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
[INFOxNRI2]
National Reporting instrument 2024
[disclaim]
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
[INFOxNRI3]
National Reporting instrument 2024
[CI]
Contact Details
Name of Member State:
Romania
Name of designated national authority:
Dragos Garofil
Title of designated national authority:
Advisor / Assistant Professor
Institution of the designated national authority:
Ministry of Health / Carol Davila University of Medicine and Pharmacy
Email:
riginao@who.int,dragos.garofil@ms.ro,WHOGlobalCode@who.int
Telephone number :
0040721206786
Contemporary issues
[INFOxNRI4]
National Reporting instrument 2024
[NRIxI]
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
Romania is generally a source country for health workforce migration, mainly to other EU countries. Our concern is to attract back to the country the 22,000 Romanian doctors that migrated to OECD countries. Additionally, there is a considerable inflow of doctors from the Republic of Moldova to come to work in Romania.
[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
Romania is self-sufficient in meeting the domestic needs, with geographical distribution being a current challenge. Generally, tackling the outflow generated by migration was done through increasing the supply and retention factors.
Health Personnel Education
[INFOxNRI5]
National Reporting instrument 2024
[INFOx2]
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
Currently the National Registry for Health Professionals is being developed through the National recovery and Resilience Fund, with WHO technical assistance. The Registry will be able to provide live data on HWF in order to aid policy making and planning.
Aligning domestic health and care workforce education with health system needs
In recent years, there has been an increase in healthcare students and medical residents, which was instrumental in filling the gaps. Nevertheless, we cannot consider the supply and the needs aligned, as the supply is increased because of the still existing (but reduced) migrational trend, as well as the international students who choose not to practice in Romania.
Improving quality of education and health personnel in alignment with service delivery needs
Currently a reform of the residency program is in progress, transitioning more responsibilities from the administrative institutions to the universities, expecting to increase the quality of education. Additionally, universities make efforts to include skills on digital health, telemedicine and others in the curricula, but these efforts are not nationally coordinated.
Creating employment opportunities aligned with population health needs
Managing international recruitment of health personnel
In recent years, it has been reported that international personnel go through a difficult process in order to recognize their certifications in Romania. Therefore, efforts are being made in order to adjust the legislation and streamline the recognition process. Another relevant trend in international recruitment is the indirect recruitment of doctors from Republic of Moldova. A big percentage of Moldova's population has Romanian citizenship, therefore easily accessing jobs in Romania.
Improving management of health personnel
A reform of the overall health system management is in progress (criteria for managers were increased and more training opportunities are being offered) which we expect to also positively affect the HWF management. Another relevant activity is to involve the local authorities more in the management of HWF.
Specific provisions on health personnel regulation and recruitment during emergencies
Staff temporarily hired during the COVID 19 pandemic had the option to remain in the system and many choose to stay.
Others
[Q2x2x1]
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
[Q2x2x1x1]
2.2.1.1 Education Measure
Education institutions based in rural/underserved areas
Not in rural/underserved. But there is an ongoing trend for Universities to open branches in smaller (non-universitary) cities in order to train nurses.
Student intake from rural/underserved areas and communities
Scholarships are being offered for students in rural areas but the return rate is not properly monitored and enforced.
Scholarships and subsidies for education
The number of scholarships for students and residents has been steadily increased in recent years.
Relevant topics/curricula in education and/or professional development programmes
(Re)orientation of education programmes towards primary health care
Increase of positions for Family doctors and an overall prioritization of funding towards PHC.
Others
[Q2x2x2x1]
2.2.2.1 Regulation Measure
Scholarships and education subsidies with return of service agreements
Residency can be done with or without return of service agreement. Even though having a return of service agreement brings some benefits and was a favored option for graduates years ago, recently the system is less functional following a decision of the Justice Court after a resident won against a hospital and did not fulfill the return of service agreement or reimbursement.
Mandatory service agreements with health personnel that are not related to scholarships or education subsidies
Enhanced scope of practice of existing health personnel
Continuous process. The most recent relevant enhancement of practice was the inclusion of preventative services for family doctors.
Task sharing between different professions
Not frequent but a continuous process. The most recent was increasing the scope of practice of physiotherapists.
Provisions for pathways to enter new or specialised practice after rural service
Others
[Q2x2x3x1]
2.2.3.1 Incentives Measure
Additional financial reimbursement
Local authorities have the capacity o provide a slight financial increase for healthcare staff practicing in their hospitals. Not nationally coordinated.
Education opportunities
Opportunities for career advancement or professional growth
Professional recognition
Social recognition
Opportunity for pathways to permanent residency and/or citizenship for international health personnel
Others
For all the incentives measures listed above, there is limited national coordination in Romania, as they are mostly under the responsibility of the administrators of the healthcare units (local authorities). Examples of good practice (like Bistrita County Hospital) are being promoted and currently a guidebook regarding incentives is being developed with WHO support.
[Q2x2x4x1]
2.2.4.1 Support Measure
Decent and safe working conditions
Decent and safe living conditions
Distance learning/e-learning opportunities
Others
Similar to above, under local authorities supervision.
[Q2x3x1]
2.3.1 Please describe - Other relevant measures taken to educate, employ and retain a health and care workforce that is appropriate for the specific conditions of your country.
A significant retention factor not mentioned above is the salary increase which happened starting with 2018, currently doctors having almost triple salaries and nurses almost double, compared to 2018.
Another very relevant indirect retention factor is the investments wave which happened in recent years in health infrastructure and equipment.
[Q3x1]
Are there specific policies and/or laws that guide international recruitment, migration and integration of foreign-trained health personnel in your country?
No
[Q3x2]
Are there any policies and/or provision for international telehealth services in your country through health personnel based abroad?
No
[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?
No
[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?
No
[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.
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.
Data on migration has been periodically shared. A recent study case organized with WHO is bringing new evidence on the trend.
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.
During the development of Romania's National Strategy and Action Plans for the development of HWF, consultations with stakeholders were organized, in which the Code was part of the agenda. Therefore, there is a section in the aforementioned documents regarding the implementation of the Code and its promotion.
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.
5.5 Good practices, as called for by the Code, are encouraged and promoted among private recruitment agencies.
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
[INFOxNRI6]
National Reporting instrument 2024
[INFOx3]
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?
No
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.
Foreign trained personnel, once having their certifications recognized in Romania and the right of practice in place, have the same social and professional benefits as locally trained doctors.
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.
Foreign trained personnel, once having their certifications recognized in Romania and the right of practice in place, have the same social and professional benefits as locally trained doctors.
Migrant health personnel enjoy the same opportunities as the domestically trained health workforce to strengthen their professional education, qualifications and career progression.
Foreign trained personnel, once having their certifications recognized in Romania and the right of practice in place, have the same social and professional benefits as locally trained doctors.
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
A significant focus is on circular migration, considering the large number of Romanian doctors practicing in OECD countries.
Other measures (including legal and administrative) for fair recruitment and employment practices of foreign-trained and/or immigrant health personnel (please provide details)
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
Arrangements for decent employment contracts and working conditions in destination countries
Arrangements for safe mobility
Arrangements for return and reintegration to the health labour market in your country
Arrangements for diaspora engagement to support your country health system
Limited and case by case. There are arrangements with Romanian doctors working in other countries to support in various circumstances (like difficult cases etc), but not systemic measures.
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 | 1 | Individual. Also educational, as Romania hosts a large number of foreign students and a small percentage chooses to stay. | |
| Nurses | 1 | 0 | 0 | 0 | ||
| Midwives | 1 | 0 | 0 | 0 | ||
| Dentists | 1 | 0 | 0 | 1 | Individual. Also educational, as Romania hosts a large number of foreign students and a small percentage chooses to stay. | |
| Pharmacists | 1 | 0 | 0 | 1 | Individual. Also educational, as Romania hosts a large number of foreign students and a small percentage chooses to stay. | |
| 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 | The most used is the direct pathway, combined with the educational pathway. Many doctors choose to do part of their residency abroad and a percentage of those decide to stay in the respective countries. Private agencies from other countries also recruit in Romania. The Gov to Gov pathway is limited only to very specific needs. | |
| Nurses | 1 | 0 | 1 | 0 | ||
| Midwives | 1 | 0 | 1 | 0 | ||
| Dentists | 1 | 0 | 1 | 0 | ||
| Pharmacists | 1 | 0 | 1 | 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 |
[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
[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:
Share data in the NHWA platform (indicator 1-09) through NHWA focal point
[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 | 76 | 85 | 0 | - | 115 | |
| 2022 | 87 | 95 | 0 | - | 352 | |
| 2023 | 94 | 122 | 0 | - | 409 | |
| Data Source (e.g. Regulatory authority, immigration records, work permits, etc.) | College of Physicians | Order of Nurses and Midwives | Order of Nurses and Midwives | Data incomplete | College of Pharmacists (with the mention that the numbers are the total registered every year, not those newly active) |
[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) | 64919 | 62508 | 1414 | 495 | 919 | 62013 | 2411 | National College of Physicians | 2024 | 1 | |
| Nurses | 161727 | 161605 | 122 | 110 | 12 | 161715 | 12 | National Order of Nurses and Midwives | 2023 | 1 | |
| Midwives | 1963 | 1963 | 0 | 0 | 0 | 1963 | 0 | National Order of Nurses and Midwives | 2023 | 1 | |
| Dentists | 24676 | 22106 | 2570 | 2019 | 551 | 23905 | 771 | National College of Stomatologists | 2024 | 1 | |
| Pharmacists | 20120 | 19976 | 141 | 43 | 98 | 19852 | 268 | National College of Pharmacists | 2023 | 1 |
[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 | 1414 | 189 | 0 | 141 | |
| Country 1: Top country of training | MDA | ITA | MDA | MDA | |
| Country 1: No. of foreign trained health personnel | 1257 | 37 | 0 | 609 | 108 |
| Country 2: Top country of training | UKR | MDA | SYR | SYR | |
| Country 2: No. of foreign trained health personnel | 25 | 36 | 0 | 55 | 7 |
| Country 3: Top country of training | SYR | HUN | UKR | ESP | |
| Country 3: No. of foreign trained health personnel | 12 | 31 | 0 | 54 | 5 |
| Country 4: Top country of training | EGY | ESP | JOR | UKR | |
| Country 4: No. of foreign trained health personnel | 11 | 22 | 0 | 12 | 5 |
| Country 5: Top country of training | HUN | GBR | IRQ | GBR | |
| Country 5: No. of foreign trained health personnel | 10 | 14 | 0 | 10 | 5 |
| Country 6: Top country of training | IRQ | DEU | EGY | HUN | |
| Country 6: No. of foreign trained health personnel | 10 | 11 | 0 | 9 | 3 |
| Country 7: Top country of training | RUS | FRA | IRN | LBN | |
| Country 7: No. of foreign trained health personnel | 9 | 6 | 0 | 9 | 2 |
| Country 8: Top country of training | ITA | GRC | SRB | JOR | |
| Country 8: No. of foreign trained health personnel | 8 | 4 | 0 | 6 | 2 |
| Country 9: Top country of training | TUR | AUT | ITA | ITA | |
| Country 9: No. of foreign trained health personnel | 7 | 3 | 0 | 5 | 2 |
| Country 10: Top country of training | IRN | CAN | RUS | SDN | |
| Country 10: No. of foreign trained health personnel | 5 | 3 | 0 | 4 | 2 |
| Source (e.g. professional register, census data, national survey, other) | National College of Physicians | National Order of Nurses and Midwives | National Order of Nurses and Midwives | National College of Stomatologists | National College of Pharmacists |
| Year of data (Please provide the data of the latest year available) | 2024 | 2023 | 2023 | 2024 | 2023 |
| Remarks |
[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.)
No
[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 Regional Office for Europe / Country Office | Technical Assistance in developing the strategic documents for the development of HWF, as well as technical assistance for the planning instrument. | |
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 | |
|---|---|---|
| Romania still loses a significant number of healthcare workers to migration, weakening its healthcare system. | Improve working conditions, offer incentives, and establish international agreements to retain healthcare professionals. | |
| International recruitment often affects Romania's healthcare workforce without ethical consideration. | Enforce ethical recruitment regulations for agencies, and negotiate bilateral agreements. | |
| Limited data for workforce planning leads to imbalances in the supply and demand of healthcare professionals. | Implement data-driven workforce planning, align education with healthcare needs, and develop retention strategies. |
[Q16]
What support do you require to strengthen implementation of the Code?
Support to strengthen data and information on health personnel
Support for policy dialogue and development
Support for the development of bilateral/multi-lateral agreements
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.
The Code has been useful as a guiding document.
[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
[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’.