Instrument national de notification (2024)

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Background

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Adopté en 2010 lors de la Soixante-Troisième Assemblée mondiale de la Santé (résolution WHA 63.16), le Code de pratique mondial de l’OMS pour le recrutement international des personnels de santé (« le Code ») vise à renforcer la compréhension et la gestion éthique du recrutement international des personnels de santé grâce à l’amélioration des données, des informations et de la coopération internationale.

Aux termes de l’article 7 du Code, chaque État Membre de l’OMS devrait échanger des informations concernant le recrutement international et les migrations des personnels de santé. Le Directeur général de l’OMS doit faire rapport tous les trois ans à l’Assemblée mondiale de la Santé.

Les États Membres de l’OMS ont achevé le quatrième cycle de notification nationale en mai 2022. Le Directeur général de l’OMS a rendu compte des progrès accomplis dans la mise en œuvre à la Soixante-Quinzième Assemblée mondiale de la Santé en mai 2022 (A75/14). Le rapport sur le quatrième cycle a souligné la nécessité d’évaluer les implications de l’émigration de personnels de santé dans le contexte de l’augmentation des vulnérabilités provoquée par la pandémie de COVID-19. À cette fin, le Groupe consultatif d’experts sur l’utilité et l’efficacité du Code (A73/9) a été convoqué à nouveau. Conformément aux recommandations du Groupe consultatif d’experts, le Secrétariat a publié la Liste OMS d’appui et de sauvegarde pour les personnels de santé 2023.

L’Instrument national de notification (INN) est un outil d’autoévaluation à la disposition des pays pour l’échange d’informations et le suivi du Code. Il permet à l’OMS de recueillir et de partager des données probantes et des informations actuelles concernant le recrutement international et les migrations des personnels de santé. Les conclusions du cinquième cycle de notification nationale seront présentées au Conseil exécutif (EB156) en janvier 2025 en préparation de la Soixante-Dix-Huitième Assemblée mondiale de la Santé.

La date limite de présentation des rapports est fixée au 31 août 2024.

Aux termes de l’article 9 du Code, le Directeur général de l’OMS est chargé de soumettre périodiquement un rapport à l’Assemblée mondiale de la Santé pour indiquer dans quelle mesure le Code permet d’atteindre les objectifs qui y sont fixés et faire des suggestions d’amélioration. En 2024, un groupe consultatif d’experts dirigé par les États Membres se réunira pour le troisième examen du Code. Le rapport de l’examen sera présenté à la Soixante-Dix-Huitième Assemblée mondiale de la Santé.

Pour toute question ou clarification concernant la façon de remplir le questionnaire en ligne, veuillez nous contacter à l’adresse suivante : WHOGlobalCode@who.int.

Qu’est-ce que le Code de pratique mondial de l’OMS ?

Clause de non-responsabilité : Les données et les informations collectées dans le cadre de l’instrument national de notification seront rendues publiques dans la base de données relative à l’INN (https://www.who.int/teams/health-workforce/migration/practice/reports-database) à l’issue des travaux de la Soixante-Dix-Huitième Assemblée mondiale de la Santé. Les données quantitatives serviront à alimenter le portail de données sur les comptes nationaux des personnels de santé (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/

J'ai lu et pris connaissance de la politique de l'OMS relative à l'utilisation et à la communication des données collectées par l'OMS dans les Etats Membres en dehors des urgences de santé publique.

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Contact Details

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Nom de l’État Membre :

Indonesia

Nom de l’autorité nationale désignée :

Anna Kurniati

Titre de l’autorité nationale désignée :

SKM, MA, Ph.D

Institution de l’autorité nationale désignée :

Ministry of Health

Courriel :

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

Numéro de téléphone :

+628158913250

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Contemporary issues

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Hide [NRIxI] Les questions marquées d’un * sont obligatoires. Le système ne permettra pas la soumission tant que vous n’aurez pas répondu à toutes les questions obligatoires.

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Questions actuelles sur les migrations et la mobilité des personnels de santé

Hide [Q1x1] 1.1 Au cours des 3 dernières années, la question du recrutement international des personnels de santé a-t-elle été un sujet de préoccupation pour votre pays ?

Oui, et son intensité s’accroît

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 Au cours des trois dernières années, la question de la dépendance internationale à l’égard des personnels de santé (recrutement international de personnels de santé pour répondre aux besoins nationaux) a-t-elle été un sujet de préoccupation pour votre pays ?

Non, ce n’est pas un problème dans mon pays

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Health Personnel Education

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Formation et emploi des personnels de santé, et pérennisation des systèmes de santé

Hide [Q2] 2. Votre pays prend-il des mesures pour former, employer et fidéliser des personnels de santé et d’aide à la personne adaptés aux conditions propres à votre pays, y compris dans les zones les plus démunies ?

Oui

Hide [Q2x1] Veuillez cocher tous les éléments qui s’appliquent dans la liste ci-dessous:

2.1 Mesures prises pour assurer la pérennité des personnels de santé et d’aide à la personne

2.2 Mesures prises pour remédier à la mauvaise répartition géographique des personnels de santé et d’aide à la personne et pour les fidéliser^*

2.3 Autres mesures pertinentes pour former, employer et fidéliser des personnels de santé et d’aide à la personne adaptés aux conditions propres à votre pays

Hide [Q2x1x1] 2.1.1 Mesures prises pour assurer la pérennité des personnels de santé et d’aide à la personne

Prévoir les besoins futurs en personnels de santé et d’aide à la personne afin de guider la planification

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.

Aligner la formation des personnels de santé et d’aide à la personne du pays sur les besoins des systèmes de santé

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.

Améliorer la qualité de la formation et des personnels de santé en fonction des besoins en prestation de services

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.

Créer des possibilités d’emploi adaptées aux besoins de la population en matière de santé

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).

Gérer le recrutement international des personnels de santé

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.

Améliorer la gestion des personnels de santé

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.

Dispositions spécifiques relatives à la réglementation et au recrutement des personnels de santé en situation d’urgence

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.

Autres

Hide [Q2x2x1] Cochez tous les éléments qui s’appliquent pour mesures prises pour remédier à la mauvaise répartition géographique des personnels de santé et d’aide à la personne et pour les fidéliser

2.2.1 Éducation

2.2.2 Réglementation

2.2.3 Incitations

2.2.4 Appui

Hide [Q2x2x1x1] 2.2.1.1 Éducation Mesures

Établissements d’enseignement situés dans des zones rurales/mal desservies

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.

Admission d’étudiants provenant de régions et de communautés rurales/mal desservies

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.

Bourses d’études et aides à l’éducation

(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.

Thèmes/programmes d’études pertinents dans les programmes d’éducation et/ou de perfectionnement professionnel

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.

(Ré)orientation des programmes d’éducation vers les soins de santé primaires

Autres

Hide [Q2x2x2x1] 2.2.2.1 Réglementation Mesures

Bourses d’études et aides à l’éducation assorties d’accords de service contractuel

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.

Accords de services obligatoires avec les personnels de santé qui ne sont pas liés à des bourses d’études ou à des aides à l’éducation

Élargissement du champ de pratique des personnels de santé existants

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.

Partage des tâches entre les différentes catégories professionnelles

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.

Dispositions relatives aux filières permettant, après avoir exercé en milieu rural, d’accéder à une nouvelle profession ou de se spécialiser

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

Autres

Hide [Q2x2x3x1] 2.2.3.1 Incitations Mesures

Remboursement additionnel

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.

Possibilités de formation

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.

Possibilités de promotion professionnelle ou de développement professionnel

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.

Reconnaissance des compétences professionnelles

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.

Reconnaissance sociale

Possibilité d’accès au statut de résident permanent et/ou à la citoyenneté pour les personnels de santé internationaux

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.

Autres

Hide [Q2x2x4x1] 2.2.4.1 Appui Mesures

Conditions de travail sûres et décentes

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.

Conditions de vie sûres et décentes

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.

Possibilités d’apprentissage à distance/en ligne

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.

Autres

Hide [Q2x3x1] 2.3.1 Veuillez préciser Autres mesures pertinentes pour former, employer et fidéliser des personnels de santé et d’aide à la personne adaptés aux conditions propres à votre pays

(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 Existe-t-il dans votre pays des politiques et/ou des lois spécifiques qui régissent le recrutement international, les migrations et l’intégration des personnels de santé formés à l’étranger ?

Oui

Hide [Q3x1x1] 3.1.1 Veuillez donner davantage d’informations dans l’encadré ci-dessous:

Loi/politique 1

Law Number 17 of 2023 on Health

Loi/politique 2

Government Regulation of the Republic of Indonesia Number 28 of 2024

Loi/politique 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 Existe-t-il dans votre pays des politiques et/ou des dispositions relatives aux services de télésanté internationaux assurés par des personnels de santé basés à l’étranger ?

Non

Hide [Q3x3] 3.3 Votre pays a-t-il constitué une base de données ou une compilation des lois et des réglementations en matière de recrutement et de migrations des personnels de santé internationaux et, le cas échéant, des informations relatives à leur mise en œuvre ?

Oui

Hide [Q3x3x1] Veuillez fournir un lien Web

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

Hide [Q3x3x2] En transmettant tout document fournissant ces informations (par exemple au format PDF, Excel, Word)
Veuillez télécharger le doccument:

Hide [Q4] 4. Considérant le rôle d’autres entités gouvernementales, le Ministère de la santé dispose-t-il de mécanismes (par exemple, des politiques, des processus, une unité) pour assurer le suivi et la coordination entre les secteurs sur les questions liées au recrutement international et aux migrations des personnels de santé ?

Oui

Hide [Q4x1] Veuillez préciser

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. Veuillez décrire les mesures prises par votre pays pour mettre en œuvre les recommandations suivantes du Code:
Veuillez cocher tous les éléments qui s’appliquent dans la liste ci-dessous:

5.1 Des mesures ont été prises ou sont envisagées pour modifier les lois ou les politiques relatives aux personnels de santé conformément aux recommandations du 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 Des mesures ont été prises afin de communiquer et de partager l’information sur le recrutement international et les migrations des personnels de santé d’un secteur à l’autre, ainsi que pour faire connaître le Code aux ministères, départements et organismes concernés, au niveau national et/ou infranational.

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 Des mesures ont été prises pour consulter les parties prenantes lors de la prise de décisions et/ou pour les associer aux activités liées au recrutement international des personnels de santé.

(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 Les autorités compétentes tiennent des registres sur toutes les agences de recrutement privées de personnels de santé autorisés à exercer sur leur territoire.

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 Les bonnes pratiques, telles que définies par le Code, sont encouragées et promues auprès des agences de recrutement privées.

5.5a Promotion du Code auprès des agences de recrutement privées.

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 Législation ou politique nationale exigeant des pratiques éthiques de la part des agences de recrutement privées, conformément aux principes et aux articles du 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 Certification publique ou privée concernant le respect des pratiques éthiques par les agences de recrutement privées.

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 Autres

5.6 Aucune des réponses ci-dessus

Hide all

Government Agreements

Hide [INFOxNRI6] Instrument national de notification 2024

Hide [INFOx3]

Accords entre États relatifs aux migrations ou la mobilité des personnels de santé

Hide [Q6] 6. Votre pays a-t-il mis en place au niveau national ou infranational des accords et/ou des dispositifs bilatéraux, multilatéraux ou régionaux en matière de recrutement international et/ou de mobilité des personnels de santé ?

Oui

Hide [Q6x1xA] 6.1 A Veuillez utiliser le tableau ci-dessous pour décrire chacun des accords ou arrangements bilatéraux, régionaux ou multilatéraux en vigueur:

	a. Titre de l’accord	b. Type d’accord
Accord 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
Accord 2	MoU on Labour and Employment between Ministry of Manpower of the Rep of Indonesia and the Bundesagentur fur Arbeit, Germany	1
Accord 3	MOU between the National Board for the Placement and Protection of Indonesian Overseas Workers and Ministry of KSA	1
Accord 4
Accord 5
Accord 6
Accord 7
Accord 8
Accord 9
Accord 10
Accord 11
Accord 12
Accord 13
Accord 14
Accord 15

Hide all

Government Agreements - 6.1 A

Hide [INFOxNRI7] Instrument national de notification 2024

Hide [Q6x1xAx1] c. Pays concernés

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. Couverture

Nationale

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

Nationale

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

Nationale

Hide [Q6x1xAx3] e. Objet principal de l’accord (cochez toutes les réponses qui s’appliquent)

	Éducation et formation	Coopération dans le domaine de la santé	Promotion de la migration circulaire	Philanthropie ou appui technique	Reconnaissance des qualifications	Recrutement des personnels de santé	Commerce de services	Autre
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. Catégories de personnels de santé (cochez toutes les réponses qui s’appliquent)

	Personnel infirmier	Sages-femmes
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. Période de validité

	Année de début	Année de fin
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. Signataire de l’accord de votre pays

Autres:

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

Autres:

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

Autres:

Hide [Q6x1xAx6xoth] Si autre signataire de l'accord de votre pays (Veuillez préciser :)

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] Si le Ministère de la santé n’est pas signataire, a-t-il participé à l’élaboration de l’accord ?

Oui

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

Oui

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

Oui

Hide [Q6x1xAx7] i. Signataire de l’accord du ou des pays partenaires

Ministère des relations extérieures

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

Ministère du travail

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

Ministère de la santé

Hide [Q6x1xAx7x1] Si le Ministère de la santé n’est pas signataire, a-t-il participé à l’élaboration de l’accord ?

Oui

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

Oui

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

Hide [Q6x1xAx8] j. Contenu de l’accord

Hide [Q6x1xAx8x1] j.i. L’accord contient-il des dispositions en faveur du système de santé de votre pays et du/des pays partenaire(s) ?

Non, ne contient pas de dispositions en faveur du système de santé de mon pays ou du/des pays partenaire(s)

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

Oui, contient des dispositions en faveur du système de santé de mon pays et du/des pays partenaire(s)

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

Non, ne contient pas de dispositions en faveur du système de santé de mon pays ou du/des pays partenaire(s)

Hide [Q6x1xAx8x1x] Veuillez expliquer

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. L’accord contient-il des dispositions sur les droits et le bien-être des agents de santé ?

Oui

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

Oui

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

Non

Hide [Q6x1xAx8x2x] Veuillez expliquer

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 all

Government Agreements - 6.1 B

Hide [INFOxNRI8] Instrument national de notification 2024

Hide [Q6x1xB] 6.1 B Veuillez utiliser le tableau ci-dessous pour décrire la mise en œuvre de chacun des accords ou arrangements bilatéraux, régionaux ou multilatéraux en vigueur

Hide [Q6x1xBx1] L’accord est-il mis en œuvre ?

Oui

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

Oui

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

Non

Hide [Q6x1xBx1x1]

	Première année de mise en œuvre:
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] Depuis la mise en œuvre de cet accord, combien de personnels de santé ont quitté votre pays ou y sont entrés en vertu de cet accord ?
Accord: 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”

	Nombre de personnels
Médecins
Personnel infirmier	3059
Sages-femmes	40
Dentistes
Pharmaciens

Hide [Q6x1xBx2b] Depuis la mise en œuvre de cet accord, combien de personnels de santé ont quitté votre pays ou y sont entrés en vertu de cet accord ?
Accord: MoU on Labour and Employment between Ministry of Manpower of the Rep of Indonesia and the Bundesagentur fur Arbeit, Germany

	Nombre de personnels
Médecins
Personnel infirmier	194
Sages-femmes
Dentistes
Pharmaciens

Hide [Q6x1xBx3] Veuillez indiquer si le système de santé de votre pays a bénéficié de l’accord et, le cas échéant, comment.

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] Veuillez indiquer si le système de santé d’un ou de plusieurs autres pays a bénéficié de l’accord et, le cas échéant, comment.

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] Veuillez indiquer si les dispositions relatives aux droits et au bien-être des agents de santé ont été mises en œuvre et, le cas échéant, comment.

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] Veuillez indiquer toute autre information utile sur l’accord (p. ex., contexte, éléments positifs, lacunes et leçons apprises).

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] Texte intégral de l’accord et des documents connexes (plan de mise en œuvre, rapport d’activité, rapport de mise en œuvre, rapport d’évaluation, etc.)

	Télécharger 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

Hide [Q6x1xBx7xfile1]

Hide [Q6x1xBx7xfile2]

Hide [Q6x1xBx7xfile3]

Hide [Q6x1xBx7xfile4]

Hide [Q6x1xBx7xfile5]

Hide [Q6x1xBx7xfile6]

Hide [Q6x1xBx7xfile7]

Hide [Q6x1xBx7xfile8]

Hide [Q6x1xBx7xfile9]

Hide [Q6x1xBx7xfile10]

Hide [Q6x1xBx7xfile11]

Hide [Q6x1xBx7xfile12]

Hide [Q6x1xBx7xfile13]

Hide [Q6x1xBx7xfile14]

Hide [Q6x1xBx7xfile15]

Hide all

Responsibilities, rights and recruitment practices

Hide [INFOxNRI9] Instrument national de notification 2024

Hide [INFOx4]

Responsabilités, droits et pratiques de recrutement

Hide [Q7] 7. Si votre pays emploie/accueille des personnels de santé internationaux afin qu’ils travaillent dans les secteurs de la santé et de l’aide à la personne, quelles protections juridiques et/ou quels autres mécanismes ont été mis en place pour les personnels de santé migrants et pour veiller à ce qu’ils aient les mêmes droits et les mêmes responsabilités que les personnels de santé formés dans le pays ?
Veuillez cocher tous les éléments qui s’appliquent dans la liste ci-dessous:

Les personnels de santé migrants sont recrutés au moyen de mécanismes qui leur permettent d’apprécier les avantages et les risques que présentent les postes à pourvoir et de prendre des décisions éclairées en temps voulu sur ces emplois.

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.

Les personnels de santé migrants sont engagés, promus et rémunérés d’après des critères objectifs tels que les compétences, le nombre d’années d’expérience et les responsabilités professionnelles, sur la même base que les personnels de santé formés dans le pays.

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.

Les personnels de santé migrants ont les mêmes opportunités que les personnels de santé formés dans le pays pour améliorer leur formation professionnelle, leurs compétences et la progression de leur carrière.

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.

Des dispositions institutionnelles sont en place pour garantir la sécurité des migrations/de la mobilité et l’intégration des personnels de santé migrants.

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.

Des mesures ont été prises pour promouvoir la migration circulaire des personnels de santé internationaux

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.

Autres mesures (y compris juridiques et administratives) visant à établir des pratiques équitables pour le recrutement et l’emploi des personnels de santé formés à l’étranger et/ou immigrés (veuillez préciser)

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.

Aucune mesure n’a été mise en place

Sans objet – N’accueille/n’emploie pas de personnels de santé étrangers

Hide [Q8] 8. Si des personnels de santé de votre pays travaillent à l’étranger dans les secteurs de la santé et de l’aide à la personne, veuillez indiquer les mesures qui ont été prises ou qui sont prévues dans votre pays pour garantir un recrutement et un emploi équitables, une migration sans danger, leur retour ; et le recours à la diaspora dans votre pays, ainsi que les difficultés rencontrées.
Veuillez cocher tous les éléments qui s’appliquent dans la liste ci-dessous:

Dispositions pour un recrutement équitable

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.

Dispositions relatives à des contrats de travail décents et à des conditions de travail décentes dans les pays de destination

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.

Dispositions pour une mobilité sans risques

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.

Dispositions pour le retour et la réintégration sur le marché du travail de la santé dans votre pays

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.

Dispositions relatives au recours à la diaspora pour soutenir le système de santé de votre pays

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.

Autres

Aucune mesure n’a été mise en place

Sans objet – Les personnels de santé de mon pays ne travaillent pas à l’étranger

Hide all

International migration

Hide [INFOxNRI10] Instrument national de notification 2024

Hide [INFOx5]

Filières des migrations internationales et de la mobilité des personnels de santé

Hide [Q9x1] 9.1 Si votre pays accueille des personnels de santé internationaux pour travailler dans le secteur de la santé et de l’aide à la personne, comment viennent-ils dans votre pays ? (Cochez toutes les réponses qui s’appliquent)

	Demande directe (individuelle) à des fins d’éducation, d’emploi, de commerce, d’immigration ou d’entrée dans le pays	Agences de recrutement privées ou recrutement facilité par l’employeur
Médecins	1	1
Personnel infirmier	0	0
Sages-femmes	0	0
Dentistes	0	0
Pharmaciens	0	0
Autres métiers	0	0
Autres métiers	0	0
Autres métiers	0	0
Autres métiers	0	0
Autres métiers	0	0

Hide [Q9x1oth]

Hide [Q9x2] 9.2 Si des personnels de santé de votre pays travaillent/étudient à l’étranger, comment quittent-ils votre pays ? (Cochez toutes les réponses qui s’appliquent)

	Demande directe (individuelle) à des fins d’éducation, d’emploi, de commerce, d’immigration ou d’entrée dans le pays	Accords entre États autorisant la mobilité des personnels de santé	Agences de recrutement privées ou recrutement facilité par l’employeur
Médecins	0	0	0
Personnel infirmier	1	1	1
Sages-femmes	1	1	1
Dentistes	0	0	0
Pharmaciens	0	0	0
Autres métiers	0	0	0
Autres métiers	0	0	0
Autres métiers	0	0	0
Autres métiers	0	0	0
Autres métiers	0	0	0

Hide [Q9x2oth]

Hide all

Recruitment & migration

Hide [INFOxNRI11] Instrument national de notification 2024

Hide [INFOx6]

Données relatives au recrutement et aux migrations des personnels de santé internationaux

Il est essentiel d’améliorer la disponibilité et la comparabilité internationale des données pour comprendre et gérer les dynamiques mondiales des migrations des agents de santé. Veuillez consulter votre point focal CNPS, le cas échéant, pour vous assurer que les données rapportées ci-dessous sont conformes aux rapports CNPS^*.
(Pour plus de détails sur le point focal CNPS de votre pays, veuillez consulter la version électronique de l’INN ou contacter WHOGlobalCode@who.int)

Hide [Q10] 10. Votre pays dispose-t-il d’un ou de plusieurs mécanismes ou entités chargés de tenir des registres statistiques sur les personnels de santé nés et formés à l’étranger ?

Oui

Hide [Q10x1] 10.1 Où les registres sont-ils conservés ? (Cochez toutes les réponses qui s’appliquent)

Relevés d’emploi ou permis de travail

Base de données des personnels du Ministère de la santé

Registre des personnels de santé autorisés à exercer

Autre

Hide [Q10x2] 10.2 Le registre comprend-il des données ventilées par sexe sur les personnels de santé nés à l’étranger et/ou formés à l’étranger ?

Non

Hide all

Inflow and outflow of health personnel

Hide [INFOxNRI12] Instrument national de notification 2024

Hide [INFOx7] Entrée et sortie des personnels de santé

Hide [Q11] 11. Disposez-vous d’un mécanisme de suivi des entrées et sorties des personnels de santé à destination et en provenance de votre pays ? (Cochez toutes les réponses qui s’appliquent)

Entrée

Sortie

Non

Hide [Q11xI] Si vous avez répondu « Oui » pour « Entrée » :

Hide [Q11x1] 11.1 Combien de personnels de santé formés à l’étranger ou nés à l’étranger ont été nouvellement actifs (de manière temporaire et/ou permanente) dans votre pays au cours des trois dernières années (entrée) ?

	Médecins	Personnel infirmier	Sages-femmes	Dentistes	Pharmaciens
2021
2022	50	27	0	0	1
2023	50	11	0	1	1
Source des données (p. ex., organisme de réglementation, dossiers d’immigration, permis de travail, etc.)

Hide [Q11xO] Si vous avez répondu « Oui » pour « Sortie » :

Hide [Q11x2] 11.2 Combien de personnels de santé formés dans le pays ont quitté votre pays au cours des dernières années de façon temporaire ou permanente (sortie) ?

	Personnel infirmier	Sages-femmes
2021	469
2022	1300
2023	1415	19
Source des données (p. ex., organisme de réglementation, dossiers d’immigration, permis de travail, etc.)	682	21

Hide [Q11x3] 11.3 Si vous disposez d’un document contenant des informations sur les flux d’entrée et de sortie des personnels de santé dans votre pays, veuillez le télécharger.

Hide all

Stock of health personnel

Hide [INFOxNRI13] Instrument national de notification 2024

Hide [INFOx8] Stock de personnels de santé

Hide [Q12x1] 12.1 Stock consolidé de personnels de santé, ventilé par pays de formation et de naissance
Pour la dernière année disponible, conformément aux indicateurs 1-07 et 1-08 des comptes nationaux des personnels de santé (CNPS), veuillez fournir des informations sur le stock total de personnels de santé dans votre pays (de préférence la main-d’œuvre active), ventilées par lieu de formation (formés à l’étranger) et par lieu de naissance (nés à l’étranger).

Hide [Q12x1a] Veuillez fournir des données sur le stock de personnels de santé actifs dans votre pays par l’un des moyens suivants:

Remplissez le tableau ci-dessous

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?
Médecins (généralistes + spécialistes)	213.203	213.154	49	47	2	213.201	2	Indonesian Health Council's database	2024	1
Personnel infirmier	770.816	770.816				770.816		Indonesian Health Council's database	2024	1
Sages-femmes	541.258	541.258				541.258		Indonesian Health Council's database	2024	1
Dentistes	47.301		47.301			47.301		Indonesian Health Council's database	2024	1
Pharmaciens	175.150		175.150			175.150		Indonesian Health Council's database	2024	1

Hide [Q12x1x1x] Si vous disposez d'un document contenant des informations sur le stock de personnels de santé actifs dans votre pays, leur répartition par lieu de formation et par lieu de naissance, veuillez le télécharger.

Hide [Q12x2] 12.2 Veuillez fournir des données sur les dix principaux pays où sont formés les personnels de santé étrangers présents dans votre pays.
Ces informations peuvent être fournies par l’un des deux moyens suivants:

Remplissez le tableau ci-dessous

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	Médecins	Personnel infirmier	Sages-femmes	Dentistes	Pharmaciens
Total des personnels formés à l’étranger
Pays 1: Pays de formation	PHL
Pays 1: Nombre de personnels	34
Pays 2: Pays de formation	CHN
Pays 2: Nombre de personnels	5
Pays 3: Pays de formation	DEU
Pays 3: Nombre de personnels	3
Pays 4: Pays de formation	USA
Pays 4: Nombre de personnels	2
Pays 5: Pays de formation	JPN
Pays 5: Nombre de personnels	1
Pays 6: Pays de formation	AUS
Pays 6: Nombre de personnels	1
Pays 7: Pays de formation	MYS
Pays 7: Nombre de personnels	1
Pays 8: Pays de formation	NPL
Pays 8: Nombre de personnels	1
Pays 9: Pays de formation	GBR
Pays 9: Nombre de personnels	1
Pays 10: Pays de formation
Pays 10: Nombre de personnels
Source (par ex. registre professionnel, données de recensement, enquête nationale, autres)
Année de collecte des données (Veuillez fournir les données correspondant à la dernière année disponible)	2022 - 2024
Observations

Hide [Q12x2x1x] Si vous disposez d’un document contenant des informations sur la répartition des personnels de santé formés à l’étranger dans votre pays en fonction de leur pays de formation, veuillez le télécharger.

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Technical and financial support

Hide [INFOxNRI14] Instrument national de notification 2024

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Appui technique et financier

Hide [Q13] 13. Votre pays a-t-il fourni une assistance technique ou financière à des pays sources ou à des pays figurant sur la Liste OMS d’appui et de sauvegarde pour les personnels de santé 2023, ou à d’autres pays à revenu faible ou intermédiaire, pour le développement des personnels de santé, le renforcement des systèmes de santé ou la mise en œuvre d’autres recommandations du Code (par exemple, renforcement des données, informations et recherches sur les personnels de santé en vue d’une transposition dans les politiques et la planification, etc.)

Oui

Hide [Q13x] Veuillez fournir des renseignements supplémentaires ci-dessous (Cochez toutes les réponses qui s’appliquent) :

Appui au développement des personnels de santé (planification, éducation, emploi, fidélisation)

Appui à d’autres éléments du renforcement du système de santé (prestation de services ; systèmes d’information sanitaire ; financement de la santé ; technologies et produits médicaux ; et direction et gouvernance de l’action sanitaire)

Autres domaines d’appui :

Hide [Q13x1] Appui au développement des personnels de santé (planification, éducation, emploi, fidélisation)

	Pays bénéficiant d’un appui	Type d’appui (veuillez préciser)
	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] Appui à d’autres éléments du renforcement du système de santé (prestation de services ; systèmes d’information sanitaire ; financement de la santé ; technologies et produits médicaux ; et direction et gouvernance de l’action sanitaire)

	Pays bénéficiant d’un appui	Type d’appui (veuillez préciser)
	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. Votre pays a-t-il reçu une assistance technique ou financière d’un État Membre de l’OMS ou d’autres parties prenantes (par exemple, partenaires de développement, autres agences) pour le développement des personnels de santé, le renforcement des systèmes de santé ou la mise en œuvre d’autres recommandations du Code (par exemple, renforcement des données, information et recherche sur les personnels de santé en vue de leur transposition dans les politiques et la planification, etc.) ?

Oui

Hide [Q14x] Veuillez fournir des renseignements supplémentaires ci-dessous (Cochez toutes les réponses qui s’appliquent) :

Appui au développement des personnels de santé (planification, éducation, emploi, fidélisation)

Appui à d’autres éléments de renforcement du système de santé (prestation de services ; systèmes d’information sanitaire ; financement de la santé ; technologies et produits médicaux ; et direction et gouvernance de l’action sanitaire)

Autres domaines d’appui :

Hide [Q14x1] Appui au développement des personnels de santé (planification, éducation, emploi, fidélisation)

	Pays/entité à l’origine de l’appui	Type d’appui (veuillez préciser)
	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] Appui à d’autres éléments de renforcement du système de santé (prestation de services ; systèmes d’information sanitaire ; financement de la santé ; technologies et produits médicaux ; et direction et gouvernance de l’action sanitaire)

	Pays/entité à l’origine de l’appui	Type d’appui (veuillez préciser)
	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

Hide [INFOxNRI15] Instrument national de notification 2024

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Obstacles, solutions et observations complémentaires

Hide [Q15] 15. Veuillez énumérer, par ordre de priorité, les trois principaux obstacles à un recrutement international éthique des personnels de santé dans votre pays et proposer des solutions envisageables :

	Principaux obstacles	Solutions/recommandations envisageables
	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. De quel appui avez-vous besoin pour renforcer l’application du Code?

Appui au renforcement des données et de l’information sur les personnels de santé

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

Appui au dialogue politique et à l’élaboration des politiques

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.

Appui à l’élaboration d’accords bilatéraux/multilatéraux

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.

Autres

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

Pas d’appui requis

Hide [Q17] 17. Étant donné que le Code est un document dynamique qui doit être mis à jour si nécessaire, veuillez nous faire part des réflexions de votre pays sur les 14 années écoulées depuis la résolution sur le Code.

Hide [Q17x1] Veuillez préciser Le Code est-il utile pour votre pays et, si oui, en quoi ?

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] Y a-t-il des articles du Code qui doivent être mis à jour ?

Oui

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] Le processus de production de rapports sur la mise en œuvre du Code et l’examen de la pertinence et de l’efficacité du Code doivent-ils être mis à jour ?

Oui

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] Veuillez formuler des commentaires sur la Liste OMS d’appui et de sauvegarde pour les personnels de santé (par ex., si votre pays est inclus dans la liste, en quoi cela vous a-t-il affecté ; si votre pays fait appel à des personnels de santé internationaux, comment la liste vous a-t-elle affecté ; si votre pays n’est pas dans la liste, comment cela vous a-t-il affecté)

Hide [Q18] 18. Veuillez communiquer toute autre observation ou tout document complémentaire que vous souhaiteriez fournir concernant le recrutement international et les migrations des personnels de santé, dans le cadre de la mise en œuvre du Code.

Veuillez expliquer OU télécharger un document (taille maximale du fichier 10 Mo)

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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Warning

Hide [INFOxNRI16] Instrument national de notification 2024

Hide [WARN] Vous avez atteint la fin du National Reporting Instrument - 2024. Vous pouvez revenir à n'importe quelle question pour mettre à jour vos réponses ou confirmer votre saisie en cliquant sur « Soumettre ».