National Reporting Instrument 2024
Background
[INFOxNRI1]
National Reporting instrument 2024
[BGxINT]
Background
Adopted in 2010 at the 63rd World Health Assembly (WHA Res 63.16), the WHO Global Code of Practice on the International Recruitment of Health Personnel (“the Code”) seeks to strengthen the understanding and ethical management of international health personnel recruitment through improved data, information, and international cooperation.
Article 7 of the Code encourages WHO Member States to exchange information on the international recruitment and migration of health personnel. The WHO Director General is mandated to report to the World Health Assembly every 3 years.
WHO Member States completed the 4th round of national reporting in May 2022. The WHO Director General reported progress on implementation to the 75th World Health Assembly in May 2022 (A75/14). The report on the fourth round highlighted the need to assess implications of health personnel emigration in the context of additional vulnerabilities brought about by the COVID-19 pandemic. For this purpose, the Expert Advisory Group on the relevance and effectiveness of the Code (A 73/9) was reconvened. Following the recommendations of the Expert Advisory Group, the Secretariat has published the WHO health workforce support and safeguards list 2023.
The National Reporting Instrument (NRI) is a country-based, self-assessment tool for information exchange and Code monitoring. The NRI enables WHO to collect and share current evidence and information on the international recruitment and migration of health personnel. The findings from the 5th round of national reporting will be presented to the Executive Board (EB156) in January 2025 in preparation for the 78th World Health Assembly.
The deadline for submitting reports is 31 August 2024.
Article 9 of the Code mandates the WHO Director General to periodically report to the World Health Assembly on the review of the Code’s effectiveness in achieving its stated objectives and suggestions for its improvement. In 2024 a Member-State led expert advisory group will be convened for the third review of the Code’s relevance and effectiveness. The final report of the review will be presented to the 78th World Health Assembly.
For any queries or clarifications on filling in the online questionnaire please contact us at WHOGlobalCode@who.int.
What is the WHO Global Code of Practice?
Disclaimer: The data and information collected through the National Reporting Instrument will be made publicly available via the NRI database (https://www.who.int/teams/health-workforce/migration/practice/reports-database) following the proceedings of the 78th World Health Assembly. The quantitative data will be used to inform the National Health Workforce Accounts data portal (http://www.apps.who.int/nhwaportal/).
Adopted in 2010 at the 63rd World Health Assembly (WHA Res 63.16), the WHO Global Code of Practice on the International Recruitment of Health Personnel (“the Code”) seeks to strengthen the understanding and ethical management of international health personnel recruitment through improved data, information, and international cooperation.
Article 7 of the Code encourages WHO Member States to exchange information on the international recruitment and migration of health personnel. The WHO Director General is mandated to report to the World Health Assembly every 3 years.
WHO Member States completed the 4th round of national reporting in May 2022. The WHO Director General reported progress on implementation to the 75th World Health Assembly in May 2022 (A75/14). The report on the fourth round highlighted the need to assess implications of health personnel emigration in the context of additional vulnerabilities brought about by the COVID-19 pandemic. For this purpose, the Expert Advisory Group on the relevance and effectiveness of the Code (A 73/9) was reconvened. Following the recommendations of the Expert Advisory Group, the Secretariat has published the WHO health workforce support and safeguards list 2023.
The National Reporting Instrument (NRI) is a country-based, self-assessment tool for information exchange and Code monitoring. The NRI enables WHO to collect and share current evidence and information on the international recruitment and migration of health personnel. The findings from the 5th round of national reporting will be presented to the Executive Board (EB156) in January 2025 in preparation for the 78th World Health Assembly.
The deadline for submitting reports is 31 August 2024.
Article 9 of the Code mandates the WHO Director General to periodically report to the World Health Assembly on the review of the Code’s effectiveness in achieving its stated objectives and suggestions for its improvement. In 2024 a Member-State led expert advisory group will be convened for the third review of the Code’s relevance and effectiveness. The final report of the review will be presented to the 78th World Health Assembly.
For any queries or clarifications on filling in the online questionnaire please contact us at WHOGlobalCode@who.int.
What is the WHO Global Code of Practice?
Disclaimer: The data and information collected through the National Reporting Instrument will be made publicly available via the NRI database (https://www.who.int/teams/health-workforce/migration/practice/reports-database) following the proceedings of the 78th World Health Assembly. The quantitative data will be used to inform the National Health Workforce Accounts data portal (http://www.apps.who.int/nhwaportal/).
Disclaimer
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National Reporting instrument 2024
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Disclaimer
[1] Note: Case-based facility data collection as that in the WHO Global Bum Registry does not require WHO Member State approval.
[2] The world health report 2013: research for universal coverage. Geneva: World Health Organization; 2013 (http://apps.who.int/iris/bitstream/10665/85761/2/9789240690837_eng.pdf)
[3] WHO statement on public disclosure of clinical trial results: Geneva: World Health Organization; 2015 (http://www.who.int/ictrp/results/en/, accessed 21 February 2018).
For more information on WHO Data Policy kindly refer to http://www.who.int/publishing/datapolicy/en/
[1] Note: Case-based facility data collection as that in the WHO Global Bum Registry does not require WHO Member State approval.
[2] The world health report 2013: research for universal coverage. Geneva: World Health Organization; 2013 (http://apps.who.int/iris/bitstream/10665/85761/2/9789240690837_eng.pdf)
[3] WHO statement on public disclosure of clinical trial results: Geneva: World Health Organization; 2015 (http://www.who.int/ictrp/results/en/, accessed 21 February 2018).
For more information on WHO Data Policy kindly refer to http://www.who.int/publishing/datapolicy/en/
I have read and understood the WHO policy on the use and sharing of data collected by WHO in Member States outside the context of public health emergencies
Contact Details
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National Reporting instrument 2024
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Contact Details
Name of Member State:
Malaysia
Name of designated national authority:
Wan Syafni Bt Wan Mohd Suleiman
Title of designated national authority:
Institution of the designated national authority:
Ministry of Health Malaysia
Email:
wan_syafni@moh.gov.my,WHOGlobalCode@who.int,zakojim@who.int
Telephone number :
Contemporary issues
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National Reporting instrument 2024
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The questions marked * are mandatory. The system will not allow submission until all mandatory questions are answered.
[INFOx1]
Contemporary issues on health personnel migration and mobility
[Q1x1]
In the past 3 years, has the issue of international recruitment of health personnel been a concern for your country?
Yes, and it is increasing in intensity
Based on statistics gathered, there is an increasing number of locally trained health personnel migrating/ seeking employment overseas. In addition, local universities had reported that the talent-scouting exercises by neighbouring country i.e. Singapore have been more aggressive and intense. These include advertisement of job offering and interview process in the final year of the medical program in several Malaysian public universities. For nursing, Outflows/Emigration The number of Verification Of Registration (VOR) for trained nurses increased from 525 in 2021 to 2660 in 2023. Total of VOR 2021-2023 = 5520.
[Q1x2]
In the past 3 years, has the issue of international reliance on health personnel (international recruitment of health personnel to meet domestic needs) been a concern for your country?
No, this is not a problem in my country
Currently, Malaysia is facing shortages of nurses and thus increased the reliance of foreign health personnel by opening up opportunities for foreign nurses to practice in Malaysia, but limited to private healthcare facilities. In addition, Malaysia exempts post basic training requirement for foreign nurses who work in Malaysia from October 2023 until September 2024. Inflows/In-Migration For Nursing The number of applied Temporary Practicing Certificates (TPC) for foreign-trained nurses working in Malaysia increased from 28 in 2021 to 84 in June 2024. Total of apply TPC :2021 -June 2024 = 157 The data TPC on foreign-trained nurses is attached.
Health Personnel Education
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National Reporting instrument 2024
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Health personnel education, employment and health system sustainability
[Q2]
Is your country taking measures to educate, employ and retain a health and care workforce that is appropriate for the specific conditions of your country, including areas of greatest need?
Yes
[Q2x1]
Please check all items that apply from the list below:
2.1 Measures taken to ensure the sustainability of the health and care workforce
2.2 Measures taken to address the geographical mal-distribution and retention of health and care workers*
2.3 Other relevant measures taken to educate, employ and retain a health and care workforce that is appropriate for the specific conditions of your country
[Q2x1x1]
2.1.1 Measures taken to ensure the sustainability of the health and care workforce
Forecasting future health and care workforce requirements to inform planning
Forecast of additional workforce requirements are based on new and upgrading healthcare facilities. Other measures are: 1) The Ministry of Health Malaysia (MOH) had set a target 1:400 doctor to population ratio by 2025 during the 12th Malaysia Plan. 2) The MOH is conducting a supply and demand study including human resource, facilities and equipment for the country which includes the forecasting of HRH based on future needs. 3) For pharmaceutical services, the demand forecast of pharmacists needs in the public healthcare facilities based on WISN or outfit/norm analysis carried out by the Pharmaceutical Services Division (PSD), MOH in 2018 and 2023 to provide the optimal staffing needs based on the workload and services provided. MOH currently updating the guidelines for both pharmacists and pharmacist assistants to create a more accurate and dynamic framework for staffing, ensuring that public healthcare facilities can effectively meet the growing demand for pharmaceutical services. 4) In nursing services, there were 117,116 trained nurses as of 2022, according to the Health Fact 2023 report, with 99% of them locally trained. To address the optimal staffing needs based on workload and services provided, the following measures have been implemented:a) Expending of public training institutions for nursing trainee intake from 1,000 to 3,000 per year with full MOH sponsorship. b) Increasing number of intake for Diploma In Nursing for conversion program from Community Nurses to Registered Nurses from 800 to 1,000 per year. c) Uplifted Moratorium effective from 1St August 2024 offering of new diploma-level nursing courses at private higher learning institutions (IPTS) . d) Application to the Central Agency for the creation of additional positions in phases involving various service schemes for the existing facilities of MOH for the year 2023 to 2025 Intake of Nursing Diploma graduates from higher learning institutions public and private by phases.
Aligning domestic health and care workforce education with health system needs
Measures are: Engagement with the education sector (Ministry of Higher Education, universities) have been conducted to ensure the production of health workforce matches with the health system needs. Collection of data on production graduates and capacities of universities.
Improving quality of education and health personnel in alignment with service delivery needs
Quality of education is assured by a comprehensive accreditation process as stipulated by Malaysian Qualification Agency Act 2007. The professional bodies are involved in the accreditation process. Health personnel are subjected to continuous professional development programmes and it is a requirement for renewal of practicing certificates.
Creating employment opportunities aligned with population health needs
Employment opportunities are created by the public and private sector in the country. In the public sector, permanent posts are established from time to time whenever there is establishment of new health facilities or upgrading of existing health facilities.
Managing international recruitment of health personnel
Improving management of health personnel
The MOH from time to time improves the management of health personnel through measures: (i) Training opportunities which includes government scholarship and study leave; (ii) Remuneration and benefits of public healthcare workers are reviewed through the Public Service Remuneration System (SSPA) announced in August 2024 and will be implemented in December 2024. While, the Government had introduced the Progressive Wage Policy in private sector; (iii) Performance management through annual appraisal; (iv) Time-based promotion in the public sector for specific professions including doctors, dentists, pharmacists and nurses
Specific provisions on health personnel regulation and recruitment during emergencies
In the public sector, health personnel in the public facilities can be called back to serve in the event of emergencies which require medical support. Other measure is the mechanism for increasing personals during emergency periods; eg: During Covid-19, recruitment of retired staff, and utilization of specialists and facilities from the private sector during periods of disasters as under the Health and Disaster emergency preparedness plan.
Others
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Check all that apply for Measures taken to address the geographical mal-distribution and retention of health and care workers
2.2.1 Education
2.2.2 Regulation
2.2.3 Incentives
2.2.4 Support
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2.2.1.1 Education Measure
Education institutions based in rural/underserved areas
Establishment of new education institutions and their training facilities no longer concentrated in urban areas and capital cities. Training institutions under MOH were also established throughout the country and sub-urban area.
Student intake from rural/underserved areas and communities
1. Special quota was allocated for students from rural areas, e.g. Sabah and Sarawak. 2. Continuous training conducted whereby healthcare workers who serve in rural areas are encouraged to apply for.
Scholarships and subsidies for education
Measure for scholarships and subsidies for education are: Scholarships are available for education in health, which are offered by the Public Service Department and other sponsors. Special sponsorship programs are also provided by State Governments through foundations, for example, University of Malaysia, Sarawak (UNIMAS) Special Medical Program Sponsorships by the Sarawak Foundation to increase the number of medical doctors in the state. For the health public sector : Students who completed secondary education level are recruited to undergo training in paramedics and auxiliary in MOH training institutions with sponsorship and financial support. Allocation of budget for training involves staff in all the health facilities including in rural areas. Health personnel with experience serving in rural areas are given certain merits for scholarships and study leave for specialization programmes.
Relevant topics/curricula in education and/or professional development programmes
(Re)orientation of education programmes towards primary health care
Others
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2.2.2.1 Regulation Measure
Scholarships and education subsidies with return of service agreements
Measure for return of service agreements are: Students who are granted with government scholarships are required to serve in government health facilities for a certain period as stipulated in their sponsorship agreement. Health personnel who undergo specialization and post-basic training sponsored by the government also need to serve their contract bond.
Mandatory service agreements with health personnel that are not related to scholarships or education subsidies
Medical Act 1971, Dental Act 2018, Registration of Pharmacists Act 1951 have required provisional training and compulsory service in government or other designated facilities. During compulsory service, health personnel can be posted to underserved and rural areas, such as district hospitals.
Enhanced scope of practice of existing health personnel
All healthcare personnel are given wide adequate exposure in various job scopes and opportunities to get further certification and upskilling according to their interests.
Task sharing between different professions
Provisions for pathways to enter new or specialised practice after rural service
Others
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2.2.3.1 Incentives Measure
Additional financial reimbursement
There are plenty of financial incentives provided for health personnel who serve in remote areas, as bellow: (i) Hardship Allowances ranging of RM500.00 to RM1,500.00 (USD 112.61 to USD 337.84) per month according to categories of remote areas; (ii) Allowances for Return to Hometown once per year which covering expenses for health workers together with spouse and children; and (iii) Incentive for Remote Posting with the rate of 10% of basic salary. Special financial incentives were also provided to address the difficulty of posting of health personnel to region of Sabah and Sarawak as below: (i) Monthly Regional Incentive Payment for public health workers who posted to different region from their home region (ranging from 12.5 – 25 % of their basic salary); (ii) Transfer of Region Incentive Payment which is an one-off incentive equivalent to one month salary when the health workers got transferred back to their region of origin; (iii) Expenses for Return to Hometown once per year for health workers together with spouse and children; (iv) Courtesy Expenses for health workers to visit parents with critical illnesses and death of their parents; and (v) Bereavement and Funeral Expenses for health workers who pass away in the region of duty.
Education opportunities
Health personnel who served in rural areas have fair opportunities to pursue specialization and post-basic training. Some merits are given for health personnel with rural posting experience in considering the scholarships of those training. Specialty Training Studies Post Basic Federal Training Award (Hadiah Latihan Persekutuan) for post graduates studies
Opportunities for career advancement or professional growth
Some senior posts are also provided in rural areas to allow retention of health personnel with experience.
Professional recognition
Social recognition
Opportunity for pathways to permanent residency and/or citizenship for international health personnel
Permanent residency for international health personnel and their spouses are considered on a case by case basis.
Others
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2.2.4.1 Support Measure
Decent and safe working conditions
1.Legislation available to deter discrimination and abuse against health workers. These including Public Officers (Conduct and Discipline) Regulations 1993, Public Sector Human Resource Circulars on Management of Sexual Harassment in Workplace Guidelines. In addition, Occupational Health Unit and Infection Control Unit were required to be established in all MOH hospitals. 2. Most rural healthcare facilities have basic amenities infrastructure (road access, water supply, electricity, telecommunication and quarters). 3. Allocation to repair and improve healthcare facilities especially in rural areas. RM300 million (approximately USD 67.6 million) was allocated in 2024 Federal Budget to upgrade health facilities with poor condition, especially clinics and staff quarters in rural areas.
Decent and safe living conditions
1. Most rural facilities have quarters provided Budget allocation to improve the quarters infrastructures. RM300 million (approximately USD 67.6 million) was allocated in 2024 Federal. 2. Budget to upgrade health facilities with poor condition, especially clinics and staff quarters in rural areas.
Distance learning/e-learning opportunities
Yes, it's allowed.
Others
[Q3x1]
Are there specific policies and/or laws that guide international recruitment, migration and integration of foreign-trained health personnel in your country?
Yes
[Q3x1x1]
Please provide further information in the box below:
Law/policy 1
Medical Act 1971 & the MMC’s Registration Procedures & Guidelines. Malaysian Medical Council Guideline.Malaysian Dental Council (MDC) Dental Act 1971 & Guidelines for Application for Temporary Practising Certificate (TPC) for Dental Surgeons 2018.s & Application Form for Temporary Practicing Certificate.
Law/policy 2
Pharmacy Board Malaysia (PBM)- According to Section 11A of the Registration of Pharmacist Act 1951, Pharmacy Board Malaysia (PBM) allows a foreign pharmacist to register and practice in Malaysia and shall be given a temporary registration certificate.
Law/policy 3
Nurses Act 1950 & Nurses Registration Regulations 1985: Application for employment shall be made through the employer. The employer must obtain the Temporary Practicing Certificate from Nursing Board Malaysia prior to application for approval of Work Permit and Multiple Entry Visa from the Immigration Department.Employment Criteria for Foreign Trained Nurses in Malaysia 2018.
[Q3x2]
Are there any policies and/or provision for international telehealth services in your country through health personnel based abroad?
Yes
[Q3x2x1]
Please describe
Malaysian Medical Council Guideline on Telemedicine- All Registered Medical Practitioners who practice telemedicine, including those providing consultation to patients outside Malaysia, or medical practitioners outside Malaysia who provide telemedicine services to patients in Malaysia, must comply with the ethical, legal and statutory requirements of a Registered Medical Practitioner in Malaysia. This includes ensuring that appropriate professional indemnity coverage is in place.
Malaysia is in the process of developing a Digital Health Act.
https://mmc.gov.my/wp-content/uploads/2024/01/MMC-Guideline-on-Telemedicine.pdf
[Q3x3]
Has your country established a database or compilation of laws and regulations related to international health personnel recruitment and migration and, as appropriate, information related to their implementation?
Yes
[Q3x3x1]
Please provide a web-link
https://www.moh.gov.my/index.php/database_stores/store_view/11
[Q3x3x2]
Please upload any format of documentation that provides such information (e.g. pdf, excel, word)
Upload document:
Upload document:
[Q4]
Recognizing the role of other government entities, does the Ministry of Health have mechanisms (e.g. policies, processes, unit) to monitor and coordinate across sectors on issues related to the international recruitment and migration of health personnel?
Yes
[Q4x1]
Please describe
MOH through relevant divisions coordinates issues with regards to international recruitment and migration, especially involving bilateral agreements with foreign governments. The implementation of international recruitment and migration is guided by agreements and guidelines agreed with the foreign government. So far, there are no extensive and structured mechanisms (collection of related data and database) to monitor migration of health personnel.
[Q5]
Please describe the steps taken by your country to implement the following Code recommendations.
Check all items that apply from the list below:
Check all items that apply from the list below:
5.1 Measures have been taken or are being considered to introduce changes to laws or policies on health personnel consistent with the recommendations of the Code.
The current policies and law ensure fair and just recruitment for migrant health personnel. The terms and benefits of employment are stipulated in the employment contract with their employer. In the government sector, appointment of foreign nationalities is through contract or temporary basis. The procedure and rules of appointment of foreign nationalities are stated in the Human Resources Circular (MyPPSM- Ceraian U.P. 1.1.2). In the public sector, almost the entire health workforce are of local nationality, and the number of foreign health personnel is very limited, whereby they are recruited due to the requirement of housemanship training and compulsory services in government facilities. Strict criteria was imposed for appointment of foreign nationalities in the public sector, in which only the spouse of local citizens can be appointed.
5.2 Actions have been taken to communicate and share information across
sectors on the international recruitment and migration of health personnel, as well as to publicize the Code, among relevant ministries, departments and agencies,
nationally and/or sub-nationally.
sectors on the international recruitment and migration of health personnel, as well as to publicize the Code, among relevant ministries, departments and agencies,
nationally and/or sub-nationally.
5.3 Measures have been taken to consult stakeholders in decision-making
processes and/or involve them in activities related to the international recruitment of health personnel.
processes and/or involve them in activities related to the international recruitment of health personnel.
Partially, engagement and discussion between related departments in MOH have been conducted on initiating bilateral agreement with foreign governments on international recruitment.
5.4 Records are maintained on all private recruitment agencies for health
personnel authorized by competent authorities to operate within their jurisdiction.
personnel authorized by competent authorities to operate within their jurisdiction.
Recruitment agencies are under the purview of Department of Labour Peninsular Malaysia and the list of recruitment agencies is maintained by the department as follows: https://jtksm.mohr.gov.my/en/services/private-employment-agencies/list-private-employment-agencies Inflows/In-Migration •Employment of foreign doctors/dentist/pharmacist/allied health personnel is directly managed by the prospective employer (private sectors), not by recruiters/agents. • Records of the incoming health personnel are maintain by councils (competent authorities) Namely: i. Malaysia Medical Council (MMC) ii. Malaysia Dental Council (MDC) iii. Nursing Board of Malaysia (LJM) iv. Pharmacy Board of Malaysia (PBM) Outflows/Emigration For doctors, MMC does not keep a record of these doctors. There is no requirement for outgoing doctors to inform the MMC at this point of time. Doctors do request a Letter of Good Standing (LOGS) if the target country requires it. However the LOGS requested is not only limited to the purpose of employment. A number of medical and health sector graduates (locally trained) are migrating straight to oversea such as Singapore, United Kingdom, Australia without entering into the local system/ record being tracked by any parties. For dentists, MDC does not control the outgoing dentist. For pharmacists, PBM works together with Pharmaceutical Services Division and Human Resources Division, MOH. For nurses, deployment of local trained nurses is through a recruitment agency which is governed by the Ministry of Human Resources. e.g. Melorita Healthcare, Firestar Service Sdn Bhd, Dataflow Group, Agensi Pekerjaan Starmag Sdn Bhd, W.A Gloserve, Akma Service, Crest Synergy Global, Procare Care Center, Across the Globe and Icare Home Health Service.
5.5 Good practices, as called for by the Code, are encouraged and promoted among private recruitment agencies.
Good practices are expected to be practiced by the respective ministry that governs the recruitment agency. The conducts of private recruitment agencies are governed by Private Employment Agencies Act 1981, whereby any private recruitment agencies can only conduct any recruiting activities after being granted license by the Department of Labour.
5.5a Promotion of the Code among private recruitment agencies.
5.5b Domestic legislation or policy requiring ethical practice of private recruitment agencies, as consistent with the principles and articles of the Code.
5.5c Public or private certification of ethical practice for private recruitment agencies.
5.5d Others
5.6 None of the above
Government Agreements
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National Reporting instrument 2024
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Government-to-Government agreements on migration or mobility of health personnel
[Q6]
Has your country or sub-national governments entered into any bilateral, multilateral, or regional agreements and/or arrangements with respect to the international recruitment and/or mobility of health personnel?
Yes
[Q6x1xA]
Please use the table below to describe each of the active bilateral, regional or multilateral agreements or arrangements:
| a. Title of Agreement | b. Type of Agreement | |
|---|---|---|
| Agreement 1 | ASEAN Framework Agreement on Services (AFAS) Web-links: http://www.miti.gov.my/index.php/pages/view/2109 | 2 |
| Agreement 2 | Bilateral agreement with UK on recruitment of healthcare workers: https://www.gov.uk/government/publications/memorandum-of-understanding-between-the-uk-and-malaysia-on-the-recruitment-of-healthcare-workers | 1 |
| Agreement 3 | ||
| Agreement 4 | ||
| Agreement 5 | ||
| Agreement 6 | ||
| Agreement 7 | ||
| Agreement 8 | ||
| Agreement 9 | ||
| Agreement 10 | ||
| Agreement 11 | ||
| Agreement 12 | ||
| Agreement 13 | ||
| Agreement 14 | ||
| Agreement 15 |
Government Agreements - 6.1 A
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c. Countries involved
ASEAN Framework Agreement on Services (AFAS) Web-links: http://www.miti.gov.my/index.php/pages/view/2109
BRN,KHM,IDN,LAO,MMR,PHL,SGP,THA,VNM
Bilateral agreement with UK on recruitment of healthcare workers: https://www.gov.uk/government/publications/memorandum-of-understanding-between-the-uk-and-malaysia-on-the-recruitment-of-healthcare-workers
GBR
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d. Coverage
ASEAN Framework Agreement on Services (AFAS) Web-links: http://www.miti.gov.my/index.php/pages/view/2109
National
Bilateral agreement with UK on recruitment of healthcare workers: https://www.gov.uk/government/publications/memorandum-of-understanding-between-the-uk-and-malaysia-on-the-recruitment-of-healthcare-workers
National
[Q6x1xAx3]
e. Main focus of agreement (check all that apply)
| Education and training | Health cooperation | Promotion of circular migration | Philanthropy or technical support | Qualification recognition | Recruitment of health personnel | Trade in services | Others | |
|---|---|---|---|---|---|---|---|---|
| ASEAN Framework Agreement on Services (AFAS) Web-links: http://www.miti.gov.my/index.php/pages/view/2109 | 1 | 1 | 1 | |||||
| Bilateral agreement with UK on recruitment of healthcare workers: https://www.gov.uk/government/publications/memorandum-of-understanding-between-the-uk-and-malaysia-on-the-recruitment-of-healthcare-workers | 1 | |||||||
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If other mechanism in main focus of agreement (Please specify:)
ASEAN Framework Agreement on Services (AFAS) Web-links: http://www.miti.gov.my/index.php/pages/view/2109
a)Retention strategies b)Recognition of health personnel c)Recruitment of health personnel d) Twinning of healthcare facilities.
Bilateral agreement with UK on recruitment of healthcare workers: https://www.gov.uk/government/publications/memorandum-of-understanding-between-the-uk-and-malaysia-on-the-recruitment-of-healthcare-workers
[Q6x1xAx4]
f. Categories of Health Personnel (check all that apply)
| Doctors | Nurses | Midwives | Dentists | Pharmacists | Other occupations | |
|---|---|---|---|---|---|---|
| ASEAN Framework Agreement on Services (AFAS) Web-links: http://www.miti.gov.my/index.php/pages/view/2109 | 1 | 1 | 1 | 1 | 1 | |
| Bilateral agreement with UK on recruitment of healthcare workers: https://www.gov.uk/government/publications/memorandum-of-understanding-between-the-uk-and-malaysia-on-the-recruitment-of-healthcare-workers | 1 | 1 | 1 | 1 | 1 | 1 |
[Q6x1xAx4xoth]
Please specify category of health personnel:
ASEAN Framework Agreement on Services (AFAS) Web-links: http://www.miti.gov.my/index.php/pages/view/2109
Bilateral agreement with UK on recruitment of healthcare workers: https://www.gov.uk/government/publications/memorandum-of-understanding-between-the-uk-and-malaysia-on-the-recruitment-of-healthcare-workers
Allied Health Personnel (Audiologist, Dietitian, Entomologist (Public Health), Physiotherapist, Medical Physicist, Nutritionist, Clinical Psychologist, Diagnostic Radiographer, Medical Laboratory Scientist, Occupational Therapist, Speech-Language Therapist, Radiation Therapist, Medical Laboratory technologist, Dental Technologist, Environmental Health Officer, Health Education Officer).
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g. Validity period
| Start Year | End Year | |
|---|---|---|
| ASEAN Framework Agreement on Services (AFAS) Web-links: http://www.miti.gov.my/index.php/pages/view/2109 | since 1997 | There is no deadline or expiration of the agreement. |
| Bilateral agreement with UK on recruitment of healthcare workers: https://www.gov.uk/government/publications/memorandum-of-understanding-between-the-uk-and-malaysia-on-the-recruitment-of-healthcare-workers | 2021 | 2025 |
[Q6x1xAx6]
h. Signatory of the agreement from your country
ASEAN Framework Agreement on Services (AFAS) Web-links: http://www.miti.gov.my/index.php/pages/view/2109
Others:
Bilateral agreement with UK on recruitment of healthcare workers: https://www.gov.uk/government/publications/memorandum-of-understanding-between-the-uk-and-malaysia-on-the-recruitment-of-healthcare-workers
Ministry of Health
[Q6x1xAx6xoth]
If other signatory of the agreement from your country(Please specify:)
ASEAN Framework Agreement on Services (AFAS) Web-links: http://www.miti.gov.my/index.php/pages/view/2109
former: Ministry Of International Trade & Industries
Bilateral agreement with UK on recruitment of healthcare workers: https://www.gov.uk/government/publications/memorandum-of-understanding-between-the-uk-and-malaysia-on-the-recruitment-of-healthcare-workers
[Q6x1xAx6x1]
If Ministry of Health is not a signatory, did the Ministry of Health participate in the development of the agreement?
ASEAN Framework Agreement on Services (AFAS) Web-links: http://www.miti.gov.my/index.php/pages/view/2109
Yes
Bilateral agreement with UK on recruitment of healthcare workers: https://www.gov.uk/government/publications/memorandum-of-understanding-between-the-uk-and-malaysia-on-the-recruitment-of-healthcare-workers
[Q6x1xAx7]
i. Signatory of the agreement from the partner country (ies)
ASEAN Framework Agreement on Services (AFAS) Web-links: http://www.miti.gov.my/index.php/pages/view/2109
Others:
Bilateral agreement with UK on recruitment of healthcare workers: https://www.gov.uk/government/publications/memorandum-of-understanding-between-the-uk-and-malaysia-on-the-recruitment-of-healthcare-workers
Others:
[Q6x1xAx7xoth]
If other signatory of the agreement from your country(Please specify:)
ASEAN Framework Agreement on Services (AFAS) Web-links: http://www.miti.gov.my/index.php/pages/view/2109
Don't Know
Bilateral agreement with UK on recruitment of healthcare workers: https://www.gov.uk/government/publications/memorandum-of-understanding-between-the-uk-and-malaysia-on-the-recruitment-of-healthcare-workers
Foreign, Commonwealth and Development Affairs, United Kingdom.
[Q6x1xAx7x1]
If Ministry of Health is not a signatory, did the Ministry of Health participate in the development of the agreement?
ASEAN Framework Agreement on Services (AFAS) Web-links: http://www.miti.gov.my/index.php/pages/view/2109
Don’t Know
Bilateral agreement with UK on recruitment of healthcare workers: https://www.gov.uk/government/publications/memorandum-of-understanding-between-the-uk-and-malaysia-on-the-recruitment-of-healthcare-workers
Don’t Know
[Q6x1xAx8]
j. Content of agreement
[Q6x1xAx8x1]
j.i. Does the agreement include elements to benefit the health system of your country and the partner country(ies)?
ASEAN Framework Agreement on Services (AFAS) Web-links: http://www.miti.gov.my/index.php/pages/view/2109
Yes, has elements to
benefit the health system of my country and partner country(ies)
benefit the health system of my country and partner country(ies)
Bilateral agreement with UK on recruitment of healthcare workers: https://www.gov.uk/government/publications/memorandum-of-understanding-between-the-uk-and-malaysia-on-the-recruitment-of-healthcare-workers
Yes, has elements to
benefit the health system of my country and partner country(ies)
benefit the health system of my country and partner country(ies)
[Q6x1xAx8x1x]
Please explain:
ASEAN Framework Agreement on Services (AFAS) Web-links: http://www.miti.gov.my/index.php/pages/view/2109
Under ASEAN Framework Agreement on Services (AFAS), ) ASEAN is also negotiating mutual recognition arrangements (MRAs). To date, ASEAN has concluded MRAs on include Nursing Services, Medical Practitioners service and dental practitioners service.
Bilateral agreement with UK on recruitment of healthcare workers: https://www.gov.uk/government/publications/memorandum-of-understanding-between-the-uk-and-malaysia-on-the-recruitment-of-healthcare-workers
The MOU facilitates the recruitment of health workers from Malaysia to the United Kingdom. Meanwhile, the MOU encourages the cooperation of both countries in exchange of policy with health workers development, exchange of best practices in delivery of healthcare, as well as continuing medical education of other recruited healthcare workers.
[Q6x1xAx8x2]
j.ii. Does the agreement include elements on health worker rights and welfare?
ASEAN Framework Agreement on Services (AFAS) Web-links: http://www.miti.gov.my/index.php/pages/view/2109
No
Bilateral agreement with UK on recruitment of healthcare workers: https://www.gov.uk/government/publications/memorandum-of-understanding-between-the-uk-and-malaysia-on-the-recruitment-of-healthcare-workers
Yes
[Q6x1xAx8x2x]
Please explain:
ASEAN Framework Agreement on Services (AFAS) Web-links: http://www.miti.gov.my/index.php/pages/view/2109
Bilateral agreement with UK on recruitment of healthcare workers: https://www.gov.uk/government/publications/memorandum-of-understanding-between-the-uk-and-malaysia-on-the-recruitment-of-healthcare-workers
The draf guidelines under this MOU stipulated the responsibilities of United Kingdom and Northern Ireland: (i) to ensure that healthcare workers employed in the United Kingdom and Northern Ireland is accorded the same rights, privileges, protection and dignity as the healthcare workers of the United Kingdom and Northern Ireland; and (ii) to promote the safety and security of the healthcare workers while in the United Kingdom of Great Britain and Northern Ireland.
Government Agreements - 6.1 B
[INFOxNRI8]
National Reporting instrument 2024
[Q6x1xB]
Please use the table below to describe the implementation of each of the active bilateral, regional or multilateral agreements or arrangements
[Q6x1xBx1]
Has the agreement been implemented?
ASEAN Framework Agreement on Services (AFAS) Web-links: http://www.miti.gov.my/index.php/pages/view/2109
No
Bilateral agreement with UK on recruitment of healthcare workers: https://www.gov.uk/government/publications/memorandum-of-understanding-between-the-uk-and-malaysia-on-the-recruitment-of-healthcare-workers
No
[Q6x1xBx7xfile1]
[Q6x1xBx7xfile2]
[Q6x1xBx7xfile3]
[Q6x1xBx7xfile4]
[Q6x1xBx7xfile5]
[Q6x1xBx7xfile6]
[Q6x1xBx7xfile7]
[Q6x1xBx7xfile8]
[Q6x1xBx7xfile9]
[Q6x1xBx7xfile10]
[Q6x1xBx7xfile11]
[Q6x1xBx7xfile12]
[Q6x1xBx7xfile13]
[Q6x1xBx7xfile14]
[Q6x1xBx7xfile15]
Responsibilities, rights and recruitment practices
[INFOxNRI9]
National Reporting instrument 2024
[INFOx4]
Responsibilities, rights and recruitment practices
[Q7]
If your country employs/hosts international health personnel to work in the health and care sectors, which legal safeguards and/or other mechanisms are in place for migrant health personnel and to ensure that enjoy the same legal rights and responsibilities as the domestically trained health workforce?
Please check all items that apply from the list below:
Please check all items that apply from the list below:
Migrant health personnel are recruited using mechanisms that allow them to assess the benefits and risk associated with employment positions and to make timely and informed decisions on the employment.
In the public sector, migrant health personnel are appointed on contract basis with the benefits and terms of contract are clearly specified in their employment agreement and offer letter. In the private sector, foreign employees are protected under the Employment Act 1955 [Act 265].
Migrant health personnel are hired, promoted and remunerated based on objective criteria such as levels of qualification, years of experience and degrees of professional responsibility on the same basis as the domestically trained health workforce.
In the Ministry of Health, employment benefits are determined based on migrant health personnel qualification and experience by a selection committee. Remuneration in the private sector is based on market forces.
Migrant health personnel enjoy the same opportunities as the domestically trained health workforce to strengthen their professional education, qualifications and career progression.
In the Ministry of Health, migrant health personnel are required to undergo professional development such as Continuing Medical/Nursing Education. However, migrant health personnel are not eligible for specialization training, which requires a long training period due to their contract appointment.
Institutional arrangements are in place to ensure safe migration/ mobility and integration of migrant health personnel.
Measures have been taken to promote circular migration of international health personnel
The Ministry of Health has a pathway to allow Malaysian health personnel returning home to be appointed through a multiple entry mechanism whereby the benefits will be offered based on their experience and specialization. The professional bodies also allow health personnel returning home to be given registration/license to practice with the exemption of undergoing housemanship/ provisional training/ compulsory service.
Other measures (including legal and administrative) for fair recruitment and employment practices of foreign-trained and/or immigrant health personnel (please provide details)
The respective acts of profession provide a list of recognized institutions, including foreign training institutions. Malaysians who trained in those recognized foreign institutions are allowed to be registered under each professional body without additional selection/ screening process (i.e. examinations). Only those graduated from unrecognised institutions are mandatory to sit and pass the examination required by the professional bodies.
No measures in place
Not applicable – does not host/employ foreign health personnel
[Q8]
If health personnel from your country are working abroad in the health and care sectors, please provide information on measures that have been taken or are planned in your country to ensure their fair recruitment and employment; safe migration; return; and diaspora utilization in your country, as well as difficulties encountered.
Please check all items that apply from the list below:
Please check all items that apply from the list below:
Arrangements for fair recruitment
Through bilateral agreement and recruitment guidelines established with the destination country.
Arrangements for decent employment contracts and working conditions in destination countries
Through bilateral agreement and recruitment guidelines established with the destination country. For example, the guidelines under bilateral agreement between Malaysia and UK had stipulated that Malaysian health personnel who migrate to the UK receive equal treatment in terms of employment benefits, safety and security. In addition, the guidelines also required the Government of UK to be responsible for safety and security of the healthcare personnel while in the UK and the migrate health personnel are accorded the same rights, privileges, protection and dignity as the health personnel of the UK. However, health personnel choosing to serve outside of Malaysia, need to make their own arrangements. Consular services are their local contact support.
Arrangements for safe mobility
Arrangements for return and reintegration to the health labour market in your country
Health personnel returning home can be given registration by professional bodies to allow them to work in Malaysia. In the Ministry of Health, health personnel with working experience abroad can be appointed through multiple entry mechanisms, whereby their work experience can be taken into account for higher starting pay and rank. In certain extraordinary circumstances, the government will make arrangements to bring back our personnel (overseas posting while still under Malaysian Government Employment).
Arrangements for diaspora engagement to support your country health system
Returning Expert Programme by TalentCorp Malaysia. https://www.talentcorp.com.my/rep
Other
No measures in place
Not applicable – health personnel from my country are not working abroad
International migration
[INFOxNRI10]
National Reporting instrument 2024
[INFOx5]
International migration and mobility pathways for health personnel
[Q9x1]
9.1 If your country hosts international health personnel to work in the health and care sector, how do they come to your country? (check all that apply)
| Direct (individual) application for education, employment, trade, immigration or entry in country |
Government to government agreements that allow health personnel mobility |
Private recruitment agencies or employer facilitated recruitment |
Private education/ immigration consultancies facilitated mobility |
Other pathways (please specify) | Which pathway is used the most? Please include quantitative data if available. | |
|---|---|---|---|---|---|---|
| Doctors | 1 | 0 | 0 | 0 | ||
| Nurses | 1 | 1 | 1 | 1 | Direct (individual) application for education, employment, trade, immigration or entry in the country. Total of apply TPC :2021 -Jun 2024 = 157 | |
| Midwives | 0 | 0 | 0 | 0 | ||
| Dentists | 0 | 0 | 0 | 0 | ||
| Pharmacists | 0 | 0 | 0 | 0 | ||
| Other occupations | 0 | 0 | 0 | 0 | ||
| Other occupations | 0 | 0 | 0 | 0 | ||
| Other occupations | 0 | 0 | 0 | 0 | ||
| Other occupations | 0 | 0 | 0 | 0 | ||
| Other occupations | 0 | 0 | 0 | 0 |
[Q9x1oth]
[Q9x2]
9.2 If health personnel from your country work/study abroad, how do they leave your country?
(check all that apply)
| Direct (individual) application for education, employment, trade, immigration, or entry in the destination country |
Government to government agreements that allow health personnel mobility |
Private recruitment agencies or employer facilitated recruitment |
Private education/ immigration consultancies facilitated mobility |
Other pathways (please specify) | Which pathway is used the most? Please include quantitative data if available. | |
|---|---|---|---|---|---|---|
| Doctors | 1 | 1 | 1 | 1 | Direct (individual) application | |
| Nurses | 1 | 0 | 0 | 0 | Direct (individual) application for education, employment, trade, immigration, or entry in the destination country. (VOR 2021-2023 : 5520) | |
| Midwives | 0 | 0 | 0 | 0 | ||
| Dentists | 0 | 0 | 0 | 0 | ||
| Pharmacists | 1 | 0 | 0 | 1 | ||
| Other occupations | 0 | 0 | 0 | 0 | ||
| Other occupations | 0 | 0 | 0 | 0 | ||
| Other occupations | 0 | 0 | 0 | 0 | ||
| Other occupations | 0 | 0 | 0 | 0 | ||
| Other occupations | 0 | 0 | 0 | 0 |
[Q9x2oth]
Recruitment & migration
[INFOxNRI11]
National Reporting instrument 2024
[INFOx6]
Data on international health personnel recruitment & migration
Improving the availability and international comparability of data is essential to understanding and addressing the global dynamic of health worker migration. Please consult with your NHWA focal point, if available, to ensure that data reported below is consistent with NHWA reporting*.
(The list of NHWA focal points is available here. Please find the focal point(s) for your country from the list and consult with them.)
For countries reporting through the WHO-Euro/EuroStat/OECD Joint data collection process, please liaise with the JDC focal point.
[Q10]
Does your country have any mechanism(s) or entity(ies) to maintain statistical records of foreign-born and foreign-trained health personnel?
Yes
[Q10x1]
Where are the records maintained? (check all that apply)
Employment records or work permits
Ministry of health personnel database
Registry of health personnel authorized to practice
Other
[Q10x1x1]
Please specify:
Employment of foreign doctors/ dentists/ pharmacists is directly managed by the prospective employer (private sector), not by recruiters/ agents. Records of incoming health personnel are maintain by councils (competent authorities namely: (i) Malaysia Medical Council (MMC), (ii) Malaysia Dental Council (MDC), (iii) Nursing Board of Malaysia (LJM) and (iv) Pharmacy Board of Malaysia (PBM) (2021) and newly registered pharmacists (Fully Registered Pharmacist)- PRiSMA. The Ministry of Health maintained data on foreign born and foreign trained health personnel employed under health facilities in The Ministry of Health only.
[Q10x2]
Does the record include gender-disaggregated data on the foreign-born and/or foreign-trained health personnel?
Yes
Inflow and outflow of health personnel
[INFOxNRI12]
National Reporting instrument 2024
[INFOx7]
Inflow and outflow of health personnel
[Q11]
Do you have a mechanism to monitor the inflow and outflow of health personnel to/from your country? (check all that apply)
Inflow
Outflow
No
[Q11xI]
If yes for inflow:
Fill in the table below
[Q11x1]
How many foreign-trained or foreign-born health personnel were newly active (temporarily and/or permanently) in your country in the past three years (inflow)?
| Doctors | Nurses | Midwives | Dentists | Pharmacists | Remarks | |
|---|---|---|---|---|---|---|
| 2021 | Malaysian foreign-trained: 1683. Foreign-born: 46 | 11 | 259 | 139 | ||
| 2022 | Malaysian foreign-trained: 1380. Foreign-born: 52 | 10 | 314 | 94 | ||
| 2023 | Malaysian foreign-trained: 1000. Foreign-born: 56 | 20 | 147 | 92 | ||
| Data Source (e.g. Regulatory authority, immigration records, work permits, etc.) | Data from number of Full Registered Practitioner as per recorded in MeRITS System | Ministry of health personnel database. | Based on temporary practicing certificates issued i.e. non Malaysian citizens. Not inclusive of Malaysian who were foreign-trained/ foreign born or non-Malaysian registered with the MDC (spouse to Malaysian/ permanent residents) | Pharmacy Board of Malaysia |
[Q11xO]
If yes for outflow:
Fill in the table below
[Q11x2]
How many domestically trained health personnel left your country in the past years for temporary or permanent migration (outflow)?
| Doctors | Nurses | Midwives | Dentists | Pharmacists | Remarks | |
|---|---|---|---|---|---|---|
| 2021 | 1013 | 525 | 57 | 44 | ||
| 2022 | 1252 | 2335 | 139 | 134 | ||
| 2023 | 1498 | 2660 | 126 | 175 | ||
| Data Source (e.g. letters of good standing, emigration records, government to government agreements etc.) | Letter of Good Standing and data collected from universities. | Ministry of health personnel database. Registry of health personnel authorized to practice. Record of Verification of Registration (VOR) application. | Letter of Good Standing. | Letter of Good Standing. |
[Q11x3]
If you have any document with information on health worker inflows and outflows for your country, please upload
Stock of health personnel
[INFOxNRI13]
National Reporting instrument 2024
[INFOx8]
Stock of health personnel
[Q12x1]
Consolidated stock on health personnel, disaggregated by place of training and birth
For the latest year available, consistent with the National Health Workforce Accounts (NHWA) Indicators 1-07 and 1-08, please provide information on the total stock of health personnel in your country (preferably the active workforce), disaggregated by the place of training (foreign-trained) and the place of birth (foreign-born).
For the latest year available, consistent with the National Health Workforce Accounts (NHWA) Indicators 1-07 and 1-08, please provide information on the total stock of health personnel in your country (preferably the active workforce), disaggregated by the place of training (foreign-trained) and the place of birth (foreign-born).
[Q12x1a]
Please provide data on the stock of active health personnel in your country by one of the following ways:
Fill in the table below
[Q12x1x1]
| Medical Doctors (generalist + specialists) | 78848 | 5786 | 1688 | 7269 | 205 | Malaysian Medical Council | 2023 | Data on place of training and place of birth only covers newly registered doctor on 2023 (provisional registration, full registration and temporary registration) (7474 records) | |||
| Nurses | 121027 | 120974 | 69 | 120978 | 49 | Nursing Board | 2023 | Data on foreign trained nurses only covers newly registered nurses on 2021-2023 and total foreign born nurses in 2023. | |||
| Midwives | |||||||||||
| Dentists | 14261 | 6458 | 3943 | 0 | 0 | Malaysia Dental Council | 2023 | Data on place of training only covers newly registered dentist 2013-2023 (10401 records). Data on place of birth not available. | |||
| Pharmacists | 21703 | 8459 | 906 | 21688 | 15 | Pharmacist Registration Management System (PRiSMA) since 2018 | 2023 | Data on place of training only covers newly registered pharmacist (provisional registration, full registration and temporary registration) on 2023 and pharmacist granted with annual certificate from 2018 to 2023 (9365 records). |
[Q12x1x1x]
If you have any document with information on stock of active health personnel for your country, their distribution by place of training and place of birth, please upload
[Q12x2]
Please provide data on the top 10 countries of training for foreign-trained health personnel in your country.
This information can be provided by one of the following two options:
This information can be provided by one of the following two options:
Fill in the table below
[Q12x2x1]
| Doctors | Nurses | Midwives | Dentists | Pharmacists | |
|---|---|---|---|---|---|
| Total foreign trained personnel | 1688 | 69 | 3943 | 906 | |
| Country 1: Top country of training | EGY | IND | EGY | GBR | |
| Country 1: No. of foreign trained health personnel | 603 | 24 | 1280 | 373 | |
| Country 2: Top country of training | RUS | SGP | IND | AUS | |
| Country 2: No. of foreign trained health personnel | 369 | 18 | 1202 | 210 | |
| Country 3: Top country of training | IDN | PHL | IDN | IDN | |
| Country 3: No. of foreign trained health personnel | 282 | 9 | 657 | 163 | |
| Country 4: Top country of training | IRL | IDN | JOR | EGY | |
| Country 4: No. of foreign trained health personnel | 89 | 5 | 441 | 64 | |
| Country 5: Top country of training | JOR | PAK | GBR | NZL | |
| Country 5: No. of foreign trained health personnel | 51 | 3 | 121 | 43 | |
| Country 6: Top country of training | BGD | IRL | AUS | OTH | |
| Country 6: No. of foreign trained health personnel | 43 | 2 | 52 | 27 | |
| Country 7: Top country of training | CHN | CAN | NZL | IRL | |
| Country 7: No. of foreign trained health personnel | 41 | 2 | 43 | 16 | |
| Country 8: Top country of training | IND | CHN | BGD | SGP | |
| Country 8: No. of foreign trained health personnel | 40 | 2 | 41 | 4 | |
| Country 9: Top country of training | GBR | GBR | IRL | USA | |
| Country 9: No. of foreign trained health personnel | 39 | 1 | 40 | 2 | |
| Country 10: Top country of training | AUS | USA | OTH | PAK | |
| Country 10: No. of foreign trained health personnel | 15 | 1 | 35 | 2 | |
| Source (e.g. professional register, census data, national survey, other) | Professional Register: Malaysian Medical Council | Professional Register: Nursing Board | Professional Register: Malaysian Dental Council - Newly Registered Dentist 2013-2023 | Professional Register: Pharmacy Board of Malaysia- Pharmacist Registration Management System (PRiSMA) | |
| Year of data (Please provide the data of the latest year available) | 2023 | 2023 | 2023 | 2023 | |
| Remarks | Data covers only newly registered doctor on 2023 (provisional registration and full registration) | Data on foreign trained nurses only covers newly registered nurses on 2021-2023 and total foreign born nurses in 2023. | Data covers only newly registered dentist on 2103-2023. 'Others' refer to Taiwan. | Data only covers newly registered pharmacist (provisional registration, full registration and temporary registration) on 2023 and pharmacist granted with annual certificate from 2018 to 2023. 'Others' refer to Taiwan. |
[Q12x2x1x]
If you have any document with information on the distribution of foreign-trained health personnel for your country by their country of training, please upload
Technical and financial support
[INFOxNRI14]
National Reporting instrument 2024
[INFOx9]
Technical and financial support
[Q13]
Has your country provided technical or financial assistance to any source countries or countries in the WHO health workforce support and safeguards list 2023, or other low- and middle-income countries on health workforce development, health system strengthening, or for implementing other recommendations of the Code (e.g., strengthening data, information and research on health workforce for translation to policies and planning, etc.)
Yes
[Q13x]
Please provide additional information below (check all that apply):
Support for health workforce development (planning, education, employment, retention)
Support for other elements of health system strengthening (service delivery; health information systems; health financing; medical products and technology; and health leadership and governance)
Other areas of support:
[Q13x2]
Please specify support for other elements of health system strengthening (service delivery; health information systems; health financing; medical products and technology; and health leadership and governance)
| Country supported | Type of support (please specify) | |
|---|---|---|
| Members of JLN (joint learning network) https://jointlearningnetwork.org/members/ | The sharing of best practices among member countries through various collaborative initiatives. | |
[Q14]
Has your country received technical or financial assistance from any WHO Member State or other stakeholders (e.g., development partners, other agencies) for health workforce development, health system strengthening, or for implementing other recommendations of the Code (e.g., strengthening data, information and research on health workforce for translation to policies and planning, etc.)?
Yes
[Q14x]
Please provide additional information below (check all that apply):
Support for health workforce development (planning, education, employment, retention)
Support for other elements for health system strengthening (service delivery; health information systems; health financing; medical products and technology; and health leadership and governance)
Other areas of support:
[Q14x1]
Please specify support for health workforce development (planning, education, employment, retention)
| Supporting country/entity | Type of support (please specify) | |
|---|---|---|
| WHO | Technical support & Consultancy services: I. Strategic communication activities during the development of the Health White Paper (2022) Ii. Concept note for supply & demand study (2019) | |
Constraints, Solutions, and Complementary Comments
[INFOxNRI15]
National Reporting instrument 2024
[INFOx10]
Constraints, Solutions, and Complementary Comments
[Q15]
Please list in priority order, the three main constraints to the ethical management of international migration in your country and propose possible solutions:
| Main constraints | Possible solutions/recommendations | |
|---|---|---|
| Presently no central established entity to address and manage the issue of international migration. | ||
[Q16]
What support do you require to strengthen implementation of the Code?
Support to strengthen data and information on health personnel
Currently, data on migration of health personnel are scattered in several stakeholders, such as universities, professional bodies, employers, human resource divisions, etc. There is a need to establish a mechanism or platform to allow data sharing on migration of health personnel to improve the comprehensiveness and accuracy of the data. In addition, there are statistics which cannot be captured by the Ministry of Health, whereby locally trained graduates migrate to foreign countries after their training without registering with professional bodies/ Ministry of Health. This is because some of the local private institutions are offering programmes (medical/ dental) that are recognised by foreign countries (such as the United Kingdom and Australia), whereby graduates can seek job opportunities in these countries after graduation. In addition, some health personnel do not provide genuine or accurate reasons for resignation in their notices, which results in the migration of some personnel not being properly recorded.
Support for policy dialogue and development
The awareness and proactivity to address the issues of migration of health personnel is still low in the country, whereby there is no specific policy and plan of action in deterring the issue. Currently, there are proactive headhunting and recruitment activities from neighboring countries. Malaysia is losing highly skilled workers. On the other hand, the issues of international migration and mobility of health personnel can be related to the education policy, whereby the establishment of training programmes which are recognised by other countries can encourage graduates to migrate to other countries after completing their training locally.
Support for the development of bilateral/multi-lateral agreements
Subsequent to discussion and negotiation with destination countries, it is important to document the common understanding in an agreement. Hence, the support on development of bilateral/ multilateral agreement is necessary to produce an agreement that is comprehensive and fair for both parties, at the same time protecting the rights and benefits of health personnel.
Others
No support required
[Q17]
Considering that the Code is a dynamic document that should be updated as required, please provide reflections from your country on the past 14 years since the resolution on the Code.
[Q17x1]
Please comment on if/how the Code has been useful to your country.
No comment.
[Q17x2]
Do any articles of the Code need to be updated?
No
[Q17x3]
Does the process of reporting on Code implementation and the review of the Code relevance and effectiveness need to be updated?
Yes
To ensure the information reported are standardised and well coordinated, it is suggested that WHO can issue guidelines and clear definition on the required information. Certain terms such as 'institutional arrangement', 'newly active', 'foreign trained', 'foreign born' need to be clarified since the interpretation can be different from one person/ country to another. For instance, 'newly active' can be interpreted as newly registered or newly employed/ appointed in the service. The date of registration might not be the same as the date of employment/ appointment. With the evolvement of the education and labour market in health sector as well as globalisation, the terms used in the reporting need to be clearly defined, some of the ambiguities are as follows: (i) A medical programme conducted through twinning mechanism (local university with a foreign university) should be regarded as foreign trained or locally trained? (ii) A local citizen who was born in other countries should be regarded as national born or foreign born? (iii) A nurse who obtained diploma in nursing locally and then acquired a degree in nursing abroad should be considered as locally trained or foreign trained? Besides, this information system need to be improved as user facing difficulties in entering data especially data in Question 12.1 as well as open-ended questions, whereby the space allocated for information key-in does not allow users to view the whole sentence which make it difficult for editing. Besides, there are certain page/ question need longer time for update will lead to session inactive/ expired, in which the information entered is not saved. It is recommended to create 'Save' button at each landing page, so that the information can be saved without proceed to the next page.
[Q17x4]
Please comment on the WHO health workforce support and safeguards list (e.g. if your country is included in the list, how has that affected you; if your country is reliant on international health personnel, how has the list affected you; if your country is not in the list, how has it affected you)
[Q18]
Submit any other complementary comments or material you may wish to provide regarding the international recruitment and migration of health personnel, as related to implementation of the Code.
Please describe OR Upload (Maximum file size 10 MB)
Please describe OR Upload (Maximum file size 10 MB)
[Q18x1]
Warning
[INFOxNRI16]
National Reporting instrument 2024
[WARN]
You have reached the end of the National Reporting Instrument - 2024. You may go back to any question to update your answers or confirm your entry by clicking ‘Submit’.