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
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National Reporting instrument 2024
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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
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National Reporting instrument 2024
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Contact Details
Name of Member State:
Australia
Name of designated national authority:
Department of Health and Aged Care
Title of designated national authority:
Senior Director – Health Workforce Data Intelligence Unit
Institution of the designated national authority:
Australian Department of Health and Aged Care
Email:
WHO@health.gov.au,WHOGlobalCode@who.int,cawthornea@who.int
Telephone number :
Contemporary issues
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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?
No, this is not a problem in my country
Health Personnel Education
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National Reporting instrument 2024
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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
Australia has taken steps to address the future health and care workforce requirements. The National Medical Workforce Strategy 2021–2031 which is the 10-year strategy aims to guide long-term medical workforce planning across the country. 1.The strategy focuses on improving access to health care by ensuring that the right people have the right skills where they are needed most. 2. Sustainability: It identifies practical actions to build a sustainable, highly trained medical workforce that can meet current and emerging health needs.
Aligning domestic health and care workforce education with health system needs
National Strategic Framework for Rural and Remote Health: This framework recognises the unique challenges of providing health care in rural and remote Australia. It emphasizes timely access to quality and safe health care services, regardless of location. The vision is to ensure equitable health outcomes for all Australians, no matter where they lived in
Improving quality of education and health personnel in alignment with service delivery needs
The continuous development of Health Demand and Supply Utilisation Patterns Planning (HeaDS UPP) Tool is a valuable resource and for improving quality of education and health personnel for health workforce planning and analysis in alignment with service delivery needs in Australia HeaDS UPP integrates health workforce and services data to inform workforce planning. It helps organisations understand how the community uses and accesses health services and the health workforce. The tool combines data from various sets, including the Medicare Benefits Schedule, Australian General Practitioner Training, Royal Flying Doctor Service Program, National Health Workforce data set, and National Health Service Directory. Geographical Mapping: Users can explore this data mapped according to geographical regions, such as newly created General Practitioner (GP) Catchment areas. This helps identify local workforce issues. HeaDS UPP is being rolled out to select government and non-government organizations involved in health workforce planning, including Rural Workforce Agencies, Primary Health Networks, Medical Colleges, and Regional Training Organisations.
Creating employment opportunities aligned with population health needs
To create employment opportunities aligned with population health needs in Australia, several strategies are being implemented: Health Workforce Planning: The Australian government recognizes the importance of a skilled health workforce. They focus on planning for the future by assessing workforce demand and ensuring adequate supply. This includes encouraging health professionals to train and work in rural and remote areas, where shortages often occur. Digital Health Capability: The Australian Digital Health Agency provides education and training resources to upskill health workers in adopting digital health practices. This ensures optimal and efficient service delivery in an increasingly technology-driven environment. Focus on Community Roles: Health professionals are increasingly involved in managing patients outside traditional healthcare settings. This includes remote monitoring, case management, and preventative care.
Managing international recruitment of health personnel
The Australian Government manages the Five Year International Medical Graduates Recruitment Scheme to improve access to doctors in rural and remote areas. This initiative aims to increase the supply of doctors in regions where their services are most needed. The scheme offers incentives to International Medical Graduates (IMGs) and foreign graduates of accredited medical schools who are subject to section 19AB of the Health Insurance Act 1973. These incentives include valuable general practice experience in rural settings and reduced time working in Distribution Priority Areas (DPAs) during their 10-year moratorium.
Improving management of health personnel
The Australian Government Department of Health and Aged Care actively supports the health workforce by providing incentives, training, and resources. workforce recruitment including managing international recruitment of health personal are state government responsibilities
Specific provisions on health personnel regulation and recruitment during emergencies
The Australian Health Sector Emergency Response Plan for Novel Coronavirus (COVID-19 Plan) guides the health sector’s response to COVID-19
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
The objective of the Australian Government’s Visas for GPs Program is to manage the growth of Australia’s medical workforce by regulating the number of overseas doctors working in the primary health care sector in major cities and redirecting them to areas where there is genuine need for additional primary health care services. These areas are generally in regional, rural, and remote locations. To achieve this, the Visas for GPs Program requires employers of overseas doctors seeking employer-sponsored visas to work in Australia to obtain a Health Workforce Certificate (HWC) from a Rural Workforce Agency (RWA). RWAs will only issue an HWC for positions located in areas where there is genuine need for additional primary health care services.
Student intake from rural/underserved areas and communities
The RHMT program offers health students the opportunity to train in rural and remote communities via a network of training facilities. It aims to improve the recruitment and retention of medical, nursing, dental and allied health professionals in rural and remote Australia.
Scholarships and subsidies for education
Relevant topics/curricula in education and/or professional development programmes
(Re)orientation of education programmes towards primary health care
Others
The objective of the Australian Government’s Visas for GPs Program is to manage the growth of Australia’s medical workforce by regulating the number of overseas doctors working in the primary health care sector in major cities and redirecting them to areas where there is genuine need for additional primary health care services. These areas are generally in regional, rural, and remote locations. To achieve this, the Visas for GPs Program requires employers of overseas doctors seeking employer-sponsored visas to work in Australia to obtain a Health Workforce Certificate (HWC) from a Rural Workforce Agency (RWA). RWAs will only issue an HWC for positions located in areas where there is genuine need for additional primary health care services.
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2.2.2.1 Regulation Measure
Scholarships and education subsidies with return of service agreements
Mandatory service agreements with health personnel that are not related to scholarships or education subsidies
Section 19AB of the Health Insurance Act 1973 requires certain doctors to work for 10 years in underserviced locations.
Enhanced scope of practice of existing health personnel
Task sharing between different professions
Provisions for pathways to enter new or specialised practice after rural service
Others
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2.2.3.1 Incentives Measure
Additional financial reimbursement
Programs such as the More Doctors for Rural Australia Program provide funding to practices for supervision of new doctors, as well as funding for approved training.
Education opportunities
Opportunities for career advancement or professional growth
Professional recognition
Social recognition
Opportunity for pathways to permanent residency and/or citizenship for international health personnel
Others
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2.2.4.1 Support Measure
Decent and safe working conditions
Decent and safe living conditions
Distance learning/e-learning opportunities
Others
career advancement opportunities, social recognition measures
[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
Fellowship requirements under section 19AA of the Health Insurance Act 1973. Doctors who are permanent residents or citizens of Australia must hold vocational recognition or be actively working towards it before they can access Medicare benefits. Read about these requirements under section 19AA of the Health Insurance Act 1973.
Law/policy 2
Overseas trained doctors and foreign graduates of an accredited medical school can access Medicare benefits if they work in certain locations and meet eligibility requirements under section 19AB of the Health Insurance Act 1973.
Law/policy 3
Australian Citizenship Act 2007 ; Australian Human Rights Commission Act 1986; Migration Act 1958 (Cth); Migration Regulations 1994 (Cth)
[Q3x2]
Are there any policies and/or provision for international telehealth services in your country through health personnel based abroad?
Yes
[Q3x2x1]
Please describe
The Australian Health Practitioner Regulation Agency (Ahpra) has guidelines for doctors conducting telehealth consultations, including international telehealth which updated and took effect on 1 September 2023.
Under the updated guidelines including
Telehealth consultations continue as an important feature of healthcare in Australia.
Real-time doctor-patient consultations remain key to safe healthcare, including prescribing.
Providing healthcare, including prescribing, issuing certificates and referring, via questionnaire-based asynchronous web-based tools in the absence of a real-time patient-doctor consultation is not good practice.
[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?
Yes
[Q3x3x1]
Please provide a web-link
Medical Board of Australia - International medical graduates (IMGs) Nursing and Midwifery Board of Australia - Internationally qualified nurses and midwives (nursingmidwiferyboard.gov.au) Australian Health Practitioner Regulation Agency - Overseas qualified practitioners (ahpra.gov.au)
[Q3x3x2]
Please upload any format of documentation that provides such information (e.g. pdf, excel, word)
Upload document:
Upload document:
[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
Australia participates in the WHO Global Code of Practice on the International Recruitment of Health Personnel. This code aims to establish and promote voluntary principles for ethical international recruitment of health personnel, strengthening health systems through effective workforce planning, education, and retention strategies
[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.
There are not currently any known considerations for amendments to recruitment policies within jurisdictions that relate to the recommendations of the Code. Private recruitment agencies may be engaged by State and Territory hospital and health services for the provision of medical practitioners, and these entities are required to meet legislative responsibilities.
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.
Please note: Workforce recruitment is the responsibility of state and territory [sub-national] governments. Responses to this are examples of jurisdictional responses, but not an exhaustive list. The Queensland Department of Health monitors the recruitment of international medical graduates across Queensland hospital and health services, including their registration type, position, country where they attained their primary qualification and progression to general or specialist registration with the Australian Health Practitioner Regulation Agency (AHPRA)
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.
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.
Please note: Workforce recruitment is the responsibility of state and territory [sub-national] governments. Responses to this are examples of jurisdictional responses, but not an exhaustive list. The Queensland Government Office of Industrial Relations (OIR) is responsible for licensing and compliance services to promote the integrity of the labour hire industry in Queensland. The OIR requires all labour hire providers to have a licence to provide labour and a register of licensed providers is available on their website: https://www.labourhire.qld.gov.au/i-use-labour-hire-providers
5.5 Good practices, as called for by the Code, are encouraged and promoted among private recruitment agencies.
Please note: Workforce recruitment is the responsibility of state and territory [sub-national] governments.
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
Responses to this are examples of jurisdictional responses, but not an exhaustive list. Queensland Health has a standing offer arrangement (SOA) for locum medical officers and recruiting medical officers through recruitment agencies. The SOA provides a panel of 14 preferred suppliers meeting Queensland Health specifications, including ensuring compliance with all relevant legislation, directives and policies. The SOA documentation includes information for hospital and health services relating to obligations under the Labour Hire Licensing Act 2017 (information relating to the SOA is accessible only by Queensland Health staff.) New South Wales (NSW) Health provides standards and requirements for the professional conduct of Medical Locum Agencies in providing Locum Medical Officers to NSW Public Health Organisations, the standards and conditions against which Medical Locum Agencies must demonstrate compliance for certification and the process for an application to the NSW Health Register of Medical Locum Agencies. Information for Medical Locum Agencies - Recruitment of Locum Medical Officers (nsw.gov.au)
5.6 None of the above
Government Agreements
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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 | Trans-Tasman Travel Agreement | 1 |
| Agreement 2 | Mobility Arrangement for Talented Early-professionals Scheme (MATES) | 1 |
| 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
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c. Countries involved
Trans-Tasman Travel Agreement
AUS,NZL
Mobility Arrangement for Talented Early-professionals Scheme (MATES)
AUS,IND
[Q6x1xAx2]
d. Coverage
Trans-Tasman Travel Agreement
National
Mobility Arrangement for Talented Early-professionals Scheme (MATES)
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 | |
|---|---|---|---|---|---|---|---|---|
| Trans-Tasman Travel Agreement | 1 | |||||||
| Mobility Arrangement for Talented Early-professionals Scheme (MATES) | 1 | 1 | 1 | 1 | 1 | 1 | ||
[Q6x1xAx3xoth]
If other mechanism in main focus of agreement (Please specify:)
Trans-Tasman Travel Agreement
Mobility Arrangement for Talented Early-professionals Scheme (MATES)
MATES aims to strengthen bilateral ties and support mutual economic growth by attracting talented professionals to Australia
[Q6x1xAx4]
f. Categories of Health Personnel (check all that apply)
| Doctors | Nurses | Midwives | Dentists | Pharmacists | Other occupations | |
|---|---|---|---|---|---|---|
| Trans-Tasman Travel Agreement | 1 | 1 | 1 | 1 | 1 | |
| Mobility Arrangement for Talented Early-professionals Scheme (MATES) | 1 | 1 | 1 | 1 | 1 | |
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g. Validity period
| Start Year | End Year | |
|---|---|---|
| Trans-Tasman Travel Agreement | 1973 | ongoing |
| Mobility Arrangement for Talented Early-professionals Scheme (MATES) | 2023 | ongoing |
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h. Signatory of the agreement from your country
Trans-Tasman Travel Agreement
Ministry of Foreign Affairs
Mobility Arrangement for Talented Early-professionals Scheme (MATES)
Ministry of Immigration or Home Affairs
[Q6x1xAx6x1]
If Ministry of Health is not a signatory, did the Ministry of Health participate in the development of the agreement?
Trans-Tasman Travel Agreement
Yes
Mobility Arrangement for Talented Early-professionals Scheme (MATES)
Yes
[Q6x1xAx7]
i. Signatory of the agreement from the partner country (ies)
Trans-Tasman Travel Agreement
Ministry of Foreign Affairs
Mobility Arrangement for Talented Early-professionals Scheme (MATES)
Ministry of Immigration or Home Affairs
[Q6x1xAx7x1]
If Ministry of Health is not a signatory, did the Ministry of Health participate in the development of the agreement?
Trans-Tasman Travel Agreement
Don’t Know
Mobility Arrangement for Talented Early-professionals Scheme (MATES)
Don’t Know
[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)?
Trans-Tasman Travel 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)
Mobility Arrangement for Talented Early-professionals Scheme (MATES)
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:
Trans-Tasman Travel Agreement
The TTTA, along with the Trans-Tasman Mutual Recognition Arrangement (TTMRA), facilitates the free movement and mutual recognition of health professionals, including doctors, nurses, midwives, dentists, and pharmacists. This enhances the availability of skilled health personnel in both Australia and New Zealand, benefiting their health systems by addressing workforce shortages and improving access to healthcare services.
Mobility Arrangement for Talented Early-professionals Scheme (MATES)
While MATES primarily targets fields like renewable energy, ICT, and engineering, it indirectly benefits the health system by promoting skills and knowledge transfer between Australia and India. The scheme helps build a more skilled workforce, which can contribute to overall economic growth and, in turn, support the health sector
[Q6x1xAx8x2]
j.ii. Does the agreement include elements on health worker rights and welfare?
Trans-Tasman Travel Agreement
No
Mobility Arrangement for Talented Early-professionals Scheme (MATES)
No
Government Agreements - 6.1 B
[INFOxNRI8]
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[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?
Trans-Tasman Travel Agreement
Yes
Mobility Arrangement for Talented Early-professionals Scheme (MATES)
Yes
[Q6x1xBx1x1]
| Start year of implementation: | |
|---|---|
| Trans-Tasman Travel Agreement | 1973 |
| Mobility Arrangement for Talented Early-professionals Scheme (MATES) | 2023 |
[Q6x1xBx2a]
How many health personnel have left or entered your country through this agreement since its implementation?
Agreement: Trans-Tasman Travel Agreement
Agreement: Trans-Tasman Travel Agreement
| Number of personnel | |
|---|---|
| Doctors | |
| Nurses | |
| Midwives | |
| Dentists | |
| Pharmacists | |
[Q6x1xBx2b]
How many health personnel have left or entered your country through this agreement since its implementation?
Agreement: Mobility Arrangement for Talented Early-professionals Scheme (MATES)
Agreement: Mobility Arrangement for Talented Early-professionals Scheme (MATES)
| Number of personnel | |
|---|---|
| Doctors | |
| Nurses | |
| Midwives | |
| Dentists | |
| Pharmacists | |
[Q6x1xBx3]
Please explain if and how has the health system of your country benefitted from the agreement.
Trans-Tasman Travel Agreement
This arrangement allows New Zealand citizens to access Australia's healthcare services, including Medicare, which provides free emergency treatment and other health benefits. This has helped to ensure a steady flow of healthcare professionals between the two countries, addressing workforce shortages and enhancing the overall quality of healthcare services.
Mobility Arrangement for Talented Early-professionals Scheme (MATES)
This scheme facilitates the entry of skilled Indian professionals into Australia, including those in the healthcare sector. By attracting talented early-career professionals, the MATES scheme helps to fill critical gaps in the healthcare workforce, bringing in fresh expertise and perspectives
[Q6x1xBx4]
Please describe if and how the health system of other country(ies) has benefitted from the agreement.
Trans-Tasman Travel Agreement
This arrangement allows Australian citizens to access New Zealand's healthcare services, including public hospital care and subsidized prescriptions. The free movement of healthcare professionals between the two countries helps address workforce shortages and enhances the quality of healthcare services in New Zealand.
Mobility Arrangement for Talented Early-professionals Scheme (MATES)
While this scheme primarily benefits Indian professionals by providing them with opportunities to gain international experience, it also indirectly benefits India's healthcare system. The skills and knowledge acquired by Indian healthcare professionals working in Australia can be brought back to India, contributing to the improvement of healthcare services and practices.
[Q6x1xBx6]
Please provide any other relevant information on the agreement (e.g., context, positive elements, gaps and lessons learnt).
Trans-Tasman Travel Agreement
This agreement allows for the free movement of citizens between Australia and New Zealand, enabling them to live, work, and access healthcare services in either country without needing a visa.
Mobility Arrangement for Talented Early-professionals Scheme (MATES)
This scheme, part of the Migration and Mobility Partnership between Australia and India, allows Indian graduates and early-career professionals to live and work in Australia for up to two years, enhancing their skills and contributing to the Australian workforce.
[Q6x1xBx7]
Full text of the agreement and associated documents (implementation plan, progress report, implementation report, evaluation report, etc.)
| Upload document(s) | |
|---|---|
| Trans-Tasman Travel Agreement | |
| Mobility Arrangement for Talented Early-professionals Scheme (MATES) | |
[Q6x1xBx7xfile1]
Trans-Tasman Travel Arrangement (TTTA)
This agreement allows for the free movement of citizens between Australia and New Zealand, enabling them to live, work, and access healthcare services in either country without needing a visa.
[Q6x1xBx7xfile2]
Mobility Arrangement for Talented Earlyprofessionals Scheme (MATES) Fact Sheet
Mobility Arrangement for Talented Early-professionals Scheme (MATES): This scheme, part of the Migration and Mobility Partnership between Australia and India, allows Indian graduates and early-career professionals to live and work in Australia for up to two years, enhancing their skills and contributing to the Australian workforce.
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Responsibilities, rights and recruitment practices
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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.
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.
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
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
Employment of health professionals in Australia is largely governed by states and territories (the public health system) or, private providers (small business). Governments and businesses have processes in place to recruit , retain and engage with Australian health practitioners choosing to practise overseas. If the health practitioner is from a registrered profession under the National Registration and Acceditation Scheme (NRAS) for health practitioners they are required to meet the registration standards including any receny of practice requirements prior to being reemployed in Australia.
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 | 1 | 1 | 1 | ||
| Midwives | 1 | 1 | 1 | 1 | ||
| Dentists | 1 | 1 | 1 | 1 | ||
| Pharmacists | 1 | 1 | 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 | 1 | 1 | 1 | ||
| Nurses | 1 | 1 | 1 | 1 | ||
| Midwives | 1 | 1 | 1 | 1 | ||
| Dentists | 1 | 1 | 1 | 1 | ||
| Pharmacists | 1 | 1 | 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 |
[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 | 1529 | Less than 6 | 116 | Less than 6 | Data obtained from the National Health Workforce Dataset is subject to suppression rules to prevent the identification of individuals | |
| 2022 | 945 | 32 | 205 | 6 | Data obtained from the National Health Workforce Dataset is subject to suppression rules to prevent the identification of individuals | |
| 2023 | ||||||
| Data Source (e.g. Regulatory authority, immigration records, work permits, 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:
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) | |
|---|---|---|
| Papua New Guinea (PNG) | Australia has invested in improving healthcare service delivery by training healthcare workers and enhancing primary healthcare services. | |
[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) | |
|---|---|---|
| Indonesia | Australia has supported the development of health information systems to improve data collection and management, which is crucial for effective healthcare delivery. | |
| Pacific Island Countrie | Australia has provided financial assistance to strengthen health systems, including health financing mechanisms, in countries like Fiji, Tonga, and Samoa. | |
| Timor-Leste | Australia has supported access to essential medicines and medical technology, ensuring that healthcare facilities have the necessary resources to provide quality care. | |
| Solomon Islands | Australia has collaborated with local governments to enhance health leadership and governance, ensuring effective management and policy-making in health systems. |
[Q13x3]
Please specify other areas of support
| Country supported | Support Area | Type of support | |
|---|---|---|---|
| Six priority countries in the Pacific (Fiji, Kiribati, Samoa, Solomon Islands, Tonga, and Vanuatu) | Improve access to quality sexual and reproductive health and rights | Australia has committed through the UNFPA for a four-year partnership to improve access to quality sexual and reproductive health and rights in six priority countries in the Pacific (Fiji, Kiribati, Samoa, Solomon Islands, Tonga, and Vanuatu). The Transformative Agenda aims to expand and improve sexual and reproductive health services, particularly for family planning, including information and education, building capacity of health workers, improving health information management, and strengthening youth-friendly and disability-inclusive services. | |
| Indonesia | Financial assistance | As part of Australia's commitment to working with Indonesia and international health partners to respond to the COVID-19 pandemic, Australia provided financial assistance to the WHO to support Indonesia's response and recovery efforts. With this funding, WHO and Indonesia will work together to strengthen Indonesia's laboratories, improve the way that Indonesia collects and uses health information, and also help to protect patients and health workers at health facilities. | |
[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
[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.
Since the adoption of the WHO Global Code of Practice on the International Recruitment of Health Personnel in 2010, Australia has made significant strides in aligning its health personnel recruitment practices with the Code's principles
Support for Indigenous Health Workers
There has been a notable increase in the number of registered Aboriginal and Torres Strait Islander Health Practitioners from past years as per National Health Workforce Dataset (NHWDS)
Australia also introduced National Aboriginal and Torres Strait Islander Health Workforce Strategic Framework and Implementation Plan 2021–2031.This plan was co-designed with Aboriginal and Torres Strait Islander people. And this plan's target is for First Nations people to be fully represented in the health workforce by 2031. It includes actions to attract, recruit and retain workers across all roles, levels and locations within the health sector.
Addressing Workforce Shortages
Australia National Cabinet has commissioned a review of Australia’s regulatory settings for health professionals. It will consider ways to help ease health workforce shortages while maintaining high standards in health care quality and patient safety. The final report was endorsed by National Cabinet on 6 December 2023. The report recommends reforms to streamline regulatory settings to make it simpler, quicker and cheaper for international health practitioners to work in Australia.
Policy and Regulatory Frameworks
Australia has developed and refined its policy and regulatory frameworks to support the ethical recruitment and retention of health personnel. This includes measures to ensure that international recruits are integrated into the health system in a manner that benefits both the recruits and the Australian health system. This includes
Health Regulatory Policy Framework: This document outlines how the Department of Health of Aged Care develops, manages, and reviews regulations to ensure they are fit-for-purpose and protect the health and safety of Australians. It emphasizes a holistic approach to regulation, ensuring that international recruits are integrated into the health system effectively
National Aboriginal and Torres Strait Islander Health Workforce Strategic Framework and Implementation Plan 2021–2031: This plan aims to increase Indigenous employment in the health workforce and includes measures to support the recruitment and retention of health personnel, ensuring culturally safe and appropriate healthcare services
Independent review of health practitioner regulatory settings
Australia national Cabinet has commissioned a review of Australia’s regulatory settings for health professionals including overseas trained health professionals. It will consider ways to help ease health workforce shortages while maintaining high standards in health care quality and patient safety
International Collaboration
Australia has engaged in international discussions and collaborations to address the challenges of health personnel migration. This includes participating in bilateral and multilateral agreements to ensure that the recruitment of health personnel is conducted ethically and sustainably.
Global workforce shortages are a factor in implementing the code. Changes in global working patterns especially for the younger workforce who subscribe to a stronger work life balance has resulted in a reduction of available working hours. This means we need greater head count to meet existing service requirements. The code needs to balance between ethical recruitment and the right for individuals to seek opportunities.
[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?
No
[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)
Australia has acknowledged the importance of the WHO Health Workforce Support and Safeguards List 2023, which identifies 55 countries facing the most pressing health workforce challenges1. The Australian government has reiterated its commitment to ethical recruitment practices and supporting the health systems of source countries.
Australia has provided technical and financial assistance to several countries, including those listed in the WHO Health Workforce Support and Safeguards List 2023, to support health workforce development and strengthen health systems:
Service Delivery:
Papua New Guinea (PNG): Australia has invested in improving healthcare service delivery by training healthcare workers and enhancing primary healthcare services.
Health Information Systems:
Indonesia: Australia has supported the development of health information systems to improve data collection and management, which is crucial for effective healthcare delivery.
Health Financing:
Pacific Island Countries: Australia has provided financial assistance to strengthen health systems, including health financing mechanisms, in countries like Fiji, Tonga, and Samoa.
Medical Products and Technology:
Timor-Leste: Australia has supported access to essential medicines and medical technology, ensuring that healthcare facilities have the necessary resources to provide quality care.
Health Leadership and Governance:
Solomon Islands: Australia has collaborated with local governments to enhance health leadership and governance, ensuring effective management and policy-making in health systems.
[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’.