国家报告文书（2024年）

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Background

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2010年第六十三届世界卫生大会（WHA63.16号决议）通过的《世界卫生组织全球卫生人员国际招聘行为守则》（以下简称《守则》）意在加强数据、信息和国际合作，从而加强对卫生人员国际招聘的了解和道德管理。

《守则》第7条鼓励世卫组织会员国交换与卫生人员国际招聘和移民有关的信息。根据授权，世卫组织总干事每三年向世界卫生大会提交一次报告。

世卫组织会员国已于2022年5月完成第四轮国家报告。世卫组织总干事已于2022年5月向第七十五届世界卫生大会报告了《守则》的执行进展情况（A75/14）。第四轮报告强调，在COVID-19大流行导致脆弱性增加的背景下，有必要评估卫生人员向国外移民所产生的影响。为此，重新召集了《守则》相关性和有效性专家咨询小组（A73/9）。根据专家咨询小组的建议，秘书处公布了 “2023年世卫组织卫生人力支持和保障措施受益国名单”。

本国家报告文书是一个以国家为基础、用于信息交流和监测《守则》执行情况的自评工具。它使世卫组织能够收集和分享关于卫生人员国际招聘和移民的现有证据和信息。第五轮国家报告的结果将于2025年1月提交执行委员会（执委会第一五六届会议），以便为举行第七十八届世界卫生大会做准备。

提交报告的截止日期为2024年8月31日。

《守则》第9条授权世卫组织总干事定期向世界卫生大会报告对《守则》在实现其既定目标方面的有效性的审查情况，并提出改进建议。世卫组织将在2024年召集一个由会员国牵头的专家咨询小组，以便对《守则》进行第三次审查。审查报告将提交第七十八届世界卫生大会。

如对填写在线问卷有任何疑问或需要说明，请通过 WHOGlobalCode@who.int与我们联系。

什么是世卫组织《全球卫生人员国际招聘行为守则》？

免责声明： 通过国家报告文书收集的数据和信息将在第七十八届世界卫生大会之后通过国家报告文书数据库（https://www.who.int/teams/health-workforce/migration/practice/reports-database）公开提供。定量数据将用于为国家卫生人力账户数据门户网站（http://www.apps.who.int/nhwaportal/）提供信息。

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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/

我已閱讀並理解世衛組織關於在突發公共衛生事件之外在會員國使用和共享世衛組織收集的數據的政策

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Contact Details

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会员国名称：

Indonesia

指定国家主管部门的名称：

Anna Kurniati

在指定国家主管部门内的职务：

SKM, MA, Ph.D

指定国家主管部门的机构：

Ministry of Health

电子邮件：

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

电话号码：

+628158913250

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Contemporary issues

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Hide [NRIxI] 标有* 号的问题为必须回答的问题。 在回答所有必须回答的问题之前，系统将不允许提交。

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关于卫生人员移民和流动的当代问题

Hide [Q1x1] 1.1 在过去3年中，卫生人员国际征聘问题是否为贵国关注的问题？

是，关注程度日益增加

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 在过去3年中，对卫生人员的国际依赖（需要在国际上招聘卫生人员来满足国内需求）是否成为贵国关注的问题？

否，我国没有这一问题

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Health Personnel Education

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卫生人员教育、就业和卫生系统可持续性

Hide [Q2] 2. 贵国是否在为教育、雇用和保留一支适合贵国具体情况（包括最需要的领域）的卫生和照护人员队伍采取措施？

是

Hide [Q2x1] 请从下面列表中勾选所有适用选项:

2.1 为确保卫生和照护人员队伍的可持续性采取的措施

2.2 为留住卫生和照护人员队伍以及解决其地域分布不均问题而采取的措施^*

2.3 其他适合贵国具体情况的教育、招聘和留用卫生和照护人员队伍的相关措施

Hide [Q2x1x1] 2.1.1 为确保卫生和照护人员队伍的可持续性采取的措施

预测卫生和照护人员队伍的未来需求，为制定计划提供参考

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.

使国内卫生和照护人员队伍的教育与卫生系统的需要相一致

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.

根据服务需要提高教育和卫生人员的质量

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.

创造与人群健康需要相一致的就业机会

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).

对卫生人员的国际招聘进行管理

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.

改进卫生人员的管理

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.

关于突发事件期间卫生人员规章制度和招聘的具体规定

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.

其它

Hide [Q2x2x1] 为留住卫生和照护人员队伍以及解决其地域分布不均问题而采取的措施（勾选所有适用选项）

2.2.1 教育

2.2.2 规章制度

2.2.3 激励

2.2.4 支持

Hide [Q2x2x1x1] 2.2.1.1 教育

农村/服务不足地区的教育机构

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.

农村/服务不足地区和社区的学生人数

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.

奖学金和教育补贴

(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.

教育和/或专业发展计划中的相关专题/课程

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.

以初级卫生保健为教育计划的培养方向

其它

Hide [Q2x2x2x1] 2.2.2.1 规章制度

奖学金和教育补贴的发放与签订回去服务协议联系起来

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.

与卫生人员签订与奖学金或教育补贴无关的强制性服务协议

扩大现有卫生人员的从业范围

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.

不同专业之间的任务分担

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.

为结束农村服务的卫生人员进入新的或专业工作领域提供途径

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

其它

Hide [Q2x2x3x1] 2.2.3.1 激励

额外的财务报销

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.

教育机会

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.

职业发展或专业成长的机会

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.

专业认可

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.

社会认可

为国际卫生人员获得永久居留权和/或公民身份提供途径和机会

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.

其它

Hide [Q2x2x4x1] 2.2.4.1 支持

体面和安全的工作条件

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.

体面和安全的生活条件

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.

远程学习/电子学习机会

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.

其它

Hide [Q2x3x1] 2.3.1 请说明 - 其他适合贵国具体情况的教育、招聘和留用卫生和照护人员队伍的相关措施

(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 贵国是否有具体的政策和/或法律为在国外接受培训的卫生人员的国际招聘、移民和融入提供指引？

是

Hide [Q3x1x1] 3.1.1 请在下框中提供进一步信息。

法律/政策1

Law Number 17 of 2023 on Health

法律/政策2

Government Regulation of the Republic of Indonesia Number 28 of 2024

法律/政策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 贵国是否有关于通过海外卫生人员提供国际远程卫生服务的任何政策和/或规定？

否

Hide [Q3x3] 3.3 贵国是否建立了与卫生人员国际招聘和移民有关的法律法规数据库或汇编，并酌情建立了与这些法律法规实施有关的信息数据库或汇编？

是

Hide [Q3x3x1] 请提供一个网页链接

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

Hide [Q3x3x2] 上传提供此类信息的任何格式的文件（例如pdf、excel、word）
請上傳文件:

Hide [Q4] 4. 认识到其他政府实体的作用，卫生部在处理与卫生人员国际招聘和移民有关的问题上是否有监督和协调各部门的机制（例如政策、程序、单位）？

是

Hide [Q4x1] 请说明

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. 请说明贵国为实施以下《守则》建议而采取的步骤。
请从下面列表中勾选所有适用选项：

5.1 已经采取或正在考虑采取措施来修改卫生人员的法律或政策，以便与《守则》的建议保持一致。

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 已采取行动，在国家和/或国家以下级别相关部委、部门和机构之间交流和共享与卫生人员国际招聘和移民有关的信息，并对《守则》进行宣传。

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 已采取措施，在决策过程中与利益攸关方进行协商，和（或）让他们参与与卫生人员国际招聘相关的活动。

(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 为所有经主管部门授权在其管辖范围内开展业务的私人卫生人员招聘机构保留记录。

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 推广和鼓励私人招聘机构采用《守则》要求的良好做法。

5.5a 向私人招聘机构中推广《守则》。

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 在国内立法或政策中要求私人招聘机构遵守与《守则》的原则和条款一致的道德实践。

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 为私人招聘机构提供公共或私人道德实践认证。

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 其它

5.6 以上均不是

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Government Agreements

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关于卫生人员移民或流动问题的政府间协定

Hide [Q6] 6. 贵国或国家以下级别政府是否就卫生人员国际招聘和/或流动问题签订任何双边、多边或区域协定和/或安排？

是

Hide [Q6x1xA] 6.1 A 请在下表中列出每一项现有双边、区域或多边协定或安排：

	a. 协议名称	b. 协议类型
协议 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
协议 2	MoU on Labour and Employment between Ministry of Manpower of the Rep of Indonesia and the Bundesagentur fur Arbeit, Germany	1
协议 3	MOU between the National Board for the Placement and Protection of Indonesian Overseas Workers and Ministry of KSA	1
协议 4
协议 5
协议 6
协议 7
协议 8
协议 9
协议 10
协议 11
协议 12
协议 13
协议 14
协议 15

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Government Agreements - 6.1 A

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Hide [Q6x1xAx1] c. 涉及的国家

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. 覆盖范围

国家级

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

国家级

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

国家级

Hide [Q6x1xAx3] e. 协议的主要关注点（勾选所有适用选项）

	教育和培训	卫生合作	促进循环移民	慈善或技术支持	资格认可	卫生人员招聘	服务贸易	其他
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. 卫生人员的类别（勾选所有适用项）

	护士	助产士
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. 有效期

	起始年份	结束年份
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. 贵国的协议签字人

其他：

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

其他：

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

其他：

Hide [Q6x1xAx6xoth] 如果该协议的其他签署者来自您所在的国家（请注明：）

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] 如果卫生部不是签字方，卫生部是否参与了协议的制定？

是

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

是

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

是

Hide [Q6x1xAx7] i. 伙伴国家的协议签字人

外交部

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

劳动部

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

卫生部

Hide [Q6x1xAx7x1] 如果卫生部不是签字方，卫生部是否参与了协议的制定？

是

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

是

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

Hide [Q6x1xAx8] j. 协议内容

Hide [Q6x1xAx8x1] j.i. 协议中是否包含有利于贵国和伙伴国卫生系统的内容？

否，不包含有益于任何国家卫生系统的内容

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

是，包含有益于我国和伙伴国卫生系统的内容

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

否，不包含有益于任何国家卫生系统的内容

Hide [Q6x1xAx8x1x] 请说明：

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. 协议中是否包含关于卫生工作者权利和福利的内容？

是

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

是

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

否

Hide [Q6x1xAx8x2x] 请说明：

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 请在下表中说明每一项现有双边、区域或多边协定或安排的执行情况

Hide [Q6x1xBx1] 协议是否得到执行？

是

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

是

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

否

Hide [Q6x1xBx1x1]

	开始执行协议的年份：
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] 自本协议开始执行以来，有多少卫生人员通过本协议离开或进入贵国？
协议: 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”

	人员数量：
医生
护士	3059
助产士	40
牙医
药剂师

Hide [Q6x1xBx2b] 自本协议开始执行以来，有多少卫生人员通过本协议离开或进入贵国？
协议: MoU on Labour and Employment between Ministry of Manpower of the Rep of Indonesia and the Bundesagentur fur Arbeit, Germany

	人员数量：
医生
护士	194
助产士
牙医
药剂师

Hide [Q6x1xBx3] 请说明贵国卫生系统是否以及如何从本协议中受益。

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] 请说明其他国家卫生系统是否以及如何从本协议中受益。

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] 请说明关于卫生工作者权利和福利的条款是否以及如何得到执行。

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] 请提供关于本协议的任何其他相关信息（例如背景、积极因素、差距和经验教训）。

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] 协议全文和相关文件（执行计划、进度报告、执行情况报告、评价报告等）

	上传文件
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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责任、权利和招聘实践

Hide [Q7] 7. 如果贵国雇用/接纳国际卫生人员在卫生和照护行业工作，你们为移民卫生人员制定了哪些法律保障和/或其他机制，以确保他们享有与国内培训的卫生人力相同的法律权利和责任？
请从下面列表中勾选所有适用选项:

招聘移民卫生人员所采用的机制使他们能够评估与就业职位相关的利益和风险，并能够及时作出与就业相关的知情决定。

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.

移民卫生人员的雇用、晋升和报酬均按资格水平、经验年限和专业责任程度等客观标准进行，与国内培训的卫生人力的标准相同。

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.

移民卫生人员在加强专业教育、资历和职业发展方面享有与国内培训的卫生人力相同的机会。

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.

已为确保移民卫生人员的安全移民/流动和融入社会作出制度安排。

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.

已采取措施促进国际卫生人员的循环移民。

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.

与公平招聘在外国培训的卫生人员和/或移民卫生人员有关的其他措施（包括法律和行政措施）和就业实践（请提供详情）。

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.

没有采取措施。

不适用——未接纳/雇用外国卫生人员。

Hide [Q8] 8. 如果来自贵国的卫生人员在国外卫生和照护行业工作，请提供资料，说明贵国为确保他们的公平招聘和就业而采取或计划采取的措施；安全移民；返回；贵国对侨民的利用情况以及遇到的困难。
请从下面列表中勾选所有适用选项:

与公平招聘有关的安排

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.

与目的地国的体面就业合同和工作条件有关的安排

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.

与安全流动有关的安排

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.

与返回和重新融入贵国卫生人力市场有关的安排

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.

与侨民参与支持贵国卫生系统有关的安排

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.

其他

没有采取措施

不适用——我国卫生人员不在国外工作

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International migration

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卫生人员的国际移民和流动途径

Hide [Q9x1] 9.1 如果贵国接纳了国际卫生人员在卫生和照护行业工作，他们是如何来到贵国的？（勾选所有适用选项）

	直接（个人）申请教育、就业、贸易、移民或入境.	私人招聘机构或雇主协助招聘
医生	1	1
护士	0	0
助产士	0	0
牙医	0	0
药剂师	0	0
其它专业	0	0
其它专业	0	0
其它专业	0	0
其它专业	0	0
其它专业	0	0

Hide [Q9x1oth]

Hide [Q9x2] 9.2 如果贵国的卫生人员在国外工作/学习，他们如何离开贵国？（勾选所有适用选项）

	直接（个人）申请教育、就业、贸易、移民或入境目的地国	允许卫生人员流动的政府间协议	私人招聘机构或雇主协助招聘
医生	0	0	0
护士	1	1	1
助产士	1	1	1
牙医	0	0	0
药剂师	0	0	0
其它专业	0	0	0
其它专业	0	0	0
其它专业	0	0	0
其它专业	0	0	0
其它专业	0	0	0

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Recruitment & migration

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国际卫生人员招聘和移民方面的数据

增加数据的可用性和国际可比性对于了解和应对卫生工作者移民的全球动态至关重要。请与贵国卫生人力账户联络点（如有）进行咨询，以确保以下报告的数据与国家卫生人力账户报告一致^*。
（关于贵国国家卫生人力账户联络点的详细信息，请参见电子版国家报告文书或联系WHOGlobalCode@who.int）

Hide [Q10] 10. 贵国是否有任何机制或实体负责保存在外国出生和在外国培训的卫生人员的统计记录？

是

Hide [Q10x1] 10.1 记录保存在哪里？（勾选所有适用选项）

就业记录或工作许可证

卫生部人事数据库

获准执业的卫生人员登记册

其它

Hide [Q10x2] 10.2 记录是否包括关于在外国出生和/或在外国培训的卫生人员按性别分列的数据？

否

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Inflow and outflow of health personnel

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Hide [INFOx7] 卫生人员的流入和流出

Hide [Q11] 11. 贵国是否有监测卫生人员流入和流出情况的机制？（勾选所有适用选项）

流入

流出

否

Hide [Q11xI] 如果是流入：

Hide [Q11x1] 11.1 在过去三年里，有多少在外国培训或在外国出生的卫生人员（临时和/或永久）近期在贵国工作（流入）？

	医生	护士	助产士	牙医	药剂师
2021
2022	50	27	0	0	1
2023	50	11	0	1	1
数据来源（如监管机构、移民记录、工作许可证等）

Hide [Q11xO] 如果是流出：

Hide [Q11x2] 11.2 在过去几年中，有多少在国内培训的卫生人员因临时或永久移民而离开贵国（外流）？

	护士	助产士
2021	469
2022	1300
2023	1415	19
数据来源（例如有良好信誉的信函、移民记录、政府间协议等）	682	21

Hide [Q11x3] 11.3 如果您有关于贵国卫生工作者流入和流出情况的任何文件，请上传这些文件。

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Stock of health personnel

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Hide [INFOx8] 卫生人员储备

Hide [Q12x1] 12.1 按培训国和出生国分列的卫生人员综合储备
请根据国家卫生人力账户指标1-07和1-08提供有可用数据的最新一年的资料，以说明贵国按培训地（在外国培训）和出生地（在外国出生）分列的卫生人员（最好是在职卫生人员）的总储备人数。

Hide [Q12x1a] 请采用以下一种方式提供贵国在职卫生人员的储备数据

请填写下表

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?
医生（全科医生+专科医生）	213.203	213.154	49	47	2	213.201	2	Indonesian Health Council's database	2024	1
护士	770.816	770.816				770.816		Indonesian Health Council's database	2024	1
助产士	541.258	541.258				541.258		Indonesian Health Council's database	2024	1
牙医	47.301		47.301			47.301		Indonesian Health Council's database	2024	1
药剂师	175.150		175.150			175.150		Indonesian Health Council's database	2024	1

Hide [Q12x1x1x] 如果您有关于贵国在职卫生工作者储备、按培训地和出生地分列数据的任何文件，请上传这些文件。

Hide [Q12x2] 12.2 请提供数据，说明为贵国提供外国培训卫生人员最多的10个培训国家。
这一信息可通过以下两个选项中的一个提供：

请填写下表

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	医生	护士	助产士	牙医	药剂师
接受过外国培训的卫生人员总数
国 1: 培训国	PHL
国 1: 人员数量	34
国 2: 培训国	CHN
国 2: 人员数量	5
国 3: 培训国	DEU
国 3: 人员数量	3
国 4: 培训国	USA
国 4: 人员数量	2
国 5: 培训国	JPN
国 5: 人员数量	1
国 6: 培训国	AUS
国 6: 人员数量	1
国 7: 培训国	MYS
国 7: 人员数量	1
国 8: 培训国	NPL
国 8: 人员数量	1
国 9: 培训国	GBR
国 9: 人员数量	1
国 10: 培训国
国 10: 人员数量
资料来源（如职业登记册、人口普查数据、国家调查等）
数据年份（请提供有可用数据的最近年份的数据）	2022 - 2024
说明

Hide [Q12x2x1x] 如果您有关于贵国按培训国分列的外国培训的卫生工作者数据的任何文件，请上传这些文件。

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Technical and financial support

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技术和财政支持

Hide [Q13] 13. 贵国是否在卫生人力发展、加强卫生系统或执行《守则》的其他建议方面向任何来源国或《2023年世卫组织卫生人力支持和保障措施受益国名单》所列国家或其他低收入和中等收入国家提供了技术或财政援助（例如，加强卫生人力数据、信息和研究向政策和计划制定转化等）

是

Hide [Q13x] 请在下面提供补充信息（勾选所有适用选项）：

支持卫生人力发展（制定计划、教育、就业、留用）

支持加强卫生系统的其他要素（提供服务；卫生信息系统；卫生筹资；医疗产品和技术；以及卫生领导和治疗）

其他支持领域

Hide [Q13x1] 支持卫生人力发展（制定计划、教育、就业、留用）

	支持的国家	支持类型（请具体说明）
	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] 支持加强卫生系统的其他要素（提供服务；卫生信息系统；卫生筹资；医疗产品和技术；以及卫生领导和治疗）

	支持的国家	支持类型（请具体说明）
	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. 贵国是否在卫生人力发展、加强卫生系统或执行《守则》的其他建议方面从任何世卫组织会员国或其他利益攸关方（例如发展伙伴、其他机构）获得过技术或财政援助（例如，加强卫生人力数据、信息和研究向政策和计划制定转化等）？

是

Hide [Q14x] 请在下面提供补充信息（勾选所有适用选项）：

支持卫生人力发展（制定计划、教育、就业、留用）

支持加强卫生系统的其他要素（提供服务；卫生信息系统；卫生筹资；医疗产品和技术；以及卫生领导和治疗）

其他支持领域

Hide [Q14x1] 支持卫生人力发展（制定计划、教育、就业、留用）

	支持国家/实体	支持类型（请具体说明）
	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] 支持加强卫生系统的其他要素（提供服务；卫生信息系统；卫生筹资；医疗产品和技术；以及卫生领导和治疗）

	支持国家/实体	支持类型（请具体说明）
	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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制约因素、解决办法和补充意见

Hide [Q15] 15. 请按优先次序列出影响贵国对国际移民进行道德管理的三个主要制约因素，并提出可能的解决办法：

	主要制约因素	可能的解决办法/建议
	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. 贵国在加强《守则》执行方面需要何种支持？

支持加强卫生人员的数据和信息

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

支持政策对话和制定

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.

支持制定双边/多边协议

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.

其它

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

不需要支持

Hide [Q17] 17. 考虑到《守则》是应该根据需要进行更新的动态文件，请提供资料，说明贵国在过去14年里自关于《守则》的决议通过以来的思考。

Hide [Q17x1] 请说明《守则》对贵国是否有用/有何作用。

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] 《守则》中是否有任何条款需要更新？

是

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] 关于《守则》执行情况的报告程序和《守则》相关性和有效性的审查程序是否需要更新？

是

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] 请就世卫组织卫生人力支持和保障措施受益国名单发表意见（例如，如果贵国已被列入名单，这对贵国有何影响；如果贵国依赖国际卫生人员，名单对贵国有何影响；如果贵国未被列入名单，对贵国有何影响）

Hide [Q18] 18. 提交您可能希望提供的、关于卫生人员国际招聘和移民方面与执行《守则》有关的补充意见或材料。

请说明或上传文件（最大文件10MB）

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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