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:
Kenya
Name of designated national authority:
Agnes Nakato
Title of designated national authority:
Technical officer/Health workforce Analyst
Institution of the designated national authority:
Ministry of Health kenya
Email:
ajnakato@gmail.com,WHOGlobalCode@who.int,kbediakon@who.int,okoroafors@who.int
Telephone number :
0711788277
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
From the Kenya health labolaborket analysis report of 2023, 60% of health workers in level 4 facilities had intentions to migrate of which 29% had already began the process of migration.The HLMA further showed that Kenya has doubled the production of HCW in the past 10 years. For example 12,000 nurse graduate every year however they are unable to find employment locally. Data from the Nursing council shows that 14,940 have migrated in search of better opportunities in the past 2 years. There have also been increasing demand for BLAs with Kenya with destination counties for nurses.
[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
In the past 3 years Kenya had a contract with Cuba for Medical specialist to provide services, training and capacity building to local health workers in primary health care facilities in remote areas. The contract expired in June 2024, and was not since renewed.
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
Kenya conducted a HLMA which provided training and employment needs for the country. The MOH has further done projections for the Priority Health Specialization courses.
Aligning domestic health and care workforce education with health system needs
The MOH has made efforts and reviewed curriculums to align to current population needs such as the growing burden of NCDs
Improving quality of education and health personnel in alignment with service delivery needs
Measures in place include; In service trainings and continuous development courses are offered for HCWs. The practising licences are renewed annually to ensure compliance to professional standards. Accreditation reviews of training institutions are conducted annually to ensure compliance to standards. Routine Inspection of training institutions and internship centers. Regulators approve curriculum for all training programs
Creating employment opportunities aligned with population health needs
Through the current National development agenda, MTP IV, there is commitment to employ 20,000 HCW to achieve UHC.
Managing international recruitment of health personnel
Kenya has negotiated and signed BLA and Government to Government contracts and MoUs for international recruitment of HCWs
Improving management of health personnel
gement of Medical specialist framework developed. Performance management: conducting a WISN and multi dimensional productivity index as well as training needs assessment.
Specific provisions on health personnel regulation and recruitment during emergencies
Training has been conducted for Rapid Response Teams, and a database is available for deployment as well, having members of the Africa Volunteer Health Corps (AVOHC) in the Africa CDC database for rapid responders.
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
In the pre-devolution era, Kenya had 6 model health centers of excellence for training in rural and underserved areas which were to address maldistribution; however, after devolution the training institutions have been upscaled so that each constituency has a Kenya Medical Training College to train and attract people from the rural and underserved areas.
Student intake from rural/underserved areas and communities
There is a quota system of having students from underserved communities to get opportunities in government training institutions.
Scholarships and subsidies for education
The fees for government-sponsored students are subsidized all over the country. Some also get scholarships as well as bursaries.
Relevant topics/curricula in education and/or professional development programmes
All curriculum is vetted and approved by regulatory bodies or relevant government agencies in charge of regulation of practice.
(Re)orientation of education programmes towards primary health care
Incoporated in the training curriculum and mandatory rural experience for primary health care.
Others
[Q2x2x2x1]
2.2.2.1 Regulation Measure
Scholarships and education subsidies with return of service agreements
We have a bonding mechanism based on the duration of training of health workers.
Mandatory service agreements with health personnel that are not related to scholarships or education subsidies
Enhanced scope of practice of existing health personnel
Its included in the scope of practice of nurses and midwives and the community oral health of community clinical officers that serving the underserved areas is a mandatory requirement.
Task sharing between different professions
Kenya as a task sharing policy and task shifting.
Provisions for pathways to enter new or specialised practice after rural service
The human resource and procedure manual policies allow for the health worker after serving for 3 years to Proceed specialized training or transfer to urban areas.
Others
[Q2x2x3x1]
2.2.3.1 Incentives Measure
Additional financial reimbursement
Hardship allowance for people serving in hard-to-reach areas and underserved areas.
Education opportunities
Regional consideration for applicants from rural and underserved communities for government-advertised educational opportunities.
Opportunities for career advancement or professional growth
We have career development guidelines for advancement and growth for health care workers.
Professional recognition
Whenever there is exemplary service provision by health care workers, the local authorities or nationals give special professional recognition.
Social recognition
Communities have high social regard for health workers. The social ranking and esteem of them is held high.
Opportunity for pathways to permanent residency and/or citizenship for international health personnel
Others
[Q2x2x4x1]
2.2.4.1 Support Measure
Decent and safe working conditions
Decent and safe living conditions
Distance learning/e-learning opportunities
We have the virtual academies and various training programs available online to capacity build the health care workers in the rural areas.
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.
A presidential taskforce has been established to advise and recommend on the legal, policy, administrative, institutional, and operational framework for the prioritization of employment of 20,000 healthcare workers—doctors, nurses, clinical officers, laboratory technologists, physiotherapists, among others.
[Q3x1]
Are there specific policies and/or laws that guide international recruitment, migration and integration of foreign-trained health personnel in your country?
Yes
[Q3x1x1]
Please provide further information in the box below:
Law/policy 1
National Labour Migration Policy 2023
Law/policy 2
Draft Labour Migration Bill 2023
Law/policy 3
KMPDC Act 253-
[Q3x2]
Are there any policies and/or provision for international telehealth services in your country through health personnel based abroad?
Yes
[Q3x2x1]
Please describe
Through Kenya -UK Partnerships forHealth, Health Care Workers in Kenya are undertaking skills exchange with personnel working in the UK National Health Services.
[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.
The migration policy has been customized to the code of practice for WHO and ILo guidelines.
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.
Yes we have increased up-take international jobs through BLAs and government-to-government contracts, and MOUs based on the code of practice.
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.
We have the Kenya national employment authority,ministry of labour,ministry of foreign affairs and diaspora collobarating with the ministry of health.
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.
Currently, 6 private recruiting agencies for the health sector managed by the Ministry of Health.
5.5 Good practices, as called for by the Code, are encouraged and promoted among private recruitment agencies.
The agencies give quarterly reports on good practices as envisioned in the code of practice.
5.5a Promotion of the Code among private recruitment agencies.
Monitored through quarterly reports
5.5b Domestic legislation or policy requiring ethical practice of private recruitment agencies, as consistent with the principles and articles of the Code.
Implementation guidelines that require ethical practice are in existence.
5.5c Public or private certification of ethical practice for private recruitment agencies.
We have letters of commitment extended by the government to the private 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?
Yes
[Q6x1xA]
Please use the table below to describe each of the active bilateral, regional or multilateral agreements or arrangements:
| a. Title of Agreement | b. Type of Agreement | |
|---|---|---|
| Agreement 1 | Kenya -Uk and Northern ireland Bilateral labour Agreement | 1 |
| Agreement 2 | ||
| Agreement 3 | ||
| Agreement 4 | ||
| Agreement 5 | ||
| Agreement 6 | ||
| Agreement 7 | ||
| Agreement 8 | ||
| Agreement 9 | ||
| Agreement 10 | ||
| Agreement 11 | ||
| Agreement 12 | ||
| Agreement 13 | ||
| Agreement 14 | ||
| Agreement 15 |
Government Agreements - 6.1 A
[INFOxNRI7]
National Reporting instrument 2024
[Q6x1xAx1]
c. Countries involved
Kenya -Uk and Northern ireland Bilateral labour Agreement
IRL,KEN,GBR
[Q6x1xAx2]
d. Coverage
Kenya -Uk and Northern ireland Bilateral labour Agreement
National
[Q6x1xAx3]
e. Main focus of agreement (check all that apply)
| Education and training | Health cooperation | Promotion of circular migration | Philanthropy or technical support | Qualification recognition | Recruitment of health personnel | Trade in services | Others | |
|---|---|---|---|---|---|---|---|---|
| Kenya -Uk and Northern ireland Bilateral labour Agreement | 1 | 1 | 1 | 1 | ||||
[Q6x1xAx4]
f. Categories of Health Personnel (check all that apply)
| Doctors | Nurses | Midwives | Dentists | Pharmacists | Other occupations | |
|---|---|---|---|---|---|---|
| Kenya -Uk and Northern ireland Bilateral labour Agreement | 1 | 1 | ||||
[Q6x1xAx5]
g. Validity period
| Start Year | End Year | |
|---|---|---|
| Kenya -Uk and Northern ireland Bilateral labour Agreement | 2022 | 2025 |
[Q6x1xAx6]
h. Signatory of the agreement from your country
Kenya -Uk and Northern ireland Bilateral labour Agreement
Ministry of Labour
[Q6x1xAx6x1]
If Ministry of Health is not a signatory, did the Ministry of Health participate in the development of the agreement?
Kenya -Uk and Northern ireland Bilateral labour Agreement
Yes
[Q6x1xAx7]
i. Signatory of the agreement from the partner country (ies)
Kenya -Uk and Northern ireland Bilateral labour Agreement
Ministry of Health
[Q6x1xAx8]
j. Content of agreement
[Q6x1xAx8x1]
j.i. Does the agreement include elements to benefit the health system of your country and the partner country(ies)?
Kenya -Uk and Northern ireland Bilateral labour Agreement
Yes, has elements to
benefit the health system of my country and partner country(ies)
benefit the health system of my country and partner country(ies)
[Q6x1xAx8x1x]
Please explain:
Kenya -Uk and Northern ireland Bilateral labour Agreement
equiping the the Kenya Medical training coleges for more production of nurses
[Q6x1xAx8x2]
j.ii. Does the agreement include elements on health worker rights and welfare?
Kenya -Uk and Northern ireland Bilateral labour Agreement
Yes
[Q6x1xAx8x2x]
Please explain:
Kenya -Uk and Northern ireland Bilateral labour Agreement
The agreement has the beneifts of the health workers ,right to retur home at any time and to get fair compensation
Government Agreements - 6.1 B
[INFOxNRI8]
National Reporting instrument 2024
[Q6x1xB]
Please use the table below to describe the implementation of each of the active bilateral, regional or multilateral agreements or arrangements
[Q6x1xBx1]
Has the agreement been implemented?
Kenya -Uk and Northern ireland Bilateral labour Agreement
Yes
[Q6x1xBx1x1]
| Start year of implementation: | |
|---|---|
| Kenya -Uk and Northern ireland Bilateral labour Agreement | 2022 |
[Q6x1xBx2a]
How many health personnel have left or entered your country through this agreement since its implementation?
Agreement: Kenya -Uk and Northern ireland Bilateral labour Agreement
Agreement: Kenya -Uk and Northern ireland Bilateral labour Agreement
| Number of personnel | |
|---|---|
| Doctors | |
| Nurses | 7000 |
| Midwives | |
| Dentists | |
| Pharmacists | |
[Q6x1xBx3]
Please explain if and how has the health system of your country benefitted from the agreement.
Kenya -Uk and Northern ireland Bilateral labour Agreement
UK-Kenya partnerships for health strengthen workforce capacity and skills exchange for professionals.
[Q6x1xBx4]
Please describe if and how the health system of other country(ies) has benefitted from the agreement.
Kenya -Uk and Northern ireland Bilateral labour Agreement
Improvement of the health system of the countries
[Q6x1xBx5]
Please explain if and how the provisions on health workers rights and welfare were implemented.
Kenya -Uk and Northern ireland Bilateral labour Agreement
through the WHO code of international recruitment and ILO
[Q6x1xBx6]
Please provide any other relevant information on the agreement (e.g., context, positive elements, gaps and lessons learnt).
Kenya -Uk and Northern ireland Bilateral labour Agreement
[Q6x1xBx7]
Full text of the agreement and associated documents (implementation plan, progress report, implementation report, evaluation report, etc.)
| Upload document(s) | |
|---|---|
| Kenya -Uk and Northern ireland Bilateral labour Agreement | |
[Q6x1xBx7xfile1]
No comment
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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.
The foreign employed workers in the country are on contracts which attract same endeminity as local contracted workers .
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.
Yes, employment is through a competitive process for both foreign and local health workers
Migrant health personnel enjoy the same opportunities as the domestically trained health workforce to strengthen their professional education, qualifications and career progression.
We dont have mechanism for career progression for foreign workers.
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)
No measures in place
Not applicable – does not host/employ foreign health personnel
[Q8]
If health personnel from your country are working abroad in the health and care sectors, please provide information on measures that have been taken or are planned in your country to ensure their fair recruitment and employment; safe migration; return; and diaspora utilization in your country, as well as difficulties encountered.
Please check all items that apply from the list below:
Please check all items that apply from the list below:
Arrangements for fair recruitment
Through bilateral agreements and memorandum of understanding between government to government .
Arrangements for decent employment contracts and working conditions in destination countries
The employment contracts are negotiated by the government, and working conditions are negotiated for.
Arrangements for safe mobility
The predeparture training and arrangements for airtickets tickets are done by the government.
Arrangements for return and reintegration to the health labour market in your country
Currently, no clear safe return or reintegration has been done.
Arrangements for diaspora engagement to support your country health system
Support for health training institutions infrastructure, exchange programs and capacity building of the faculty. Scholarships for more productions.
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 | 1 | 1 | ||
| Nurses | 1 | 0 | 1 | 1 | ||
| Midwives | 1 | 0 | 1 | 1 | ||
| Dentists | 1 | 0 | 1 | 1 | ||
| Pharmacists | 1 | 0 | 1 | 1 | ||
| Other occupations | 0 | 0 | 0 | 0 | ||
| Other occupations | 0 | 0 | 0 | 0 | ||
| Other occupations | 0 | 0 | 0 | 0 | ||
| Other occupations | 0 | 0 | 0 | 0 | ||
| Other occupations | 0 | 0 | 0 | 0 |
[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 | 0 | 1 | 1 | ||
| Nurses | 1 | 1 | 1 | 1 | ||
| Midwives | 1 | 1 | 1 | 1 | ||
| Dentists | 1 | 0 | 1 | 1 | ||
| 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:
Fill in the table below
[Q11x1]
How many foreign-trained or foreign-born health personnel were newly active (temporarily and/or permanently) in your country in the past three years (inflow)?
| Doctors | Nurses | Midwives | Dentists | Pharmacists | Remarks | |
|---|---|---|---|---|---|---|
| 2021 | 93 | |||||
| 2022 | 769 | 78 | 56 | |||
| 2023 | 827 | 96 | 76 | |||
| Data Source (e.g. Regulatory authority, immigration records, work permits, etc.) |
[Q11xO]
If yes for outflow:
Fill in the table below
[Q11x2]
How many domestically trained health personnel left your country in the past years for temporary or permanent migration (outflow)?
| Doctors | Nurses | Midwives | Dentists | Pharmacists | Remarks | |
|---|---|---|---|---|---|---|
| 2021 | 2064 | |||||
| 2022 | 3622 | |||||
| 2023 | 426 | 7142 | 95 | |||
| 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
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:
Data not available
[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 | |||||
| Country 1: Top country of training | CHN | UGA | |||
| Country 1: No. of foreign trained health personnel | |||||
| Country 2: Top country of training | IND | SDN | |||
| Country 2: No. of foreign trained health personnel | |||||
| Country 3: Top country of training | TUR | PHL | |||
| Country 3: No. of foreign trained health personnel | |||||
| Country 4: Top country of training | SOM | IND | |||
| Country 4: No. of foreign trained health personnel | |||||
| Country 5: Top country of training | ZAF | MAR | |||
| Country 5: No. of foreign trained health personnel | |||||
| Country 6: Top country of training | PHL | MYS | |||
| Country 6: No. of foreign trained health personnel | |||||
| Country 7: Top country of training | MYS | USA | |||
| Country 7: No. of foreign trained health personnel | |||||
| Country 8: Top country of training | SDN | TUR | |||
| Country 8: No. of foreign trained health personnel | |||||
| Country 9: Top country of training | SGP | CYP | |||
| 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.)
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) | |
|---|---|---|
| UK | UK-Kenya partnerships for health strengthen workforce capacity and skills exchange for professionals. | |
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 | |
|---|---|---|
| Lack of centralized health workforce migration monitoring mechanismm | Develop a mechanism to monitor migration from source country and designation country for all health care workers. | |
| Lack of a unit in the ministry of health to manage migration | support the Ministry of health in establishing a unit for managing migration of health workers | |
| bsence of clear mechanisms to facilitate nurses’ investments in Kenya whilst abroad, and their subsequent return and reintegration. | Develop reintergration programs that support retunees health workers in transitioning back to the health sysytems after tour of duty. |
[Q16]
What support do you require to strengthen implementation of the Code?
Support to strengthen data and information on health personnel
Development of a monitoring system for migration and data sharing agreement between the destination country and source country
Support for policy dialogue and development
Support high level dialogue with the ministries of health, labor, migration,foreign affairs, national treasury, and develop guidelines for migration of health workers.
Support for the development of bilateral/multi-lateral agreements
Have medical attachees in destination countries to help in the development of the agreement based on a situational analysis.
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 Support and Safeguard list provided guidance for the country in active recruitment of HCWs and signing of BLAs and G to G agreements.
[Q17x2]
Do any articles of the Code need to be updated?
Yes
Emerging issues such as Telehealth, artificial intelligence among other health evolving areas
[Q17x3]
Does the process of reporting on Code implementation and the review of the Code relevance and effectiveness need to be updated?
Yes
Update the areas where NHWA data is referenced to reflect NHWA version 2 indiactors
[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)
The Support and Safeguard list provided guidance for the country in active recruitment of HCWs and signing of BLAs and G to G agreements.
[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’.