Instrument national de notification (2021)
Généralités
[iBG]
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 sur le recrutement international des personnels de santé (« le Code ») cherche à améliorer la compréhension et la gestion éthique du recrutement international des personnels de santé grâce au perfectionnement des données, de l’information et de la coopération internationale.
L’article 7 du Code encourage les États Membres à échanger des informations sur le recrutement international et les migrations des personnels de santé. En outre, le Directeur général de l’OMS est chargé de soumettre tous les trois ans un rapport à l’Assemblée mondiale de la Santé.
Les États Membres ont terminé le troisième cycle de notification nationale en mars 2019. Le Directeur général de l’OMS a fait état des progrès concernant la mise en œuvre à la Soixante-Douzième Assemblée mondiale de la Santé en mai 2019 (A72/23). Le troisième cycle de notification nationale a également apporté les informations nécessaires à l’examen de l’utilité et de l’efficacité du Code mené par les États Membres, tel que présenté à la Soixante-Treizième Assemblée en 2020 (A73/9).
Cet examen souligne que l’application du Code, par le biais de mesures ciblées de soutien et de sauvegarde, est nécessaire pour faire en sorte que les progrès réalisés en matière de couverture sanitaire universelle et de lutte contre les urgences sanitaires dans les États Membres servent à soutenir, et non à compromettre, des réalisations similaires dans d’autres pays. Tenant compte des considérations exposées dans le rapport et de la décision WHA73(30), le Secrétariat de l’OMS a en outre établi la liste des pays nécessitant des mesures de soutien et de sauvegarde des effectifs de santé (Health Workforce Support and Safeguards List, 2020).
L’Instrument national de notification est un outil d’autoévaluation nationale utilisé pour l’échange d’informations et le suivi du Code. Cet instrument permet à l’OMS de collecter et de partager les dernières données factuelles et informations concernant le recrutement international et les migrations des personnels de santé. Les conclusions du quatrième cycle de notification nationale seront présentées à l’occasion de la Soixante-Quinzième Assemblée mondiale de la Santé en mai 2022. Compte tenu de la pandémie de COVID-19 qui sévit actuellement, l’instrument national de notification (2021) a été adapté pour permettre en plus de recueillir des données sur le recrutement et les migrations des personnels de santé dans le contexte de la pandémie.
Le délai de soumission des rapports est le 31 août 2021.
Si les autorités nationales sont dans l’incapacité de remplir le questionnaire en ligne en raison de problèmes techniques, il est également possible de télécharger l’instrument national de notification à l’adresse : https://www.who.int/hrh/migration/code/code_nri/en/. Nous vous prions de remplir l’instrument national de notification et de le soumettre, au format électronique ou sur papier, à l’adresse suivante :
Département des ressources humaines pour la santé
Couverture sanitaire universelle et systèmes de santé
Organisation mondiale de la Santé
20 Avenue Appia, 1211 Genève 27
Suisse
hrhinfo@who.int
Clause de non-responsabilité : Les données et les informations collectées au moyen de l’instrument national de notification seront rendues publiques sur le site Web de l’OMS à la suite des travaux de la Soixante-Quinzième Assemblée mondiale de la Santé. Les données quantitatives collectées seront mises à jour et publiées sur la plateforme en ligne des comptes nationaux des personnels de santé (http://www.who.int/hrh/statistics/nhwa/en/).
L’article 7 du Code encourage les États Membres à échanger des informations sur le recrutement international et les migrations des personnels de santé. En outre, le Directeur général de l’OMS est chargé de soumettre tous les trois ans un rapport à l’Assemblée mondiale de la Santé.
Les États Membres ont terminé le troisième cycle de notification nationale en mars 2019. Le Directeur général de l’OMS a fait état des progrès concernant la mise en œuvre à la Soixante-Douzième Assemblée mondiale de la Santé en mai 2019 (A72/23). Le troisième cycle de notification nationale a également apporté les informations nécessaires à l’examen de l’utilité et de l’efficacité du Code mené par les États Membres, tel que présenté à la Soixante-Treizième Assemblée en 2020 (A73/9).
Cet examen souligne que l’application du Code, par le biais de mesures ciblées de soutien et de sauvegarde, est nécessaire pour faire en sorte que les progrès réalisés en matière de couverture sanitaire universelle et de lutte contre les urgences sanitaires dans les États Membres servent à soutenir, et non à compromettre, des réalisations similaires dans d’autres pays. Tenant compte des considérations exposées dans le rapport et de la décision WHA73(30), le Secrétariat de l’OMS a en outre établi la liste des pays nécessitant des mesures de soutien et de sauvegarde des effectifs de santé (Health Workforce Support and Safeguards List, 2020).
L’Instrument national de notification est un outil d’autoévaluation nationale utilisé pour l’échange d’informations et le suivi du Code. Cet instrument permet à l’OMS de collecter et de partager les dernières données factuelles et informations concernant le recrutement international et les migrations des personnels de santé. Les conclusions du quatrième cycle de notification nationale seront présentées à l’occasion de la Soixante-Quinzième Assemblée mondiale de la Santé en mai 2022. Compte tenu de la pandémie de COVID-19 qui sévit actuellement, l’instrument national de notification (2021) a été adapté pour permettre en plus de recueillir des données sur le recrutement et les migrations des personnels de santé dans le contexte de la pandémie.
Le délai de soumission des rapports est le 31 août 2021.
Si les autorités nationales sont dans l’incapacité de remplir le questionnaire en ligne en raison de problèmes techniques, il est également possible de télécharger l’instrument national de notification à l’adresse : https://www.who.int/hrh/migration/code/code_nri/en/. Nous vous prions de remplir l’instrument national de notification et de le soumettre, au format électronique ou sur papier, à l’adresse suivante :
Département des ressources humaines pour la santé
Couverture sanitaire universelle et systèmes de santé
Organisation mondiale de la Santé
20 Avenue Appia, 1211 Genève 27
Suisse
hrhinfo@who.int
Clause de non-responsabilité : Les données et les informations collectées au moyen de l’instrument national de notification seront rendues publiques sur le site Web de l’OMS à la suite des travaux de la Soixante-Quinzième Assemblée mondiale de la Santé. Les données quantitatives collectées seront mises à jour et publiées sur la plateforme en ligne des comptes nationaux des personnels de santé (http://www.who.int/hrh/statistics/nhwa/en/).
[hidLabels]
//hidden: Please not delete.
Merci de préciser :
Clause de non-responsabilité
[disclaim]
For more information on WHO Data Policy kindly refer to http://www.who.int/publishing/datapolicy/en/
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.
Coordonnées de l’autorité nationale désignée
[q01b]
Coordonnées de l’autorité nationale désignée
Pays
United Kingdom of Great Britain and Northern Ireland
Nom complet de l’institution :
Sarah
Nom de l’autorité nationale désignée :
Sarah Cliff
Titre de l’autorité nationale désignée :
Mrs
Numéro de téléphone :
01132546275
Courriel :
sarah.cliff@dhsc.gov.uk,hrhinfo@who.int
Application du Code
[q1]
1. Votre pays a-t-il pris des mesures visant à appliquer le Code ?
Oui
[q1x1x]
1.1 Des mesures ont été prises pour communiquer et partager entre les secteurs des informations sur le recrutement international et les migrations des personnels de santé, ainsi que pour faire connaître le Code auprès des ministères, services et organismes concernés, aussi bien à l’échelle nationale qu’à l’échelle infranationale.
Oui
[q1x1]
Mesure 1
In February 2021, the Department of Health and Social Care published a revised Code of Practice for the International recruitment of health and social care personnel. This builds on the Code of Practice first published in 2004 and implements the WHO Global Code of Practice in a UK setting. It takes account of the WHO Expert Advisory Group recommendations in the report WHO A73/9.
The updated Code has been widely publicised via the GOV.UK website, NHS Employers website, media, social media, webinars and presentations at stakeholder meetings across the health and social care sectors including:
- Cross Government groups
- Trade Unions
- Agencies
- Professional Regulatory Bodies
- Health and social care professional bodies
- NHS organisations
- NHS international recruitment leads network meetings
- Independent sector network
- International nursing associations
The Code of Practice has also reached international audiences and was show cased at the following webinars/events:
- German Network/Hospeem webinar (followed by publication of an article on fair recruitment in German magazine IQ konkret)
- THET sustainable workforce symposium
- WHO tri-regional meeting on the International Mobility of Health Professionals
Devolved Administrations
The revised Code of Practice policy is UK wide. Each devolved nation adheres to the aims, objectives, guiding principles and best practice benchmarks of the Code of Practice, but holds its own Code of Practice to reflect the different organisational structures in each nation.
Scotland has published a Scottish Code of Practice for the International Recruitment of Health and Social Care Personnel.
Wales and Northern Ireland are planning to publish their own versions of the Code in September 2021 subject to Ministerial approval.
NHS Wales organisations are also committed to the provisions of the Welsh Government’s Code of Practice: ethical employment in supply chains. The code commits public, private and third sector organisation in Wales to a set of actions to tackle illegal and unfair employment practices.
Mesure 2
NHS Employers has a lead role in implementing the UK Code of Practice by managing and hosting the list of agencies that adhere to the Code of Practice.
NHS Employers hosts information about the Code of Practice and the agency list on its website and undertakes communications activity to promote the Code of Practice. It also provides a dedicated advice and support service to health and care organisations to help them to follow the guiding principles of the Code of Practice in all their recruitment activities.
The NHS Employers’ international recruitment toolkit has been designed to support collaborative, effective and ethical international recruitment and encourage and enable supportive practices and processes for the recruitment of international staff across a wide range of professions. NHS Employers also has developed a range of promotional material to support the Code of Practice including a quick guide to the Code of Practice, frequently asked questions, video presentation, and top tips for working with agencies.
NHS Employers also provide a mechanism for stakeholders across the system to promote the Code of Practice, assess activity and, if necessary, challenge poor practice with employers and agencies.
Mesure 3
[q1x2x]
1.2 Des mesures ont été prises ou sont envisagées afin de modifier les lois ou les politiques en accord avec les recommandations du Code.
Oui
[q1x2]
Mesure 1
The UK Code of Practice has been updated to reflect the present situation and to align with the WHO Expert Advisory Group recommendations in the report WHO A73/9.
Updates include:
• Preventing active recruitment from 47 countries on the WHO Health Workforce Support and Safeguards List, 2020, unless there is a Government to government agreement, and the inclusion of a definition of “active recruitment” to ensure clarity for recruiting organisations;
• A refresh of the list of recruitment agencies signed up to operating in accordance with the code to reaffirm their commitment to the new Code if they wish to continue to recruit internationally;
• Strengthening guidance to ensure international recruits will be treated fairly, receive the same terms and conditions as UK workers and be provided with the appropriate support;
• Setting out how the UK is supporting countries with the most pressing health and social care workforce challenges.
• Broadening the scope to include the social care sector and the UK’s Devolved Administrations (Scotland, Wales and Northern Ireland);
• An increased focus on monitoring of recruitment activity, in particular on workforce flows from middle income countries and fragile and conflict-affected states.
Mesure 2
NHS England and Improvement (NHS EI) provide financial support to NHS Trusts for nursing international recruitment. This will be extended to midwifery international recruitment in 2021/22.
An important condition in the Memorandum of Understanding between NHSEI and NHS Trusts on them accessing this funding, is that all their international recruitment activity must adhere to the Code of Practice. In particular, ensuring NHS Trusts do not actively recruit health and care professionals from a country on the WHO Health Workforce Support and Safeguards list unless there is a government-to-government agreement in place. NHS EI monitor nurse joiner information and will engage with NHS trusts if there appears to be a flow from countries on the WHO list. This will be a key responsibility of the regional International Recruitment lead to maintain going forward.
Mesure 3
NHS Employers routinely check agency compliance with the code through spot checks and biennial reviews, responds to complaints or other information with regard to potential breaches, and takes necessary action as set out in Annex C of the Code; process for code of practice contraveners. More information on the process is set out at 1.3.
NHE EI also encourages NHS Trusts, when recruiting internationally to ensure the agency they use is recruiting ethically, and to escalate any concerns to NHS Employers or via NHS EI. Trusts are advised that they should be considering the following types of questions to ensure ethical recruitment:
• Whether an agency is signed up to the code of practice and follow the guiding principles and best practice benchmarks, for example not charging a fee to the recruit;
• Where an agency actively recruits from;
• If an application is received from a health or care professional from a country on the WHO Health Workforce Support and Safeguards list, probing questions should be asked to understand whether or not an agency played a part in them becoming aware of a post or applying.
[q1x3x]
1.3 Des dossiers sont constitués par les autorités compétentes sur tous les recruteurs autorisés à opérer sur leur juridiction.
Oui
[q1x3]
Merci de préciser :
NHS Employers has a lead role in implementing the UK Code of Practice by managing and hosting the list of agencies that adhere to the Code of Practice. Health and care organisations should only use agencies which appear on this list. Applications Recruitment agencies wishing to apply to be placed on the Code of Practice list of agencies for international recruitment are required to complete an application form. The application form confirms: • the agency's commitment to fully adhere to the Code of Practice; • the business practice of the agency; • a declaration of all associated business activities relating to the commercial recruitment of healthcare professionals. If, after examination of the application and resolution of any queries, an agency is not successful in being placed on the list, they will be advised of the reason in writing via email. The agency must wait three months before it can re-apply and must show that it has changed its business practice in order to be successfully placed on the list. Audits and spot checks An audit (biennial review) of agency details held on the list is undertaken every two years and agencies are required to provide evidence that they are still in full compliance with the CoP by self-certification, complete a new application and reaffirm their commitment to the Code, review agency website and social media, as well as provide up to date contact details. Reporting NHS Employers report to the Department of Health and Social Care on a monthly basis identifying total numbers of agencies on the list, including investigation details and any additions and removals from lists explaining why this is the case. Accurate and up to date records of all agencies are maintained through a secure NHS Employers system as well as an accessible version on NHS Employers website. Agency List Refresh When an updated version of the Code of Practice was published in February 2021, NHS Employers undertook a refresh of the list of recruitment agencies to reaffirm their commitment to the new Code if they wish to continue to recruit internationally. The refresh has reduced the number of agencies from 688 to 320. The reduction is largely owing to many agencies historically being on the list even though they did not undertake international recruitment or because they are no longer trading. The smaller number of agencies on the list will allow tighter monitoring going forward.
[q1x4x]
1.4 Comme le préconise le Code, le respect des bonnes pratiques par les agences de recrutement est encouragé et mis en avant.
Oui
[q1x4]
Merci de préciser :
1.4.1 Promotion du Code auprès des agences de recrutement privées.
NHS Employers encourages and promotes good practices among recruitment agencies and as referred to in 1.3, manages and hosts the list of agencies that adhere to the Code of Practice as well as developing web pages and other promotional material about the Code. Health and Social Care employers must only use agencies on the agency list. The Agency List refresh, undertaken when the updated Code was published, ensured every agency on the list is aware of, and is signed up to the new Code of Practice. NHS Employers also has a continuous relationship with NHSEI approved international framework operators to share best practice and knowledge of implementation of the Code of Practice. DHSC has set up quarterly meetings with recruitment agencies to promote the code, share best practice and ensure agencies are kept up to date on the policy direction in the international recruitment space. These meetings are open to any recruitment agency who wish to attend.
1.4.2 Législation ou politique nationale exigeant des agences de recrutement privées une pratique éthique, en conformité avec les principes et les articles du Code.
This is described in 1.3.
1.4.3 Certification publique ou privée de la pratique éthique pour les agences de recrutement privées.
This is described in 1.3
1.4.4 Autres mesures
[q1x5x]
1.5 Des mesures ont été prises afin de consulter les parties prenantes dans les processus de prise de décisions et/ou pour les faire participer aux activités en lien avec le recrutement international des personnels de santé.
Oui
[q1x5]
Mesure 1
The UK Government has increased its oversight of international recruitment in recent years, including the impact on source countries, through the formation of a Cross-Whitehall International Recruitment Steering Group for Health. The Steering Group brings together key Government Departments, the devolved administrations and key system partners to provide national policy oversight and collaboration on international recruitment workforce supply.
The Steering Group oversaw the review of the Code of Practice, and approved all changes and updates made to the Code. It will undertake a further review of the Code, one year after publication.
A wide range of other stakeholders were involved in the review and had the opportunity to comment and shape the revised code. These included, the WHO, Health Trade Unions, Professional Bodies, Professional Regulatory organisations, healthcare employers and social care representative organisations.
Mesure 2
NHS Employers routinely engages with employers about their international recruitment activity through their networks, forums, groups and surveys. In instances when they are asked or made aware about potential recruitment opportunities from a country included on the WHO Health Workforce Support and Safeguards list, 2020, they reiterate the up to date information provided on their website. They also have regular dialogue with key stakeholders to ensure they are aware of related activities and information.
Mesure 3
[q1x6x]
1.6 Autres mesures :
Non
Partenariats, collaboration technique et appui financier
[q2x1]
2.1. Votre pays a-t-il apporté une assistance technique ou financière à un ou plusieurs États Membres de l’OMS, en particulier des pays en développement, ou à d’autres parties prenantes afin d’appuyer la mise en application du Code ?
2.1.1 Assistance spécifique pour la mise en application du Code
2.1.2 Assistance pour le renforcement du système de santé
2.1.3 Assistance pour la formation du personnel de santé
2.1.4 Aucune assistance n’a été apportée
2.1.5 Assistance dans d’autres domaines :
[q2x2]
2.2. Votre pays a-t-il reçu une assistance technique ou financière de la part d’un ou de plusieurs États Membres de l’OMS, du Secrétariat de l’OMS ou d’autres parties prenantes afin d’appuyer la mise en application du Code ?
2.2.1 Assistance spécifique pour la mise en application du Code
2.2.2 Assistance pour le renforcement du système de santé
2.2.3 Assistance pour la formation du personnel de santé
2.2.4 Aucune assistance n’a été reçue
2.2.5 Assistance dans d’autres domaines :
Partenariats, collaboration technique et appui financier
[q3]
3. Votre pays ou les autorités locales ont-ils conclu des ententes et/ou des accords bilatéraux, multilatéraux ou régionaux en ce qui concerne le recrutement international et les migrations des personnels de santé ?
Oui
[q3xTitle]
Intitulé de l’entente
| Ttitre | Lien | Charger le texte intégral | |
|---|---|---|---|
| Accord 1 | Bilateral Agreement Between the Government of the Republic of Kenya and the Government of the United Kingdom and Northern Ireland for collaboration Health Care Workforce | TBC | |
| Accord 2 | Memorandum of Understanding Between the Government of the Republic of the Philippines and the Government of the United Kingdom of Great Britain and Northern Ireland on Healthcare Cooperation | ||
| Accord 3 | Memorandum of Understanding for International Cooperation on Health Professional Development | ||
| Accord 4 | MoU for a partnership on nursing between HEE and Saint Vincent and the Grenadines | ||
| Accord 5 |
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No comment
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Si vous ne parvenez pas à partager le texte intégral de l’entente, veuillez remplir les colonnes à votre droite
| Types d’entente | Couverture | |
|---|---|---|
| Bilateral Agreement Between the Government of the Republic of Kenya and the Government of the United Kingdom and Northern Ireland for collaboration Health Care Workforce (SQ001) | Bilatérale (A1) | Nationale (A1) |
| Memorandum of Understanding Between the Government of the Republic of the Philippines and the Government of the United Kingdom of Great Britain and Northern Ireland on Healthcare Cooperation (SQ002) | Bilatérale (A1) | Nationale (A1) |
| Memorandum of Understanding for International Cooperation on Health Professional Development (SQ003) | Bilatérale (A1) | Nationale (A1) |
| MoU for a partnership on nursing between HEE and Saint Vincent and the Grenadines (SQ004) | Bilatérale (A1) | Nationale (A1) |
| (SQ005) |
[q3xMCA]
Contenu principal de l’entente
(cochez toutes les options pertinentes)
| Éducation et formation | Renforcement des capacités institutionnelles | Promotion de la migration circulaire | Stratégies de fidélisation | Reconnaissance des personnels de santé | Recrutement des personnels de santé | Jumelage d’établissements de santé | Autres mécanismes (précisez si possible) : | |
|---|---|---|---|---|---|---|---|---|
| Bilateral Agreement Between the Government of the Republic of Kenya and the Government of the United Kingdom and Northern Ireland for collaboration Health Care Workforce | 1 | 1 | 1 | |||||
| Memorandum of Understanding Between the Government of the Republic of the Philippines and the Government of the United Kingdom of Great Britain and Northern Ireland on Healthcare Cooperation | 1 | 1 | ||||||
| Memorandum of Understanding for International Cooperation on Health Professional Development | 1 | |||||||
| MoU for a partnership on nursing between HEE and Saint Vincent and the Grenadines | 1 | 1 | 1 | 1 | ||||
[q3xCHP]
Catégories de personnels de santé (cochez toutes les options pertinentes)
| Médecins | Personnel infirmier | Sages-femmes | Dentistes | Pharmaciens | Autres (précisez le cas échéant) | |
|---|---|---|---|---|---|---|
| Bilateral Agreement Between the Government of the Republic of Kenya and the Government of the United Kingdom and Northern Ireland for collaboration Health Care Workforce | 1 | |||||
| Memorandum of Understanding Between the Government of the Republic of the Philippines and the Government of the United Kingdom of Great Britain and Northern Ireland on Healthcare Cooperation | 1 | |||||
| Memorandum of Understanding for International Cooperation on Health Professional Development | 1 | |||||
| MoU for a partnership on nursing between HEE and Saint Vincent and the Grenadines | 1 | |||||
[q3xVP]
Durée de validité
| Du : | Au : | |
|---|---|---|
| Bilateral Agreement Between the Government of the Republic of Kenya and the Government of the United Kingdom and Northern Ireland for collaboration Health Care Workforce (SQ001) | 2021 (2021) | 2024 (A27) |
| Memorandum of Understanding Between the Government of the Republic of the Philippines and the Government of the United Kingdom of Great Britain and Northern Ireland on Healthcare Cooperation (SQ002) | 2021 (2021) | 2024 (A27) |
| Memorandum of Understanding for International Cooperation on Health Professional Development (SQ003) | 2020 (2020) | 2023 (A28) |
| MoU for a partnership on nursing between HEE and Saint Vincent and the Grenadines (SQ004) | 2019 (2019) | 2023 (A28) |
| (SQ005) |
[q3xCN]
Pays concernés
Bilateral Agreement Between the Government of the Republic of Kenya and the Government of the United Kingdom and Northern Ireland for collaboration Health Care Workforce
Kenya and the UK
Memorandum of Understanding Between the Government of the Republic of the Philippines and the Government of the United Kingdom of Great Britain and Northern Ireland on Healthcare Cooperation
Philippines and the UK
Memorandum of Understanding for International Cooperation on Health Professional Development
Thailand and the UK
MoU for a partnership on nursing between HEE and Saint Vincent and the Grenadines
Saint Vincent and the Grenadines and the UK
[q3xSYC]
Signataire de l’entente dans votre pays
| Ministère des affaires étrangères | Ministère de la santé | Ministère de l’éducation | Ministère du commerce | Ministère du travail | Ministère de l’immigration et des affaires intérieures | Autres (précisez le cas échéant) : | |
|---|---|---|---|---|---|---|---|
| Bilateral Agreement Between the Government of the Republic of Kenya and the Government of the United Kingdom and Northern Ireland for collaboration Health Care Workforce | 1 | ||||||
| Memorandum of Understanding Between the Government of the Republic of the Philippines and the Government of the United Kingdom of Great Britain and Northern Ireland on Healthcare Cooperation | 1 | ||||||
| Memorandum of Understanding for International Cooperation on Health Professional Development | 1 | ||||||
| MoU for a partnership on nursing between HEE and Saint Vincent and the Grenadines | 1 | ||||||
[q3xSYCOth]
Signataire de l’entente dans votre pays (Merci de préciser)
Bilateral Agreement Between the Government of the Republic of Kenya and the Government of the United Kingdom and Northern Ireland for collaboration Health Care Workforce
Memorandum of Understanding Between the Government of the Republic of the Philippines and the Government of the United Kingdom of Great Britain and Northern Ireland on Healthcare Cooperation
Memorandum of Understanding for International Cooperation on Health Professional Development
Interim Chief Executive of Health Education England
MoU for a partnership on nursing between HEE and Saint Vincent and the Grenadines
Interim Chief Executive of Health Education England
[q3xSPC]
Signataire de l’entente dans le(s) pays partenaire(s)
| Ministère des affaires étrangères | Ministère de la santé | Ministère de l’éducation | Ministère du commerce | Ministère du travail | Ministère de l’immigration et des affaires intérieures | Autres (précisez le cas échéant) : | |
|---|---|---|---|---|---|---|---|
| Bilateral Agreement Between the Government of the Republic of Kenya and the Government of the United Kingdom and Northern Ireland for collaboration Health Care Workforce | 1 | ||||||
| Memorandum of Understanding Between the Government of the Republic of the Philippines and the Government of the United Kingdom of Great Britain and Northern Ireland on Healthcare Cooperation | 1 | ||||||
| Memorandum of Understanding for International Cooperation on Health Professional Development | 1 | ||||||
| MoU for a partnership on nursing between HEE and Saint Vincent and the Grenadines | 1 | ||||||
[q3xSPCOth]
Signataire de l’entente dans le(s) pays partenaire(s) (Merci de préciser)
Bilateral Agreement Between the Government of the Republic of Kenya and the Government of the United Kingdom and Northern Ireland for collaboration Health Care Workforce
Memorandum of Understanding Between the Government of the Republic of the Philippines and the Government of the United Kingdom of Great Britain and Northern Ireland on Healthcare Cooperation
Memorandum of Understanding for International Cooperation on Health Professional Development
Secretary General Consortium of Thai Medical Schools
MoU for a partnership on nursing between HEE and Saint Vincent and the Grenadines
[q3xCOP]
L’entente fait-elle explicite-ment référence au Code ?
Bilateral Agreement Between the Government of the Republic of Kenya and the Government of the United Kingdom and Northern Ireland for collaboration Health Care Workforce
Oui
Memorandum of Understanding Between the Government of the Republic of the Philippines and the Government of the United Kingdom of Great Britain and Northern Ireland on Healthcare Cooperation
Oui
Memorandum of Understanding for International Cooperation on Health Professional Development
Non
MoU for a partnership on nursing between HEE and Saint Vincent and the Grenadines
Non
[q3xPAP]
L’entente reflète-t-elle les principes et les pratiques du Code ?
Bilateral Agreement Between the Government of the Republic of Kenya and the Government of the United Kingdom and Northern Ireland for collaboration Health Care Workforce
Memorandum of Understanding Between the Government of the Republic of the Philippines and the Government of the United Kingdom of Great Britain and Northern Ireland on Healthcare Cooperation
Memorandum of Understanding for International Cooperation on Health Professional Development
Oui
MoU for a partnership on nursing between HEE and Saint Vincent and the Grenadines
Oui
Développement des personnels de santé et pérennité des systèmes de santé
[q4]
4. Votre pays s’efforce-t-il de répondre à ses besoins en personnels de santé en recrutant des agents formés dans le pays, notamment au moyen de mesures visant à former, à fidéliser et à pérenniser un personnel de santé adapté aux conditions propres à votre pays, y compris dans les zones les plus démunies ?
Oui
[q4x1x]
4.1 Mesures prises pour former les personnels de santé
Oui
[q4x1]
4.1.1 Gérer la production
4.1.2 Améliorer la qualité de la formation
4.1.3 Renforcer la réglementation
4.4 Autres mesures
[q4x2x]
4.2 Mesures prises pour assurer la pérennité* des personnels de santé
Oui
[q4x2]
4.2.1 Planification et prévision des effectifs
4.2.2 Augmentation de la production nationale et des possibilités de formation
4.2.3 Augmentation des opportunités d’emploi
4.2.4 Gestion du recrutement des personnels de santé internationaux
Autre
[q4x3x]
4.3 Mesures prises pour faire face à la mauvaise répartition géographique et permettre le maintien en poste des personnels de santé*
Oui
[q4x3]
4.3.1 Formation (implantation d’établissements d’enseignement dans les zones mal desservies ; accueil d’étudiants issus de régions mal desservies ; inclusion de sujets pertinents dans les programmes d’enseignement et de perfectionnement professionnel ; autres)
England Measures to address geographical mal-distribution NHS England and NHS Improvement is funding a £20,000 salary supplement to attract GP trainees to work in areas of the country where GP training places have been unfilled for a number of years. Since its launch in 2016, the scheme has been successful in attracting GP trainees to areas of the country that have traditionally been hard to recruit to. Due to this success, NHS England and Improvement have provided additional funding to expand the number of places now available on the scheme to 500 from 2021. As part of the expansion of medical school places by 1,500 over recent years, five new medical schools have opened in historically hard-to-recruit areas, including rural and coastal locations across England. The bidding process for allocating the new places and schools prioritised areas with a relative shortage of doctors overall, and on the basis of schools’ commitment to social mobility and widening participation in medicine. Foundation Priority Programmes have also been introduced, beginning in 2019/20.This initiative, designed to attract and retain trainees in remote, rural and coastal geographies and shortage specialties, allows applicants to rank their preference for selected priority programmes as part of their application form. Successful applicants will be offered places on specific programmes prior to national allocation. Workforce Retention The NHS People Plan sets out a range of actions to transform people’s day to day experience of working in the NHS, focusing on the things that matter to staff including support for their wellbeing, improving flexible working opportunities and building a supportive and inclusive workplace culture. This will be an important step forward in helping the NHS to retain more staff. The Agenda for Change contract includes pay flexibilities to help attract and keep the staff the NHS needs. For example, in addition to basic pay, staff may receive High Cost Area Supplement payments if they work in and around London or local recruitment and retention premia if there are challenges in recruiting or retaining a particular job role. Scotland The Scottish Targeted Enhanced Recruitment Scheme offers a one off Grant of £20,000 (gross) to GP trainees committed to working in one of the identified training posts in Scotland that are in areas and programmes that have in the past proven difficult to recruit to. These areas often have an extremely good track record for education, but are initially less popular simply because of their geographical location. Trainees commit to an agreement to complete the three year training programme. If they leave the programme early, they will be required to pay back part of the funding. ScotGEM is a four-year graduate entry medical programme which commenced in 2018 and is designed to develop doctors who are interested in a career in general practice within NHS Scotland. The programme is tailored to meet the current and future needs of the NHS in Scotland and focuses on rural medicine and healthcare improvement. The programme is taught through a partnership between the universities of St Andrews and Dundee in collaboration with NHS Fife, NHS Tayside, NHS Highland, NHS Dumfries and Galloway and the University of the Highlands and Islands. Wales Since 2017 Welsh Government has funded a financial incentives of £20,000 to attract GP trainees to areas of Wales with a history of lower than average fill rates. The incentive is targeted at selected training areas within Hywel Dda University Health Board, Betsi Cadwaladr University Health Board (and Powys Teaching Health Board (‘PtHB’).
4.3.2 Réglementation (contrats de service obligatoire ; bourses d’études et subventions à l’éducation avec des accords de retour de service ; champs de pratique élargis ; délégation des tâches ; éventail de compétences ; autres)
Scotland Any student undertaking the ScotGEM programme is eligible to apply for a bursary of £4000 per year; totalling a maximum of £16,000 over the four year term. This is a return of service bursary meaning that for every year that the bursary is accepted, the student is expected to remain and work in NHS Scotland for one year following graduation i.e. if the bursary is accepted in all 4 years, the student will be bonded to working in NHS Scotland for 4 years post-graduation
4.3.3 Incitations (financières et non financières)
England Financial In July 2021 the Government announced that it was accepting the independent NHS Pay Review Body and Review Body for Doctors’ and Dentists’ Remuneration’s recommendations in full. This means that once implemented, all NHS staff within the two Review Bodies’ respective remit groups for this year, will receive a pay uplift of 3%, backdated to April 2021. The Review Bodies reached their 3% recommendation, taking into account the need to recruit, retain and motivate NHS staff. Some medical workforces, such as Doctors and Dentists in Training (Juniors) and some Specialty and Associate Specialist Doctors (SAS) are within respective multi-year pay and contract reform deals and therefore the Government did not ask the independent Review Body for Doctors’ and Dentists’ remuneration for a pay recommendation for these groups. For junior doctors, in 2019 the British Medical Association agreed to a multi-year pay and contract deal (2019/20-2022/23). The deal guarantees Junior Doctors pay scales will rise by a minimum of 8.2% over the four-year deal and includes an additional pay investment of circa £90 million. The deal also increases allowances for those working the most frequently at weekends, enhances eligibility for night shift pay, and creates a £1,000 a year allowance for Junior Doctors working less than full time, to assist with the cost of training. The multi-year pay and contract reform agreement for SAS doctors (reached in joint negotiations with the BMA) was introduced in April 2021. The agreement is a three-year deal covering the years 2021/22, 2022/23 and 2023/24. The deal offers SAS doctors faster progression to the top of the pay scales with meaningful increases at each progression point. The introduction of a new Specialist grade improves opportunities for career progression. The deal invested 3% per year. The range of benefits available to NHS staff exceeds that which is available in many other sectors, and the value of the total reward package has been increasing in recent years. Total reward is not just about pay and includes access to the NHS Pension Scheme, which is one of the best available, alongside a generous annual leave allowance and many additional benefits, such as support for learning and development. Non-financial Agenda for Change staff continue to see the benefits resulting from the previous multi-year pay and contract reform deal (2018/19-2020/21) which introduced many contractual changes such as putting learning and development at the centre of annual appraisal processes. The Government has introduced the Blended Learning nursing programme (BLP) which aims to address national shortages in clinical expertise by offering predominantly online remote-access study to those people who may have the aptitude and values to join the nursing profession, but currently are unable to learn in traditional ways. The Secretary of State confirmed the roll out of the BLP on the 8th July 2020 and HEE anticipate that around 8500 nurses will start training in BLPs over the next 5 years. The BLP programme is also being extended to midwifery degree programmes to start by September 2022.
4.3.4 Soutien (conditions de vie et de travail décentes et sûres ; perspectives de progression de carrière ; mesures de reconnaissance sociale ; autres)
England In September 2019, the Government announced a £210 million funding boost for frontline NHS staff which included a £1,000 personal development budget for every nurse, midwife, and allied health professional working in the NHS in England to support their continuing professional development. As mentioned at 4.3.1 the NHS People Plan sets out a range of actions to transform people’s day to day experience of working in the NHS, focusing on the things that matter to staff including support for their wellbeing, improving flexible working opportunities and building a supportive and inclusive workplace culture.
[q4x4x]
4.4 Autres mesures pertinentes
Non
[q5]
5. Existe-t-il dans votre pays des politiques et/ou des lois qui guident le recrutement international, les migrations et l’intégration des personnels de santé formés à l’étranger ?
Oui
[q5x1]
5.1 Si oui, veuillez donner davantage d’informations dans l’encadré ci-dessous.
Loi/politique 1
The Code of Practice for the International recruitment of health and social care personnel sets guiding principles and best practice benchmarks for recruiters to follow. The Code: o ensures international recruits will be treated fairly and be provided with the appropriate support, o provides safeguards against active recruitment from 47 countries on the WHO Health Workforce Support and Safeguards List; o sets out how the UK is supporting countries with the most pressing health and social care workforce challenges.
Loi/politique 2
International health and care professionals are required to register with the relevant UK professional regulator to lawfully practise in the UK. These regulators have specific procedures in place to register international health and care professionals that ensures patient and public safety. In most cases, for an applicant to be successfully registered they must satisfy the regulator that they are sufficiently qualified, possess the appropriate knowledge, skills or experience to practise in the UK, and are of good health and character. These requirements are set by the regulators with the DHSC being responsible for maintaining the appropriate legislation and amendments.
Loi/politique 3
In January 2021, the UK Government introduced a new points-based immigration system which reduces the salary and skills thresholds that international recruits need in order to get a working visa. Other improvements include linking salary thresholds to NHS pay-scales and streamlining the system by removal of the visa cap and resident labour market test. The Health and Care visa, introduced on 4 August 2020 has made it easier and quicker for those wishing to work in the health and care sector through reduced visa fees, a Home Office visa decision within three weeks and an exemption to the Immigration Health Surcharge for applicants and their families.
[q6x]
6. En tenant compte du rôle joué par d’autres entités gouvernementales, le Ministère de la santé a-t-il mis en place des procédures (par exemple politiques, mécanismes, unité) pour assurer le suivi et la coordination intersectorielle des questions en lien avec le recrutement international et les migrations des personnels de santé ?
Oui
[q6x1]
6.1 Si oui, veuillez donner davantage d’informations dans l’encadré ci-dessous.
The Cross-Whitehall International Recruitment Steering Group for Health brings together key Government Departments (including the Home Office, the Department for Trade and the Foreign Commonwealth and Development Office), the devolved administrations and key system partners (NHS Employers NHS EI and HEE) to provide national policy oversight and collaboration on international recruitment workforce supply.
The Steering Group has a role in monitoring information on migrant flows to understand where recruits have come from, with a particular focus on low to middle income countries and fragile and conflict-affected states. Where trends indicate recruitment activity from low and lower middle-income countries or fragile and conflict-affected states, further work may take place to understand the cause and impact of this activity.
[q7x]
7. Votre pays a-t-il créé une base de données ou une compilation de lois et de réglementations relatives au recrutement international et aux migrations des personnels de santé et, le cas échéant, collecte-t-il les informations en lien avec leur mise en œuvre ?
Non
Responsabilités, droits et pratiques de recrutement
[q8x]
8. Quelles garanties juridiques et/ou quels autres mécanismes permettent de garantir que les personnels de santé migrants jouissent des mêmes droits et responsabilités juridiques que les personnels de santé formés dans le pays ? Veuillez cocher toutes les options pertinentes dans la liste ci-dessous :
8.1 Les personnels de santé migrants sont recrutés à l’international 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.
8.2 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 selon le principe d’égalité de traitement avec les personnels de santé formés dans le pays.
8.3 Les personnels de santé migrants bénéficient des mêmes possibilités que les personnels de santé formés dans le pays en ce qui concerne l’amélioration de leur formation professionnelle, de leurs compétences et de leur carrière.
8.4 Autres mécanismes, veuillez si possible fournir des informations détaillées :
[q8xoth]
8.4 Veuillez decrire au moins un mecanisme
Mécanisme 1
A guiding principle of the UK Code of Practice is that international health and social care personnel will have the same legal rights and responsibilities as domestically trained staff in all terms of employment and conditions of work. They will also have the same access to further education and training and continuous professional development. The 13 best practice benchmarks outline specific actions that employers and agencies should take to achieve this. It is expected that all organisations that comply with the code will apply these best practice benchmarks and will enter into contracts solely with recruitment agencies that have also agreed to abide by these.
Mécanisme 2
The international recruitment framework ensures compliance with NHS pre-employment standards and grants access to a wide range of experienced international recruitment organisations, all of which operate at a high standard of quality. Agencies on the framework have also signed up to the Code of Practice.
Mécanisme 3
[q9x]
9. Veuillez transmettre les éventuels commentaires ou informations supplémentaires de votre choix concernant les mesures juridiques, administratives et autres qui ont été prises ou qui devraient être prises dans votre pays afin de garantir un recrutement et des pratiques d’emploi équitables pour les personnels de santé formés à l’étranger et/ou immigrants.
The NHS Employers International Recruitment Toolkit has been produced to support NHS staff who are leading and delivering international recruitment. It aims to encourage and enable supportive practices and processes for the recruitment of international staff across a wide range of professions. It sets out in more detail the personal and professional support international recruits will require to get settled in the UK and to adjust to the cultural and working differences of the NHS. The toolkit is updated regularly and includes a dedicated component on continuing international recruitment during COVID-19 .
The Guide for International nurses during COVID-19 was created by NHS England and NHS Improvement, with the support of NHS Employers and the unions to provide a collection of national resources and guidance to support international nurses during the COVID-19 pandemic.
Diaspora Groups
NHS England and Improvement has been working with international nursing associations to enhance the overall pastoral support to overseas nurses. This includes sharing of best practice and initiatives, discussion of common challenges, particularly during COVID-19, and supporting new groups to get up and running.
Links to 16 International Nursing Associations is provided on page 66 of the International Recruitment Toolkit.
[q10x]
10. En ce qui concerne le personnel de santé formé dans le pays/émigrant (diaspora) qui travaille en dehors de votre pays, veuillez transmettre des commentaires ou informations sur les mesures prises ou prévues par votre pays pour leur garantir un recrutement et des pratiques d’emploi équitables, ainsi que les difficultés rencontrées.
Mesure 1
N/A
Mesure 2
Mesure 3
Données sur le recrutement international et les migrations des personnels de santé
[iq11]
Il est essentiel d’améliorer la disponibilité et la comparabilité internationale des données afin de comprendre la dynamique mondiale des migrations des personnels de santé et de prendre des mesures en la matière.
[q11]
11. Votre pays est-il doté de mécanismes ou d’entités visant à établir des statistiques des personnels de santé nés ou formés à l’étranger ?
Oui
[q11x1]
Merci de préciser :
NHS Electronic Staff Record (ESR) – it provides self-reported nationality data for anyone working in the NHS, on a quarterly basis
Professional Regulator reports (NMC and GMC) – These count anyone who joins the UK register who originally qualified and registered overseas. This is cross-UK and includes NHS and independent settings
The full GMC and NMC registrant joiner and stock datasets are provided in Annex A.
[iQ12]
12. Données sur l’effectif des personnels de santé actifs, ventilé par pays de formation et de naissance
Les données précédentes partagées avec l’OMS sont disponibles ici. Veuillez communiquer avec le point focal compétent dont vous dépendez, et mettre à jour le cas échéant.
En conformité avec les indicateurs 1-07 et 1-08 des comptes nationaux des personnels de santé, veuillez indiquer les dernières informations disponibles sur les effectifs totaux de personnels de santé dans votre pays (de préférence les personnels actifs1), ventilés par pays de formation (formés à l’étranger) et par pays de naissance (nés à l’étranger). Veuillez consulter le point focal compétent dont vous relevez, s’il y en a un, afin de vérifier que les données indiquées ci-dessous sont conformes à la notification dans le cadre des comptes nationaux des personnels de santé.
Les données précédentes partagées avec l’OMS sont disponibles ici. Veuillez communiquer avec le point focal compétent dont vous dépendez, et mettre à jour le cas échéant.
En conformité avec les indicateurs 1-07 et 1-08 des comptes nationaux des personnels de santé, veuillez indiquer les dernières informations disponibles sur les effectifs totaux de personnels de santé dans votre pays (de préférence les personnels actifs1), ventilés par pays de formation (formés à l’étranger) et par pays de naissance (nés à l’étranger). Veuillez consulter le point focal compétent dont vous relevez, s’il y en a un, afin de vérifier que les données indiquées ci-dessous sont conformes à la notification dans le cadre des comptes nationaux des personnels de santé.
[q12x0]
12.1 Effectif consolidé de personnels de santé actifs
Ces informations peuvent être transmises de trois façons différentes. Veuillez choisir votre mode de saisie préféré :
Ces informations peuvent être transmises de trois façons différentes. Veuillez choisir votre mode de saisie préféré :
Option B : En téléchargeant le modèle Excel avec les données existantes et en le renvoyant ensuite avec les données mises à jour
[q12x1x2]
Option B : En téléchargeant le modèle Excel avec les données existantes et en le renvoyant ensuite avec les données mises à jour
Veuillez télécharger le doccument
No comment
[q12x1x3]
En transmettant tout document fournissant ces informations (par exemple au format PDF, Excel, Word)
No comment
[q13x2]
12.2 Les 10 principaux pays de formation des personnels de santé formés à l’étranger
Veuillez fournir des données sur les 10 principaux pays de formation des personnels de santé formés à l’étranger dans votre pays. Ces informations peuvent être transmises de trois façons différentes :
Veuillez fournir des données sur les 10 principaux pays de formation des personnels de santé formés à l’étranger dans votre pays. Ces informations peuvent être transmises de trois façons différentes :
Option B : En téléchargeant le modèle Excel avec les données existantes et en le renvoyant ensuite avec les données mises à jour
[q13x2x2]
Option B : En téléchargeant le modèle Excel avec les données existantes et en le renvoyant ensuite avec les données mises à jour
Merci de télécharger le document (taille maximale du fichier : 5MB)
[q13x2x3]
En transmettant tout document fournissant ces informations (par exemple au format PDF, Excel, Word)
Veuillez télécharger le doccument
No comment
COVID-19 et mobilité des personnels de santé
[q13]
13. Des mesures ont-elles été prises aux niveaux national ou infranational en réponse à la pandémie de COVID-19 en ce qui concerne la mobilité temporaire ou permanente des personnels de santé internationaux ?
13.1 Pas de modification des réglementations, politiques ou processus nationaux ou infranationaux liés à l’entrée ou à la sortie des personnels de santé nés ou formés à l’étranger
13.2 Adoption de réglementations, de politiques ou de processus nationaux et/ou infranationaux visant à faciliter l’entrée et l’intégration des personnels de santé nés ou formés à l’étranger
The Government and its NHS partners have proactively provided a wide range of measures to the NHS workforce during the COVID-19 pandemic: • Emergency legislation was passed to create a temporary ‘emergency’ register of healthcare professionals – 47,000 former health professionals joined this register and made themselves available to support the NHS and vaccination programme. • Temporary measures introduced to extend the visas of all regulated healthcare professionals across the NHS and the independent sector during the COVID-19 outbreak, with the latest 12-month extension to cover those whose visas were due to expire before 1 October 2021. • Arrangements were put in place to enable healthcare students to graduate early or take up paid clinical placements. • A national package of support for staff wellbeing was put in place and has been well received by staff in the NHS. This was bolstered by many initiatives led by local employers. • The health and safety of staff has been prioritised, ensuring access to PPE, testing and putting in place risk assessments to address the disproportionate impact of COVID-19 on some groups of NHS staff, most notably the ethnic minority workforce. • The families and dependents of international NHS support staff and social care workers who die as result of contracting coronavirus are offered the right of indefinite leave to remain in the UK.
13.3 Adoption de réglementations, de politiques ou de processus nationaux et/ou infranationaux visant à limiter la sortie du personnel de santé du pays
13.4 Autres mesures
[q14]
14. Aviez-vous un mécanisme pour suivre les entrées et sorties de personnels de santé vers/depuis votre pays pendant la pandémie de COVID-19 ?
Entrées
Sorties
Non
[q14x1]
14.1 Combien de personnels de santé nés ou formés à l’étranger ont nouvellement fait partie (entrées) des effectifs actifs (temporairement et/ou de façon permanente) dans votre pays en 2019 et en 2020 ?
| Médecins | Personnel infirmier | Sages-femmes | Dentistes | Pharmaciens | Commentaires | |
|---|---|---|---|---|---|---|
|
Source de données (p. ex. autorité de réglementation, registres d’immigration, permis de travail, etc.) Veuillez assurer la cohérence des sources de données pour chaque catégorie de personnel pour les deux années |
||||||
| 2020 | 9780 | 6535 | ||||
| 2019 | 11020 | 10791 |
[q15]
15. Veuillez indiquer toutes les défis liés au recrutement international éthique des personnels de santé pendant la pandémie de COVID-19
Merci de préciser (p. ex. recrutement actif de personnels des soins intensifs)
Merci de préciser (p. ex. recrutement actif de personnels des soins intensifs)
Premier défi
Please describe (e.g. active recruitment of ICU personnel) Disruption to travel for international nurses and at times a ban on international travel in response to COVID-19 e.g: - Twice in 2020 the Philippines stopped the departure of internationally recruited nurses for some weeks so they could be deployed in the Filipino health system. - In May 2021, due to the huge upsurge of COVID-19 cases in India the UK temporarily paused the travel of nurses recruited from India.
Deuxième défi
Troisième défi
限制、解决办法和补充评论
[q16]
16. Veuillez indiquer par ordre de priorité les trois contraintes principales en matière de gestion éthique des migrations internationales dans votre pays et proposer des solutions possibles :
| Principales contraintes | Solutions possibles/recommandations | |
|---|---|---|
| 16.1a There are high levels of passive recruitment from countries on the WHO Health Workforce Support and Safeguards list e.g. Nigeria, this requires management whilst recognising the need to protect an individual’s right to migrate. | 16.1b Governments of countries with high levels of outward passive migration should consider what measures they can put in place to regulate recruitment activity in their country and to ensure the benefits associated with outward migration are maximised. The UK Government is keen to support this through the development of Government to Government bilateral agreements to set parameters for migration and the nature of UK support to ensure recruitment does not exacerbate existing domestic workforce shortages in the country of origin and mutual benefits are obtained. | |
| 16.2a There is no single, robust data UK source, to monitor health and care workforce migration inflows to ensure implementation of a Code of Practice for international recruitment is having the intended effects. | 16.2b The Cross Whitehall International Recruitment Steering Group has a role to monitor national migration flows to understand where recruits have come from, with a particular focus on low to middle income countries and fragile and conflict-affected states. A range of data sets will be considered by the Steering Group to set a baseline and this will be considered on a triannual basis to monitor changes in migration flows. New possible data sources are also being investigated to strengthen the available evidence base. | |
| 16.3a There are limited levers to ensure independent sector health and social care organisations abide by the UK Code of Practice and use agencies on the NHS Employers managed agency list. | 16.3b This is managed through wide publicization of the Code of Practice and ensuring it is understood by recruiters working in both sectors and is viewed as best practice. The UK Code will be reviewed and updated one year after publication which will provide an opportunity to strengthen implementation of the Code and re-promote it across the public and private sectors |
[q17]
17. Avez-vous besoin d’une assistance particulière pour renforcer la mise en application du Code ?
17.1 Assistance pour renforcer les données et l’information
17.2 Assistance pour le dialogue stratégique et le développement des politiques
17.3 Assistance pour la mise sur pied d’accords bilatéraux/multilatéraux
17.4 Assistance dans d’autres domaines :
[q18]
18. Veuillez transmettre tout commentaire ou document complémentaire concernant le recrutement international et les migrations des personnels de santé, en ce qui a trait à l’application du Code.
[q18x1]
Merci de préciser OU de transférer
Merci
[iThank]
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