершенствование процессов управления персоналом здравоохранения
- Public Service Structures/ Teams: As part of the wider reform programme, whole system re-structuring is taking place across the public health service, to support having the right person, in the right place, at the right time – including a management restructuring. In the public services, there are specific national offices/small teams to advance the development of the professions including the National Doctors Training and Planning (NDTP), the Office of the Health and Social Care Professionals (HSCP Office) and the Office of the Nursing & Midwifery Services Director (ONMSD). For example, the ONMSD includes a National Clinical Leadership Centre for Nursing and Midwifery. The Capability and Culture team progresses the development and provision of leadership and management education and training and education across all professions. - A number of funding streams are in place to support the professional development of doctors which include exams, conferences, innovation projects and courses. - Non-Consultant Hospital Doctor Taskforce: A specific programme of work is being undertaken to put in place sustainable workforce planning strategies and policies to improve the experience of junior doctors to provide enhanced structures and supports on clinical sites (National Taskforce on the Non Consultant Hospital Doctor Workforce)
Особые положения, касающиеся порядка организации труда и найма персонала здравоохранения при чрезвычайных ситуациях
- Pandemic Response: The Irish public health service streamlined its approach to recruitment in response to the pandemic. During the COVID-19 pandemic, the Emergency Measures in the Public Interest (Covid-19) Act 2020 facilitated the re-employment of retired health sector professionals by empowering regulators to adopt a more streamlined and simplified restoration process to the register of their profession for individuals who wish to respond to the Covid-19 emergency. This included Doctors, Nurses, Midwives, Dentists, Pharmacists and other health and social care professionals such as social workers, physiotherapists, radiographers, dietitians, opticians and occupational therapists. - Ukraine: The Department of Health, together with the HSE and the health profession regulators have been actively working to support health professionals fleeing the war in Ukraine to gain registration with their respective regulators and take up employment in Ireland. The Department of Health made €1m available for training and registration costs in 2023 and a further €200,000 is available in 2024. The focus has been on English language training and other supports to enable registration with the regulator and thereby enable those fleeing the war to take up employment and also maintain their competencies.
Другое
- Health and Wellbeing Programmes: Public and Voluntary organisations reported Health & Wellbeing programmes in place to help build resilience, including Employee Assistance Programmes. The HSE is committed to providing a supportive environment that protects and promotes the physical, mental and social wellbeing of its workforce. The Workplace Health and Wellbeing Unit delivers high quality staff support services including Occupational Health Services, a rehabilitation programme that supports injured or sick employees to remain at or return to the workplace, an Employee Assistance programme and specialist Health & Safety support, guidance, advice and training. In addition to the wider Public Health initiatives, the Staff Health & Wellbeing Unit promotes positive lifestyle choices for staff with initiatives such as the Cycle to Work scheme, the Steps to Health Challenge and Staff Lifestyle Assessment checks. National HR also provide a free, confidential coaching service to support staff when they want to bring about personal or professional change in their lives or work, to shift their perspective, reflect on their choices and realise their individual potential. - Work-Life Balance: Stakeholders also reported promoting work-life balance through flexible working policies.
[Q2x2x1]
отметить все применимые пункты Меры, принимаемые для решения проблемы неравномерного географического распределения медицинских и медико-социальных работников и для их удержания
2.2.1 Образование
2.2.2 Нормативные положения
2.2.3 Стимулы
2.2.4 Поддержка
[Q2x2x1x1]
2.2.1.1 Образование
Образовательные учреждения, расположенные в сельских / слабо охваченных обслуживанием районах
• Geographical Spread: There is a good geographical spread of educational institutions across the country – for example there are 13 undergraduate /post graduate nursing and midwifery schools located in higher education institutions and the postgraduate training scheme in General Practice is organized through 13 regional schemes to support appropriate geographic spread for General Practice across the country. - Attracting Workers: With regard to domestic supply there is greater liaison now with local education providers to attract people into healthcare jobs and provide placements for them in localities to enhance retention. - Postgraduate Training: Postgraduate training schemes for doctors are moving towards regional schemes to support appropriate distribution of doctors across both the urban and regional areas. - Investment: In March 2024 €4.5 million was granted to support higher education institutions that have multiple campuses in remote regional locations. The Distributed Campus Support Fund has been established to support Higher Education Institutions (HEIs) with multi-campuses in regions. These costs include those such as the delivery of core campus services across multiple sites, including travel costs between campuses, and unique demographic profiles that can result in smaller classes and lower staff student ratios than is the case in larger population centres. - Further potential opportunity: As part of Expression of Interest (EOI) process which asked HEIs to submit proposals for the expansion of healthcare disciplines including medicine, nursing, pharmacy, dentistry (as well as veterinary), a proposal was received regarding the creation of programmes with a specific focus on community-based care and addressing workforce needs in rural areas. Engagements are still ongoing in relation to the proposals received during the Higher Education Authority (HEA) EOI process and no government decision of funding for these proposals in the EOI report has been announced.
Набор студентов из сельских / слабо охваченных обслуживанием районов и населенных пунктов
- The Higher Education Access Route (HEAR) is an admissions scheme for students from socially disadvantaged backgrounds. The scheme aims to improve access to college for school-leavers from socio-economic backgrounds that are under-represented in third-level education. Under the HEAR scheme a number of third-level places are allocated to school-leavers on a reduced points basis. To be eligible for the scheme you must meet certain indicators (or criteria) related to your financial, social and cultural circumstances he Higher - The Disability Access Route to Education (DARE) supports students with disabilities to access college. There are several support systems for students with disabilities who are undertaking courses at third level. Many third-level colleges have a disability or access service which is responsible for giving support and advice to students with disabilities.
Стипендии и субсидии на образование
- Public service scholarships and bursaries: To expand the domestic talent pipeline, scholarships, bursaries etc. are being awarded to attract people into ‘difficult to fill’ posts within particular geographies. For medical scholarships, further information is available here: https://www.hse.ie/eng/staff/leadership-education-development/met/ed/scholarships/ - Scholarships and subsidies for education programmes are available. - University: Ireland offers the ‘free university fees’ initiatives for domestic school leavers and EU applicants who meet eligibility criteria. Publicly funded Higher Education Institutions (HEIs) are listed here: https://hea.ie/higher-education-institutions/ - Education: There are a number of bursaries and scholarships available to students detailed on the Higher Education Authority (HEA) website. https://hea.ie/funding-governance-performance/funding/student-finance/ - Useful Links: o HEA course data https://hea.ie/statistics/data-for-download-and-visualisations/ o Information on bursaries: https://hea.ie/funding-governance-performance/funding/student-finance/ o Other bursaries and scholarships |https://hea.ie/funding-governance-performance/funding/student-finance/other-finance-bursaries-scholarships/
Актуальные темы / программы профильной подготовки и/или программы профессионального совершенствования
- Higher Education Institutes (HEI) review and update the curriculum aligning with the service need – concepts relating to organising and providing healthcare to rural/urban populations are included. - Regulatory bodies ensure high standards of professional conduct and professional education, training and competence among registered providers.
(Пере) ориентация образовательных программ на первичную медико-санитарную помощь
- Curricula for a number of professions has been reviewed in line with the implementation of the Slaintecare health policy – which has placed an increased focus on Primary and community care.
Другое
- Voluntary stakeholders reported graduate programmes for therapy grades and community based recruitment - The International Medical Graduate (IMG) Rural GP programme aims to identify, support and integrate a cohort of GPs into the rural Irish GP workforce. It incorporates two years of a self-directed learning and supervised practice. IMG GPs are enabled to work in routine, daytime rural GP practice for two years, with some GP out-of-hours work. The Irish College of GPs and the 'host' GP practice provide ongoing education supports and the GP practice will provide clinical mentorship. - Periods of Adaptation: With regard to international workers, amongst other cohorts, where the Irish regulator identifies a requirement for compensation measures / periods of adaptation, these are facilitated in Irish healthcare settings to support people into Irish healthcare jobs.
[Q2x2x2x1]
2.2.2.1 Нормативные положения
Предоставление стипендий и субсидий на образование с заключением ученических договоров
- Public Sector Scholarships/ Bursaries: Those provided with scholarships / bursaries by the Health Service Executive are required to provide a defined number of years’ service back to the organisation upon graduation. Individual services will develop bursary systems for local talent to train overseas with a commitment to employment in that area thereafter. This would be limited to remote areas where recruitment and retention of new talent is challenging. - Apprenticeship Model: The Department of Health and stakeholders are examining the scope to develop non-traditional career pathways, including expanded application of Apprenticeships and earn as your learn models (e.g., for Health Care Assistants, Medical Scientists). Apprenticeship programmes are proposed as one of the long-term solutions to attract and build the health care workforce. The preparation of healthcare professions via an apprenticeship model is being considered (in addition to the academic route), for example with the recent launch of the apprenticeship in Social Work in 2024. - Professional Programmes: The Health Service Executive Return to Nursing and Midwifery Practice Programme provides nurses and midwives who wish to return to nursing and midwifery practice following an absence of 5 years or more, with the opportunity to update their knowledge and clinical skills. As part of the “Return to Nursing and Midwifery Practice Programme”, there is a requirement to work a period of time in the HSE. Further information is available https://healthservice.hse.ie/about-us/onmsd/careers-in-nursing-and-midwifery/return-to-nursing-and-midwifery.html - Northern Ireland Agreement: following agreement between Queens University Belfast, the Department of Further and Higher Education, Research, Innovation and Science and the Departments of Health Ireland and Northern Ireland, funding for twenty-five (25) additional medical places will be made available for qualifying students from Ireland or Northern Ireland in Queen’s from September 2024. A further twenty-five places will be made available in September 2025 bringing the total number of additional places available to 50. These places will be co-funded by the Department of Further and Higher Education, Research, Innovation and Science and the Department of Health. Students who take up these places will pay the same student contribution rate as their counterparts studying in medical schools in Ireland and will commit to applying to take up a position in the HSE as an intern at the end of their studies – It is expected that students in the scheme will apply to work in the HSE as an intern (year one after qualification). If offered a post, they will accept and complete their internship year in the HSE. These students are not being asked to commit to working for the HSE beyond their internship year. - International Doctors: The HSE has in place the International Medical Graduate Training Initiative (IMGTI) scholarship programme. The aim of this programme is to enable suitably qualified overseas doctors from countries with less developed health sectors to undertake a fixed period of structured training in clinical services in Ireland. The initiative provides these doctors with access to clinical experiences and training that they cannot get in their own country, with a view to enhancing and improving the individual’s medical training and learning and in the medium to long term, the health services in their own countries. To date over 500 trainees from our international partner countries, Pakistan and Sudan, have participated in the programme. This programme is governed by a partnership agreement which is signed by the HSE and the partner organization Pakistan and Sudan.
Обязательное заключение с персоналом здравоохранения служебных договоров, не связанных с предоставлением стипендий и субсидий на образование
Расширение объема практики имеющегося персонала здравоохранения
- Advanced Practice Frameworks: Specialist and advanced practice frameworks are in place to support enhanced practice. - Supporting professionals to work at the top of the license: As part of the wider reform agenda (Sláintecare) there is a focus on enhancing the scope of practice of professions and putting supports in to enable professions work to the top of their license. A workforce reform is underway to support physiotherapists to deliver effective and efficient patient care by designating appropriately trained physiotherapists as referrers for radiological procedures. The necessary legislative change will be implemented to enable Physiotherapists who have completed the relevant training and meet the competency requirements to refer patients for medical radiological procedures including X-Ray. This policy will address duplication of referrals and improve efficiency of the existing services.
Разделение задач между специалистами различного профиля
- Integrated Teams: Task sharing is more common in some areas of care such as within purposefully designed integrated teams – e.g. mental health and teams recently established to implement integrated care approaches for Older persons and persons with a chronic disease. - Standardisation of task sharing: A specific programme of work to increase and standardize task sharing between doctors and nurses/midwives across similar services nationally was undertaken approx 10 years ago. A core principle underpinning the allocation and sharing of tasks is that the task is undertaken by the staff member who is most appropriate to do so at that time and in that location. Examples of tasks that have been successfully shared include Intravenous cannulation, Phlebotomy, Intravenous drug administration and nurse led delegated discharge of patients. - Models of Care: Models of care are redesigned by the National Clinical programmes based on international evidence – all consider the most appropriate workforce to provide the service. - Further Consideration: Task sharing is being further explored as part of the wider reform agenda.
Положения о способах перехода к новой или специализированной практике после работы в сельской местности
- There are no restrictions on movement rural/ community to special/acute.
Другое
[Q2x2x3x1]
2.2.3.1 Стимулы
Дополнительное финансовое возмещение
- Relocation Packages: Public and voluntary stakeholders reported offering relocation packages to international recruits.
Возможности для образования
- Equal opportunities for domestic/ international workers: In the public service, once appointed to a position, international colleagues have access to the same educational opportunities as domestically trained staff.
Возможности для карьерного роста или профессионального развития
- Advanced Practice: Development and implementation of the Policy on Advanced Practice for Health & Social Care Professions will provide a pathway to further career advancement and professional growth for HSCPs
Профессиональное признание
- All registered individuals have the same professional recognition and standing regardless of the jurisdiction of their professional qualification.
Общественное признание
- The Health Service Executive has programmes in development to support inclusion and social recognition
Возможность получения постоянного вида на жительство и/или гражданства персоналом здравоохранения, привлеченным в рамках международного найма
- Employment permit holders, excluding Intra-Company Transfer Employment Permits, have a pathway to permanent residency. - General Employment Permit holders, which includes professions such as health care assistant and home carer, are eligible for Long Term Residency permission after 60 months. - Critical Skills Employment Permit holders, which includes professions such as Doctor, Nurse, and Midwife, are eligible for a Stamp 4 immigration permission, providing full labour market access without an employment permit after 21 months working in the state on such a permit. - Time spent on these permits is also reckonable towards naturalisation.
Другое
- Stakeholders from the private and voluntary sector reported offering flexible work arrangements, referral bonus, retention initiatives (e.g. long-term service rewards, relocation package etc), CPD, supervision and facilitating access to education, online courses and workshops.
[Q2x2x4x1]
2.2.4.1 Поддержка
Достойные и безопасные условия труда
- There are employment and health and safety legislation and policies in place across the public, private and voluntary sectors. - International health personnel in Ireland are subject to the same employment laws as Irish workers, which cover aspects like wages, working hours, and workplace safety. The Workplace Relations Commission (WRC) oversees the adherence to employment rights
Достойные и безопасные условия проживания
- International workers have access to the same civil infrastructure as domestically trained staff.
Возможности дистанционного / электронного обучения
- Once appointed, international colleagues are entitled to the same educational opportunities as domestically trained staff.
Другое
- The HSE is committed to providing a supportive environment that protects and promotes the physical, mental and social wellbeing of its workforce. The Workplace Health and Wellbeing Unit delivers high quality staff support services including Occupational Health Services, a rehabilitation programme that supports injured or sick employees to remain at or return to the workplace, an Employee Assistance programme and specialist Health & Safety support, guidance, advice and training. In addition to the wider Public Health initiatives, the Staff Health & Wellbeing Unit promotes positive lifestyle choices for staff with initiatives such as the Cycle to Work scheme, the Steps to Health Challenge and Staff Lifestyle Assessment checks. National HR also provide a free, confidential coaching service to support staff when they want to bring about personal or professional change in their lives or work, to shift their perspective, reflect on their choices and realise their individual potential. - Targeted Marketing: The HSE has worked with Clinicians and HR to target particular specialities for remote locations. This was first piloted in Donegal for Psychiatry. This approach has been successful and has now been expanded to other parts of the west coast and the Breast Screening Services. - Targeted Profiling: The HSE is also profiling individual professions/service through a ‘Service in the Spotlight’ feature on the HSE Careerhub. An example of which is the focus on Midwifery which was launched in May, to attract perspective applicants both nationally and internationally to midwifery roles in Ireland. - Model 3 Hospital Report: The public is entitled to the same high standard of medical care across Ireland, regardless of their location. Outside of main urban areas, Model 3 hospitals play a pivotal role in providing access to high-quality and timely healthcare. The model 3 hospitals report acknowledges the challenges in filling consultant posts in model 3 hospitals due to the challenges of geographic location, voluntary versus statutory, and Model 3 versus Model 4 considerations. The report sets out recommendations to remedy issues like geographical location by implementing a more localised recruitment model.
[Q2x3x1]
Просьба пояснить - Другие соответствующие меры в области подготовки, трудоустройства и удержания медицинских и медико-социальных работников в соответствии с конкретными условиями вашей страны.
- With regard to international workers, amongst other cohorts, where the Irish regulator identifies a requirement for compensation measures / periods of adaptation, these are facilitated in Irish healthcare settings to support people into Irish healthcare jobs.
- Other measures are noted in the questions above.
[Q3x1]
Имеются ли специализированные стратегии и/или законодательство, регулирующие международный наем, миграцию и интеграцию в вашей стране персонала здравоохранения, прошедшего обучение за рубежом?
Да
[Q3x1x1]
Если да, просьба предоставить дополнительную информацию в таблице ниже.
Закон / стратегия 1
Employment Permit Acts of 2003 - The Employment Permits System, through which the majority of non-EEA recruitment is conducted, is governed by the Employment Permit Acts of 2003 and 2006 as amended. This will be replaced by the Employment Permits Act 2024 in Q3 2024.
Закон / стратегия 2
Directive 2005/36/EC of the European Parliament and of the Council of 7 September 2005 on the recognition of professional qualifications – Mutual recognition of the regulated professional qualifications of doctors, dentists, pharmacists, nurses and midwives within the EU and EEA (27 EU Member States, Norway, Iceland, Liechtenstein and Switzerland).
Закон / стратегия 3
S.I. No. 8/2017. European Union (Recognition of Professional Qualifications) Regulations 2017 gives further effect to Directive 2005/36/EC in Irish law.
[Q3x2]
Имеется ли в вашей стране стратегия и/или нормативное положение о предоставлении международных телемедицинских услуг персоналом здравоохранения, находящимся за рубежом?
Да
[Q3x2x1]
Просьба пояснить.
- The regulatory landscape re provision of telehealth services remains very underdeveloped and fragmented in Ireland. However:
o The Medical Council has published Telemedicine phone and video consultations - A guide for doctors https://www.medicalcouncil.ie/news-and-publications/publications/overview/telemedicine-guide-for-doctors.html.
o The NMBI developed a position paper supporting the American National Council of State Boards of Nursing (NCSBN) Guiding Principles for Telehealth Nursing (2022).
[Q3x3]
Создана ли в вашей стране база данных или подборка законодательных актов и нормативных положений, имеющих отношение к найму и миграции персонала здравоохранения, и в соответствующих случаях – информации об их осуществлении?
Нет
[Q4]
Независимо от участия иных государственных структур, выработаны ли на уровне Министерства здравоохранения механизмы (в виде правил, процедур или соответствующего структурного подразделения) для мониторинга и межсекторальной координации по вопросам, связанным с международным наймом и миграцией персонала здравоохранения?
Да
[Q4x1]
Просьба пояснить.
The Department of Health leads on health and social care workforce planning activities and policy, including working in collaboration with the education sector, HSE, regulators, and professional bodies to improve the availability of health professionals across the entire health service. As part of this work, the Department considers the long-term needs of the health and social care sector utilising a variety of workforce projections, under different scenarios with differing levels of healthcare policy and reform, and varying levels of inward migration of foreign educated healthcare workers. In Ireland, the Health Service Executive has responsibility for recruitment into the public health service.
[Q5]
Просьба разъяснить меры, принятые в вашей стране для осуществления указанных ниже рекомендательных положений Кодекса.
Отметить все подходящие варианты из перечня ниже:
Отметить все подходящие варианты из перечня ниже:
5.1 Приняты меры или рассматривается принятие мер для внесения изменений в законодательство или политику в отношении персонала здравоохранения в соответствии с рекомендациями Кодекса
- Refer to the laws above under question 3.1. - Regulated Professions (Health and Social Care) (Amendment) Act 2020 - full commencement awaited. - Regulated Professions (Health and Social Care) (Amendment) Act 2023 - full commencement awaited - Ireland is seeking to improve self-sufficiency in accordance with our commitments under the WHO Global Code of Practice on the International Recruitment of Health Personnel. Work is underway to expand the number of health and social care worker student places. There has been recent expansion to the number of student places: o In June 2022, 347 additional student places related to healthcare were announced including Medicine (60), Nursing (135), Medical Science (16), Pharmacy Technician (22), Dental Nursing (8), Health and Medical Information Science (7), Paramedic Studies (13), Physiotherapy Studies(Cert) (8), Physiotherapy (9), Pharmacy (8), Social Care/Social Work (59). o In relation to Medicine, the agreement reached with the medical schools began with an additional 60 EU students in September 2022, climbing to 120 in September 2023 and up to 200 by 2026. o In September 2023, 462 permanent additional places were created in higher education institutions in the State. Significant work was undertaken with HSE to significantly increase number of clinical practice placements for Nurses and Midwives and HSCPs and this led to the unprecedented increase of 255 student places in Nursing and Midwifery in September 2023. o In August 2024, further expansion of student places was announced with the prioritisation of funding to support the expansion of training places in priority healthcare areas including Speech and Language Therapy, Occupational Therapy and Physiotherapy. This will contribute to delivering expansion in the region of 35% in these vital disciplines over the next two academic years. - Cross border collaboration: Through cross-border collaboration with our partners in Northern Ireland, additional student places have been provided in Northern Ireland in Nursing & Midwifery, Allied Health Professionals and Medicine. Approximately 120 student Nursing and Midwifery places were provided in 2023 in in Ulster University (UU) and Queen’s University Belfast (QUB), and 80 student places were provided in Allied Health Professional courses in Ulster University in Radiography (4), Physiotherapy (30), Occupational Therapy (28), Speech and Language Therapy (10), Podiatry (2), Radiotherapy and Oncology (1) and Dietetics (5). In addition, an agreement was reached in February 2024 between the Department of Health, Department of Health Northern Ireland, Queen’s University Belfast, and the Department of Further and Higher Education, which will see 25 additional medical places being made available for qualifying students from Ireland or Northern Ireland in QUB in September 2024, and a further twenty-five places will be made available in September 2025, bringing the total number of additional places available in Northern Ireland to 50. An MOA is in place for this agreement. - The Department of Health and the Health Service Executive work together to develop strategies that will positively impact recruitment and retention, including addressing issues such as workload, work–life balance, workplace culture, supportive management, career advancement and workplace safety. Examples of recently developed strategies that will be/are being implemented include the Health Service Executive (HSE) Resourcing Strategy, the Report of the Expert Review Body on Nursing and Midwifery, the Non-Consultant Hospital Doctor (NCHD) Taskforce Interim and Final Reports, the Report of the Strategic Workforce Advisory Group and Sharing the Vision. - The Report of the Expert Review Body on Nursing and Midwifery includes recommendations consistent with the Code, in particular relating to increasing the domestic supply of nurses and midwives. Related to this are recommendations 4 and 15.
5.2 Приняты конкретные меры для передачи и межсекторального обмена информацией о международном найме и миграции персонала здравоохранения, а также для повышения осведомленности о Кодексе в соответствующих министерствах, департаментах и агентствах на национальном и/или субнациональном уровне
- The Health Service Executive national supplier contracts with international recruitment partners ensure compliance with best practice including the WHO Global Code of Practice. In accordance with this, the public sector Framework suppliers were instructed to stop all active recruitment in any country listed on the WHO safeguards list. Further communications to suppliers and of HR (Community Healthcare Organisations) and Group Directors of HR (Hospital Groups) was circulated by the HSE with regard to obligations. Details of these Frameworks are available online: https://www.hse.ie/eng/staff/resources/recruitment-standards/before-you-recruit/international-recruitment.html - The Department of Health promotes the Code as part of workforce planning activities. The Department engaged with multiple stakeholders to gather information for this response, and in doing so has further publicized the Code.
5.3 Приняты меры для проведения консультаций с заинтересованными сторонами в процессе принятия решений и/или их привлечения к деятельности, связанной с международным наймом медицинского персонала
- In the public sector, the relevant professions are actively involved in the procurement process. The public health service works in partnership with all relevant stakeholders i.e. government departments, regulatory bodies, staff representative bodies etc.
5.4 Ведется учет всех частных агентств по найму персонала здравоохранения, которые уполномочены компетентными органами действовать в пределах своей юрисдикции
- Public national contracts are awarded in line with EU Directive 2014/24/EU on public procurement
5.5 В деятельности частных агентств по найму персонала поощряется и пропагандируется передовая практика, предусмотренная Кодексом
- Public national contracts with HSE international recruitment partners ensure compliance with best practice including the WHO Global Code of Practice on the International Recruitment of Health Personnel
5.5a Информационно-разъяснительная работа в отношении Кодекса среди частных агентств по найму персонала
- Public national contracts with HSE international recruitment partners ensure compliance with best practice including the WHO Global Code of Practice on the International Recruitment of Health Personnel
5.5b Внутреннее законодательство или политика, требующие соблюдения этических норм работы частных агентств по найму персонала в соответствии с принципами и статьями Кодекса
- It is an offence to carry out the business of a Recruitment Agency without a license under the Employment Agency Act 1971. The terms of the license require the Agency to operate to particular standards.
5.5c Государственная или частная сертификация практики частных кадровых агентств в соответствии с принципами этики
- As 5.5b
5.5d Другое
5.6 Ничто из вышеперечисленного
Government Agreements
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Инструмент национальной отчетности (2024 г.)
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Межправительственные соглашения о миграции или мобильности персонала здравоохранения
[Q6]
Имеются ли двусторонние, многосторонние либо региональные соглашения и/или договоренности в отношении международного найма и/или мобильности персонала здравоохранения, заключенные на уровне руководства вашей страны или органов власти субнационального уровня?
Да
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таблице ниже приведите информацию о каждом из действующих двусторонних, региональных или многосторонних соглашений или договоренностей.
| a. Название соглашения | b. Тип соглашения | |
|---|---|---|
| Cоглашения 1 | Memorandum of Agreement Between The Queen’s University of Belfast And Minister for Further and Higher Education, Research, Innovation and Science Ireland And Minister for Health Ireland and Department of Health Northern Ireland | 1 |
| Cоглашения 2 | Memorandum of Understanding Between the Health Service Executive and with The College of Physicians and Surgeons Pakistan | 1 |
| Cоглашения 3 | Memorandum of Understanding Between the Health Service Executive andThe Sudan Medical & Specialisation Board (SMSB) | 1 |
| Cоглашения 4 | EU Directive 2005/36/EC;EU Directive 2013/55/EU; EU Directive 2018/958/EU | 2 |
| Cоглашения 5 | ||
| Cоглашения 6 | ||
| Cоглашения 7 | ||
| Cоглашения 8 | ||
| Cоглашения 9 | ||
| Cоглашения 10 | ||
| Cоглашения 11 | ||
| Cоглашения 12 | ||
| Cоглашения 13 | ||
| Cоглашения 14 | ||
| Cоглашения 15 |
Government Agreements - 6.1 A
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Инструмент национальной отчетности (2024 г.)
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c. Страны, участвующие в соглашении
Memorandum of Agreement Between The Queen’s University of Belfast And Minister for Further and Higher Education, Research, Innovation and Science Ireland And Minister for Health Ireland and Department of Health Northern Ireland
IRL
Memorandum of Understanding Between the Health Service Executive and with The College of Physicians and Surgeons Pakistan
IRL,PAK
Memorandum of Understanding Between the Health Service Executive andThe Sudan Medical & Specialisation Board (SMSB)
IRL,SDN
EU Directive 2005/36/EC;EU Directive 2013/55/EU; EU Directive 2018/958/EU
IRL
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d. Охват
Memorandum of Agreement Between The Queen’s University of Belfast And Minister for Further and Higher Education, Research, Innovation and Science Ireland And Minister for Health Ireland and Department of Health Northern Ireland
Субнационального уровня
Memorandum of Understanding Between the Health Service Executive and with The College of Physicians and Surgeons Pakistan
Субнационального уровня
Memorandum of Understanding Between the Health Service Executive andThe Sudan Medical & Specialisation Board (SMSB)
Субнационального уровня
EU Directive 2005/36/EC;EU Directive 2013/55/EU; EU Directive 2018/958/EU
Национального уровня
[Q6x1xAx2x]
Пожалуйста, введите названия субнациональных единиц (штатов, провинций и т. д.), участвующих в настоящем соглашении.
Memorandum of Agreement Between The Queen’s University of Belfast And Minister for Further and Higher Education, Research, Innovation and Science Ireland And Minister for Health Ireland and Department of Health Northern Ireland
The Queen’s University of Belfast And Minister for Further and Higher Education, Research, Innovation and Science Ireland And Minister for Health Ireland and Department of Health Northern Ireland
Memorandum of Understanding Between the Health Service Executive and with The College of Physicians and Surgeons Pakistan
Between the Health Service Executive and with The College of Physicians and Surgeons Pakistan
Memorandum of Understanding Between the Health Service Executive andThe Sudan Medical & Specialisation Board (SMSB)
Between the Health Service Executive and The Sudan Medical & Specialisation Board (SMSB)
EU Directive 2005/36/EC;EU Directive 2013/55/EU; EU Directive 2018/958/EU
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e. Основная направленность соглашения (отметить все подходящие варианты)
| Образование и профессиональная подготовка | Сотрудничество в области здравоохранения | Содействие циркулярной миграции | Благотворительность или техническая поддержка | Признание квалификации | Наем персонала здравоохранения | Торговля услугами | Другое | |
|---|---|---|---|---|---|---|---|---|
| Memorandum of Agreement Between The Queen’s University of Belfast And Minister for Further and Higher Education, Research, Innovation and Science Ireland And Minister for Health Ireland and Department of Health Northern Ireland | 1 | |||||||
| Memorandum of Understanding Between the Health Service Executive and with The College of Physicians and Surgeons Pakistan | 1 | |||||||
| Memorandum of Understanding Between the Health Service Executive andThe Sudan Medical & Specialisation Board (SMSB) | 1 | |||||||
| EU Directive 2005/36/EC;EU Directive 2013/55/EU; EU Directive 2018/958/EU | 1 | |||||||
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f. Категории персонала здравоохранения (отметить все применимые варианты)
| Врачи | Медсестры | Акушерки | Стоматологи | Фармацевты | Другое | |
|---|---|---|---|---|---|---|
| Memorandum of Agreement Between The Queen’s University of Belfast And Minister for Further and Higher Education, Research, Innovation and Science Ireland And Minister for Health Ireland and Department of Health Northern Ireland | 1 | |||||
| Memorandum of Understanding Between the Health Service Executive and with The College of Physicians and Surgeons Pakistan | 1 | |||||
| Memorandum of Understanding Between the Health Service Executive andThe Sudan Medical & Specialisation Board (SMSB) | 1 | |||||
| EU Directive 2005/36/EC;EU Directive 2013/55/EU; EU Directive 2018/958/EU | 1 | 1 | 1 | 1 | 1 | 1 |
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Просьба Укажите категорию медицинского персонала
Memorandum of Agreement Between The Queen’s University of Belfast And Minister for Further and Higher Education, Research, Innovation and Science Ireland And Minister for Health Ireland and Department of Health Northern Ireland
Memorandum of Understanding Between the Health Service Executive and with The College of Physicians and Surgeons Pakistan
Memorandum of Understanding Between the Health Service Executive andThe Sudan Medical & Specialisation Board (SMSB)
EU Directive 2005/36/EC;EU Directive 2013/55/EU; EU Directive 2018/958/EU
o Doctors o Nurses o Midwives o Dentists o Pharmacist s o Dietitian o Dispensing Optician o Occupational Therapist o Optometrist o Physiotherapist o Radiation Therapist o Radiographer o Podiatrist o Dental Hygienist o Dental Nurse o Clinical Dental Technician o Orthodontic Therapist o Audiologist o Orthoptist o Psychologist o Advanced Paramedic o Emergency Medical Technician o Paramedic In addition, the Directive relates to professions regulated in other Member States (EEA countries & Switzerland) that are not regulated in Ireland. Those professions regulated in other Member States can be viewed at https://ec.europa.eu/growth/tools-databases/regprof/professions/bycountry
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g. Срок действия
| год начала | год окончания | |
|---|---|---|
| Memorandum of Agreement Between The Queen’s University of Belfast And Minister for Further and Higher Education, Research, Innovation and Science Ireland And Minister for Health Ireland and Department of Health Northern Ireland | 2024 | 2030 |
| Memorandum of Understanding Between the Health Service Executive and with The College of Physicians and Surgeons Pakistan | 2011 | Ongoing |
| Memorandum of Understanding Between the Health Service Executive andThe Sudan Medical & Specialisation Board (SMSB) | 2017 | Ongoing |
| EU Directive 2005/36/EC;EU Directive 2013/55/EU; EU Directive 2018/958/EU | 2005 | Ongoing |
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h. Представитель, подписавший соглашение со стороны вашего государства
Memorandum of Agreement Between The Queen’s University of Belfast And Minister for Further and Higher Education, Research, Innovation and Science Ireland And Minister for Health Ireland and Department of Health Northern Ireland
Министерство здравоохранения
Memorandum of Understanding Between the Health Service Executive and with The College of Physicians and Surgeons Pakistan
Другие профессии
Memorandum of Understanding Between the Health Service Executive andThe Sudan Medical & Specialisation Board (SMSB)
Другие профессии
EU Directive 2005/36/EC;EU Directive 2013/55/EU; EU Directive 2018/958/EU
Другие профессии
[Q6x1xAx6xoth]
Если другое лицо, подписавшее соглашение, из вашей страны (Пожалуйста, укажите:)
Memorandum of Agreement Between The Queen’s University of Belfast And Minister for Further and Higher Education, Research, Innovation and Science Ireland And Minister for Health Ireland and Department of Health Northern Ireland
Memorandum of Understanding Between the Health Service Executive and with The College of Physicians and Surgeons Pakistan
Health Service Executive
Memorandum of Understanding Between the Health Service Executive andThe Sudan Medical & Specialisation Board (SMSB)
Health Service Executive
EU Directive 2005/36/EC;EU Directive 2013/55/EU; EU Directive 2018/958/EU
Per EU Directives
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В случае если Министерство здравоохранения не является подписантом соглашения, участвовало ли оно в его разработке?
Memorandum of Agreement Between The Queen’s University of Belfast And Minister for Further and Higher Education, Research, Innovation and Science Ireland And Minister for Health Ireland and Department of Health Northern Ireland
Memorandum of Understanding Between the Health Service Executive and with The College of Physicians and Surgeons Pakistan
Нет
Memorandum of Understanding Between the Health Service Executive andThe Sudan Medical & Specialisation Board (SMSB)
Нет
EU Directive 2005/36/EC;EU Directive 2013/55/EU; EU Directive 2018/958/EU
Да
[Q6x1xAx7]
i. Представитель, подписавший соглашение со стороны государства-партнера (партнеров)
Memorandum of Agreement Between The Queen’s University of Belfast And Minister for Further and Higher Education, Research, Innovation and Science Ireland And Minister for Health Ireland and Department of Health Northern Ireland
Министерство здравоохранения
Memorandum of Understanding Between the Health Service Executive and with The College of Physicians and Surgeons Pakistan
Другие профессии
Memorandum of Understanding Between the Health Service Executive andThe Sudan Medical & Specialisation Board (SMSB)
Другие профессии
EU Directive 2005/36/EC;EU Directive 2013/55/EU; EU Directive 2018/958/EU
Другие профессии
[Q6x1xAx7xoth]
Если другое лицо, подписавшее соглашение, из вашей страны (Пожалуйста, укажите:)
Memorandum of Agreement Between The Queen’s University of Belfast And Minister for Further and Higher Education, Research, Innovation and Science Ireland And Minister for Health Ireland and Department of Health Northern Ireland
Memorandum of Understanding Between the Health Service Executive and with The College of Physicians and Surgeons Pakistan
The College of Physicians and Surgeons Pakistan
Memorandum of Understanding Between the Health Service Executive andThe Sudan Medical & Specialisation Board (SMSB)
The Sudan Medical & Specialisation Board (SMSB)
EU Directive 2005/36/EC;EU Directive 2013/55/EU; EU Directive 2018/958/EU
Per EU Directive
[Q6x1xAx7x1]
В случае если Министерство здравоохранения не является подписантом соглашения, участвовало ли оно в его разработке?
Memorandum of Agreement Between The Queen’s University of Belfast And Minister for Further and Higher Education, Research, Innovation and Science Ireland And Minister for Health Ireland and Department of Health Northern Ireland
Memorandum of Understanding Between the Health Service Executive and with The College of Physicians and Surgeons Pakistan
Не знаю
Memorandum of Understanding Between the Health Service Executive andThe Sudan Medical & Specialisation Board (SMSB)
Не знаю
EU Directive 2005/36/EC;EU Directive 2013/55/EU; EU Directive 2018/958/EU
Не знаю
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j. Содержание соглашения
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j.i. Имеются ли в данном соглашении положения о режиме благоприятствования в отношении системы здравоохранения вашей страны и страны-партнера (стран-партнеров)?
Memorandum of Agreement Between The Queen’s University of Belfast And Minister for Further and Higher Education, Research, Innovation and Science Ireland And Minister for Health Ireland and Department of Health Northern Ireland
Да, соглашение содержит положения о режиме благоприятствования в отношении системы здравоохранения моей страны и страны-партнера (стран-партнеров).
Memorandum of Understanding Between the Health Service Executive and with The College of Physicians and Surgeons Pakistan
Да, соглашение содержит положения о режиме благоприятствования в отношении системы здравоохранения моей страны и страны-партнера (стран-партнеров).
Memorandum of Understanding Between the Health Service Executive andThe Sudan Medical & Specialisation Board (SMSB)
Да, соглашение содержит положения о режиме благоприятствования в отношении системы здравоохранения моей страны и страны-партнера (стран-партнеров).
EU Directive 2005/36/EC;EU Directive 2013/55/EU; EU Directive 2018/958/EU
Да, соглашение содержит положения о режиме благоприятствования в отношении системы здравоохранения моей страны и страны-партнера (стран-партнеров).
[Q6x1xAx8x1x]
Просьба пояснить:
Memorandum of Agreement Between The Queen’s University of Belfast And Minister for Further and Higher Education, Research, Innovation and Science Ireland And Minister for Health Ireland and Department of Health Northern Ireland
In addition, an agreement was reached in February 2024 between the Department of Health, Department of Health Northern Ireland, Queen’s University Belfast, and the Department of Further and Higher Education, which will see 25 additional medical places being made available for qualifying students from Ireland or Northern Ireland in QUB in September 2024, and a further twenty-five places will be made available in September 2025, bringing the total number of additional places available in Northern Ireland to 50.
Memorandum of Understanding Between the Health Service Executive and with The College of Physicians and Surgeons Pakistan
This is not general recruitment agreement that apply for all doctors coming from Sudan and Pakistan. These are agreements to participate in a programme that provides structured two year training programmes for doctors in Pakistan and Sudan who are enrolled on the national training scheme in their country to work in Ireland for two years. These two years will then be recognised towards their postgraduate training scheme in Pakistan or Sudan. There is a competitive recruitment process to enter this programme which is run by the relevant Irish Postgraduate Medical Training body
Memorandum of Understanding Between the Health Service Executive andThe Sudan Medical & Specialisation Board (SMSB)
This agreement is linked to the International Medical Graduate Training Initiative (IMGTI) scholarship programme that enables overseas doctors from countries with less developed health sectors to undertake a period of training in Ireland. The initiative provides these doctors with access to clinical experiences and training that they cannot get in their own country, while also reducing Ireland’s over reliance on Non-Training Scheme Doctors (NTSDs). This is not general recruitment agreement that apply for all doctors coming from Sudan. This agreement is to participate in a programme that provides structured two year training programmes for doctors in Sudan who are enrolled on the national training scheme in their country to work in Ireland for two years. These two years will then be recognised towards their postgraduate training scheme in Sudan. There is a competitive recruitment process to enter this programme which is run by the relevant Irish Postgraduate Medical Training body.
EU Directive 2005/36/EC;EU Directive 2013/55/EU; EU Directive 2018/958/EU
This agreement is linked to the International Medical Graduate Training Initiative (IMGTI) scholarship programme that enables overseas doctors from countries with less developed health sectors to undertake a period of training in Ireland. The initiative provides these doctors with access to clinical experiences and training that they cannot get in their own country, while also reducing Ireland’s over reliance on Non-Training Scheme Doctors (NTSDs). This is not general recruitment agreement that apply for all doctors coming from Pakistan. This agreement is to participate in a programme that provides structured two year training programmes for doctors in Pakistan who are enrolled on the national training scheme in their country to work in Ireland for two years. These two years will then be recognised towards their postgraduate training scheme in Pakistan. There is a competitive recruitment process to enter this programme which is run by the relevant Irish Postgraduate Medical Training body.
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j.ii. Содержит ли данное соглашение положения, касающиеся прав и благополучия работников здравоохранения?
Memorandum of Agreement Between The Queen’s University of Belfast And Minister for Further and Higher Education, Research, Innovation and Science Ireland And Minister for Health Ireland and Department of Health Northern Ireland
Нет
Memorandum of Understanding Between the Health Service Executive and with The College of Physicians and Surgeons Pakistan
Нет
Memorandum of Understanding Between the Health Service Executive andThe Sudan Medical & Specialisation Board (SMSB)
Нет
EU Directive 2005/36/EC;EU Directive 2013/55/EU; EU Directive 2018/958/EU
Да
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Просьба пояснить:
Memorandum of Agreement Between The Queen’s University of Belfast And Minister for Further and Higher Education, Research, Innovation and Science Ireland And Minister for Health Ireland and Department of Health Northern Ireland
Memorandum of Understanding Between the Health Service Executive and with The College of Physicians and Surgeons Pakistan
Memorandum of Understanding Between the Health Service Executive andThe Sudan Medical & Specialisation Board (SMSB)
EU Directive 2005/36/EC;EU Directive 2013/55/EU; EU Directive 2018/958/EU
The right of Europeans to pursue economic activities in another EU country is a fundamental right enshrined in the Treaty on the Functioning of the European Union. However, within the limits of the single market rules and in particular the principle of proportionality, each country may allow access to a particular profession only if the individual has a specific professional qualification. This is an obstacle to the free movement of professionals in the EU as far as those qualified to practise the same profession in another Member State hold a different professional qualification, i.e. the qualification acquired in their own country. The EU has set up rules to ensure that Member States fully test how professions are regulated in future in terms of whether they are nondiscriminatory, justified to protect overriding reasons in the public interest and necessary to achieve that protection. There are also rules to make it easier for EU countries to recognise each other’s professional qualifications. This is the aim of Directive 2005/36/EC on the recognition of professional qualifications as amended by Directive 2013/55/EU. While this may make recognition easier, in practice there is no one single solution for the recognition of professional qualifications within the EU.
Government Agreements - 6.1 B
[INFOxNRI8]
Инструмент национальной отчетности (2024 г.)
[Q6x1xB]
В таблице ниже приведите информацию о выполнении каждого из действующих двусторонних, региональных или многосторонних соглашений или договоренностей.
[Q6x1xBx1]
Выполняется ли соглашение?
Memorandum of Agreement Between The Queen’s University of Belfast And Minister for Further and Higher Education, Research, Innovation and Science Ireland And Minister for Health Ireland and Department of Health Northern Ireland
Нет
Memorandum of Understanding Between the Health Service Executive and with The College of Physicians and Surgeons Pakistan
Да
Memorandum of Understanding Between the Health Service Executive andThe Sudan Medical & Specialisation Board (SMSB)
Да
EU Directive 2005/36/EC;EU Directive 2013/55/EU; EU Directive 2018/958/EU
Да
[Q6x1xBx1x1]
| Год начала выполнения: | |
|---|---|
| Memorandum of Agreement Between The Queen’s University of Belfast And Minister for Further and Higher Education, Research, Innovation and Science Ireland And Minister for Health Ireland and Department of Health Northern Ireland | |
| Memorandum of Understanding Between the Health Service Executive and with The College of Physicians and Surgeons Pakistan | 2011 |
| Memorandum of Understanding Between the Health Service Executive andThe Sudan Medical & Specialisation Board (SMSB) | 2017 |
| EU Directive 2005/36/EC;EU Directive 2013/55/EU; EU Directive 2018/958/EU | 2008 |
[Q6x1xBx2b]
Какое количество работников здравоохранения выехало из вашей страны либо въехало в вашу страну благодаря данному соглашению с момента его выполнения?
Cоглашения: Memorandum of Understanding Between the Health Service Executive and with The College of Physicians and Surgeons Pakistan
Cоглашения: Memorandum of Understanding Between the Health Service Executive and with The College of Physicians and Surgeons Pakistan
| Численность персонала: | |
|---|---|
| Врачи | |
| Медсестры | |
| Акушерки | |
| Стоматологи | |
| Фармацевты | |
[Q6x1xBx2c]
Какое количество работников здравоохранения выехало из вашей страны либо въехало в вашу страну благодаря данному соглашению с момента его выполнения?
Cоглашения: Memorandum of Understanding Between the Health Service Executive andThe Sudan Medical & Specialisation Board (SMSB)
Cоглашения: Memorandum of Understanding Between the Health Service Executive andThe Sudan Medical & Specialisation Board (SMSB)
| Численность персонала: | |
|---|---|
| Врачи | |
| Медсестры | |
| Акушерки | |
| Стоматологи | |
| Фармацевты | |
[Q6x1xBx2d]
Какое количество работников здравоохранения выехало из вашей страны либо въехало в вашу страну благодаря данному соглашению с момента его выполнения?
Cоглашения: EU Directive 2005/36/EC;EU Directive 2013/55/EU; EU Directive 2018/958/EU
Cоглашения: EU Directive 2005/36/EC;EU Directive 2013/55/EU; EU Directive 2018/958/EU
| Численность персонала: | |
|---|---|
| Врачи | |
| Медсестры | |
| Акушерки | |
| Стоматологи | |
| Фармацевты | |
| o Doctors o Nurses o Midwives o Dentists o Pharmacist s o Dietitian o Dispensing Optician o Occupational Therapist o Optometrist o Physiotherapist o Radiation Therapist o Radiographer o Podiatrist o Dental Hygienist o Dental Nurse o Clinical Dental Technician o Orthodontic Therapist o Audiologist o Orthoptist o Psychologist o Advanced Paramedic o Emergency Medical Technician o Paramedic In addition, the Directive relates to professions regulated in other Member States (EEA countries & Switzerland) that are not regulated in Ireland. Those professions regulated in other Member States can be viewed at https://ec.europa.eu/growth/tools-databases/regprof/professions/bycountry | 8,875 medical professionals with Irish qualifications were recognized in another Member State. -16,279 medical profession were recognized in Ireland. Statistics available at https://ec.europa.eu/growth/tools-databases/regprof/statistics/establishment/ranking |
[Q6x1xBx3]
Было ли данное соглашение полезным для системы здравоохранения вашей страны и в чем заключается эта польза?
Memorandum of Agreement Between The Queen’s University of Belfast And Minister for Further and Higher Education, Research, Innovation and Science Ireland And Minister for Health Ireland and Department of Health Northern Ireland
Memorandum of Understanding Between the Health Service Executive and with The College of Physicians and Surgeons Pakistan
The initiative provides these doctors with access to clinical experiences and training that they cannot get in their own country, while also reducing Ireland’s over reliance on Non-Training Scheme Doctors (NTSDs).
Memorandum of Understanding Between the Health Service Executive andThe Sudan Medical & Specialisation Board (SMSB)
The initiative provides these doctors with access to clinical experiences and training that they cannot get in their own country, while also reducing Ireland’s over reliance on Non-Training Scheme Doctors (NTSDs).
EU Directive 2005/36/EC;EU Directive 2013/55/EU; EU Directive 2018/958/EU
Through flow of health and social care workers
[Q6x1xBx4]
Было ли данное соглашение полезным для системы здравоохранения другой страны (стран) и в чем заключается эта польза?
Memorandum of Agreement Between The Queen’s University of Belfast And Minister for Further and Higher Education, Research, Innovation and Science Ireland And Minister for Health Ireland and Department of Health Northern Ireland
Memorandum of Understanding Between the Health Service Executive and with The College of Physicians and Surgeons Pakistan
The initiative provides these doctors with access to clinical experiences and training that they cannot get in their own country, while also reducing Ireland’s over reliance on Non-Training Scheme Doctors (NTSDs).
Memorandum of Understanding Between the Health Service Executive andThe Sudan Medical & Specialisation Board (SMSB)
The initiative provides these doctors with access to clinical experiences and training that they cannot get in their own country, while also reducing Ireland’s over reliance on Non-Training Scheme Doctors (NTSDs).
EU Directive 2005/36/EC;EU Directive 2013/55/EU; EU Directive 2018/958/EU
Through flow of health and social care workers
[Q6x1xBx5]
Просьба уточнить, были ли реализованы положения, касающиеся прав и благополучия работников здравоохранения, и, если да, то каким образом.*
Memorandum of Agreement Between The Queen’s University of Belfast And Minister for Further and Higher Education, Research, Innovation and Science Ireland And Minister for Health Ireland and Department of Health Northern Ireland
Memorandum of Understanding Between the Health Service Executive and with The College of Physicians and Surgeons Pakistan
Memorandum of Understanding Between the Health Service Executive andThe Sudan Medical & Specialisation Board (SMSB)
EU Directive 2005/36/EC;EU Directive 2013/55/EU; EU Directive 2018/958/EU
The Department of Further and Higher Education, Research, Innovation and Science (DFHERIS) serves as the national coordinator and national assistance centre for Directive 2005/36/EC on the recognition of professional qualifications. In DFHERIS’ coordination role, it works with the European Commission, other Member States and Irish regulatory bodies to support the operation of the Directive and to assist citizens seeking the recognition of their qualifications. In this capacity DFHERIS has and will continue to work with regulators to deepen the implementation of this Directive and to share broader international best practice in respect of the recognition of qualifications.
[Q6x1xBx6]
Просьба предоставить любые другие необходимые сведения о данном соглашении (например, контекст, положительные элементы, недостатки и извлеченные уроки).
Memorandum of Agreement Between The Queen’s University of Belfast And Minister for Further and Higher Education, Research, Innovation and Science Ireland And Minister for Health Ireland and Department of Health Northern Ireland
Memorandum of Understanding Between the Health Service Executive and with The College of Physicians and Surgeons Pakistan
Memorandum of Understanding Between the Health Service Executive andThe Sudan Medical & Specialisation Board (SMSB)
EU Directive 2005/36/EC;EU Directive 2013/55/EU; EU Directive 2018/958/EU
[Q6x1xBx7]
Полный текст соглашения и сопутствующих документов (план реализации, отчет о ходе реализации, отчет о выполнении, отчет об оценке и т.д.).
| Загрузите документ(ы) | |
|---|---|
| Memorandum of Agreement Between The Queen’s University of Belfast And Minister for Further and Higher Education, Research, Innovation and Science Ireland And Minister for Health Ireland and Department of Health Northern Ireland | |
| Memorandum of Understanding Between the Health Service Executive and with The College of Physicians and Surgeons Pakistan | |
| Memorandum of Understanding Between the Health Service Executive andThe Sudan Medical & Specialisation Board (SMSB) | |
| EU Directive 2005/36/EC;EU Directive 2013/55/EU; EU Directive 2018/958/EU | |
[Q6x1xBx7xfile1]
[Q6x1xBx7xfile2]
[Q6x1xBx7xfile3]
[Q6x1xBx7xfile4]
[Q6x1xBx7xfile5]
[Q6x1xBx7xfile6]
[Q6x1xBx7xfile7]
[Q6x1xBx7xfile8]
[Q6x1xBx7xfile9]
[Q6x1xBx7xfile10]
[Q6x1xBx7xfile11]
[Q6x1xBx7xfile12]
[Q6x1xBx7xfile13]
[Q6x1xBx7xfile14]
[Q6x1xBx7xfile15]
Responsibilities, rights and recruitment practices
[INFOxNRI9]
Инструмент национальной отчетности (2024 г.)
[INFOx4]
Обязанности, права и порядок найма
[Q7]
В случае если ваша страна нанимает / принимает международный персонал здравоохранения для работы в медицинской и медико-социальной сфере, какие правовые гарантии и/или другие механизмы предусмотрены для персонала здравоохранения из числа мигрантов, а также для обеспечения того, чтобы эта категория сотрудников пользовалась теми же законными правами и обязанностями, что и персонал здравоохранения, прошедший подготовку в стране?
Просьба отметить все подходящие варианты из перечня ниже:
Просьба отметить все подходящие варианты из перечня ниже:
Персонал здравоохранения из числа мигрантов привлекают с использованием механизмов, позволяющих оценивать выгоды и риски, связанные с занимаемой должностью, и принимать своевременные и обоснованные решения о приеме на работу
- Public Health: Under Health Service Executive national contracts prospective applicants are provided with the job specification, Department of Health salary scales, statutory registration requirements, residence / visa permissions, relocation allowance, information on promotional career opportunities, family reunification and the cost of living in Ireland. - Permits: The minimum annual remuneration is prescribed for the issuance of employment permits, including: o €27,000 for Health Care Assistants, Home Carers and Care Workers o €34,000 for all other health care roles on a General Employment Permit o €38,000 for all roles on a Critical Skills Employment Permit
Наем, продвижение по службе и оплата труда работников здравоохранения-мигрантов производятся исходя из таких объективных критериев, как уровень квалификации, продолжительность трудового стажа и степень профессиональной ответственности, на равных правах с кадрами здравоохранения, подготовленными внутри страны
- In line with public pay policy. International colleagues in the public sector are remunerated based on the same objective criteria as the domestically trained health workforce.
Работники здравоохранения-мигранты пользуются теми же возможностями для повышения своего профессионального образования, квалификации и карьерного роста, что и работники здравоохранения из числа местного населения
- Once appointed, international colleagues are entitled to the same professional education, professional development and promotional opportunities as domestically trained staff.
Созданы институциональные механизмы для обеспечения безопасной миграции/мобильности и интеграции работников здравоохранения-мигрантов
- Yes, under national contracts there are holistic support arrangements for international colleagues arriving to work and live in Ireland. - Under the Employment Permits Acts 2024, to be commenced in the coming weeks, a permit holder may change to a similar role with a new employer for any reason, after a prescribed period of nine months. - Mobility between employers prior to the nine months is facilitated where there are extenuating circumstances.
Приняты меры для содействия циркулярной миграции международного медицинского персоналаЕсли выбран ответ «да», заполнение этого поля обязательно.
- The HSE has in place the International Medical Graduate Training Initiative (IMGTI) scholarship programme to enable suitably qualified overseas doctors from countries with less developed health sectors to undertake a fixed period of structured training in clinical services in Ireland. The initiative provides these doctors with access to clinical experiences and training that they cannot get in their own country, with a view to enhancing and improving the individual’s medical training and learning and in the medium to long term, the health services in their own countries. To date over 500 trainees from our international partner countries, Pakistan and Sudan, have participated in the programme. This programme is governed by a partnership agreement which is signed by the HSE and the partner organization Pakistan and Sudan. The programme has received national and international recognition as an example of best practice in promoting circular migration.
Другие меры (в том числе нормативного и административного характера) для обеспечения справедливого найма и трудоустройства медицинского персонала, прошедшего обучение за рубежом и/или иммигрантов (просьба уточнить)Если выбран ответ «да», заполнение этого поля обязательно.
- Yes, recruitment within the public services is conducted in line with the Recruitment and Appointments Act and the Commission for Public Service Appointments Codes of Practice together with national legislation for the protection of workers - It is an offence under the Employment Permits Acts of 2006 and 2024 for an employer to seek to recover any costs incurred by the employer through the employment permit application, recruitment process and related travel. - An employer may not penalise a permit holder for reporting any contraventions of the Employment Permits Act. - Additionally, where the permit holder has not received sufficient remuneration for work done, the Minister may institute civil proceedings on behalf of that permit holder. - Offences of employment law can lead to employers being unable to access the employment permit system for up to five years.
Мер не принято
Не применимо: привлечение / наем иностранного персонала здравоохранения не производится
[Q8]
В случае если персонал здравоохранения вашей страны работает за рубежом в медицинской и медико-социальной сфере, просьба предоставить информацию о мерах, которые были приняты или планируются к принятию в вашей стране для обеспечения их справедливого найма и трудоустройства; безопасной миграции; возвращения; функционирования механизма диаспоры вашей страны, а также о возникших трудностях.
Просьба отметить все подходящие варианты из перечня ниже:
Просьба отметить все подходящие варианты из перечня ниже:
Меры для справедливого подбора персонала
- Recruitment within the public services is conducted in line with the Recruitment and Appointments Act and the Commission for Public Service Appointments Codes of Practice. - The HSE also ensures that all international recruitment is conducted in line with WHO ethical recruitment guidelines
Меры для обеспечения достойных трудовых договоров и условий труда в принимающих странах
- All public health sector recruitment, either nationally or internationally, is conducted under a framework of legislation for the protection of workers in the Irish state.
Меры для безопасного перемещения
Меры для возвращения и реинтеграции на рынок труда в сфере здравоохранения вашей страны
- There are no barriers to the return of domestically trained health care professionals. Career opportunities are accessible globally. - The HSE works very closely with the regulators to attract both those trained in Ireland and overseas. An example of this was a partnership marketing campaign with CORU to attract Irish applicants home.
Меры для привлечения диаспоры в целях поддержки системы здравоохранения вашей страны
- Informal networks have been developed to support the engagement with the diaspora. Services are encouraged to “keep in touch” with staff who have emigrated. - Career breaks are promoted and offered to encourage return to employment on the completion of travel, experience across the world.
Другое
Мер не принято
Не применимо: персонал здравоохранения страны проведения опроса не осуществляет трудовые обязанности за рубежом
International migration
[INFOxNRI10]
Инструмент национальной отчетности (2024 г.)
[INFOx5]
Международная миграция и пути мобильности для медицинского персонала
[Q9x1]
9.1 В случае если ваша страна принимает международный персонал здравоохранения для работы в медицинской и медико-социальной сфере, каким образом эти сотрудники прибывают в вашу страну (отметить все подходящие варианты)?
| Непосредственная подача (индивидуального) заявления на получение образования, трудоустройство, осуществление предпринимательской деятельности, иммиграцию или въезд в страну | Соглашения между правительствами, обеспечивающие мобильность медицинского персонала | Частные агентства по подбору персонала или подбор персонала при содействии работодателя | Обеспечение мобильности через механизм частного консультирования по вопросам образования / иммиграции | Другие механизмы (указать) | Какой механизм применяется чаще всего? Просьба включить количественные данные при их наличии. | |
|---|---|---|---|---|---|---|
| Врачи | 1 | 0 | 1 | 0 | Private Recruitment Agencies | |
| Медсестры | 1 | 0 | 1 | 1 | Large framework Recruitment | Private Recruitment Agencies |
| Акушерки | 1 | 0 | 1 | 1 | Large framework Recruitment | Private Recruitment Agencies |
| Стоматологи | 1 | 0 | 1 | 0 | EURES | |
| Фармацевты | 1 | 0 | 1 | 1 | ||
| Другие профессии | 1 | 0 | 1 | 1 | ||
| Другие профессии | 1 | 0 | 1 | 0 | ||
| Другие профессии | 1 | 0 | 1 | 0 | ||
| Другие профессии | 1 | 0 | 1 | 0 | ||
| Другие профессии | 1 | 0 | 1 | 0 |
[Q9x1oth]
Psychologists
Occupational therapists
Physiotherapists
Speech and Language Therapists
Soical Workers
[Q9x2]
9.2 Если персонал здравоохранения вашей страны работает / обучается за рубежом, каким образом он покидает вашу страну (отметить все подходящие варианты)?
| Непосредственная подача (индивидуального) заявления на получение образования, трудоустройство, осуществление предпринимательской деятельности, иммиграцию или въезд в принимающую страну | Соглашения между правительствами, обеспечивающие мобильность медицинского персонала | Частные агентства по подбору персонала или подбор персонала при содействии работодателя | Обеспечение мобильности через механизм частного консультирования по вопросам образования / иммиграции | Другие механизмы (указать) | Какой механизм применяется чаще всего? Просьба включить количественные данные при их наличии. | |
|---|---|---|---|---|---|---|
| Врачи | 1 | 0 | 1 | 0 | Not currently available. Later in 2024, the MCI will produce a report which will include information on doctors leaving and joining the register | |
| Медсестры | 1 | 1 | 1 | 1 | Application for education/employment Application for education/employment | |
| Акушерки | 1 | 1 | 1 | 1 | Application for education/employment Application for education/employment | |
| Стоматологи | 1 | 0 | 1 | 0 | EURES | |
| Фармацевты | 1 | 0 | 1 | 0 | ||
| Другие профессии | 1 | 0 | 1 | 0 | ||
| Другие профессии | 0 | 0 | 0 | 0 | ||
| Другие профессии | 0 | 0 | 0 | 0 | ||
| Другие профессии | 0 | 0 | 0 | 0 | ||
| Другие профессии | 0 | 0 | 0 | 0 |
[Q9x2oth]
Health and Social Care Professionals e.g. but not limited to Dieticians, Occupational therapists, Physiotherapists, etc
Recruitment & migration
[INFOxNRI11]
Инструмент национальной отчетности (2024 г.)
[INFOx6]
Данные о международном найме и миграции медицинского персонала
Повышение доступности и сопоставимости данных в международном масштабе имеет крайне важное значение для понимания и определения глобальной динамики миграции работников здравоохранения. Чтобы убедиться в соответствии представленных ниже данных требованиям отчетности НСУКЗ, просьба проконсультироваться с координатором по НСУКЗ в случае, если такой координатор назначен*.
(Для получения подробной информации о координаторе по НСУКЗ в вашей стране просьба обратиться к электронной версии ИНО или по адресу электронной почты WHOGlobalCode@who.int)
[Q10]
Имеются ли в вашей стране механизм(ы) или организация(и) для ведения статистического учета специалистов здравоохранения, родившихся за рубежом и прошедших обучение за рубежом?
Да
[Q10x1]
Каким образом обеспечивается хранение записей (отметить все подходящие варианты)?
Трудовые книжки или разрешения на работу
База данных Министерства здравоохранения
Реестр персонала здравоохранения, имеющего право на профессиональную практику
Другое
[Q10x1x1]
просьба указать:
- This information is held by the regulatory bodies. Public health service holds data on HR system on Nationality (self-declared) - - Employment Permit data available covering all non-EEA workers not in possession of an alternative permission to work (e.g. through protection status, spousal permission). - - Country reported refers to the country where the first qualification (i.e. foreign-trained) was achieved and not to the country of birth (i.e. foreign-born). This data is only available for physicians and nurses.
[Q10x2]
Содержится ли в учетных сведениях информация в разбивке по полу о специалистах здравоохранения из-за рубежа и/или прошедших обучение за рубежом?
Да
Inflow and outflow of health personnel
[INFOxNRI12]
Инструмент национальной отчетности (2024 г.)
[INFOx7]
Приток и отток персонала здравоохранения
[Q11]
Имеется ли механизм мониторинга притока и оттока медицинского персонала в/из вашей страны (отметить все подходящие варианты)?
Приток
Отток
Нет
[Q11xI]
Если выбран ответ «Да», просьба указать в отношении притока специалистов следующее:
заполнить данные таблицы ниже;
[Q11x1]
Какое количество работников здравоохранения, прошедших обучение за рубежом или родившихся за границей, возобновили активную трудовую деятельность (на временной и/или постоянной основе) в вашей стране за последние три года (приток)?
| Врачи | Медсестры | Акушерки | Стоматологи | Фармацевты | Примечания | |
|---|---|---|---|---|---|---|
| 2021 | 1707 | 3468 | 27 | 98 | 106 | |
| 2022 | 2192 | 4003 | 47 | 178 | 194 | |
| 2023 | 2266 | 5225 | 84 | 270 | 340 | |
| Источник данных (например, контролирующие органы, сведения миграционного учета, разрешения на работу и т.д.). | Medical Council Data, compiled to fulfil EU Regulation (EU)2022/2294 | NMBI Data, compiled to fulfil EU Regulation (EU)2022/2294 | The Nursing and Midwifery Board of Ireland provided the data directly. | The Dental Council of Ireland provided the below data directly. | The Pharmaceutical Society of Ireland (PSI) provided the below data. Data cut off 23 July 2024. | • Figures in this report many not be directly comparable to other reports from the same data sets due to divergence in methodologies applied by data sources and EU regulatory requirement. |
[Q11xO]
Если выбран ответ «Да», просьба указать в отношении оттока специалистов следующее:
заполнить данные таблицы ниже;
[Q11x2]
Какое количество работников здравоохранения, прошедших обучение внутри страны, покинули вашу страну за последние годы в связи с временной или постоянной миграцией (отток)?
| Врачи | Медсестры | Акушерки | Стоматологи | Фармацевты | Примечания | |
|---|---|---|---|---|---|---|
| 2021 | 191 | |||||
| 2022 | 322 | |||||
| 2023 | ||||||
| Источник данных (например, рекомендательные письма и характеристики, данные миграционного учета, межправительственные соглашения и т.д.). | The Medical Council of Ireland, regulatory body, provided the data below directly. Doctors voluntarily withdrawing from the register. | * Figures in this report are not directly comparable to EU regulation (EU) 2022/2294 due to divergence in methodologies applied by data sources and EU regulatory requirement. *Note on doctors voluntarily withdrawing from the register: Data here refers to doctors who trained in Ireland, who voluntarily withdrew from the register and stated that they intended to ‘practice medicine abroad’. Doctors who did not retain and were removed would not be included and some may have been Irish trained and migrated. * The Nursing and Midwifery Board of Ireland are able to provide data on Certificate of Current Professional Status (CCPS Applications). However, CCPS Request does not directly relate to nurses migrating. * Data on outflows for dentists and pharmacists is not currently available. * Data on emigrating domestically trained health personnel is not available. * For regulated HSCPs, CORU noted that there is some ‘blunt’ data about registrants wishing to be removed from the Register, but what is not stated specifically as a reason to leave by the registrant remains only conjecture. |
[Q11x3]
При наличии документа с информацией о притоке и оттоке персонала здравоохранения для вашей страны просьба загрузить его здесь.
Additional detail and links in relation to Q11.3
Additional detail and links in relation to Q11.3
Stock of health personnel
[INFOxNRI13]
Инструмент национальной отчетности (2024 г.)
[INFOx8]
Численность трудовых ресурсов здравоохранения
[Q12x1]
Сводные данные о персонале здравоохранения в разбивке по странам прохождения обучения и рождения.
Просьба предоставить сведения об общей численности персонала здравоохранения в вашей стране (предпочтительно занятых специалистов) в соответствии с индикаторами 1-07 и 1-08 Национальной системы учета кадров здравоохранения (НСУКЗ) за последний доступный год в разбивке по месту обучения (прошедшие обучение за рубежом) и месту рождения (родившиеся за рубежом).
Просьба предоставить сведения об общей численности персонала здравоохранения в вашей стране (предпочтительно занятых специалистов) в соответствии с индикаторами 1-07 и 1-08 Национальной системы учета кадров здравоохранения (НСУКЗ) за последний доступный год в разбивке по месту обучения (прошедшие обучение за рубежом) и месту рождения (родившиеся за рубежом).
[Q12x1a]
Просьба предоставить данные о численности занятых специалистов здравоохранения в вашей стране одним из следующих способов:
заполнить данные таблицы ниже;
[Q12x1x1]
| Врачи (общего профиля + специалисты) | 19328 | 11709 | 7619 | Irish Medical Council - provided data directly. | 2023 | Data provided directly by Medical Council. These figures represent “clinically active”. Figures in this report are not directly comparable to EU regulation (EU) 2022/2294 due to divergence in methodologies applied by data sources and EU regulatory requirement. | |||||
| Медсестры | 72543 | 34931 | 37609 | 7713 | 29896 | 39107 | 33436 | NMBI data compiled by Dept of Health to fulfil EU Regulation (EU)2022/2294 | 2023 | Practicing only | |
| Акушерки | 4251 | 3298 | 953 | 535 | 418 | 3405 | 846 | NMBI provided data directly | 2023 | Practicing only | |
| Стоматологи | 3442 | 2145 | 1297 | Register of dentists - Dental Council provided data directly. | 2022 | Data provided directly by Dental Council. Figures in this report are not directly comparable to EU regulation (EU) 2022/2294 due to divergence in methodologies applied by data sources and EU regulatory requirement. | |||||
| Фармацевты | 7578 | 3822 | PSI –The Pharmacy Regulator provided the data directly from the professional register | 2024 | Data provided directly by PSI. Figures in this report are not directly comparable to EU regulation (EU) 2022/2294 due to divergence in methodologies applied by data sources and EU regulatory requirement. |
[Q12x1x1x]
При наличии документа с информацией о численности занятых специалистов здравоохранения в вашей стране и их распределении по месту обучения и рождения просьба загрузить его здесь.
Additional links and detail in relation to Q12.1.1
Additional links and detail in relation to Q12.1.1
[Q12x2]
Просьба предоставить перечень 10 ведущих стран, в которых проходил подготовку иностранный персонал здравоохранения, занятый в настоящее время в вашей стране.
Эта информация может быть предоставлена одним из двух способов, указанных ниже:
Эта информация может быть предоставлена одним из двух способов, указанных ниже:
заполнить данные таблицы ниже;
[Q12x2x1]
| Врачи | Медсестры | Акушерки | Стоматологи | Фармацевты | |
|---|---|---|---|---|---|
| Общая численность персонала, прошедшего подготовку за рубежом | 7619 | 37609 | 953 | 1297 | 3822 |
| Държава 1: Страна обучения | PAK | IND | GBR | GBR | GBR |
| Държава 1: Численность персонала | 1851 | 16851 | 651 | 454 | 2849 |
| Държава 2: Страна обучения | SDN | GBR | GHA | POL | PRT |
| Държава 2: Численность персонала | 1060 | 9917 | 73 | 141 | 181 |
| Държава 3: Страна обучения | GBR | PHL | ITA | ROU | ESP |
| Държава 3: Численность персонала | 709 | 6277 | 60 | 141 | 158 |
| Държава 4: Страна обучения | ZAF | ZWE | IND | HUN | ITA |
| Държава 4: Численность персонала | 513 | 633 | 49 | 106 | 103 |
| Държава 5: Страна обучения | ROU | NGA | POL | PRT | POL |
| Държава 5: Численность персонала | 505 | 558 | 22 | 54 | 97 |
| Държава 6: Страна обучения | IND | ROU | DEU | ESP | ROU |
| Държава 6: Численность персонала | 310 | 495 | 19 | 52 | 81 |
| Държава 7: Страна обучения | EGY | POL | NGA | LTU | HUN |
| Държава 7: Численность персонала | 249 | 464 | 14 | 45 | 53 |
| Държава 8: Страна обучения | POL | PRT | AUS | IND | ZAF |
| Държава 8: Численность персонала | 212 | 234 | 13 | 45 | 30 |
| Държава 9: Страна обучения | HUN | ESP | GRC | FRA | AUS |
| Държава 9: Численность персонала | 206 | 231 | 9 | 29 | 21 |
| Държава 10: Страна обучения | NGA | USA | ESP | DEU | EGY |
| Държава 10: Численность персонала | 125 | 203 | 5 | 26 | 20 |
| Источник (например, профессиональный реестр, данные переписи населения, национальное исследование, другое) | Medical Council Register | Nursing and Midwifery Board of Ireland (NMBI) | Nursing and Midwifery Board of Ireland (NMBI) | Dental Council | PSI – The Pharmacy Regulator, professional register of the statutory regulator for pharmacy in Ireland |
| Год, за который имеются данные (Просьба указать данные за последний доступный год) | 2023 | 2023 | 2023 | 2022 | 2024 midpoint |
| Примечания | This data was received directly from the Medical Council. 7,619 doctors qualified outside of Ireland. Primary Qualification Country was available for 7,605 of these doctors. The top 10 countries are outlined above. | These figures refer to practicing only. The data was compiled for this table by the Department of Health, to comply with EU regulation (EU) 2022/2294. Hence, figures in this report many not be not directly comparable to other reports | Figures provided directly from NMBI. | This data was received directly from the regulator (Dental Council). | Note that the UK figures would include a large number of ROI students, but the data only refers to the country where the training was completed |
[Q12x2x1x]
При наличии документа с информацией о распределении медицинских специалистов вашей страны, прошедших обучение за рубежом, по странам обучения просьба загрузить его здесь.
Additional links and detail in relation to Q12.2.1
Additional links and detail in relation to Q12.2.1
Technical and financial support
[INFOxNRI14]
Инструмент национальной отчетности (2024 г.)
[INFOx9]
Техническая и финансовая поддержка
[Q13]
Оказывала ли ваша страна техническую или финансовую помощь каким-либо странам происхождения или странам, указанным в Перечне ВОЗ по поддержке и гарантиям в отношении кадровых ресурсов здравоохранения, 2023 г., либо другим странам с низким или средним уровнем дохода, в связи с развитием кадровых ресурсов здравоохранения, укреплением системы здравоохранения или в целях выполнения других рекомендаций Кодекса (например, совершенствование данных, информации и исследований о кадрах здравоохранения для дальнейшего использования в подготовке политики и планировании и т.д.)
Да
[Q13x]
Если выбран ответ «Да», просьба указать дополнительные сведения ниже (отметить все подходящие варианты):
Поддержка развития медицинских кадров (планирование, обучение, трудоустройство, удержание)
Поддержка других элементов укрепления системы здравоохранения (оказание услуг; информационные системы здравоохранения; финансирование здравоохранения; медицинские изделия и технологии; лидерство и управление в сфере здравоохранения)
Другие области содействия:
[Q13x1]
Поддержка развития медицинских кадров (планирование, обучение, трудоустройство, удержание)
| Страна, в отношении которой обеспечивается поддержка | Тип поддержки (просьба указать) | |
|---|---|---|
| Zambia | Technical assistance to Zambia College of Medicine and Surgery to strengthen capacity for training of medical specialists | |
| Sudan | Collaboration with Sudan Medical Specialization Board on specialist medical training | |
[Q13x2]
Поддержка других элементов укрепления системы здравоохранения (оказание услуг; информационные системы здравоохранения; финансирование здравоохранения; медицинские изделия и технологии; лидерство и управление в сфере здравоохранения)
| Страна, в отношении которой обеспечивается поддержка | Тип поддержки (просьба указать) | |
|---|---|---|
| Ethiopia | Technical assistance and training for Ministry of Health on hospital accreditation Training of hospital teams on quality improvement | |
| Mozambique | Training and coaching in quality improvement for Ministry of Health and hospital teams | |
| Tanzania | Technical advice to Ministry of Health and President’s Office for Regional Government and Local Administration for developing national plans and resources to improve quality of care. Benjamin Mkapa Foundation and Amref Health Africa (Irish Mission partners):Through this programme Ireland supports recruitment and deployment of clinicians and nurses to primary health facilities in underserved areas both in Tanzania Mainland and Zanzibar. As part of the agreement with the Ministry of Health, the staff are remunerated for limited period of time and later mainstreamed to the government payroll. Ireland also supports recruitment, training, and deployment of community health workers through this partnership as part of the Government of Tanzania Community Based Health Programme. Ireland provided €1.1 million to this Programme in 2023. Health Basket Fund: The Health Basket Fund (HBF), which is the pooled fund arrangement currently funded by nine donors including Ireland, supports primary healthcare services including Human resources production and capacity development for the mid-level cadres. Ireland contributes € 5 million to the Health Basket Fund annually. The HBF also supported recruitment of over 500 Accountants to support financial management systems at primary healthcare level as part of the Direct Health Facility Financing (DHFF) approach of sending monies directly to local health facilities. These accounts were later on mainstreamed to the government payroll system. | |
| Sudan | In 2023, the HSE provided humanitarian assistance to Sudan, donating €1 million worth of medical equipment and supplies. |
[Q13x3]
Другие области содействия:
| Страна, в отношении которой обеспечивается поддержка | Область оказания поддержки: | Тип поддержки: | |
|---|---|---|---|
| East, Central and Southern Africa | Institutional Health Partnership for health workforce development between College of Surgeons of East Central and Southern Africa (COSECSA) and the Royal College of Surgeons in Ireland | Small grant and technical assistance to support postgraduate education and training in Obs and Gynae. | |
| East, Central and Southern Africa | Institutional Health Partnership for health workforce development between College of Obstetricians and Gynaecologists (ECSACOG) and Royal College of Physicians of Ireland | Small grant and technical assistance to support postgraduate education and training in Obs and Gynae. | |
| Tanzania | Institutional partnership for health service strengthening between Irish Blood Transfusion Service (IBTS) and Tanzania National Blood Transfusion Service (NBTS). | Small grant and technical assistance to improve quality of blood transfusion service. |
[Q14]
Получала ли ваша страна техническую или финансовую помощь от какого-либо государства-члена ВОЗ либо других заинтересованных сторон (например, партнеров по развитию, других учреждений) в связи с развитием кадровых ресурсов здравоохранения, укреплением систем здравоохранения или в связи с реализацией других рекомендаций Кодекса (например, совершенствование данных, информация и исследования о кадрах здравоохранения для дальнейшего использования в подготовке политики и планировании и т.д.)?
Да
[Q14x]
Если выбран ответ «Да», просьба указать дополнительные сведения ниже (отметить все подходящие варианты):
Поддержка развития медицинских кадров (планирование, обучение, трудоустройство, удержание)
Поддержка других элементов укрепления системы здравоохранения (оказание услуг; информационные системы здравоохранения; финансирование здравоохранения; медицинские изделия и технологии; лидерство и управление в сфере здравоохранения)
Другие области содействия:
[Q14x1]
Поддержка развития кадров здравоохранения (планирование, обучение, трудоустройство, удержание)
| Страна/организация, оказывающая поддержку | Тип поддержки (просьба указать) | |
|---|---|---|
| European Commission | The Department of Health commenced a project in 2022 supported by the European Union via the Technical Support Instrument, in cooperation with the Directorate-General for Structural Reform Support of the European Commission. The project developed an evidence-based planning tool that has the capacity to produce a variety of workforce projections, under different scenarios with differing types of healthcare policy and reform, and supply side parameters. | |
Constraints, Solutions, and Complementary Comments
[INFOxNRI15]
Инструмент национальной отчетности (2024 г.)
[INFOx10]
Ограничения, решения и дополнительные комментарии
[Q15]
Просьба перечислить в порядке приоритета три основных препятствия на пути формирования системы этичного управления международной миграцией в вашей стране и предложить возможные решения:
| Основные препятствия | Возможные решения/рекомендации | |
|---|---|---|
| Gap between supply and demand of health and social care workers | Strategic partnership agreements; Increase domestic supply | |
| Application by individuals to publicly advertised jobs, and individual applicants seeking to voluntarily relocate to other jurisdictions. | ||
[Q16]
Какого рода поддержка вам необходима для более эффективного внедрения Кодекса?
Помощь в совершенствовании данных и информации о персонале здравоохранения
- In Ireland, there is limited data on the number of emigrating health and social care workers. Data inflows are collected by Eurostat on % of foreign educated doctors/ nurses. It may be useful to broaden these professions and to also include requests for emigrating workers. - A summary slide deck that could be shared with broader stakeholders explaining the code and responsibilities in simple language would be beneficial.
Поддержка политического диалога и развития
- Good practice sharing would be beneficial in terms of supporting countries to influence across the public and private sector, noting successful strategies, and providing templates and dialogue for these. - It would be interesting to capture “roles” of different actors in the system in terms of implementing the code e.g. service delivery, government, regulatory bodies.
Помощь в разработке двусторонних/многосторонних соглашений
- Continued support/guidance on good practice is useful.
Другое
Поддержка не требуется
[Q17]
Учитывая, что Кодекс является документом, который требует периодических обновлений по мере необходимости, просьба привести примеры, касающиеся вашей страны, за прошедшие 14 лет с момента принятия резолюции о Кодексе.
[Q17x1]
Просьба прокомментировать, в какой мере Кодекс был полезен для вашей страны
- Useful Guide: The Code, and associated materials, are useful to guide policies and provide evidence to support recruitment approaches.
- Streamlines Approach: The Code provides a streamlined approach for countries to align with.
- Trusted Source: The WHO is a trusted source for information and guidance.
[Q17x2]
Необходимо ли обновление каких-либо статей Кодекса?
Нет
[Q17x3]
Необходимо ли обновление процесса отчетности о внедрении Кодекса и анализ его актуальности и эффективности?
Да
Suggest that some questions could be simplified/ clarified. Some were misinterpreted by stakeholders when responding
[Q17x4]
Просьба прокомментировать Перечень ВОЗ по поддержке и гарантиям в отношении кадровых ресурсов здравоохранения (например, в случае если ваша страна включена в Перечень, какие результаты это принесло; если ваша страна пользуется кадровыми ресурсами здравоохранения, привлеченными в рамках международного найма, какие результаты принесло включение в Перечень; если ваша страна не включена в Перечень, какие последствия это имело)
- It is useful to have a safeguards list to refer to.
- Ireland currently has a high portion of foreign educated health and social care workers. This is due to several reasons. Time and resources are required to increase the number of student places, and while there are efforts to do so, international recruitment is required to support the gap between supply and demand. However, efforts are ongoing to ensure adherence to the Code in relation to this.
- There are internationally trained health and social care workers who are on the safeguards list working in Ireland as can be seen in the data provided in this document. Instruction was issued by the HSE to stop all active recruitment in any country listed on the WHO safeguards list.
- In some instances, stakeholders noted that the safeguards list disadvantages professionals seeking to leave listed countries of their own accord.
[Q18]
В этом разделе вы можете факультативно изложить любые другие комментарии или представить дополнительные материалы, касающиеся международного найма и миграции медицинского персонала, в связи с выполнением Кодекса.
Просьба изложить информацию в письменном виде ИЛИ загрузить файлы (максимальный размер файла 10 МБ).
Просьба изложить информацию в письменном виде ИЛИ загрузить файлы (максимальный размер файла 10 МБ).
Please see attachments including additional details where the online survey would not allow us to enter the full information.
[Q18x1]
List of Acronymns
List of Acronymns
Additional detail for Q3.4 and Q13.3
Additional detail for Q3.4 and Q13.3
Additional Notes and Acknowledgements
Additional Notes and Acknowledgements
Warning
[INFOxNRI16]
Инструмент национальной отчетности (2024 г.)
[WARN]
Вы достигли конца Национального инструмента отчетности - 2024. Вы можете вернуться к любому вопросу, чтобы обновить свои ответы или подтвердить свою запись, нажав «Отправить».