国家报告文书（2021年）

The MoH recognize the important roles of private recruiters and always invite them during the socialization of the code to ensure their recruitment practice following the ethical conduct. The MoH also involve private recruiters during the development stage of policies related to the international migration of health workers.

As stipulated in the national act no 18/2017 on the Protection of Indonesian Migrant Workers and Government Regulation no 59/2021 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

Private recruiters should be registered and licensed by Ministry of Manpower. Only private recruiters with a valid certificate from the MoM (SIP3MI) 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. Aside from the compulsory certificate of the MoM, private recruiters should receive approval from BP2MI in a form of SIP2MI. This certificate works as a license for the private recruiters to conduct recruitment and placement of Indonesian workers to work overseas. To get the approval, private recruiters should satisfy BP2MI with some required documents including cooperation agreements, job orders, draft of employment agreements and draft of placement agreements

Indonesia has not provided a specific technical or financial assistance for other WHO member states in relation to the implementation of the code. However, Indonesia was actively involved in the WHO expert advisory group (EAG) on the Relevance and Effectiveness of the WHO Global Code of Practice on the International Recruitment of Health Personnel in 2019. Engagement in this process was aimed to support the effective implementation of the Code in safeguarding the sustainability of health workforce and health systems in all member states and particularly to countries facing the greatest challenge.

Indonesia has not provided any direct technical assistance to other countries to support health system strengthening. MoH provides technical guidance to stakeholders within the country especially provincial and local health offices in the development of HRH plan in their administrative region. The HRH plan is developed as the reference document to the utilization of HRH including the national and local recruitment and deployment in their respective regions.

Other supports provided by the MoH to the provincial health offices include technical assistances in strengthening the HRH information system. One of the key activities is training on the data warehouse (data visualization).

In line with the implementation of the code, Indonesia has received technical and financial assistances from WHO and USAID to develop the National Health Workforce Account (NHWA). The aim was to strengthen an integrated HRH information system. Key activities were conducted in three stages including planning, designing and testing, implementation at full scale. During the implementation stage, some technical supports include training for essential staffs, adoption into the government policies, implementation and management of the registry country-wide.

• Opening new medical faculties in remote regions to scale up production of doctors in underserved areas • Establish a temporary distance learning program of the Diploma 3 program of nursing and midwifery (associate level) to provide a higher education level for nursing assistants and midwifery assistants who serve in remote areas. By the end of the program 660 nurses and midwives were graduated. • Establish an affirmation program of the higher education at MoH health polytechnics to provide students from remote and underserved areas with financial supports with a service contract after completing the education.

 Mandatory service agreement : In 2017 MoH also enforced a mandatory services for medical specialist graduates who were not scholarship awardees. In return, the MoH provided a higher financial incentive and other allowances depending on the hospital location. The program only last one year and after a dispute process at the Supreme court in 2018, the program was called off and changed into a voluntary deployment program. In this revised program, the MoH open hiring for fresh graduate medical specialists. Applicants can voluntarily submit job application and select the hospitals with available positions.  Scholarship and education subsidies with return of service: - Provide scholarships for doctors and dentists to attend specialist education program with a mandatory service agreement. Upon completion of the study, medical specialists and dental specialists shall return and serve the district hospitals or hospitals in need based on the location and the length of service stated in the agreement. Since 2008 to 2021, MoH has provided scholarship for 8,555 doctors/dentists. - Provide financial supports for employees to pursue higher education degree of bachelor, master and doctoral programs with an obligation to return to work and to serve for a certain period as stipulated in the agreement.  Enhanced scope of practice: As regulated in the MoH decree no. 43/ 2019 concerning public health centers, PHC in the remote and very remote area were allowed to enhance the scope of practice for certain competencies and to delegate certain competency authorities for doctors, nurses and midwives.

The most common forms of incentives provided by the national and sub national governments are financial incentive based on the remoteness of work location, category of health workers, and work performance, and non financial incentives. The latter was provided in form of training programs, short courses, study scholarship and best health workers awards. In order to support the covid 19 handling, Indonesia provides additional financial incentives for frontline health workers and monetary compensation for frontline health workers who died from covid-19.

 Decent and safe working and living conditions: Indonesia has stipulated the importance of decent working conditions at the National Act no. 13/ 2003 concerning manpower and the government regulation no. 33/ 2013 concerning expansion of employment opportunities. The national act no. 36/2014 concerning health workers also stipulate that employers of health workers shall ensure the welfare of employees and to take into account safety and security at the workplace. Those policies imply that healthy and safe working conditions are determined by the number of working hours, working place conditions, minimum wage, social security, health insurance, employment status, and dual practice regulations.  Career advancement opportunities: Indonesia has established a guideline on the nursing career ladder system. For health workers employed as civil servants, Indonesia has also established a career system for the functional positions. Health workers are provided with a regular capacity building program and supports for the self-development, access to higher education, training and other forms of continuing professional development. For those working in the remote area would be awarded extra credit points up to 25% of the cumulative credit point. This credit point award is useful for their promotion to the higher level of functional positions

Due to the Covid-19 pandemic, in March 2020 the Ministry of Manpower had a policy to temporarily stop sending migrant workers to certain countries in order to protect Indonesian Migrant Workers candidates and to prevent the transmission of covid 19. By the end of July, the ban was lifted, and the Ministry of Manpower released a new guidance on the safe management procedures for Indonesian migrant workers by following strict health protocols and management procedures since pre-departure, during the placement in the destination country, as well as before and after returning to the home country. The policy and guidelines were updated regularly based on the most recent situation of the Covid-19 Pandemic.

During the covid-19, Indonesia issued a policy to temporary stop the new recruitment of foreign workers to Indonesia. However, exception is granted to foreign workers employed for national strategic projects or at national vital objects and those participating in health and humanitarian works. During the peak cases of covid-19 and the enforcement of the public activity restriction (PPKM) from July 2021 to the present, Indonesia has stoped all recruitment of foreign workers. Permission could be granted for very few foreign workers in health sector working for health and humanitarian activities related to Covid-19 after a careful review process involving key stakeholders of the coordination team for the utilization of foreign health workers.