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:
Canada
Name of designated national authority:
Susan Weston
Title of designated national authority:
Assistant Director
Institution of the designated national authority:
Health Canada
Email:
susan.weston@hc-sc.gc.ca,WHOGlobalCode@who.int,cavalcaana@paho.org
Telephone number :
343-542-4667
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?
No, this is not a problem in my country
[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?
Yes, and there has been no change in the intensity
• Canada is focused on the issue of supporting internationally educated health professionals (IEHPs). At the federal, provincial, and territorial (FPT) Health Ministers’ Meeting in October 2023, there was a commitment to work together to support IEHPs by streamlining foreign credential recognition, providing new pathways for qualified professionals in the health field, and committing to ethical recruitment from other countries. • Canada is also looking to better understand this issue – in 2023, the federal government undertook a study on the demographic characteristics of IEHPs, entitled Characteristics and Labour Market Outcomes of Internationally Educated Health Care Professionals in Canada (https://www.canada.ca/en/health-canada/services/health-care-system/health-human-resources/characteristics-labour-market-outcomes-internationally-educated-health-care-professionals-canada.html#a1), which helped to gain a deeper understanding of this population. • Canada actively recruits IEHPs in a manner consistent with the WHO Code, through both temporary and permanent immigration streams and through programs managed at the federal, provincial, and territorial level.
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
[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.
Canada is working with provinces and territories (PTs), given that PTs hold jurisdictional responsibility for administering and delivering health services, including managing the health workforce. Shared FPT priorities are focused on retention, recruitment (including domestic education and training systems, as well as recruitment of IEHPs), and better workforce data.
[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
There are no federal policies or laws specific to immigration of health workers; however, health screening examinations are generally required for temporary residents arriving to work in certain specific fields, including health sector jobs where public health is of concern. Provinces and territories have their own regulations for employment/work in health sector jobs. • While the Government of Canada does not actively engage in the recruitment of internationally-trained health professionals abroad, most IEHPs federally selected as permanent residents come through Express Entry. • Express Entry is an online system that the Immigration, Refugees, and Citizenship Canada (IRCC) uses to manage immigration applications from skilled workers. Eligible candidates in Express Entry are given points according to their skills and experience and top-ranking candidates are invited to apply. Top-scoring candidates with work experience in healthcare occupations are regularly invited to apply for permanent residence. To increase the number of health professionals invited to apply for permanent residence, IRCC also introduced a healthcare category in Express Entry in 2023, and renewed it in 2024, to select candidates with work experience in healthcare occupations projected to be in long-term shortage. Canada’s approach to settlement and integration is an integral part of the overall migration continuum ensuring that those who arrive in Canada to settle permanently have the supports they need to feel welcome in their new communities and successfully integrate into Canadian society. As the federal lead on newcomer settlement and integration, IRCC’s Settlement Program funds a continuum of settlement supports and services designed to assist newcomers in overcoming barriers so they, along with their families, can thrive in the civic, social, and economic spheres of life in Canada. A key component of the Settlement Program includes employment-related services that directly equip clients with employment-related skills to help them prepare for, and connect with the Canadian labour market. The Settlement Program funds third-party service provider organizations across Canada to deliver both general supports (such as essential skills training, job search skills, and workshops) as well as tailored programming for specific client groups, such as those in the health sector.
Law/policy 2
For example, in Saskatchewan, in 2022, the Ministry of Immigration and Career Training introduced The Labour Mobility and Fair Registration Practices Act intended to ensure qualified internationally trained workers can become licensed to work in Saskatchewan without unnecessary requirements such as additional training, experience, or assessments, all while assisting employers in filling jobs across a number of key sectors, such as healthcare, construction and IT.
Law/policy 3
Nova Scotia participates in various federal and provincial immigration programs, such as the Nova Scotia Nominee Program (NSNP) and the Atlantic Immigration Program (AIP), which are designed to attract skilled workers, including health professionals, from abroad. Their new Patient Access to Care Act (PACA) simplifies the process for healthcare professionals from other Canadian provinces to work in Nova Scotia by waiving certain fees, and the Labour Standards legislation sets out the minimum employment rules in Nova Scotia that employers and employees have to follow, as well as rules specific to the recruitment of workers and the hiring of foreign workers.
[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?
Yes
[Q4x1]
Please describe
• Canada’s federal Ministry of Health collaborates closely with other ministries at the federal level on issues related to health human resources, including immigration. Most PTs also have fairness acts, which apply to regulated professions to ensure applicants, including IEHPs are treated and assessed in a way that is transparent, objective, impartial, and fair. These acts also ensure that qualified individuals entering regulated professions and designated occupations or trades do not face unfair processes or barriers.
• For example, in Saskatchewan, the Ministry of Health works in collaboration with the Ministry of Trade and Export Development whose nine international offices located in different regions provide at the request of the Ministry of Health local market information on healthcare recruitment trends. The information provided allows PTs to determine whether a specific source country is appropriate for the Ministry of Health to explore recruitment activities based on curriculum similarities, language, and interest from local IEHPs to immigrate to Canada among other factors. The Ministry of Immigration and Career Training is also an important partner who participates regularly in international recruitment missions to fulfill labour shortages across different industries including healthcare. The Ministry of Health is also able to reach out to other Ministries as required to collaborate on issues that may arise such as education/training. Work has been completed in collaboration with the Ministry of Advanced Education, for instance, to provide transitional training to allow IEHPs to license in the province.
[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.
The Saskatchewan Ministry of Health is working on a framework aligning with the WHO Code of practice on the international recruitment of IEHPs. Additionally, Quebec’s committee on ethical recruitment allows for monitoring of international recruitment activities, including healthcare worker recruitment. This committee is led by Quebec’s Ministry of Immigration, Francisation and Integration.
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.
Canada’s federal government has been taking action to sensitize the Code in the Canadian context. This includes working collaboratively with provincial and territorial governments through Federal-Provincial-Territorial tables. FPT Health Ministers have also reflected on the priority of the WHO Code – in October 2023, they reiterated their commitment to the ethical international recruitment of IEHPs, based on the principles and practices of the WHO Global Code of Practice on the International Recruitment of Health Personnel.
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.
Immigration, Refugees, and Citizenship Canada (IRCC) is Canada’s federal department that facilitates the arrival of immigrants to Canada, provides protection to refugees, and offers programming to help newcomers settle in Canada. IRCC’s website has fraud prevention information on its website and campaigns on social media, to warn potential workers against unscrupulous recruiters. IRCC leverages employer fairs and organizes information sessions to disseminate information to potential candidates and prevent them from falling victim to recruitment scams or human trafficking. IRCC also participates in various forums to promote best practices in ethical recruitment.
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.
Migrant health personnel enjoy the same opportunities as the domestically trained health workforce to strengthen their professional education, qualifications and career progression.
Canada’s laws, policies and enabling programs uphold equality for citizens and immigrants alike. Canada’s inclusive laws are embedded in the 1981 Canadian Charter of Rights and Freedoms, with its provisions related to equality and freedom from discrimination. The Citizenship Act, Canadian Human Rights Act, Canadian Multiculturalism Act and Immigration and Refugee Protection Act also uphold these principles. • Most PTs have fairness acts, which apply to regulated professions to ensure applicants, including IEHPs are treated and assessed in a way that is transparent, objective, impartial, and fair. These acts also ensure that qualified individuals entering regulated professions and designated occupations or trades do not face unfair processes or barriers. For example, healthcare union collective bargaining agreements apply for all Saskatchewan Health Authority employees regardless of whether they are IEHPs or domestically trained healthcare workers – see The Labour Mobility and Fair Registration Practices Act in Saskatchewan.
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
Other measures (including legal and administrative) for fair recruitment and employment practices of foreign-trained and/or immigrant health personnel (please provide details)
While provincial and territorial governments are responsible for the regulation of recruitment and employment practices, the Temporary Foreign Workers (TFW) Program’s policies prohibit employers from recovering any costs incurred with the hiring of a TFW, such as recruitment fees, from TFWs. Many provinces have robust legislation in place for Canadian recruiters, including registration requirements, monitoring, and/or the prohibiting of charging recruitment fees to workers.
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
Other
If Canadians choose to work abroad in the health sector, it is their responsibility to ensure they are working within the standards, regulations, and rules of the country in which they go work.
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 | 0 | 0 | 0 | 0 | ||
| Nurses | 0 | 0 | 0 | 0 | ||
| Midwives | 0 | 0 | 0 | 0 | ||
| Dentists | 0 | 0 | 0 | 0 | ||
| Pharmacists | 0 | 0 | 0 | 0 | ||
| Other occupations | 0 | 0 | 0 | 0 | ||
| Other occupations | 0 | 0 | 0 | 0 | ||
| Other occupations | 0 | 0 | 0 | 0 | ||
| Other occupations | 0 | 0 | 0 | 0 | ||
| Other occupations | 0 | 0 | 0 | 0 |
[Q9x1oth]
[Q9x2]
9.2 If health personnel from your country work/study abroad, how do they leave your country?
(check all that apply)
| Direct (individual) application for education, employment, trade, immigration, or entry in the destination country |
Government to government agreements that allow health personnel mobility |
Private recruitment agencies or employer facilitated recruitment |
Private education/ immigration consultancies facilitated mobility |
Other pathways (please specify) | Which pathway is used the most? Please include quantitative data if available. | |
|---|---|---|---|---|---|---|
| Doctors | 0 | 0 | 0 | 0 | ||
| Nurses | 0 | 0 | 0 | 0 | ||
| Midwives | 0 | 0 | 0 | 0 | ||
| Dentists | 0 | 0 | 0 | 0 | ||
| Pharmacists | 0 | 0 | 0 | 0 | ||
| Other occupations | 0 | 0 | 0 | 0 | • There are multiple pathways for IEHPs to come to Canada on a temporary basis, including the Temporary Foreign Worker Program (TFWP) and the International Mobility Program (IMP). These programs support Canadian employers to help fill critical labour and skills shortages. The TFWP is administered by Employment and Social Development Canada (ESDC) together with IRCC, and requires completion of a Labour Market Impact Assessment (LMIA). The IMP is administered solely by IRCC, and exempts the LMIA in support of Canada’s broader economic, social and cultural objectives. • There are also multiple permanent immigration pathways that IEHPs can choose to come to Canada. IRCC offers economic immigration programs managed through Express Entry. Express Entry is Canada’s flagship application management system for those seeking to immigrate permanently through the Federal Skilled Worker Program, the Federal Skilled Trades Program, the Canadian Experience Class and a portion of the Provincial Nominee Program. • Regional economic immigration programs offer their own pathways through the Provincial Nominee Program (PNP). The PNP allows provinces and territories (PTs) to responsively adapt their program streams to meet evolving labour needs that arise in their respective jurisdictions, including those in the healthcare sector. • For example, in Saskatchewan, under the Health Human Resources (HHR) Action Plan, successful candidates are supported by the Ministry of Health, Saskatchewan Polytechnic, the Saskatchewan Health Authority and the Ministry of Immigration and Careers Training as part of their integration in the province’s healthcare industry. Other avenues do exist outside the HHR Action Plan for IEHPs through the Ministry of Immigration and Careers Training programs such as economic and international recruitment immigration programs. • IEHPs can temporarily reside in Quebec under two temporary immigration programs, the Temporary Foreign Worker Program and the International Mobility Program (IMP). The TFW is jointly administered by the Quebec and Canadian government, and aims to respond to employers’ short-term needs in finding local workers. • Other regional economic immigration programs that IEHPs can choose to come to Canada include the Atlantic Immigration Program, the Rural and Northern Immigration Pilot Program and two new community immigration pilots launching in Fall 2024 to replace the RNIP - the Rural Community Immigration Pilot and Francophone Community Immigration Pilot. • The Economic Mobility Pathways Pilot creates opportunities for skilled refugees and other displaced individuals to use their education, training and experience to continue their careers in Canada. To date, this pilot has seen the greatest uptake in the health care sector, with over 50% of the applications received being for candidates working as nurses’ aides, orderlies, and patient service associates. • In the past, IEHPs have come to Canada through caregiver pathways. While the most recent iteration of caregiver programming closed to new applications in June 2024, IRCC has announced new, enhanced pilot programs for home care providers. Past and future pilot programs for home care providers have supported the arrival and admission of caregivers from abroad who play an important role in supporting Canadian families who are unable to find the care they need for a family member in Canada. While program requirements for previous pilots have not included work experience or education specific to the health care sector, many applicants have identified their main field of study being related to health care (e.g. nurse/doctor, nurse aide, personal support worker). | |
| Other occupations | 0 | 0 | 0 | 0 | ||
| Other occupations | 0 | 0 | 0 | 0 | ||
| Other occupations | 0 | 0 | 0 | 0 | ||
| Other occupations | 0 | 0 | 0 | 0 |
[Q9x2oth]
Recruitment & migration
[INFOxNRI11]
National Reporting instrument 2024
[INFOx6]
Data on international health personnel recruitment & migration
Improving the availability and international comparability of data is essential to understanding and addressing the global dynamic of health worker migration. Please consult with your NHWA focal point, if available, to ensure that data reported below is consistent with NHWA reporting*.
(The list of NHWA focal points is available here. Please find the focal point(s) for your country from the list and consult with them.)
For countries reporting through the WHO-Euro/EuroStat/OECD Joint data collection process, please liaise with the JDC focal point.
[Q10]
Does your country have any mechanism(s) or entity(ies) to maintain statistical records of foreign-born and foreign-trained health personnel?
Yes
[Q10x1]
Where are the records maintained? (check all that apply)
Employment records or work permits
Ministry of health personnel database
Registry of health personnel authorized to practice
Other
[Q10x1x1]
Please specify:
• The Canadian Institute for Health Information only collects information on country of training (i.e. foreign trained) for pharmacists, nurses, and physicians, but not foreign-born data. Foreign-trained data can be disaggregated by gender for the above professions. • Individual provinces have their own data and analytics functions as it relates to health human resource planning. For example, Nova Scotia’s team is able to project the number for each profession in the future through demand and supply forecasting, the number of inflows and outflows through employer (health authority data) as well as other data crucial for needs based planning. • Quebec’s “Fichier national de candidatures”, created in 2022, allows IEHP candidates to be tracked from registration with the provincial health authority up until they obtain permanent residency.
[Q10x2]
Does the record include gender-disaggregated data on the foreign-born and/or foreign-trained health personnel?
No
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
[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:
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
[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:
Share data in the NHWA platform through NHWA focal point
[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) | |
|---|---|---|
| Bangladesh | The Canadian Association of Schools of Nursing has undertaken a project, funded by Global Affairs Canada, to review nursing education in Bangladesh in order to increase professionalization of the nursing sector in the country. | |
| Senegal | Quebec has established mutually beneficial agreements and funds several collaborative projects to benefit source countries from which it recruits. These projects are typically focused on competency development. For example, a project aiming to enhance professional training at Cheikh Anta Diop University in Dakar, Senegal was launched in June 2024. This project is primarily funded by the Quebec government, and aims to train nurses first in Senegal, allowing them the opportunity to study at the Université de Montréal in order to increase the level at which they are trained. | |
[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.)?
No
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 | |
|---|---|---|
[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
N/A
[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.
N/A
[Q17x2]
Do any articles of the Code need to be updated?
[Q17x3]
Does the process of reporting on Code implementation and the review of the Code relevance and effectiveness need to be updated?
[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]
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[INFOxNRI16]
National Reporting instrument 2024
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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’.