国家报告文书（2024年）

Hide all

Background

Hide [INFOxNRI1] 2024年国家报告文书

Hide [BGxINT] 背景
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。

Hide all

Disclaimer

Hide [INFOxNRI2] 2024年国家报告文书

Hide [disclaim] 免责声明

[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

Hide all

Contact Details

Hide [INFOxNRI3] 2024年国家报告文书

Hide [CI] 联系方式

会员国名称：

Malaysia

指定国家主管部门的名称：

Wan Syafni Bt Wan Mohd Suleiman

在指定国家主管部门内的职务：

指定国家主管部门的机构：

Ministry of Health Malaysia

电子邮件：

wan_syafni@moh.gov.my,WHOGlobalCode@who.int,zakojim@who.int

电话号码：

Hide all

Contemporary issues

Hide [INFOxNRI4] 2024年国家报告文书

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。

Hide [INFOx1]

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

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.

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？

否，我国没有这一问题

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.

Hide all

Health Personnel Education

Hide [INFOxNRI5] 2024年国家报告文书

Hide [INFOx2]

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

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.

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

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.

根据服务需要提高教育和卫生人员的质量

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.

创造与人群健康需要相一致的就业机会

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.

对卫生人员的国际招聘进行管理

改进卫生人员的管理

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

关于突发事件期间卫生人员规章制度和招聘的具体规定

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.

其它

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

2.2.1 教育

2.2.2 规章制度

2.2.3 激励

2.2.4 支持

Hide [Q2x2x1x1] 2.2.1.1 教育

农村/服务不足地区的教育机构

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.

农村/服务不足地区和社区的学生人数

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.

奖学金和教育补贴

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.

教育和/或专业发展计划中的相关专题/课程

以初级卫生保健为教育计划的培养方向

其它

Hide [Q2x2x2x1] 2.2.2.1 规章制度

奖学金和教育补贴的发放与签订回去服务协议联系起来

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.

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

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.

扩大现有卫生人员的从业范围

All healthcare personnel are given wide adequate exposure in various job scopes and opportunities to get further certification and upskilling according to their interests.

不同专业之间的任务分担

为结束农村服务的卫生人员进入新的或专业工作领域提供途径

其它

Hide [Q2x2x3x1] 2.2.3.1 激励

额外的财务报销

There are 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.

教育机会

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

职业发展或专业成长的机会

Some senior posts are also provided in rural areas to allow retention of health personnel with experience.

专业认可

社会认可

为国际卫生人员获得永久居留权和/或公民身份提供途径和机会

Permanent residency for international health personnel and their spouses are considered on a case by case basis.

其它

Hide [Q2x2x4x1] 2.2.4.1 支持

体面和安全的工作条件

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.

体面和安全的生活条件

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.

远程学习/电子学习机会

Yes, it's allowed.

其它

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

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.

法律/政策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.

法律/政策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.

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

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

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？

是

Hide [Q3x3x1] 请提供一个网页链接

https://www.moh.gov.my/index.php/database_stores/store_view/11

Hide [Q3x3x2] 上传提供此类信息的任何格式的文件（例如pdf、excel、word）
請上傳文件:

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

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.

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

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

The 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 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。

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。

Partially, engagement and discussion between related departments in MOH have been conducted on initiating bilateral agreement with foreign governments on international recruitment.

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。

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 推广和鼓励私人招聘机构采用《守则》要求的良好做法。

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 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。

5.5c 为私人招聘机构提供公共或私人道德实践认证。

5.5d 其它

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	ASEAN Framework Agreement on Services (AFAS) Web-links: http://www.miti.gov.my/index.php/pages/view/2109	2
协议 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
协议 3
协议 4
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

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

Hide [Q6x1xAx2] d. 覆盖范围

ASEAN Framework Agreement on Services (AFAS) Web-links: http://www.miti.gov.my/index.php/pages/view/2109

国家级

Hide [Q6x1xAx3] e. 协议的主要关注点（勾选所有适用选项）

	教育和培训	促进循环移民	卫生人员招聘	其他
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

Hide [Q6x1xAx3xoth] 协议的主要焦点是否有其他机制（请注明：）

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.

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）
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

Hide [Q6x1xAx4xoth] 请说明卫生人员的类别

ASEAN Framework Agreement on Services (AFAS) Web-links: http://www.miti.gov.my/index.php/pages/view/2109

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).

Hide [Q6x1xAx5] g. 有效期

	起始年份	结束年份
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

Hide [Q6x1xAx6] h. 贵国的协议签字人

ASEAN Framework Agreement on Services (AFAS) Web-links: http://www.miti.gov.my/index.php/pages/view/2109

其他：

卫生部

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

ASEAN Framework Agreement on Services (AFAS) Web-links: http://www.miti.gov.my/index.php/pages/view/2109

former: Ministry Of International Trade & Industries

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？

ASEAN Framework Agreement on Services (AFAS) Web-links: http://www.miti.gov.my/index.php/pages/view/2109

是

Hide [Q6x1xAx7] i. 伙伴国家的协议签字人

ASEAN Framework Agreement on Services (AFAS) Web-links: http://www.miti.gov.my/index.php/pages/view/2109

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：）

ASEAN Framework Agreement on Services (AFAS) Web-links: http://www.miti.gov.my/index.php/pages/view/2109

Don't Know

Foreign, Commonwealth and Development Affairs, United Kingdom.

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？

ASEAN Framework Agreement on Services (AFAS) Web-links: http://www.miti.gov.my/index.php/pages/view/2109

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？

ASEAN Framework Agreement on Services (AFAS) Web-links: http://www.miti.gov.my/index.php/pages/view/2109

是，包含有益于我国和伙伴国卫生系统的内容

Hide [Q6x1xAx8x1x] 请说明：

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.

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.

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？

ASEAN Framework Agreement on Services (AFAS) Web-links: http://www.miti.gov.my/index.php/pages/view/2109

否

是

Hide [Q6x1xAx8x2x] 请说明：

ASEAN Framework Agreement on Services (AFAS) Web-links: http://www.miti.gov.my/index.php/pages/view/2109

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.

Hide all

Government Agreements - 6.1 B

Hide [INFOxNRI8] 2024年国家报告文书

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？

ASEAN Framework Agreement on Services (AFAS) Web-links: http://www.miti.gov.my/index.php/pages/view/2109

否

Hide [Q6x1xBx7xfile1]

Hide [Q6x1xBx7xfile2]

Hide [Q6x1xBx7xfile3]

Hide [Q6x1xBx7xfile4]

Hide [Q6x1xBx7xfile5]

Hide [Q6x1xBx7xfile6]

Hide [Q6x1xBx7xfile7]

Hide [Q6x1xBx7xfile8]

Hide [Q6x1xBx7xfile9]

Hide [Q6x1xBx7xfile10]

Hide [Q6x1xBx7xfile11]

Hide [Q6x1xBx7xfile12]

Hide [Q6x1xBx7xfile13]

Hide [Q6x1xBx7xfile14]

Hide [Q6x1xBx7xfile15]

Hide all

Responsibilities, rights and recruitment practices

Hide [INFOxNRI9] 2024年国家报告文书

Hide [INFOx4]

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。

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].

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 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.

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。

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.

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。

已采取措施促进国际卫生人员的循环移民。

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.

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

The 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.

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

Through bilateral agreement and recruitment guidelines established with the destination country.

与目的地国的体面就业合同和工作条件有关的安排

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.

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

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).

与侨民参与支持贵国卫生系统有关的安排

Returning Expert Programme by TalentCorp Malaysia. https://www.talentcorp.com.my/rep

其他

没有采取措施

不适用——我国卫生人员不在国外工作

Hide all

International migration

Hide [INFOxNRI10] 2024年国家报告文书

Hide [INFOx5]

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.	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	哪一种途径用得最多？如有数据资料，请提供。
医生	1	0	0	0
护士	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
助产士	0	0	0	0
牙医	0	0	0	0
药剂师	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
其它专业	0	0	0	0
其它专业	0	0	0	0

Hide [Q9x1oth]

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	哪一种途径用得最多？如有数据资料，请提供。
医生	1	1	1	1	Direct (individual) application
护士	1	0	0	0	Direct (individual) application for education, employment, trade, immigration, or entry in the destination country. (VOR 2021-2023 : 5520)
助产士	0	0	0	0
牙医	0	0	0	0
药剂师	1	0	0	1
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
其它专业	0	0	0	0

Hide [Q9x2oth]

Hide all

Recruitment & migration

Hide [INFOxNRI11] 2024年国家报告文书

Hide [INFOx6]

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:

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.

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

Hide all

Inflow and outflow of health personnel

Hide [INFOxNRI12] 2024年国家报告文书

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	牙医	药剂师
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
数据来源（如监管机构、移民记录、工作许可证等）	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

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	护士	牙医	药剂师
2021	1013	525	57	44
2022	1252	2335	139	134
2023	1498	2660	126	175
数据来源（例如有良好信誉的信函、移民记录、政府间协议等）	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.

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。

Hide all

Stock of health personnel

Hide [INFOxNRI13] 2024年国家报告文书

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）	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)
护士	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.
助产士
牙医	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.
药剂师	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).

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

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

请填写下表

Hide [Q12x2x1]

	医生	护士	牙医	药剂师
接受过外国培训的卫生人员总数	1688	69	3943	906
国 1: 培训国	EGY	IND	EGY	GBR
国 1: 人员数量	603	24	1280	373
国 2: 培训国	RUS	SGP	IND	AUS
国 2: 人员数量	369	18	1202	210
国 3: 培训国	IDN	PHL	IDN	IDN
国 3: 人员数量	282	9	657	163
国 4: 培训国	IRL	IDN	JOR	EGY
国 4: 人员数量	89	5	441	64
国 5: 培训国	JOR	PAK	GBR	NZL
国 5: 人员数量	51	3	121	43
国 6: 培训国	BGD	IRL	AUS	OTH
国 6: 人员数量	43	2	52	27
国 7: 培训国	CHN	CAN	NZL	IRL
国 7: 人员数量	41	2	43	16
国 8: 培训国	IND	CHN	BGD	SGP
国 8: 人员数量	40	2	41	4
国 9: 培训国	GBR	GBR	IRL	USA
国 9: 人员数量	39	1	40	2
国 10: 培训国	AUS	USA	OTH	PAK
国 10: 人员数量	15	1	35	2
资料来源（如职业登记册、人口普查数据、国家调查等）	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)
数据年份（请提供有可用数据的最近年份的数据）	2023	2023	2023	2023
说明	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.

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。

Hide all

Technical and financial support

Hide [INFOxNRI14] 2024年国家报告文书

Hide [INFOx9]

技术和财政支持

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

是

Hide [Q13x] 请在下面提供补充信息（勾选所有适用选项）：

支持卫生人力发展（制定计划、教育、就业、留用）

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

其他支持领域

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

	支持的国家	支持类型（请具体说明）
	Members of JLN (joint learning network) https://jointlearningnetwork.org/members/	The sharing of best practices among member countries through various collaborative initiatives.

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）
	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)

Hide all

Constraints, Solutions, and Complementary Comments

Hide [INFOxNRI15] 2024年国家报告文书

Hide [INFOx10]

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
	Presently no central established entity to address and manage the issue of international migration.

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

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.

支持政策对话和制定

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.

支持制定双边/多边协议

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.

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。

No comment.

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

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.

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

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

请说明或上传文件（最大文件10MB）

Hide [Q18x1]

Hide all

Warning

Hide [INFOxNRI16] 2024年国家报告文书

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。