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:
Fiji
Name of designated national authority:
Joe Fuata
Title of designated national authority:
Head of Human Resources
Institution of the designated national authority:
Ministry of Health and Medical Services
Email:
joe.fuata@health.gov.fj,WHOGlobalCode@who.int,zakojim@who.int,deki@who.int
Telephone number :
9904136
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 decreasing in intensity
The drastic increase in staff resignations, particularly for Nurses has significantly decreased since the implementation of the Ministry's retention strategies last year 2023. The Ministry had been recording resignations with an average of 40 per month however this has reduced to an average of about 10 per month.
[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
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
In progress of developing health workforce planning for the next 10 years
Aligning domestic health and care workforce education with health system needs
Partnership with the Aus Facility for scholarships for Nurses to pursue PGD in Midwifery.
Improving quality of education and health personnel in alignment with service delivery needs
Ministry sponsors Masters programme studies for Medical cadre and Postgraduate in Mental Health for Nursing Cadre.
Creating employment opportunities aligned with population health needs
Establishment of the Border Health Control Units to protect
Managing international recruitment of health personnel
Implementing retention strategies, particularly for the Nursing Cadre to curb their resignations.
Improving management of health personnel
Increasing HR personnel and the level of staff in Health Facilities
Specific provisions on health personnel regulation and recruitment during emergencies
Establishment of a FEMAT unit is in process, however, they organise health personnel during emergencies.
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
There are Tertiary institutions that are decentralised to the other Divisions which are more accessible to those in the rural areas.
Student intake from rural/underserved areas and communities
Scholarships and subsidies for education
In addtition to the Ministry sponsored programmes, the Tertiary Education Loans & Scholarship Unit is available for other programmes.
Relevant topics/curricula in education and/or professional development programmes
The various Medical Cadres have their respective Professional Development courses to pursue in relation to their renewal of licenses with the respective Licensing authorities.
(Re)orientation of education programmes towards primary health care
Development of a Primary Health Care Unit is in process, with major consultation workshops held with relevant stakeholders.
Others
[Q2x2x2x1]
2.2.2.1 Regulation Measure
Scholarships and education subsidies with return of service agreements
In addition to Ministry's sponsorship, the Tertiary Education Loan Scheme have been sponsoring Medical staff for other programmes
Mandatory service agreements with health personnel that are not related to scholarships or education subsidies
Enhanced scope of practice of existing health personnel
Continuously enhanced as it is a requirement for renewal of Staff Licenses with the Regulatory Councils.
Task sharing between different professions
This happens with Medical Officers and Nurses but only when required.
Provisions for pathways to enter new or specialised practice after rural service
Medical officers are required to serve at least one (1) year in Public Health, including the rural remote health facility before they can pursue any speciality in the Divisional Hospitals.
Others
[Q2x2x3x1]
2.2.3.1 Incentives Measure
Additional financial reimbursement
Education opportunities
In addition to Ministry's sponsorship, the Tertiary Education Loan Scheme have been sponsoring medical staff for other programmes
Opportunities for career advancement or professional growth
While there are opportunities for advancement and professional growth, these are all in accordance with the Open Merit Recruitment System.
Professional recognition
Recognition of identified staff through the Civil Service Medal awards & the salary increments paid to Nursing cadre in recognition of their experience and contribution to the Ministry, as part of the Retention strategy.
Social recognition
reactivation of Consolidated allowance for Registered Nurses at Nursing Stations and reactivation of Remote/Rural allowance for all staff
Opportunity for pathways to permanent residency and/or citizenship for international health personnel
When required, Permanent Residency/ Citizenship support is provided for staff in accordance with the Fiji Immigration policy on Naturalisation.
Others
[Q2x2x4x1]
2.2.4.1 Support Measure
Decent and safe working conditions
The Ministry adheres to the Occupational Health and Safety at Work Act however, there are opportunities for improvement in this area.
Decent and safe living conditions
The Ministry adheres to the Occupational Health and Safety at Work Act however, there are opportunities for improvement in this area.
Distance learning/e-learning opportunities
Short courses are localised for staff in remote/rural areas , however, e-learning is an opportunity that the Ministry needs to pursue.
Others
[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.
In addition to the scholarship for Postgraduate Diploma in Midwifery, sponsorship of Masters programmes in the various specialities for Medical officers and Postgraduate Diploma in Mental Health for Nurses, the Ministry also supports short term courses or attachments for staff, locally and abroad.
In relation to retention, the Ministry has since 2023, reviewed Salaries for the Nursing cadre and activated allowances such as the Retention allowance for Nurses at a rate of 8% of their basic salary, Call Back Allowances for Midwives at the rate of $30 per hour, payment of overtime for Nursing cadre from Salary band F to H.
Additionally, Consolidated and Remote/Rural Allowances have also been reactivated for Nurses at Nursing stations and other staff, respectively.
[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
Open Merit Recruitment & Selection Guideline
Law/policy 2
Law/policy 3
[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.
Although changes to laws and policies is an opportunity to adopt, however, most of the current practices are in adherence to 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.
Head of HR and Director of Recruitment have attended WHO workshops in relation to the Code where the Ministry's retention strategies have been shared.
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.
Relevant Government Ministries/departments are consulted when required.
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.
Although all Migrant health personnel are recruited using same Open Merit Recruitment system, their terms and conditions of service are clearly stated in their Agreements of Service and they are engaged in accordance with the same legislations as local staff.
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.
They are eligible for the same opportunities as the local Health workforce as long as they are engaged by the Ministry.
Migrant health personnel enjoy the same opportunities as the domestically trained health workforce to strengthen their professional education, qualifications and career progression.
They are eligible for the same opportunities as the domestically trained Health workforce as long as they are engaged by the Ministry.
Institutional arrangements are in place to ensure safe migration/ mobility and integration of migrant health personnel.
In addition to travel, baggage and housing allowances paid to the officer, the Ministry arranges for work exemption permits for the Officer and entry visas for the officer's family, including spouse and up to 3 children under the age of 18.
Measures have been taken to promote circular migration of international health personnel
Other measures (including legal and administrative) for fair recruitment and employment practices of foreign-trained and/or immigrant health personnel (please provide details)
Foreign Trained medical staff are bonded to the Ministry, however, all recruitments are in accordance with the OMRS Guideline.
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
Upon return, officers who left on leave without pay and return on time do not need to undergo the recruitment process as they would return to their positions prior to proceeding on leave. For officers who resign, they are able to re-apply for advertised vacancies and are considered in accordance with the Open Merit Recruitment System.
Arrangements for diaspora engagement to support your country health system
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 | 1 | 0 | 1 | Direct individual application for employment. Nineteen (19) expatriate doctors currently engaged with the Ministry, from India, Australia, Bangladesh, Mongolia, Nigeria, Congo, Pakistan, New Zealand, Tonga & Tuvalu. | |
| Nurses | 1 | 0 | 0 | 0 | Direct Application for Nursing positions. Three (3) have been engaged, two (2) Registered Nurses and one (1) Intern Nurse. | |
| Midwives | 0 | 0 | 0 | 0 | ||
| Dentists | 0 | 0 | 0 | 0 | ||
| Pharmacists | 0 | 0 | 0 | 0 | ||
| Other occupations | 0 | 0 | 0 | 0 | ||
| Other occupations | 1 | 0 | 0 | 0 | Direct application, only one (1) Dental Therapist from Solomon Islands but is on a local contract. | |
| Other occupations | 0 | 0 | 0 | 0 | ||
| Other occupations | 0 | 0 | 0 | 0 | ||
| Other occupations | 0 | 0 | 0 | 0 |
[Q9x1oth]
Dental Therapists
[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 | 0 | Direct applications, two (2) Medical Officers in Surgical Specialty to Australia and one (1) in Anaesthesia Speciality to New Zealand. | |
| Nurses | 1 | 1 | 1 | 0 | Direct Applications | |
| 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 |
[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 | ||||||
| 2022 | ||||||
| 2023 | ||||||
| Data Source (e.g. Regulatory authority, immigration records, work permits, etc.) |
[Q11xO]
If yes for outflow:
Share data in the NHWA platform (indicator 1-10) through NHWA focal point
[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 | ||||||
| 2022 | ||||||
| 2023 | ||||||
| Data Source (e.g. letters of good standing, emigration records, government to government agreements etc.) |
[Q11x3]
If you have any document with information on health worker inflows and outflows for your country, please upload
Inflow and outflow - Fiji Ministry of Health
No comment
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:
Share data in the NHWA platform through NHWA focal point
[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
Ministry of Health Fiji - Personnel Stock
No comment
[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 | 2 | 1 | |||
| Country 1: Top country of training | IND | KIR | |||
| Country 1: No. of foreign trained health personnel | 2 | ||||
| Country 2: Top country of training | NGA | ||||
| Country 2: No. of foreign trained health personnel | 1 | ||||
| Country 3: Top country of training | AUS | ||||
| Country 3: No. of foreign trained health personnel | 1 | ||||
| Country 4: Top country of training | BGD | ||||
| Country 4: No. of foreign trained health personnel | 1 | ||||
| Country 5: Top country of training | MNG | ||||
| Country 5: No. of foreign trained health personnel | |||||
| Country 6: Top country of training | |||||
| Country 6: No. of foreign trained health personnel | |||||
| Country 7: Top country of training | |||||
| Country 7: No. of foreign trained health personnel | |||||
| Country 8: Top country of training | |||||
| Country 8: No. of foreign trained health personnel | |||||
| Country 9: Top country of training | |||||
| Country 9: No. of foreign trained health personnel | |||||
| Country 10: Top country of training | |||||
| Country 10: No. of foreign trained health personnel | |||||
| Source (e.g. professional register, census data, national survey, other) | |||||
| Year of data (Please provide the data of the latest year available) | |||||
| 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.)
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:
[Q13x1]
Please specify support for health workforce development (planning, education, employment, retention)
| Country supported | Type of support (please specify) | |
|---|---|---|
| Pacific Island Countries and Korea | Clinical Attachment | |
[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) | |
|---|---|---|
| Tonga | HR Information Systems and processes | |
| Vanuatu | Emergency Relief Assistance through FEMAT | |
[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) | |
|---|---|---|
| Australia | Scholarship for Postgraduate in Midwifery, Financial assistance to establish new positions, etc | |
| Japan | JICA Volunteers for Technical support | |
[Q14x2]
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)
| Supporting country/entity: | Type of support (please specify) | |
|---|---|---|
| Australia | Health Information Systems | |
| Japan | Implementation of Kaizen (5S) in Health Facilities | |
| New Zealand | Oxygen Biomedical Engineers through Cure Kids | |
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 | |
|---|---|---|
| High cost of leaving compared to staff salaries and wages | Promotion of income generating opportunities maximising on natural resources and review of salaries and wages for Health Personnel. | |
| lack of training opportunities for staff | Introduction of Telenet courses for advanced Medical programmes that are not available locally | |
| Lack of control of Health personnel voluntarily exiting the Ministry | Review of the working terms and conditions for staff |
[Q16]
What support do you require to strengthen implementation of the Code?
Support to strengthen data and information on health personnel
Improved IT Equipment and database with accurate and real time data
Support for policy dialogue and development
specific legislation on recruitment of health personnel by foreign organisations
Support for the development of bilateral/multi-lateral agreements
strengthened monitoring and implementation to ensure that all countries involved benefit
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 in ensuring awareness of the health personnel migration and its effects if not carefully monitored. It provides a reference and guide to the Ministry for international recruitment and migration of Health Personnel. Additionally, it has also highlighted opportunities for improvement in managing HR, information and records.
[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
Member states to consider reporting on an annual basis mandatory
[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)
Fiji is currently not in the Safeguards List, however, management of international recruitment must continue to be monitored in accordance with the Code. Effects of the international recruitment in Fiji are manageable at the moment.
[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)
As a member state, Fiji will continue to adhere and practice in alignment to the Code and at the same time work towards the implementation. For any further measures between Fiji and other nations, Fiji is supporting engagement through bilateral/multilateral agreements.
[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’.