National Reporting Instrument 2024

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Background

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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/).

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Disclaimer

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[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

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Contact Details

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Name of Member State:

Indonesia

Name of designated national authority:

Anna Kurniati

Title of designated national authority:

SKM, MA, Ph.D

Institution of the designated national authority:

Ministry of Health

Email:

anna.kurniati@kemkes.go.id,WHOGlobalCode@who.int,dhilloni@who.int,zak@who.int

Telephone number :

+628158913250

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Contemporary issues

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Hide [NRIxI] The questions marked * are mandatory. The system will not allow submission until all mandatory questions are answered.

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Contemporary issues on health personnel migration and mobility

Hide [Q1x1] 1.1 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

International recruitment of health personnel has grown interests in Indonesia, especially due to global demand. In the past three years, the statistics have marked a significant increase. In 2022, the Ministry of Health (MoH) data indicates 958 Indonesian nurses have been deployed as health professional migrants. This number has increased to 1,091 as of 2024, with Japan, Germany, Kuwait, the Kingdom of Saudi Arabia, and Singapore as the countries for destinations. Starting from the bilateral agreement with Japan, in 2022 Indonesia and Germany also established a bilateral agreement to send Indonesian nurses to Germany. The following year, Indonesia and The Kingdom of Saudi Arabia (KSA) also signed an agreement to send Indonesian nurses and midwives to work in government hospitals in KSA. On the other hand, following the new policy on the competency evaluation for international medical graduates, the MoH introduced an adaptation program for Indonesian medical graduates overseas to return and practice in Indonesia. The MoH also introduced a new mechanism to allow recruitment of foreign health professionals to practice in Special Economic Zone (SEZ) in 2023.

Hide [Q1x2] 1.2 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

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Health Personnel Education

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Health personnel education, employment and health system sustainability

Hide [Q2] 2. 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

Hide [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

Hide [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

Indonesia already has regulations for local governments, subnational governments, and national governments to develop health workforce plans based on minimum standard and healthcare needs. They used to forecast the number of health workers to increase the quota for medical school. The workforce planning is also used to open recruitment quotas for civil servants.

Aligning domestic health and care workforce education with health system needs

Key strategies integrated to address Indonesia's health workforce needs include: (1) Expansion of Medical Specialist Programs: Priority is given to 9 key medical specialties to address critical health issues, including oncology, cardiovascular diseases, emerging infectious diseases, maternal and child health (MCH), uro-nephrology, diabetes mellitus, gastro-hepatology, respiratory and tuberculosis (TB), and mental health. Medical specialist education program Hospital-based to ensure sufficient production of qualified healthcare professionals. (2) Implementation of the Academic Health System (AHS): A collaborative model between medical schools and hospitals to enhance medical education within health facilities. (3) Accelerating the Production of Health Workers: Accelerating the production of medical and health workers includes providing scholarships to support 2,500 recipients in continuing their studies and pursuing careers in health-related fields.

Improving quality of education and health personnel in alignment with service delivery needs

National standardized and independent accreditation bodies including the Indonesian Accreditation Agency for Higher Education in Health (LAMPTKES) were involved consistently in making sure that the higher health education institutions were capable of producing qualified HRH. International accreditation bodies including The Accreditation Agency for Study Programmes in Engineering, Informatics, Natural Sciences and Mathematics (ASIIN) and The ASEAN University Network-Quality Assessment (AUN-QA) were referred by universities and higher education institutes to ensure their quality of education. Meanwhile, the Accreditation Council for Graduate Medical Education (ACGME) was referred to as the accreditor for hospital based education programmes for medical specialists.

Creating employment opportunities aligned with population health needs

HRH employment opportunities are open at all time/annually, including offers through civil servant recruitment and contract-based government. In cases where specific professions were less than sufficient, placements are offered under temporary and permanent recruitment under the scheme of special assignment, with the shortest term of six months to two years contracts. Civil servant recruitment is carried out in collaboration with the Ministry of Health, Local Governments, the Ministry of State Apparatus and Administrative Reform, the State Civil Service Agency, and the Ministry of Finance. In 2023, 76% of the 166,595 available civil servant positions (126,006 positions) were successfully filled. For immediate needs in rural and remote areas, the Ministry of Health has implemented special assignments, deploying 6,954 health workers to community health centers over three years (2022: 3,055; 2023: 1,569; and 2024: 2,330) and 832 specialists to provincial and district hospitals (2022: 219; 2023: 312; and 2024: 301).

Managing international recruitment of health personnel

A pivotal regulatory milestone is the enactment of the "Omnibus Health Law" (Law No. 17 of 2023) and Government Regulation No. 28 of 2024, which indicates the embracement of The Code as a foundational reference for managing international health workforce dynamics and the encompassing three key initiatives: (1) Facilitating the Health Diaspora: Encouraging Indonesian citizens who have graduated overseas to play pivoting roles in promoting knowledge and skills circulations in the National Health System, aiming at increasing the availability of competent health workers. (2) Utilizing Foreign Health Workers: Opening employment opportunities for international health workers as a strategic investment in facilitating transfers of knowledge, skills, and technology, as well as protecting the domestic health workforce supply, and further the safe and quality healthcare service delivery. (3) Opening Avenues for Indonesian Health Workers as Migrants: Exploring opportunities and managing the ongoing programmes that facilitate the deployment of Indonesians as health professional expatriates are carefully managed to maintain the balance between answering the calls for quality healthcare services internationally and domestically, and offering opportunities for potential graduates to be recruited internationally and safeguarding the country’s healthcare system.

Improving management of health personnel

The management of Indonesia's healthcare workforce (SDMK) has integrated SDMK data into the SATU SEHAT system, which includes registration data from the Indonesian Health Council. It also integrates medical and healthcare professional licensing data issued by the Ministry of Health and local governments. This system tracks the required credit points for licensing purposes, as well as the placement of medical and healthcare professionals in public healthcare facilities and private hospitals. Additionally, it incorporates a system for training all medical and healthcare personnel. The entire SDMK management system is fully digitalized.

Specific provisions on health personnel regulation and recruitment during emergencies

As stipulated in Law No. 17/2023 and Government Regulation No. 28/2024 Indonesia’s national health system is reinforced with health reserve personnel system, the Tim Cadangan Kesehatan (TCK), which functions in accelerating emergency assistance in areas impacted by disease outbreaks, events of natural/man-made disasters, and health crisis. Under these policies, protocols for emergency HRH recruitment, credentialing, disaster courses and mass evacuation plan are instituted. Under this scheme, 32 of the 38 provinces in Indonesia are currently supported with TCK, allowing for rapid responses in events of emergency.

Others

Hide [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

Hide [Q2x2x1x1] 2.2.1.1 Education Measure

Education institutions based in rural/underserved areas

Indonesia has established health education institutions, including universities and health polytechnics, in rural and underserved regions to increase access to training for local students, encouraging them to remain in and serve their communities post-graduation.

Student intake from rural/underserved areas and communities

Over the past three years, significant progress has been achieved in recruiting students for health professional education programs. A total of 2,282 candidates from rural, remote, and outermost regions of Indonesia have been enrolled as medical and dentistry students. In addition, 413 candidates are currently preparing for the computer-based test for the 2025 enrollment in medical specialty programs.

Scholarships and subsidies for education

(1) Affirmative Medical Student Scholarship (Beasiswa Afirmasi) This scholarship program is awarded to medical students from DTPK (Underdeveloped, Frontier, and Outermost Regions). Those who receive the scholarship will be required to serve in their hometowns for a minimum of 1 years. (2) Medical Specialist Education Program Hospital Based Scholarship Indonesia has a new scholarship program for specialist doctor education, organized by hospitals, which differs from the specialist education provided by universities. This scholarship does not require any tuition fees; instead, participants are paid and receive an allowance equivalent to a salary. (3) The scholarship program is a collaboration between the Ministry of Health and the Indonesia Endowment Fund for Education Agency (LPDP) for the education of medical and healthcare professionals (advanced/specialist education). The Indonesia Endowment Fund for Education (LPDP), under the Ministry of Finance, provides scholarships for doctors pursuing specialist training at Primary Education Hospitals.

Relevant topics/curricula in education and/or professional development programmes

Currical in Health Polytechnics are designed to enhance competencies and prepare graduates to address the country's nine priority health challenges. CPD opportunities are supported through the PLATARAN SEHAT platform, which offers offline, blended, and fully online courses in formats such as training sessions, webinars, Massive Open Online Courses (MOOCs), workshops, and conferences. This platform ensures that providers and healthcare workers have equal access to diverse learning opportunities, including specific cases and relevant care services deliveries in rural, remote and underserved areas. As of October 2024, approximately 1,004,649 healthcare professionals are actively participating in CPD activities, and an impressive 6,250,198 certificates have been issued to support healthcare deliveries and improvement initiatives.

(Re)orientation of education programmes towards primary health care

Others

Hide [Q2x2x2x1] 2.2.2.1 Regulation Measure

Scholarships and education subsidies with return of service agreements

Under the framework of Ministry of Health Regulation No. 37 of 2022, alongside Law No. 17 of 2023 and Government Regulation No. 28 of 2024, there are some scholarship schemes with obligation to the recipient to pay service after graduation. The length of service is different based on the criteria of health service facility and location. for example, medical doctors have mandatory service after graduation for three years in remote areas.

Mandatory service agreements with health personnel that are not related to scholarships or education subsidies

Enhanced scope of practice of existing health personnel

As outlined in Government Regulation No. 28/2024 and Law No. 17/2023, the expanded scope of practice for each healthcare profession is available in areas with limited access to medical specialists. Fellowships are offered as opportunities to support doctors in pursuing non-certified education in hospital-based settings, aiming to address vacant roles and promote a more equitable distribution, particularly in critical healthcare areas such as oncology, cardiology, cerebrovascular health, and urology.

Task sharing between different professions

In alignment with Law No. 17/2023 and Government Regulation No. 28/2024, the MoH provides training for general practitioners working at Puskesmas, empowering them with skills to serve antenatal care and conduct ultrasound (USG). These competencies were traditionally limited to medical specialists (Ob-Gyn and radiologists). This initiative aims to improve maternal and infant health outcomes. Flexibility in task delegation is also regulated to allow medical doctors, dentists, nurses, midwives, and other healthcare workers to share responsibilities, intending to ensure accessible and quality care, particularly in resource-limited settings.

Provisions for pathways to enter new or specialised practice after rural service

Health personnel who were sponsored by the Affirmation Scholarship Scheme (Beasiswa Afirmasi) and have completed their rural service commitment are given priority for specialized training or career advancement opportunities. This encourages professionals to serve in rural areas, knowing that they will have pathways to further their careers afterward

Others

Hide [Q2x2x3x1] 2.2.3.1 Incentives Measure

Additional financial reimbursement

Health personnel serving in rural or underserved areas receive extra financial compensation on top of their base salary. This incentive helps make rural postings more attractive and compensates for the potential hardships and isolation associated with working in these regions.

Education opportunities

Education opportunities for Indonesian HRH are generally available through formal education and CPD programs. Sponsored HRH receive full support covering tuition fees and living allowances, with considerable amount determined by the sponsor. For CPD programs, the Ministry of Health, local health departments, hospitals, and professional organizations regularly offer schemes that provide free participation in CPD activities, which include earning CPD points. Regarding HRH employed as civil servants, 2,808 personnel have been fully sponsored for further studies at the bachelor's and master's levels since 2022.

Opportunities for career advancement or professional growth

Opportunities for professional growth for HRH in Indonesia are accessible through formal education pathways offered by universities, health polytechnics, and other higher education institutes. In addition to sponsorship schemes, future career prospects are seen as indirect incentives for HRH with leadership potential who need to enhance skills obtainable only through advanced formal qualifications. This pathway is commonly pursued by both sponsored and self-funded HRH, aiming to strengthen their competencies in holding their prospective accountabilities.

Professional recognition

The Ministry of Health organizes an annual Health Professional Award to honor healthcare professionals who have made significant contributions. This award recognizes their achievements, dedication, and contributions, and aims to motivate healthcare workers to continue innovating and improving the quality of healthcare services. The MoH also provides the winners with opportunities to attend capacity building overseas or assignment as hajj healthcare workers.

Social recognition

Opportunity for pathways to permanent residency and/or citizenship for international health personnel

Act No. 12/2006 on Indonesian Citizenship outlines naturalization policies that provide opportunities for foreign citizens to become permanent Indonesian citizens, provided they meet certain requirements. These regulations also apply to health professionals; however, to practice in Indonesia, they must refer to Law No. 17 of 2024.

Others

Hide [Q2x2x4x1] 2.2.4.1 Support Measure

Decent and safe working conditions

National Act No. 13/2003 on Manpower and Government Regulation No. 33/2013 on the Expansion of Employment Opportunities. These policies underscore the responsibilities of employers to ensure the welfare, safety, and security of employees in the workplace. They highlight key aspects that define healthy and safe working conditions, including the regulation of monthly accumulated working hours, minimum standards for a healthy work environment, acceptable minimum wages, provision of social security and health insurance, clear employment and career prospects, and guidelines on dual practices.

Decent and safe living conditions

Housing for healthcare professionals in rural or underserved areas is designed to be safe, comfortable, and conveniently located near their workplaces. Support includes government-subsidized housing or assistance with utilities and amenities, enhancing their quality of life and alleviating the challenges of living in remote locations.

Distance learning/e-learning opportunities

Equal opportunities are provided for both medical and health professionals to access distance and e-learning courses available on the PLATARAN SEHAT platform. This includes health training and continuous professional development programs by the Ministry of Health through the PLATARAN SEHAT platform.

Others

Hide [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.

(1) Community-Based Health Worker Program The Community-Based Public Health Worker Program (Puskesmas) in Indonesia is significantly supported by the active role of health volunteers (kader) in delivering health services at the community level. Kader serve as the front line in reaching the population, particularly in remote areas, leveraging their close relationships with the community to build trust and provide relevant health education. (2) Telemedicine and Digital Health Initiatives SATUSEHAT is a Health Information Exchange (HIE) ecosystem that connects information systems or applications from all members of Indonesia's digital health ecosystem, including healthcare facilities, regulators, insurers, and digital service providers. Through SATUSEHAT, the public can use the SATUSEHAT Mobile application, which can be downloaded from the Play Store or App Store. This app allows users to access children's immunization and non-COVID-19 vaccination certificates, receive medication reminders, record personal health information (health diaries), and access medical records summaries, including laboratory test results. (3) Retention Bonuses Incentives are allocated through the national budget and distributed to healthcare personnel by provincial and local governments. Additionally, special incentives, safety guarantees, support for infrastructure and medical equipment, extraordinary promotions, and protection during duty are provided to medical and healthcare professionals stationed in remote, border, or island areas, as well as other underserved regions. (4) Flexible working arrangements As stipulated in Government Regulation No. 35 of 2021 and Law No. 11 of 2020 on Job Creation, working hours must not exceed the set limit of 40 hours per week. For flexible work arrangements, companies are allowed to establish schedules that accommodate flexibility while adhering to the agreed-upon working hours between employees and employers. These arrangements can include part-time work or schedules with flexible start and end times (flextime). Such flexibility in working hours is permissible as long as companies comply with regulations regarding the maximum allowable working hours.

Hide [Q3x1] 3.1 Are there specific policies and/or laws that guide international recruitment, migration and integration of foreign-trained health personnel in your country?

Yes

Hide [Q3x1x1] 3.1.1 Please provide further information in the box below:

Law/policy 1

Law Number 17 of 2023 on Health

Law/policy 2

Government Regulation of the Republic of Indonesia Number 28 of 2024

Law/policy 3

Regulation of Ministry of Health No. 14 of 2022 on Concerning of Utilization of Foreign National Health Workers and Regulation of Ministry of Health No. 14 of 2022 on Concerning of Utilization of Indonesian Specialist Doctors Graduated Overseas (under revision)

Hide [Q3x2] 3.2 Are there any policies and/or provision for international telehealth services in your country through health personnel based abroad?

Hide [Q3x3] 3.3 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

Hide [Q3x3x1] Please provide a web-link

kemkes.go.id / hukor.kemkes.go.id / lln.kemkes.go.id

Hide [Q3x3x2] Please upload any format of documentation that provides such information (e.g. pdf, excel, word)
Upload document:

Hide [Q4] 4. 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

Hide [Q4x1] Please describe

The role of MoH in the process of monitoring the international recruitment of health workers includes: (1). Pre-migration The MoH is actively involved in the coordination mechanism with Ministry of Manpower (MoM) and Ministry of Placement and Protection of Migrant Workers/BP2MI in the framework of exchange information related to the job market analysis (supply-demand), identification of employment opportunities, exploration of cooperation, discussion of cooperation documents, recruitment, placement, monitoring and evaluation MoH monitors and ensures the qualifications of Indonesian migrant health workers meet the requirement and facilitate the issuance of certificates of good standing and health worker registration certificates. (2). Migration In coordination with Indonesia BP2MI and the Ministry of Foreign Affair (MOFA), MoH monitors the employment and placement of health workers in the destination countries. The monitoring process involves regular meetings and official visits through the Indonesian representatives at the destination countries. MoH also implements another form of monitoring through facilitating the document verification such as diploma certification, letter of good standing, and renewal of health professional certificate. (3). Post migration In collaboration with MoM, BP2MI, district government, and hospital associations to convene workshops to provide employment opportunities for returnees who wish to return and work in their home country.

Hide [Q5] 5. Please describe the steps taken by your country to implement the following Code recommendations.
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 MoH has integrated the code principles into regulations for managing international health workers, with recent updates proposed for more comprehensive management stages, including reintegration programs for Indonesian workers post-migration and streamlined licensing for foreign workers. Competency evaluation systems for foreign and foreign-trained workers have also been developed. Sosialization of these measures has been conducted online and offline to ensure widespread awareness and effective implementation.

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.

These actions are carried out through coordinated efforts at both national and subnational levels: (1). National-Level Communication and Engagement: The Ministry of Health (MoH) regularly disseminates policies and activities related to health worker migration management to stakeholders, including the Ministry of Manpower (MoM), the National Board for Indonesian Migrant Workers Protection (BP2MI), the Ministry of Foreign Affairs (MoFA), the Ministry of Education (MoE) , the Ministry of Trade (MoT), health professional associations, and recruitment agencies; (2). Publicizing the Code: The Code is used as a reference in stakeholder discussions, negotiations, and capacity-building events, fostering a shared understanding of its principles, such as transparency, sustainability, and the mitigation of negative impacts on the health systems of source countries.

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.

(1) Outbound migration, MoH collaborates with key ministries, Ministry of Indonesian Migrant Workers Protection, professional organizations, and educational associations to align migration with national health workforce sustainability. Activities include supply-demand analysis, market opportunity identification, bilateral negotiations, and oversight of recruitment to post-placement stages. (2) Inbound migration, a coordination team involving MoFA, MoM, and other government bodies streamlines licensing, ensures compliance with national policies, and integrates foreign workers without disrupting local workforce needs.

5.4 Records are maintained on all private recruitment agencies for health
personnel authorized by competent authorities to operate within their jurisdiction.

Key platforms for management and monitoring of Indonesian migrant workers include the MoM Employment Information System (Sisnaker), BP2MI’s application platform (Sisko P2MI), and the MOFA’s Portal Peduli WNI. These systems facilitate robust data integration, fostering inter-agency coordination. For the records data of private recruitment the databased are managed by Sisko P2MI.

5.5 Good practices, as called for by the Code, are encouraged and promoted among private recruitment agencies.

5.5a Promotion of the Code among private recruitment agencies.

Indonesia actively promotes the WHO Global Code of Practice on the International Recruitment of Health Personnel among private recruitment agencies through capacity-building programs, and compliance mechanisms, awareness campaigns, and integration of ethical recruitment standards into national monitoring systems. These efforts ensure fair practices, protect health workers’ rights, and support global health equity.

5.5b Domestic legislation or policy requiring ethical practice of private recruitment agencies, as consistent with the principles and articles of the Code.

As stipulated in the national act no 17/2023 on health law and PP 28/2024 on the Implementation of Protection of Indonesian Migrant Workers, private recruiters should follow these regulations in carrying out the recruitment process. Private recruiters are also required to consult and coordinate with regulators both national and local levels during this process.

5.5c Public or private certification of ethical practice for private recruitment agencies.

Private recruiters should be registered and licensed by Ministry of Manpower. Only private recruiters with a valid certificate from the MoM are allowed to conduct the recruitment process. MoM has an authority to conduct monitoring and supervision to the operation of private recruiters. Should private recruiters violate the regulation, a penalty will be applied and the MoM may blacklist the recruiters and made a public announcement in the MoM website.

5.5d Others

5.6 None of the above

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Government Agreements

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Government-to-Government agreements on migration or mobility of health personnel

Hide [Q6] 6. 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

Hide [Q6x1xA] 6.1 A 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	MoU between the National Board for the Placement and Protection of Indonesian Overseas Workers and the Japan International Corporation of Welfare Services on the Deployment and Acceptance of Indonesia Candidatefor “Kangoshi”, Indonesian Candidate for “Kaigofukushisi”, Indonesian “Kangoshi” and Indonesia “Kaigofukushisi”	1
Agreement 2	MoU on Labour and Employment between Ministry of Manpower of the Rep of Indonesia and the Bundesagentur fur Arbeit, Germany	1
Agreement 3	MOU between the National Board for the Placement and Protection of Indonesian Overseas Workers and Ministry of KSA	1
Agreement 4
Agreement 5
Agreement 6
Agreement 7
Agreement 8
Agreement 9
Agreement 10
Agreement 11
Agreement 12
Agreement 13
Agreement 14
Agreement 15

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Government Agreements - 6.1 A

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Hide [Q6x1xAx1] c. Countries involved

MoU between the National Board for the Placement and Protection of Indonesian Overseas Workers and the Japan International Corporation of Welfare Services on the Deployment and Acceptance of Indonesia Candidatefor “Kangoshi”, Indonesian Candidate for “Kaigofukushisi”, Indonesian “Kangoshi” and Indonesia “Kaigofukushisi”

JPN

MoU on Labour and Employment between Ministry of Manpower of the Rep of Indonesia and the Bundesagentur fur Arbeit, Germany

DEU

MOU between the National Board for the Placement and Protection of Indonesian Overseas Workers and Ministry of KSA

Hide [Q6x1xAx2] d. Coverage

National

MoU on Labour and Employment between Ministry of Manpower of the Rep of Indonesia and the Bundesagentur fur Arbeit, Germany

National

MOU between the National Board for the Placement and Protection of Indonesian Overseas Workers and Ministry of KSA

National

Hide [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
MoU between the National Board for the Placement and Protection of Indonesian Overseas Workers and the Japan International Corporation of Welfare Services on the Deployment and Acceptance of Indonesia Candidatefor “Kangoshi”, Indonesian Candidate for “Kaigofukushisi”, Indonesian “Kangoshi” and Indonesia “Kaigofukushisi”						1
MoU on Labour and Employment between Ministry of Manpower of the Rep of Indonesia and the Bundesagentur fur Arbeit, Germany						1
MOU between the National Board for the Placement and Protection of Indonesian Overseas Workers and Ministry of KSA						1

Hide [Q6x1xAx4] f. Categories of Health Personnel (check all that apply)

	Nurses	Midwives
MoU between the National Board for the Placement and Protection of Indonesian Overseas Workers and the Japan International Corporation of Welfare Services on the Deployment and Acceptance of Indonesia Candidatefor “Kangoshi”, Indonesian Candidate for “Kaigofukushisi”, Indonesian “Kangoshi” and Indonesia “Kaigofukushisi”	1	1
MoU on Labour and Employment between Ministry of Manpower of the Rep of Indonesia and the Bundesagentur fur Arbeit, Germany	1
MOU between the National Board for the Placement and Protection of Indonesian Overseas Workers and Ministry of KSA	1	1

Hide [Q6x1xAx5] g. Validity period

	Start Year	End Year
MoU between the National Board for the Placement and Protection of Indonesian Overseas Workers and the Japan International Corporation of Welfare Services on the Deployment and Acceptance of Indonesia Candidatefor “Kangoshi”, Indonesian Candidate for “Kaigofukushisi”, Indonesian “Kangoshi” and Indonesia “Kaigofukushisi”	2008	present
MoU on Labour and Employment between Ministry of Manpower of the Rep of Indonesia and the Bundesagentur fur Arbeit, Germany	2022	present
MOU between the National Board for the Placement and Protection of Indonesian Overseas Workers and Ministry of KSA	2023	present

Hide [Q6x1xAx6] h. Signatory of the agreement from your country

Others:

MoU on Labour and Employment between Ministry of Manpower of the Rep of Indonesia and the Bundesagentur fur Arbeit, Germany

Others:

MOU between the National Board for the Placement and Protection of Indonesian Overseas Workers and Ministry of KSA

Others:

Hide [Q6x1xAx6xoth] If other signatory of the agreement from your country(Please specify:)

Ministry of Indonesian Migrant Workers Protection/National Board for the Placement and Protection of Indonesian Overseas Workers (BP2MI)

MoU on Labour and Employment between Ministry of Manpower of the Rep of Indonesia and the Bundesagentur fur Arbeit, Germany

Ministry of Indonesian Migrant Workers Protection/National Board for the Placement and Protection of Indonesian Overseas Workers (BP2MI)

MOU between the National Board for the Placement and Protection of Indonesian Overseas Workers and Ministry of KSA

Ministry of Indonesian Migrant Workers Protection/National Board for the Placement and Protection of Indonesian Overseas Workers (BP2MI)

Hide [Q6x1xAx6x1] If Ministry of Health is not a signatory, did the Ministry of Health participate in the development of the agreement?

Yes

MoU on Labour and Employment between Ministry of Manpower of the Rep of Indonesia and the Bundesagentur fur Arbeit, Germany

Yes

MOU between the National Board for the Placement and Protection of Indonesian Overseas Workers and Ministry of KSA

Yes

Hide [Q6x1xAx7] i. Signatory of the agreement from the partner country (ies)

Ministry of Foreign Affairs

MoU on Labour and Employment between Ministry of Manpower of the Rep of Indonesia and the Bundesagentur fur Arbeit, Germany

Ministry of Labour

MOU between the National Board for the Placement and Protection of Indonesian Overseas Workers and Ministry of KSA

Ministry of Health

Hide [Q6x1xAx7x1] If Ministry of Health is not a signatory, did the Ministry of Health participate in the development of the agreement?

Yes

MoU on Labour and Employment between Ministry of Manpower of the Rep of Indonesia and the Bundesagentur fur Arbeit, Germany

Yes

MOU between the National Board for the Placement and Protection of Indonesian Overseas Workers and Ministry of KSA

Hide [Q6x1xAx8] j. Content of agreement

Hide [Q6x1xAx8x1] j.i. Does the agreement include elements to benefit the health system of your country and the partner country(ies)?

No, does not contain
elements to benefit the health system of either country

MoU on Labour and Employment between Ministry of Manpower of the Rep of Indonesia and the Bundesagentur fur Arbeit, Germany

Yes, has elements to
benefit the health system of my country and partner country(ies)

MOU between the National Board for the Placement and Protection of Indonesian Overseas Workers and Ministry of KSA

No, does not contain
elements to benefit the health system of either country

Hide [Q6x1xAx8x1x] Please explain:

MoU on Labour and Employment between Ministry of Manpower of the Rep of Indonesia and the Bundesagentur fur Arbeit, Germany

The agreement includes elements that provide benefits to the healthcare systems of both countries in terms of the safe, orderly, and regulated placement of Indonesian healthcare workers. It also includes skill development programs to obtain full recognition of Indonesian degrees in Germany as registered nurses.

MOU between the National Board for the Placement and Protection of Indonesian Overseas Workers and Ministry of KSA

Hide [Q6x1xAx8x2] j.ii. Does the agreement include elements on health worker rights and welfare?

Yes

MoU on Labour and Employment between Ministry of Manpower of the Rep of Indonesia and the Bundesagentur fur Arbeit, Germany

Yes

MOU between the National Board for the Placement and Protection of Indonesian Overseas Workers and Ministry of KSA

Hide [Q6x1xAx8x2x] Please explain:

The agreement includes provisions regarding the rights and welfare of healthcare workers, such as guarantees for housing, leave, and health insurance.

MoU on Labour and Employment between Ministry of Manpower of the Rep of Indonesia and the Bundesagentur fur Arbeit, Germany

The agreement outlines elements regarding the rights and welfare of healthcare workers, such as the waiver of fees for the selection and placement process.

MOU between the National Board for the Placement and Protection of Indonesian Overseas Workers and Ministry of KSA

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Government Agreements - 6.1 B

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Hide [Q6x1xB] 6.1 B Please use the table below to describe the implementation of each of the active bilateral, regional or multilateral agreements or arrangements

Hide [Q6x1xBx1] Has the agreement been implemented?

Yes

MoU on Labour and Employment between Ministry of Manpower of the Rep of Indonesia and the Bundesagentur fur Arbeit, Germany

Yes

MOU between the National Board for the Placement and Protection of Indonesian Overseas Workers and Ministry of KSA

Hide [Q6x1xBx1x1]

	Start year of implementation:
MoU between the National Board for the Placement and Protection of Indonesian Overseas Workers and the Japan International Corporation of Welfare Services on the Deployment and Acceptance of Indonesia Candidatefor “Kangoshi”, Indonesian Candidate for “Kaigofukushisi”, Indonesian “Kangoshi” and Indonesia “Kaigofukushisi”	2008
MoU on Labour and Employment between Ministry of Manpower of the Rep of Indonesia and the Bundesagentur fur Arbeit, Germany	2022
MOU between the National Board for the Placement and Protection of Indonesian Overseas Workers and Ministry of KSA

Hide [Q6x1xBx2a] How many health personnel have left or entered your country through this agreement since its implementation?
Agreement: MoU between the National Board for the Placement and Protection of Indonesian Overseas Workers and the Japan International Corporation of Welfare Services on the Deployment and Acceptance of Indonesia Candidatefor “Kangoshi”, Indonesian Candidate for “Kaigofukushisi”, Indonesian “Kangoshi” and Indonesia “Kaigofukushisi”

	Number of personnel
Doctors
Nurses	3059
Midwives	40
Dentists
Pharmacists

Hide [Q6x1xBx2b] How many health personnel have left or entered your country through this agreement since its implementation?
Agreement: MoU on Labour and Employment between Ministry of Manpower of the Rep of Indonesia and the Bundesagentur fur Arbeit, Germany

	Number of personnel
Doctors
Nurses	194
Midwives
Dentists
Pharmacists

Hide [Q6x1xBx3] Please explain if and how has the health system of your country benefitted from the agreement.

MoU on Labour and Employment between Ministry of Manpower of the Rep of Indonesia and the Bundesagentur fur Arbeit, Germany

MOU between the National Board for the Placement and Protection of Indonesian Overseas Workers and Ministry of KSA

Hide [Q6x1xBx4] Please describe if and how the health system of other country(ies) has benefitted from the agreement.

MoU on Labour and Employment between Ministry of Manpower of the Rep of Indonesia and the Bundesagentur fur Arbeit, Germany

Addressing the shortage of health personnel.

MOU between the National Board for the Placement and Protection of Indonesian Overseas Workers and Ministry of KSA

Hide [Q6x1xBx5] Please explain if and how the provisions on health workers rights and welfare were implemented.

The agreement includes provisions regarding the rights and welfare of healthcare workers, such as guarantees for housing, leave, and health insurance.

MoU on Labour and Employment between Ministry of Manpower of the Rep of Indonesia and the Bundesagentur fur Arbeit, Germany

The agreement outlines elements regarding the rights and welfare of healthcare workers, such as the waiver of fees for the selection and placement process.

MOU between the National Board for the Placement and Protection of Indonesian Overseas Workers and Ministry of KSA

Hide [Q6x1xBx6] Please provide any other relevant information on the agreement (e.g., context, positive elements, gaps and lessons learnt).

MoU on Labour and Employment between Ministry of Manpower of the Rep of Indonesia and the Bundesagentur fur Arbeit, Germany

MOU between the National Board for the Placement and Protection of Indonesian Overseas Workers and Ministry of KSA

Hide [Q6x1xBx7] Full text of the agreement and associated documents (implementation plan, progress report, implementation report, evaluation report, etc.)

	Upload document(s)
MoU between the National Board for the Placement and Protection of Indonesian Overseas Workers and the Japan International Corporation of Welfare Services on the Deployment and Acceptance of Indonesia Candidatefor “Kangoshi”, Indonesian Candidate for “Kaigofukushisi”, Indonesian “Kangoshi” and Indonesia “Kaigofukushisi”
MoU on Labour and Employment between Ministry of Manpower of the Rep of Indonesia and the Bundesagentur fur Arbeit, Germany
MOU between the National Board for the Placement and Protection of Indonesian Overseas Workers and Ministry of KSA

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Responsibilities, rights and recruitment practices

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Responsibilities, rights and recruitment practices

Hide [Q7] 7. 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:

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 recruitment in Indonesia is guided by an analysis of domestic healthcare needs, as outlined in National Law No. 28/2024 and Act No. 17/2023. Recruitment is primarily aimed at facilitating knowledge transfer from experts and addressing critical workforce shortages during crises such as natural disasters, pandemics, or other emergencies that overwhelm existing healthcare capacity. To streamline the process, the Ministry of Health provides a dedicated platform through lln.kemkes.go.id, enabling healthcare facilities to apply for international recruitment requisites. These initiatives are also viewed as a support for investment opportunities, position domestic facilities as primary destinations for healthcare services, and promote equitable distribution of quality healthcare across the country.

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.

Indonesian citizens who have been trained abroad, as well as foreign nationals who wish to practice in Indonesia, are required to undergo a competency evaluation. These evaluations are conducted through a platform designated by the Ministry of Health and consist of administrative assessments and practical skill tests to ensure that all healthcare professionals meet national competency standards. (1) Indonesian healthcare workers who graduated overseas and work in underserved areas, as managed by the Ministry of Health, are eligible for career promotions and additional incentives beyond their regular salaries. (2) Healthcare facilities are fully responsible for managing role promotions and ensuring that foreign employees are well-informed about their job roles, the hiring process, promotion opportunities, and the associated risks and financial benefits.

Migrant health personnel enjoy the same opportunities as the domestically trained health workforce to strengthen their professional education, qualifications and career progression.

Foreign and domestic HRH who graduated from overseas and are certified as competent are required to complete an approximately twelve-month induction program. Foreign HRH undergo this program to adapt to Indonesia's national healthcare system, working at the healthcare facilities where they are hired, under the supervision of local experts in their respective disciplines. Completion of this contract qualifies them for equal access to professional development programs and long-term employment opportunities based on regulation.

Institutional arrangements are in place to ensure safe migration/ mobility and integration of migrant health personnel.

Competency evaluations for foreign health workers and Indonesian health professionals trained abroad are conducted by the Minister of Health. To oversee this process, the Minister forms a Committee composed of representatives from the Ministry of Health, the Ministry of Education and Culture, the Health Council and Collegium, and health sector experts. The Committee is responsible for developing and proposing a recognition list of foreign educational institutions or health education providers, conducting competency evaluations for foreign health workers and Indonesian health professionals trained abroad, and supporting the adaptation and additional competency enhancement processes during their integration period.

Measures have been taken to promote circular migration of international health personnel

Indonesia has the framework to facilitates knowledge exchange and skill transfer, benefiting both the Indonesian healthcare system and the migrant’s home country. By enabling temporary employment, the policy not only addresses critical healthcare shortages in underserved areas but also fosters the professional development of migrant health workers, enhancing healthcare capacities globally.

Other measures (including legal and administrative) for fair recruitment and employment practices of foreign-trained and/or immigrant health personnel (please provide details)

Competency evaluations for international health personnel trained abroad can be conducted through the Portfolio Assessment scheme, with the following provisions: (1) Graduates from internationally recognized educational institutions who have practiced for at least 2 (two) years abroad for citizens and 5 years for foreign nationals; (2) Expertise in specific areas of excellence in healthcare services.

No measures in place

Not applicable – does not host/employ foreign health personnel

Hide [Q8] 8. 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:

Arrangements for fair recruitment

Indonesia has implemented guidelines for fair recruitment practices that adhere to ethical standards, ensuring transparency in job descriptions, salaries, and benefits (Law 18/2017). These practices prevent exploitation of Indonesian health personnel seeking employment abroad and align with international recruitment standards.

Arrangements for decent employment contracts and working conditions in destination countries

The government collaborates with destination countries to ensure Indonesian health personnel have fair contracts that outline clear terms for wages, working hours, and job roles through MoFA in the destination countries. These arrangements aim to guarantee safe and decent working conditions, promoting the well-being of Indonesian healthcare workers abroad.

Arrangements for safe mobility

Policies have been established to support the safe migration of health personnel, including pre-departure training on legal rights, cultural adaptation, and safety protocols. These arrangements help protect Indonesian health workers during their transition to work environments in other countries. Each Indonesian consulate in the destination countries has a mechanism to ensure that safe mobility has been maintained.

Arrangements for return and reintegration to the health labour market in your country

Programs are in place to support the reintegration of returning health personnel, facilitating their re-entry into the Indonesian health sector. These include job placement assistance, professional development opportunities, and recognition of skills acquired abroad to leverage their international experience.

Arrangements for diaspora engagement to support your country health system

Indonesia encourages its health diaspora to remain connected and contribute to the national health system through knowledge-sharing platforms, mentoring programs, and virtual consultations. These initiatives leverage the expertise of Indonesian healthcare professionals working abroad to benefit healthcare services at home.

Other

No measures in place

Not applicable – health personnel from my country are not working abroad

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International migration

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International migration and mobility pathways for health personnel

Hide [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	Private recruitment agencies or employer facilitated recruitment
Doctors	1	1
Nurses	0	0
Midwives	0	0
Dentists	0	0
Pharmacists	0	0
Other occupations	0	0
Other occupations	0	0
Other occupations	0	0
Other occupations	0	0
Other occupations	0	0

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Hide [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
Doctors	0	0	0
Nurses	1	1	1
Midwives	1	1	1
Dentists	0	0	0
Pharmacists	0	0	0
Other occupations	0	0	0
Other occupations	0	0	0
Other occupations	0	0	0
Other occupations	0	0	0
Other occupations	0	0	0

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Recruitment & migration

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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.

Hide [Q10] 10. Does your country have any mechanism(s) or entity(ies) to maintain statistical records of foreign-born and foreign-trained health personnel?

Yes

Hide [Q10x1] 10.1 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

Hide [Q10x2] 10.2 Does the record include gender-disaggregated data on the foreign-born and/or foreign-trained health personnel?

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Inflow and outflow of health personnel

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Hide [Q11] 11. Do you have a mechanism to monitor the inflow and outflow of health personnel to/from your country? (check all that apply)

Inflow

Outflow

Hide [Q11xI] If yes for inflow:

Hide [Q11x1] 11.1 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
2021
2022	50	27	0	0	1
2023	50	11	0	1	1
Data Source (e.g. Regulatory authority, immigration records, work permits, etc.)

Hide [Q11xO] If yes for outflow:

Hide [Q11x2] 11.2 How many domestically trained health personnel left your country in the past years for temporary or permanent migration (outflow)?

	Nurses	Midwives
2021	469
2022	1300
2023	1415	19
Data Source (e.g. letters of good standing, emigration records, government to government agreements etc.)	682	21

Hide [Q11x3] 11.3 If you have any document with information on health worker inflows and outflows for your country, please upload

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Stock of health personnel

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Hide [Q12x1] 12.1 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).

Hide [Q12x1a] Please provide data on the stock of active health personnel in your country by one of the following ways:

Fill in the table below

Hide [Q12x1x1]

	Total	Place of training-Domestic Trained	Place of training-Foreign trained-total			Place of birth-National Born	Place of birth-Foreign Born	Data Source*	Year of data	Does the data represent active stock?
Medical Doctors (generalist + specialists)	213.203	213.154	49	47	2	213.201	2	Indonesian Health Council's database	2024	1
Nurses	770.816	770.816				770.816		Indonesian Health Council's database	2024	1
Midwives	541.258	541.258				541.258		Indonesian Health Council's database	2024	1
Dentists	47.301		47.301			47.301		Indonesian Health Council's database	2024	1
Pharmacists	175.150		175.150			175.150		Indonesian Health Council's database	2024	1

Hide [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

Hide [Q12x2] 12.2 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:

Fill in the table below

Hide [Q12x2x1]

	Doctors	Nurses	Midwives	Dentists	Pharmacists
Total foreign trained personnel
Country 1: Top country of training	PHL
Country 1: No. of foreign trained health personnel	34
Country 2: Top country of training	CHN
Country 2: No. of foreign trained health personnel	5
Country 3: Top country of training	DEU
Country 3: No. of foreign trained health personnel	3
Country 4: Top country of training	USA
Country 4: No. of foreign trained health personnel	2
Country 5: Top country of training	JPN
Country 5: No. of foreign trained health personnel	1
Country 6: Top country of training	AUS
Country 6: No. of foreign trained health personnel	1
Country 7: Top country of training	MYS
Country 7: No. of foreign trained health personnel	1
Country 8: Top country of training	NPL
Country 8: No. of foreign trained health personnel	1
Country 9: Top country of training	GBR
Country 9: No. of foreign trained health personnel	1
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)	2022 - 2024
Remarks

Hide [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

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Technical and financial support

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Technical and financial support

Hide [Q13] 13. 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

Hide [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:

Hide [Q13x1] Please specify support for health workforce development (planning, education, employment, retention)

	Country supported	Type of support (please specify)
	Vanuatu	Training 20 nurses in Basic Trauma and Cardiac Life Support (BTCLS) and Fluid and Electrolyte Imbalance, implemented in: 4 – 16 November 2024.
	Fiji	Indonesian AID Scholarship (TIAS) 2024 to support one student from Fiji enrolled in the Bachelor of Nursing in Applied Science program at the Poltekkes Kemenkes Surakarta.
	Solomon Island	Indonesian AID Scholarship (TIAS) 2024 to support one student from Solomon Island enrolled in the Bachelor of Nursing in Applied Science program at the Poltekkes Kemenkes Surakarta.
	Kenya	Indonesian AID Scholarship (TIAS) 2024 to support one student from Kenya enrolled in the Bachelor of Nursing in Applied Science program at the Poltekkes Kemenkes Surakarta.

Hide [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)
	Papua New Guinea	Humanitarian Assistance for landslides in Yambali and Kaokalam, Enga Province, Papua New Guinea. As many as 8,135 kg of supplies, in the forms of food, and malaria medicine was shipped on 8 July 2024.
	Pacific Islands	Medicines were carried along with the National Marine Corps’ (TNI AL) visits to South Pacific countries in October 2024.
	Türkiye	Emergency Medical Team was deployed for humanitarian aid following a great earthquake in Türkiye 2023.

Hide [Q14] 14. 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

Hide [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:

Hide [Q14x1] Please specify support for health workforce development (planning, education, employment, retention)

	Supporting country/entity	Type of support (please specify)
	World Health Organization (WHO)	(1) Increase production of essential health professionals via MOH Polytechnics. (2) Improve distribution and retention of health workers by developing policy briefs on workforce distribution. (3) Enhance workforce quality through improvements in human resources for health (HRH) planning, information systems, education, and professional development.
	Goethe Institut Germany	Curriculum development for nursing undergraduate programme, emphasizing on cultural competency and German language acquisition to prepare 30 nursing graduates per year from each health polytechnic for international recruitment in Germany under either the national or private placement schemes. This initiative aims to equip graduates with the essential skills and knowledge required for seamless integration into the German healthcare system
	World Bank DFAT Trust Fund	Development of an Academic Health System to expand and enhance Indonesia’s capacity to train and produce specialized medical professionals.

Hide [Q14x2] Please specify support for other elements of health system strengthening (service delivery; health information systems; health financing; medical products and technology; and health leadership and governance)

	Supporting country/entity:	Type of support (please specify)
	UNFPA	Providing resources and guidance to develop specialized health services, particularly in reproductive and maternal health.
	Japan International Cooperation Agency (JICA)	Funding to enhance caregiver competencies, equipping healthcare providers with specialized skills to address the needs of Indonesia’s aging population.
	Korea International Cooperation Agency (KOICA)	Conducting disaster response management training programs in five provinces. Budget: Grant aid of USD 12,000,000 for disaster management capacity building.
	Governance Agreement (GA) MOH & IHME	Establishing a Joint Project Office with expected outputs of: (1) Estimation of key health indicators and projected burden for over 300 diseases and 80 risk factors across provinces and districts/cities through to 2050. (2) Quantification of healthcare system capacity, including forecasting healthcare human resources by profession and specialization for each province through to 2050. (3) Assessment of healthcare human resource needs and other healthcare system capacities. (4) Customized visualizations tailored to local needs to communicate findings and make results accessible to stakeholders at various levels. (5) Development of analytical capacity in Indonesia, training in the application of Global Burden of Disease techniques, and enabling sustainable local estimation efforts.

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Constraints, Solutions, and Complementary Comments

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Constraints, Solutions, and Complementary Comments

Hide [Q15] 15. 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
	Limited Data on Migrant Health Personnel	Develop a centralized database to track health personnel migration patterns, employment conditions, and return rates through SATU SEHAT. This system would support evidence-based policymaking and help monitor the ethical recruitment of health personnel.
	Insufficient Policy Coordination Across Sectors	Establish an inter-ministerial committee to ensure coordination between health, labor, and immigration sectors. Regular meetings and collaborative planning would strengthen policy coherence and improve the ethical management of health personnel migration
	Lack of Bilateral Agreements with Key Destination Countries	Negotiate bilateral agreements with countries that employ a significant number of Indonesian health personnel. These agreements should outline standards for fair treatment, safe working conditions, and pathways for skill recognition, benefiting both migrant workers and the Indonesian health system.

Hide [Q16] 16. What support do you require to strengthen implementation of the Code?

Support to strengthen data and information on health personnel

Assistance is needed to develop a comprehensive data system that collects, analyzes, and shares information on the migration of health personnel. Starting from predeparture, on the destination country and return migration. This system would enhance transparency and support compliance with ethical recruitment standards

Support for policy dialogue and development

Facilitate policy dialogues between Indonesia and key destination countries to create a shared understanding of ethical recruitment practices and address challenges in managing health personnel migration effectively.

Support for the development of bilateral/multi-lateral agreements

Technical and legal assistance to draft, negotiate, and implement bilateral agreements with major destination countries. These agreements would safeguard the rights of migrant health personnel and ensure their fair treatment abroad.

Others

Capacity-building programs to increase the number of health workers available for overseas employment, particularly targeting those who are currently unemployed.

No support required

Hide [Q17] 17. 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.

Hide [Q17x1] Please comment on if/how the Code has been useful to your country.

The Code has provided Indonesia with a structured framework for managing the ethical recruitment of health personnel. It has guided national policies and fostered international collaborations that prioritize fair recruitment practices, safeguard health workers' rights, and address workforce shortages. Through the Code, Indonesia has been able to establish more transparent practices and protect health personnel migrating abroad.

Hide [Q17x2] Do any articles of the Code need to be updated?

Yes

Yes. As the global healthcare landscape evolves, it may be beneficial to update articles in the Code to address new challenges in digital health, telemedicine, and cross-border healthcare service provision. Including guidelines on virtual employment of health personnel could enhance the Code's relevance.

Hide [Q17x3] Does the process of reporting on Code implementation and the review of the Code relevance and effectiveness need to be updated?

Yes

Yes. The reporting process should be updated with a more user-friendly and simpler data collection and sharing tools. Annual reviews that involve feedback from a broader group of stakeholders, including migrant health workers themselves, would provide a more comprehensive assessment of the Code's impact and its areas for improvement.

Hide [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)

Hide [Q18] 18. 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)

Indonesia is committed to ethical international recruitment and the implementation of the WHO Global Code of Practice through integrated governance systems, bilateral agreements ensuring mutual benefits, pre-departure training for health workers, and reintegration programs for returnees. Continuous monitoring and policy adaptation ensure fair recruitment, protect health workers' rights, and support global health equity while maintaining the sustainability of national health systems.

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