国家报告文书（2024年）

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Background

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

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

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

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

提交报告的截止日期为2024年8月31日。

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

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

什么是世卫组织《全球卫生人员国际招聘行为守则》？

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

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Disclaimer

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[1] Note: Case-based facility data collection as that in the WHO Global Bum Registry does not require WHO Member State approval.
[2] The world health report 2013: research for universal coverage. Geneva: World Health Organization; 2013 (http://apps.who.int/iris/bitstream/10665/85761/2/9789240690837_eng.pdf)
[3] WHO statement on public disclosure of clinical trial results: Geneva: World Health Organization; 2015 (http://www.who.int/ictrp/results/en/, accessed 21 February 2018).
For more information on WHO Data Policy kindly refer to http://www.who.int/publishing/datapolicy/en/

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

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Contact Details

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会员国名称：

Ireland

指定国家主管部门的名称：

Breda Rafter

在指定国家主管部门内的职务：

Principal Officer, Strategic Workforce Planning Unit

指定国家主管部门的机构：

Department of Health

电子邮件：

anderseny@who.int,riginao@who.int,breda_rafter@health.gov.ie,Strategic_WorkForce_Planning_Unit@health.gov.ie,WHOGlobalCode@who.int

电话号码：

087 4057666

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Contemporary issues

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

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关于卫生人员移民和流动的当代问题

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

是，关注程度日益增加

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 &amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp;amp; 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.

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

是，关注程度日益增加

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.

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Health Personnel Education

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卫生人员教育、就业和卫生系统可持续性

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

是

Hide [Q2x1] 请从下面列表中勾选所有适用选项:

2.1 为确保卫生和照护人员队伍的可持续性采取的措施

2.2 为留住卫生和照护人员队伍以及解决其地域分布不均问题而采取的措施^*

2.3 其他适合贵国具体情况的教育、招聘和留用卫生和照护人员队伍的相关措施

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

预测卫生和照护人员队伍的未来需求，为制定计划提供参考

- 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.

使国内卫生和照护人员队伍的教育与卫生系统的需要相一致

- 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.

根据服务需要提高教育和卫生人员的质量

- 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.

创造与人群健康需要相一致的就业机会

- 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.

对卫生人员的国际招聘进行管理

- 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.

改进卫生人员的管理

- 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)

关于突发事件期间卫生人员规章制度和招聘的具体规定

- 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.

其它

- 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.

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

2.2.1 教育

2.2.2 规章制度

2.2.3 激励

2.2.4 支持

Hide [Q2x2x1x1] 2.2.1.1 教育

农村/服务不足地区的教育机构

• 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.

农村/服务不足地区和社区的学生人数

- 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.

奖学金和教育补贴

- 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/

教育和/或专业发展计划中的相关专题/课程

- 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.

以初级卫生保健为教育计划的培养方向

- 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.

其它

- 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.

Hide [Q2x2x2x1] 2.2.2.1 规章制度

奖学金和教育补贴的发放与签订回去服务协议联系起来

- 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.

与卫生人员签订与奖学金或教育补贴无关的强制性服务协议

扩大现有卫生人员的从业范围

- 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.

不同专业之间的任务分担

- 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.

为结束农村服务的卫生人员进入新的或专业工作领域提供途径

- There are no restrictions on movement rural/ community to special/acute.

其它

Hide [Q2x2x3x1] 2.2.3.1 激励

额外的财务报销

- Relocation Packages: Public and voluntary stakeholders reported offering relocation packages to international recruits.

教育机会

- 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.

职业发展或专业成长的机会

- 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

专业认可

- All registered individuals have the same professional recognition and standing regardless of the jurisdiction of their professional qualification.

社会认可

- The Health Service Executive has programmes in development to support inclusion and social recognition

为国际卫生人员获得永久居留权和/或公民身份提供途径和机会

- 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.

其它

- 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.

Hide [Q2x2x4x1] 2.2.4.1 支持

体面和安全的工作条件

- 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

体面和安全的生活条件

- International workers have access to the same civil infrastructure as domestically trained staff.

远程学习/电子学习机会

- Once appointed, international colleagues are entitled to the same educational opportunities as domestically trained staff.

其它

- 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.

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

- 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.

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

是

Hide [Q3x1x1] 3.1.1 请在下框中提供进一步信息。

法律/政策1

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.

法律/政策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).

法律/政策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.

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

是

Hide [Q3x2x1] 请说明

- 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).

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

否

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

是

Hide [Q4x1] 请说明

The 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.

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

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

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

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

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

- Public national contracts are awarded in line with EU Directive 2014/24/EU on public procurement

5.5 推广和鼓励私人招聘机构采用《守则》要求的良好做法。

- 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 向私人招聘机构中推广《守则》。

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

- 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 为私人招聘机构提供公共或私人道德实践认证。

- As 5.5b

5.5d 其它

5.6 以上均不是

Hide all

Government Agreements

Hide [INFOxNRI6] 2024年国家报告文书

Hide [INFOx3]

关于卫生人员移民或流动问题的政府间协定

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

是

Hide [Q6x1xA] 6.1 A 请在下表中列出每一项现有双边、区域或多边协定或安排：

	a. 协议名称	b. 协议类型
协议 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
协议 2	Memorandum of Understanding Between the Health Service Executive and with The College of Physicians and Surgeons Pakistan	1
协议 3	Memorandum of Understanding Between the Health Service Executive andThe Sudan Medical & Specialisation Board (SMSB)	1
协议 4	EU Directive 2005/36/EC;EU Directive 2013/55/EU; EU Directive 2018/958/EU	2
协议 5
协议 6
协议 7
协议 8
协议 9
协议 10
协议 11
协议 12
协议 13
协议 14
协议 15

Hide all

Government Agreements - 6.1 A

Hide [INFOxNRI7] 2024年国家报告文书

Hide [Q6x1xAx1] c. 涉及的国家

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

Hide [Q6x1xAx2] d. 覆盖范围

国家以下级别

Memorandum of Understanding Between the Health Service Executive and with The College of Physicians and Surgeons Pakistan

国家以下级别

Memorandum of Understanding Between the Health Service Executive andThe Sudan Medical & Specialisation Board (SMSB)

国家以下级别

EU Directive 2005/36/EC;EU Directive 2013/55/EU; EU Directive 2018/958/EU

国家级

Hide [Q6x1xAx2x] 请输入本协议涉及的地方单位名称（州、省等）

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

Hide [Q6x1xAx3] e. 协议的主要关注点（勾选所有适用选项）

	教育和培训	资格认可
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

Hide [Q6x1xAx4] f. 卫生人员的类别（勾选所有适用项）

	医生	护士	助产士	牙医	药剂师	其他（包括必要的详情）
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

Hide [Q6x1xAx4xoth] 请说明卫生人员的类别

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

Hide [Q6x1xAx5] g. 有效期

	起始年份	结束年份
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

Hide [Q6x1xAx6] h. 贵国的协议签字人

卫生部

Memorandum of Understanding Between the Health Service Executive and with The College of Physicians and Surgeons Pakistan

其他：

Memorandum of Understanding Between the Health Service Executive andThe Sudan Medical & Specialisation Board (SMSB)

其他：

EU Directive 2005/36/EC;EU Directive 2013/55/EU; EU Directive 2018/958/EU

其他：

Hide [Q6x1xAx6xoth] 如果该协议的其他签署者来自您所在的国家（请注明：）

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

Hide [Q6x1xAx6x1] 如果卫生部不是签字方，卫生部是否参与了协议的制定？

Memorandum of Understanding Between the Health Service Executive and with The College of Physicians and Surgeons Pakistan

否

Memorandum of Understanding Between the Health Service Executive andThe Sudan Medical & Specialisation Board (SMSB)

否

EU Directive 2005/36/EC;EU Directive 2013/55/EU; EU Directive 2018/958/EU

是

Hide [Q6x1xAx7] i. 伙伴国家的协议签字人

卫生部

Memorandum of Understanding Between the Health Service Executive and with The College of Physicians and Surgeons Pakistan

其他：

Memorandum of Understanding Between the Health Service Executive andThe Sudan Medical & Specialisation Board (SMSB)

其他：

EU Directive 2005/36/EC;EU Directive 2013/55/EU; EU Directive 2018/958/EU

其他：

Hide [Q6x1xAx7xoth] 如果该协议的其他签署者来自您所在的国家（请注明：）

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

Hide [Q6x1xAx7x1] 如果卫生部不是签字方，卫生部是否参与了协议的制定？

Memorandum of Understanding Between the Health Service Executive and with The College of Physicians and Surgeons Pakistan

不知道

Memorandum of Understanding Between the Health Service Executive andThe Sudan Medical & Specialisation Board (SMSB)

不知道

EU Directive 2005/36/EC;EU Directive 2013/55/EU; EU Directive 2018/958/EU

不知道

Hide [Q6x1xAx8] j. 协议内容

Hide [Q6x1xAx8x1] j.i. 协议中是否包含有利于贵国和伙伴国卫生系统的内容？

是，包含有益于我国和伙伴国卫生系统的内容

Memorandum of Understanding Between the Health Service Executive and with The College of Physicians and Surgeons Pakistan

是，包含有益于我国和伙伴国卫生系统的内容

Memorandum of Understanding Between the Health Service Executive andThe Sudan Medical & Specialisation Board (SMSB)

是，包含有益于我国和伙伴国卫生系统的内容

EU Directive 2005/36/EC;EU Directive 2013/55/EU; EU Directive 2018/958/EU

是，包含有益于我国和伙伴国卫生系统的内容

Hide [Q6x1xAx8x1x] 请说明：

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.

Hide [Q6x1xAx8x2] j.ii. 协议中是否包含关于卫生工作者权利和福利的内容？

否

Memorandum of Understanding Between the Health Service Executive and with The College of Physicians and Surgeons Pakistan

否

Memorandum of Understanding Between the Health Service Executive andThe Sudan Medical & Specialisation Board (SMSB)

否

EU Directive 2005/36/EC;EU Directive 2013/55/EU; EU Directive 2018/958/EU

是

Hide [Q6x1xAx8x2x] 请说明：

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.

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Government Agreements - 6.1 B

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Hide [Q6x1xB] 6.1 B 请在下表中说明每一项现有双边、区域或多边协定或安排的执行情况

Hide [Q6x1xBx1] 协议是否得到执行？

否

Memorandum of Understanding Between the Health Service Executive and with The College of Physicians and Surgeons Pakistan

是

Memorandum of Understanding Between the Health Service Executive andThe Sudan Medical & Specialisation Board (SMSB)

是

EU Directive 2005/36/EC;EU Directive 2013/55/EU; EU Directive 2018/958/EU

是

Hide [Q6x1xBx1x1]

	开始执行协议的年份：
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

Hide [Q6x1xBx2b] 自本协议开始执行以来，有多少卫生人员通过本协议离开或进入贵国？
协议: Memorandum of Understanding Between the Health Service Executive and with The College of Physicians and Surgeons Pakistan

	人员数量：
医生
护士
助产士
牙医
药剂师

Hide [Q6x1xBx2c] 自本协议开始执行以来，有多少卫生人员通过本协议离开或进入贵国？
协议: Memorandum of Understanding Between the Health Service Executive andThe Sudan Medical & Specialisation Board (SMSB)

	人员数量：
医生
护士
助产士
牙医
药剂师

Hide [Q6x1xBx2d] 自本协议开始执行以来，有多少卫生人员通过本协议离开或进入贵国？
协议: EU Directive 2005/36/EC;EU Directive 2013/55/EU; EU Directive 2018/958/EU

	人员数量：
医生
护士
助产士
牙医
药剂师
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

Hide [Q6x1xBx3] 请说明贵国卫生系统是否以及如何从本协议中受益。

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)

EU Directive 2005/36/EC;EU Directive 2013/55/EU; EU Directive 2018/958/EU

Through flow of health and social care workers

Hide [Q6x1xBx4] 请说明其他国家卫生系统是否以及如何从本协议中受益。

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

Through flow of health and social care workers

Hide [Q6x1xBx5] 请说明关于卫生工作者权利和福利的条款是否以及如何得到执行。

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.

Hide [Q6x1xBx6] 请提供关于本协议的任何其他相关信息（例如背景、积极因素、差距和经验教训）。

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

Hide [Q6x1xBx7] 协议全文和相关文件（执行计划、进度报告、执行情况报告、评价报告等）

	上传文件
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

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Responsibilities, rights and recruitment practices

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责任、权利和招聘实践

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

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

- 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

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

- 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.

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

- Once appointed, international colleagues are entitled to the same professional education, professional development and promotional opportunities as domestically trained staff.

已为确保移民卫生人员的安全移民/流动和融入社会作出制度安排。

- 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.

已采取措施促进国际卫生人员的循环移民。

- 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.

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

- 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.

没有采取措施。

不适用——未接纳/雇用外国卫生人员。

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

与公平招聘有关的安排

- 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

与目的地国的体面就业合同和工作条件有关的安排

- 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.

与安全流动有关的安排

与返回和重新融入贵国卫生人力市场有关的安排

- 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.

与侨民参与支持贵国卫生系统有关的安排

- 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.

其他

没有采取措施

不适用——我国卫生人员不在国外工作

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International migration

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卫生人员的国际移民和流动途径

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

	直接（个人）申请教育、就业、贸易、移民或入境.	私人招聘机构或雇主协助招聘	私人教育/移民咨询机构协助流动	其它途径（请具体说明）	哪一种途径用得最多？如有数据资料，请提供。
医生	1	1	0		Private Recruitment Agencies
护士	1	1	1	Large framework Recruitment	Private Recruitment Agencies
助产士	1	1	1	Large framework Recruitment	Private Recruitment Agencies
牙医	1	1	0	EURES
药剂师	1	1	1
其它专业	1	1	1
其它专业	1	1	0
其它专业	1	1	0
其它专业	1	1	0
其它专业	1	1	0

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Psychologists

Occupational therapists

Physiotherapists

Speech and Language Therapists

Soical Workers

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

	直接（个人）申请教育、就业、贸易、移民或入境目的地国	允许卫生人员流动的政府间协议	私人招聘机构或雇主协助招聘	私人教育/移民咨询机构协助流动	其它（请具体说明）	哪一种途径用得最多？如有数据资料，请提供。
医生	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
护士	1	1	1	1		Application for education/employment Application for education/employment
助产士	1	1	1	1		Application for education/employment Application for education/employment
牙医	1	0	1	0	EURES
药剂师	1	0	1	0
其它专业	1	0	1	0
其它专业	0	0	0	0
其它专业	0	0	0	0
其它专业	0	0	0	0
其它专业	0	0	0	0

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Health and Social Care Professionals e.g. but not limited to Dieticians, Occupational therapists, Physiotherapists, etc

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Recruitment & migration

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国际卫生人员招聘和移民方面的数据

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

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

是

Hide [Q10x1] 10.1 记录保存在哪里？（勾选所有适用选项）

就业记录或工作许可证

卫生部人事数据库

获准执业的卫生人员登记册

其它

Hide [Q10x1x1] 请具体说明:

- 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.

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

是

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Inflow and outflow of health personnel

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Hide [INFOx7] 卫生人员的流入和流出

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

流入

流出

否

Hide [Q11xI] 如果是流入：

请填写下表

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

	医生	护士	助产士	牙医	药剂师	备注
2021	1707	3468	27	98	106
2022	2192	4003	47	178	194
2023	2266	5225	84	270	340
数据来源（如监管机构、移民记录、工作许可证等）	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.

Hide [Q11xO] 如果是流出：

请填写下表

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

	医生	备注
2021	191
2022	322
2023
数据来源（例如有良好信誉的信函、移民记录、政府间协议等）	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.

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

Additional detail and links in relation to Q11.3

Additional detail and links in relation to Q11.3

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Stock of health personnel

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Hide [INFOx8] 卫生人员储备

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

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

请填写下表

Hide [Q12x1x1]

	Total	Place of training-Domestic Trained	Place of training-Foreign trained-total			Place of birth-National Born	Place of birth-Foreign Born	Data Source*	Year of data	Does the data represent active stock?
医生（全科医生+专科医生）	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.
护士	72543	34931	37609	7713	29896	39107	33436	NMBI data compiled by Dept of Health to fulfil EU Regulation (EU)2022/2294	2023	Practicing only
助产士	4251	3298	953	535	418	3405	846	NMBI provided data directly	2023	Practicing only
牙医	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.
药剂师	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.

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

Additional links and detail in relation to Q12.1.1

Additional links and detail in relation to Q12.1.1

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

请填写下表

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	医生	护士	助产士	牙医	药剂师
接受过外国培训的卫生人员总数	7619	37609	953	1297	3822
国 1: 培训国	PAK	IND	GBR	GBR	GBR
国 1: 人员数量	1851	16851	651	454	2849
国 2: 培训国	SDN	GBR	GHA	POL	PRT
国 2: 人员数量	1060	9917	73	141	181
国 3: 培训国	GBR	PHL	ITA	ROU	ESP
国 3: 人员数量	709	6277	60	141	158
国 4: 培训国	ZAF	ZWE	IND	HUN	ITA
国 4: 人员数量	513	633	49	106	103
国 5: 培训国	ROU	NGA	POL	PRT	POL
国 5: 人员数量	505	558	22	54	97
国 6: 培训国	IND	ROU	DEU	ESP	ROU
国 6: 人员数量	310	495	19	52	81
国 7: 培训国	EGY	POL	NGA	LTU	HUN
国 7: 人员数量	249	464	14	45	53
国 8: 培训国	POL	PRT	AUS	IND	ZAF
国 8: 人员数量	212	234	13	45	30
国 9: 培训国	HUN	ESP	GRC	FRA	AUS
国 9: 人员数量	206	231	9	29	21
国 10: 培训国	NGA	USA	ESP	DEU	EGY
国 10: 人员数量	125	203	5	26	20
资料来源（如职业登记册、人口普查数据、国家调查等）	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
数据年份（请提供有可用数据的最近年份的数据）	2023	2023	2023	2022	2024 midpoint
说明	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

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

Additional links and detail in relation to Q12.2.1

Additional links and detail in relation to Q12.2.1

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Technical and financial support

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技术和财政支持

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

是

Hide [Q13x] 请在下面提供补充信息（勾选所有适用选项）：

支持卫生人力发展（制定计划、教育、就业、留用）

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

其他支持领域

Hide [Q13x1] 支持卫生人力发展（制定计划、教育、就业、留用）

	支持的国家	支持类型（请具体说明）
	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

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

	支持的国家	支持类型（请具体说明）
	Ethiopia	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.

Hide [Q13x3] 其他支持领域

支持的国家：	支持领域：	支持类型：
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.

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

是

Hide [Q14x] 请在下面提供补充信息（勾选所有适用选项）：

支持卫生人力发展（制定计划、教育、就业、留用）

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

其他支持领域

Hide [Q14x1] 支持卫生人力发展（制定计划、教育、就业、留用）

	支持国家/实体	支持类型（请具体说明）
	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.

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Constraints, Solutions, and Complementary Comments

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制约因素、解决办法和补充意见

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

	主要制约因素	可能的解决办法/建议
	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.

Hide [Q16] 16. 贵国在加强《守则》执行方面需要何种支持？

支持加强卫生人员的数据和信息

- 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.

支持政策对话和制定

- 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.

支持制定双边/多边协议

- Continued support/guidance on good practice is useful.

其它

不需要支持

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

Hide [Q17x1] 请说明《守则》对贵国是否有用/有何作用。

- 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.

Hide [Q17x2] 《守则》中是否有任何条款需要更新？

否

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

是

Suggest that some questions could be simplified/ clarified. Some were misinterpreted by stakeholders when responding

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

- 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.

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

请说明或上传文件（最大文件10MB）

Please see attachments including additional details where the online survey would not allow us to enter the full information.

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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

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Warning

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Hide [WARN] 您已完成《国家报告工具 - 2024》。您可以返回任何问题来更新您的答案或通过单击“提交”确认您的输入。