National Reporting Instrument 2021
Background
[iBG]
Adopted in 2010 at the 63rd World Health Assembly (WHA Res 63.16), the WHO Global Code of Practice on the International Recruitment of Health Personnel (“the Code”) seeks to strengthen the understanding and ethical management of international health personnel recruitment through improved data, information, and international cooperation.
Article 7 of the Code encourages WHO Member States to exchange information on the international recruitment and migration of health personnel. The WHO Director General is additionally mandated to report to the World Health Assembly every 3 years.
WHO Member States completed the 3rd round of national reporting in March 2019. The WHO Director General reported progress on implementation to the 72nd World Health Assembly in May 2019 (A 72/23). The 3rd Round of National Reporting additionally informed the Member-State led Review of the Code’s relevance and effectiveness, as presented to the 73rd WHA in 2020 (A 73/9).
The Review highlights that Code implementation, through targeted support and safeguards, is necessary to ensure that Health Emergency and Universal Health Coverage-related progress in Member States serves to reinforce rather than compromise similar achievement in others. In light of the considerations in the Report and decision WHA 73(30), the WHO Secretariat has additionally prepared the Health Workforce Support and Safeguards List, 2020.
The National Reporting Instrument (NRI) is a country-based, self-assessment tool for information exchange and Code monitoring. The NRI enables WHO to collect and share current evidence and information on the international recruitment and migration of health personnel. The findings from the 4th Round of National Reporting are to be presented at the 75th World Health Assembly in May 2022. Given the ongoing COVID-19 pandemic, the NRI (2021) has been adapted to additionally capture information related to health personnel recruitment and migration in the context of the pandemic.
The deadline for submitting reports is 31 January 2022.
Should technical difficulties prevent national authorities from filling in the online questionnaire, it is also possible to download the NRI via the link: https://www.who.int/teams/health-workforce/migration/code-nri. Please complete the NRI and submit it, electronically or in hard copy, to the following address:
Health Workforce Department
Universal Health Coverage and Health Systems
World Health Organization
20 Avenue Appia, 1211 Geneva 27
Switzerland
hrhinfo@who.int
Disclaimer: The data and information collected through the National Reporting Instrument will be made publicly available via the WHO web-site following the proceedings of the 75th WHA in 2022. The quantitative data collected will be updated on and available through the National Health Workforce Accounts online platform. (http://www.who.int/hrh/statistics/nhwa/en/).
Article 7 of the Code encourages WHO Member States to exchange information on the international recruitment and migration of health personnel. The WHO Director General is additionally mandated to report to the World Health Assembly every 3 years.
WHO Member States completed the 3rd round of national reporting in March 2019. The WHO Director General reported progress on implementation to the 72nd World Health Assembly in May 2019 (A 72/23). The 3rd Round of National Reporting additionally informed the Member-State led Review of the Code’s relevance and effectiveness, as presented to the 73rd WHA in 2020 (A 73/9).
The Review highlights that Code implementation, through targeted support and safeguards, is necessary to ensure that Health Emergency and Universal Health Coverage-related progress in Member States serves to reinforce rather than compromise similar achievement in others. In light of the considerations in the Report and decision WHA 73(30), the WHO Secretariat has additionally prepared the Health Workforce Support and Safeguards List, 2020.
The National Reporting Instrument (NRI) is a country-based, self-assessment tool for information exchange and Code monitoring. The NRI enables WHO to collect and share current evidence and information on the international recruitment and migration of health personnel. The findings from the 4th Round of National Reporting are to be presented at the 75th World Health Assembly in May 2022. Given the ongoing COVID-19 pandemic, the NRI (2021) has been adapted to additionally capture information related to health personnel recruitment and migration in the context of the pandemic.
The deadline for submitting reports is 31 January 2022.
Should technical difficulties prevent national authorities from filling in the online questionnaire, it is also possible to download the NRI via the link: https://www.who.int/teams/health-workforce/migration/code-nri. Please complete the NRI and submit it, electronically or in hard copy, to the following address:
Health Workforce Department
Universal Health Coverage and Health Systems
World Health Organization
20 Avenue Appia, 1211 Geneva 27
Switzerland
hrhinfo@who.int
Disclaimer: The data and information collected through the National Reporting Instrument will be made publicly available via the WHO web-site following the proceedings of the 75th WHA in 2022. The quantitative data collected will be updated on and available through the National Health Workforce Accounts online platform. (http://www.who.int/hrh/statistics/nhwa/en/).
[hidLabels]
//hidden: Please not delete.
Please describe
Disclaimer
[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/
I have read and understood the WHO policy on the use and sharing of data collected by WHO in Member States outside the context of public health emergencies
Designated National Authority Contact Details
[q01b]
Contact information:
Country
Philippines
Full name of institution:
Pretchell
Name of designated national authority:
Pretchell P. Tolentino
Title of designated national authority:
Officer-in-Charge, Director IV
Telephone number: (E.g. +41227911530 .)
+63 2 8651-7800 local 4225-4226
Email: (Please enter one email address only.)
pptolentino@doh.gov.ph,hrhinfo@who.int
Implementation of the Code
[q1]
1. Has your country taken steps to implement the Code?
Yes
[q1x1x]
1.1 Actions have been taken to communicate and share information across sectors on the international recruitment and migration of health personnel, as well as to publicize the Code, among relevant ministries, departments and agencies, nationally and/or sub-nationally.
Yes
[q1x1]
Action 1
Updates on the Global Code Monitoring presented and discussed during the Human Resources for Health (HRH) Network Philippines 3rd Quarterly Meeting for 2021 attended by various government and non-government agencies and organizations. The session was led by a representative from the World Health Organization - Western Pacific Region Office.
Action 2
The Philippine Migrant Health Network convened by the Department of Health continues to hold its bi-annual National Conference on Migrant Health which tackles various topics related to the health of migrants and overseas Filipinos such as addressing migration challenges in the better normal.
Action 3
Inclusion of recommendation to consider provisions of the Code in draft bilateral agreements and other similar policy instruments involving recruitment of health personnel (e.g. comments on proposed MOUs with other countries).
[q1x2x]
1.2 Measures have been taken or are being considered to introduce changes to laws or policies consistent with the recommendations of the Code.
Yes
[q1x2]
Measure 1
Development of the National Human Resources for Health Master Plan with a dedicated chapter on HRH Migration and Reintegration. This proposes strategies to manage migration at a sustainable level and establish programs for reintegration of returning health workers.
Measure 2
Migration management specifically concerning the mission critical skills is included in the policy agenda of the National HRH Master Plan. This also aims to advocate for the development and review of existing legislation or policies related to health labor management in the country.
Measure 3
Inclusion of CODE provisions, particularly of HR development, decent work and equal opportunities, in the government-to-government bilateral agreement for recruitment of select health personnel (e.g. RP-Germany Agreement on the Deployment and Placement of Filipino Health Professionals in employment positions in the Federal Republic of Germany).
[q1x3x]
1.3 Records are maintained on all recruiters authorized by competent authorities to operate within their jurisdiction.
Yes
[q1x3]
Please describe:
The Philippine Overseas Employment Administration (POEA) exercises its regulatory power in the licensing of recruitment agencies and observes strict requirements in granting a license to an applicant agency. The financial standing of the agency which includes an initial capitalization of Five Million Pesos and an Escrow amount of One Million Pesos are required to be answerable to money claims of workers arising from their employment contract. Workers and foreign employers are being checked and verified to ascertain compliance to rules and regulations. All agencies, migrant workers and foreign employers and principals are fully recorded and registered at the POEA, and it also monitors all deployed migrant workers.
[q1x4x]
1.4 Good practices, as called for by the Code, are encouraged and promoted among recruitment agencies.
Yes
[q1x4]
Please describe:
1.4.1 Promotion of the Code among private recruitment agencies.
The POEA is developing a comprehensive code on ethical and fair recruitment that would address issues/challenges in the recruitment, placement, and employment of migrant workers. In terms of recruitment of health personnel, the POEA prescribes numerous regulations such as a wide range of verifications on wages and benefits, working conditions, academic and experience accreditation to ensure that health workers will be sufficiently protected. The POEA also conducts Continuing Agency Education Program (CAEP) for all landbased and seabased agencies to discuss ethical and fair recruitment and provide updates on recruitment policies and regulations. Further, recruitment agencies applying for license are required to undergo Pre-licensing Orientation to acquaint the agencies on recruitment and licensing rules.
1.4.2 Domestic legislation or policy requiring ethical practice of private recruitment agencies, as consistent with the principles and articles of the Code.
The POEA operates following the Revised Rules and Regulations Governing the Recruitment and Employment of Landbased Overseas Filipino Workers of 2016 which provides guidelines for private sector participation in the Overseas Employment Program specifically on licensing and regulation (https://bit.ly/39O3OyT). Likewise, the POEA issues various Governing Board Resolutions, Memorandum Circular and Advisories to address policy gaps in relation to market changes and to ensure proactive approach in the protection and welfare of migrant workers.
1.4.3 Public or private certification of ethical practice for private recruitment agencies.
Currently, the POEA does not issue specific certification for ethical practice for recruitment agencies. However, it provides incentives and awards to top agencies who have performed and conformed with the rules and regulations. Those who are in violation can be subject to administrative sanctions which could range from reprimand to cancellation of license.
1.4.4 Others
[q1x5x]
1.5 Measures have been taken to consult stakeholders in decision-making processes and/or involve them in activities related to the international recruitment of health personnel.
Yes
[q1x5]
Measure 1
Technical Working Group on Mission Critical Skills consultative meetings on the recommendations on the issue whether to maintain or increase the deployment cap for health workers and other related health occupations (POEA Governing Board Resolution No. 9, 17, 79 Series of 2021).
Measure 2
Participation in consultation meetings relevant to the practice of foreign professionals in the Philippines and preparation/review of relevant policies, such as, among others:
a. Joint Guidelines No. 01 (s. 2019): Guidelines on the Issuance of Work and Employment Permits to Foreign Nationals signed on 1 May 2019
b. Joint Memorandum No. 04, Circular No. 01 (s. 2019): Rules and Procedures Governing Foreign Nationals Intending to Work in the Philippines signed on 11 July 2019
c. Department Order No. 221 (s. 2021): Revised Rules and Regulations for the Issuance of Employment Permits to Foreign Nationals issued by the Department of Labor and Employment (DOLE)
The Philippines through its Professional Regulation Commission has been actively participating in the Association of Southeast Asian Nations (ASEAN) Coordinating Committee on Services and its Related Working Groups relative to the implementation of the ASEAN Mutual Recognition Arrangements.
Measure 3
Inclusion of monitoring of ethical recruitment practice in the agenda during the 6th Joint Committee Meeting on RP-Germany Agreement on the Deployment and Placement of Filipino Health Professionals in employment positions in the Federal Republic of Germany (November, 2019)
[q1x6x]
1.6 Other steps:
No
Partnerships, Technical Collaboration and Financial Support 1/2
[q2x1]
2.1. Has your country provided technical or financial assistance to one or more WHO Member States, particularly developing countries, or other stakeholders to support the implementation of the Code?
2.1.1 Specific support for implementation of the Code
The Philippines' specific support for the implementation of the Code is its participation in the second review of 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. The recommendation of the EAG is to improve the Code tool using the source country perspective.
2.1.2 Support for health system strengthening
Participation in the WHO Technical Expert Group on Bilateral Agreement for Ethical Recruitment of Health Personnel
2.1.3 Support for health personnel development
Technical assistance to select ASEAN member states through the ASEAN mutual recognition arrangements
2.1.4 No support provided
2.1.5 Other areas of support:
[q2x2]
2.2. Has your country received technical or financial assistance from one or more WHO Member States, the WHO secretariat, or other stakeholders to support the implementation of the Code?
2.2.1 Specific support for implementation of the Code
as
2.2.2 Support for health system strengthening
The fourth strategic priority of the WHO Country Cooperation Strategy (CCS) for the Philippines -- Optimize health architecture to overcome fragmentation to achieve universal health coverage – aims to ensure equitable health workforce distribution and capacity. The WHO Implementation Plan for the 2020-2021 biennium, under the work plan for this strategic priority, includes technical assistance to support the DOH in the conduct of health workforce accounts and analysis, planning and development of policies and tools. In particular, the WHO will support the Philippines in the conduct of National Health Workforce Accounts, Health Labor Market Analysis, development of productivity assessment tools for human resources for health, policy development on retention of health workers in underserved areas and on addressing migration and emigration of Human Resources for Health (HRH). This technical assistance aims to contribute to the achievement of Sustainable Development Goals target 3.c: Substantially increase health financing and the recruitment, development, training and retention of the health workforce in developing countries, especially in least-developed countries and small island developing states.
2.2.3 Support for health personnel development
2.2.4 No support received
2.2.5 Other areas of support:
Partnerships, Technical Collaboration and Financial Support 2/2
[q3]
3. Has your country or its sub-national governments entered into bilateral, multilateral, or regional agreements and/or arrangements with respect to the international recruitment and migration of health personnel?
Yes
[q3xTitle]
Title of Agreement
| Title | Web-link to agreement | Upload the full text of the agreement | |
|---|---|---|---|
| Agreement 1 | Regional Comprehensive Economic Partnership Agreement | https://rcepsec.org/legal-text/ | |
| Agreement 2 | Asean Trade in Services Agreement | https://wtocenter.vn/file/18276/atisa | |
| Agreement 3 | Triple Win Project | https://www.poea.gov.ph/twp/twp.html | |
| Agreement 4 | Philippine-Japan Economic Partnership Agreement | https://www.mofa.go.jp/region/asia-paci/philippine/epa0609/main.pdf | |
| Agreement 5 | ASEAN Consensus on Protection and Promotion of Migrant Workers | https://asean.org/wp-content/uploads/2017/11/ASEAN-Consensus-on-the-Protection-and-Promotion-of-the-Rights-of-Migrant-Workers1.pdf |
[q3xUploadx1]
[q3xUploadx2]
[q3xUploadx3]
[q3xUploadx4]
[q3xUploadx5]
[q3xTOA]
If you cannot share the full text of the agreement please fill :
| Type of Agreement | Coverage | |
|---|---|---|
| Regional Comprehensive Economic Partnership Agreement (SQ001) | Regional (A3) | National (A1) |
| Asean Trade in Services Agreement (SQ002) | Regional (A3) | National (A1) |
| Triple Win Project (SQ003) | Bilateral (A1) | National (A1) |
| Philippine-Japan Economic Partnership Agreement (SQ004) | Bilateral (A1) | National (A1) |
| ASEAN Consensus on Protection and Promotion of Migrant Workers (SQ005) | Multilateral (A2) | National (A1) |
[q3xMCA]
Main content of agreement
(check all that apply)
| Education and training | Institutional capacity building | Promotion of circular migration | Retention strategies | Recognition of health personnel | Recruitment of health personnel | Twinning of health care facilities | Other mechanism (include details if possible): | |
|---|---|---|---|---|---|---|---|---|
| Regional Comprehensive Economic Partnership Agreement | 1 | 1 | ||||||
| Asean Trade in Services Agreement | 1 | 1 | ||||||
| Triple Win Project | 1 | 1 | ||||||
| Philippine-Japan Economic Partnership Agreement | 1 | 1 | ||||||
| ASEAN Consensus on Protection and Promotion of Migrant Workers | 1 | 1 |
[q3xCHP]
Categories of Health Personnel (check all that apply)
| Doctors | Nurses | Midwives | Dentists | Pharmacists | Other (include details as necessary) : | |
|---|---|---|---|---|---|---|
| Regional Comprehensive Economic Partnership Agreement | 1 | 1 | 1 | 1 | 1 | |
| Asean Trade in Services Agreement | 1 | 1 | 1 | |||
| Triple Win Project | 1 | |||||
| Philippine-Japan Economic Partnership Agreement | 1 | |||||
| ASEAN Consensus on Protection and Promotion of Migrant Workers | 1 |
[q3xCHPOth]
Categories of Health Personnel (Please specify:)
Regional Comprehensive Economic Partnership Agreement
Other allied health workers
Asean Trade in Services Agreement
Other allied health workers
Triple Win Project
Philippine-Japan Economic Partnership Agreement
ASEAN Consensus on Protection and Promotion of Migrant Workers
All health workers
[q3xVP]
Validity period
| From: | To: | |
|---|---|---|
| Regional Comprehensive Economic Partnership Agreement (SQ001) | 2020 (2020) | 2050 (A1) |
| Asean Trade in Services Agreement (SQ002) | 2020 (2020) | 2050 (A1) |
| Triple Win Project (SQ003) | 2013 (2013) | 2050 (A1) |
| Philippine-Japan Economic Partnership Agreement (SQ004) | 2019 (2019) | 2050 (A1) |
| ASEAN Consensus on Protection and Promotion of Migrant Workers (SQ005) | 2017 (2017) | 2050 (A1) |
[q3xCN]
Countries that are involved
Regional Comprehensive Economic Partnership Agreement
ASEAN Member States
Asean Trade in Services Agreement
ASEAN Member States
Triple Win Project
Philippines, Germany
Philippine-Japan Economic Partnership Agreement
Philippines, Japan
ASEAN Consensus on Protection and Promotion of Migrant Workers
ASEAN Member States
[q3xSYC]
Signatory of the agreement from your country
| Ministry of Foreign Affairs | Ministry of Health | Ministry of Education | Ministry of Trade | Ministry of Labour | Ministry of Immigration /Home Affairs | Other: | |
|---|---|---|---|---|---|---|---|
| Regional Comprehensive Economic Partnership Agreement | 1 | 1 | |||||
| Asean Trade in Services Agreement | 1 | ||||||
| Triple Win Project | 1 | ||||||
| Philippine-Japan Economic Partnership Agreement | 1 | ||||||
| ASEAN Consensus on Protection and Promotion of Migrant Workers | 1 |
[q3xSYCOth]
Signatory of the agreement from your country (Please specify:)
Regional Comprehensive Economic Partnership Agreement
Asean Trade in Services Agreement
Triple Win Project
Philippine Overseas Employment Administration
Philippine-Japan Economic Partnership Agreement
Philippine Overseas Employment Administration
ASEAN Consensus on Protection and Promotion of Migrant Workers
President of the Republic of the Philippines
[q3xSPC]
Signatory of the agreement from the partner country (ies)
| Ministry of Foreign Affairs | Ministry of Health | Ministry of Education | Ministry of Trade | Ministry of Labour | Ministry of Immigration /Home Affairs | Other: | |
|---|---|---|---|---|---|---|---|
| Regional Comprehensive Economic Partnership Agreement | 1 | ||||||
| Asean Trade in Services Agreement | 1 | ||||||
| Triple Win Project | 1 | ||||||
| Philippine-Japan Economic Partnership Agreement | 1 | ||||||
| ASEAN Consensus on Protection and Promotion of Migrant Workers | 1 |
[q3xSPCOth]
Signatory of the agreement from the partner country (ies) (Please specify:)
Regional Comprehensive Economic Partnership Agreement
ASEAN Member States
Asean Trade in Services Agreement
ASEAN Member States
Triple Win Project
Federal Employment Agency/International Placement Services
Philippine-Japan Economic Partnership Agreement
Japan International Corporation of Welfare Services
ASEAN Consensus on Protection and Promotion of Migrant Workers
Sultan, Prime Minister, President, State Counsellor
[q3xCOP]
Does the agreement explicitly reference the Code?
Regional Comprehensive Economic Partnership Agreement
No
Asean Trade in Services Agreement
No
Triple Win Project
Yes
Philippine-Japan Economic Partnership Agreement
No
ASEAN Consensus on Protection and Promotion of Migrant Workers
No
[q3xPAP]
Does the agreement reflect the code’s principles and practices?
Regional Comprehensive Economic Partnership Agreement
Yes
Asean Trade in Services Agreement
Yes
Triple Win Project
Philippine-Japan Economic Partnership Agreement
Yes
ASEAN Consensus on Protection and Promotion of Migrant Workers
Yes
Health Workforce Development and Health System Sustainability
[q4]
4. Does your country strive to meet its health personnel needs with its domestically trained health personnel, including measures to educate, retain and sustain a health workforce that is appropriate for the specific conditions of your country, including areas of greatest need?
Yes
[q4x1x]
4.1 Measures taken to educate the health workforce
Yes
[q4x1]
4.1.1 Manage production
4.1.2 Improve quality of education
4.1.3 Strengthen regulation
1. Adoption of outcomes-based curricula for health professional education by the Commission on Higher Education pursuant to Policies and Standards to Enhance Quality Assurance in Philippine Higher Education 2. Institutionalization of the Philippine Qualifications Framework (RA No. 10968) to encourage lifelong learning, adopt national standards and levels of learning outcomes of education, and enhance the recognition of value and comparability of Philippine Qualifications 3. Approval of Joint Administrative Order No. 2021-0001, “Guidelines for the Reorientation of Health Professions Education Curricula and Training Programs to Primary Health Care (PHC) which aims to install implementation mechanisms to integrate Primary Health Care principles into the education programs and licensure examinations of health professionals in line with the goal of Universal Health Care. 4. Approval of Joint Administrative Order No. 2021-0001, “Guidelines for Expanding Health Professional and Health Worker Scholarships and Return Service Agreements for Universal Health Care which aims to improve HRH production through scholarships and or training grants to aspiring health professionals. 5. Development of various national certification program for health-related skills by the Technical Education and Skills Development Authority (e.g. contact tracing, barangay health service, etc.) 6. Implementation of Continuing Professional Development Act which aims to promote and upgrade the practice of the professions in the country and institute measures that will continuously improve the competence of the professionals. 7. Provision of online training on various health programs and health system related skills through the DOH Academy eLearning platform. This is to support continuity and better access health workers’ learning shall continue by developing and packaging materials through free online or blended mode of learning (i.e. UHC courses, Primary care, TB, Mental Health, orientation package on COVID-19 response, COVID-19 vaccination online training, etc.)
4.4 Others
[q4x2x]
4.2 Measures taken to ensure the sustainability* of the health workforce
Yes
[q4x2]
4.2.1 Workforce planning/forecasting
4.2.2 Increasing domestic production and education opportunities
4.2.3 Increasing employment opportunities
4.2.4 Manage recruitment of international health personnel
(1) Conduct of Human Resources for Health (HRH) projections study to present an assessment of the current gaps and determine the future requirements for HRH to accelerate universal health care in the country (2) Conduct of projections study on HRH requirements for COVID-19 based on projected scenarios of COVID cases (3) Implementation of pre-service scholarship grants, and return service arrangement through employment in various HRH deployment programs. (4) Emergency hiring of health personnel to augment needed HRH for COVID response (5) Placement of select critical HRH under the Mission Critical Skills, providing cap for number of allowed HRH to go for overseas employment, to ensure sufficient domestic supply of needed HRH for COVID-19 response.
Other
[q4x3x]
4.3 Measures taken to address the geographical mal-distribution and retention of health workers*
Yes
[q4x3]
4.3.1 Education (Education institutions in underserved areas; students from under-served areas; relevant topics in education/professional development programmes; others)
(1) Partnership with select public and private schools in selected regions to expand health professions education (2) Enactment of Republic Act No. 11509, “Doktor Para sa Bayan Act” (Doctor for the Nation) which increases the budget allocation for medical scholarship grant (3) Reorientation of health professions education curricula and training program for primary health care (4) Expanding health professionals and health workers scholarships and return service agreement for Universal Health Care (5) Implementation of Practice-based Family and Community Residency Training Program for Doctors to the Barrios
4.3.2 Regulation (Mandatory service agreements; scholarships and education subsidies with return of service agreements; enhanced scope of practice; task shifting; skill-mix; others)
(1) The Universal Health Care Act provides mandatory return service for recipients of government funded scholarships for a minimum of 3 years to be rendered under the public health system. (2) Implementation of the National Health Workforce Support System of the Department of Health, a deployment program of doctors, nurses, pharmacist, medical technologists, nutritionist-dietitians, midwives, and physical therapists to complement the existing human resource, enhance the capability of local government units to deliver health services, and promote equity and access to critical health services especially in Geographically Isolated and Disadvantaged Areas (GIDAs) (3) Guidelines on the implementation of Espesyalista para sa Bayan (Specialists for the Country) to recalibrate strategies of deployment of medical specialist to strengthen health care provider network within the province-wide or city-wide health system (4) Implementation of the Post-Residency Deployment Program to augment specialists in Level 1 & 2 hospitals in rural and underserved areas (5) Rendering of return service from recipients of government scholarship grants
4.3.3 Incentives (Financial and non-financial)
(1) Career Progression and Specialization for Doctors to the Barrios (e.g. Master in Public Management, Master of Public Health, Practice-based Family and Community Residency Training Program) (2) Those who render RSA while employed under the DOH HRH deployment programs are provided with standard salaries, benefits and incentives accorded to civil servants (3) Those working in health facilities accredited by the national health insurer (Philhealth) are also entitled to share of capitation and incentives from NHI reimbursements
4.3.4 Support (Decent and safe living and working conditions; career advancement opportunities; social recognition measures; others)
(1) Malacanang Proclamation No. 976 “Declaring the Year 2020 as the Year of Filipino Health Workers” (2) Implementation of Department of Labor and Employment’s Department Order No. 182 Series of 2017, “Guidelines Governing the Employment and Working Conditions of Health Personnel in the Private Healthcare Industry” (3) Implementation of Republic Act No. 7305, “Magna Carta for Public Healthcare Workers”
[q4x4x]
4.4 Other relevant measures
No
[q5]
5. Are there specific policies and/or laws that guides international recruitment, migration and integration of foreign-trained health personnel in your country?
Yes
[q5x1]
5.1 Please provide further information in the box below:
Law/policy 1
ASEAN Mutual Recognition Arrangements on various Health Professions (e.g. Medical Practitioners, Nursing Service, Dental Practitioners)
Law/policy 2
(a) Republic Act No. 8981 “PRC Modernization Act of 2000” (b) PRC Resolution No. 2012- 668, “Guidelines in Implementing Section 7, Paragraph (J), (L), and Section 16 of Republic Act No. 8981 called the “PRC Modernization Act of 2000” and the Pertinent Provisions of the Professional Regulatory Laws, the General Agreement on Trade in Services, and Other International Agreement of the Practice of Foreign Professionals in the Philippines” (c) PRC Memorandum Order No. 03 Series of 016, “Revised Guidelines in Implementing Section 7 (J), (L) and Section 16 of Republic Act No. 8981 called the “PRC Modernization Act of 2000” and the Pertinent Provisions of the Professional Regulatory Laws, the General Agreement on Trade in Services, and Other International Agreement of the Practice of Foreign Professionals in the Philippines” (d) Health Professional Regulatory Laws
Law/policy 3
Department of Labor and Employment Department Order No. 221, “Revised Rules and Regulations For the Issuance of Employment Permits to Foreign Nationals”
[q6x]
6. Recognizing the role of other government entities, does the Ministry of Health have processes (e.g. policies, mechanisms, unit) to monitor and coordinate across sectors on issues related to the international recruitment and migration of health personnel?
Yes
[q6x1]
6.1 Please provide further information in the box below:
(a) The Human Resources for Health Network Philippines and the Philippine Migrant Health Network which is composed of agencies concerning Filipino Migration such as the Department of Labor and Employment and its Philippine Overseas Employment Administration, Department of Foreign Affairs, Commission on Filipino Overseas, Bureau of Immigration, Overseas Workers Welfare Administration, regularly convened by the Department of Health.
(b) The Professional Regulation Commission has been submitting monthly reports on the number of Special Temporary Permit (STP)issued to foreign nationals to the Department of Labor and Employment, pursuant to Joint Memorandum No. 04, Circular No. 01 (s. 2019): Rules and Procedures Governing Foreign Nationals Intending to Work in the Philippines.
(c) Department of Labor and Employment Department Order No. 221, “Revised Rules and Regulations For the Issuance of Employment Permits to Foreign Nationals”
(d) The Bureau of Immigration (BI) exercises their mandate by virtue of Executive Order No. 292, Administrative Code of 1987 providing for its sole authority to enforce and administer immigration and foreign nationals registration laws including the admission, registration, exclusion and deportation and repatriation of foreign nationals.
[q7x]
7. Has your country established a database or compilation of laws and regulations related to international health personnel recruitment and migration and, as appropriate, information related to their implementation?
Yes
[q7x1x]
7.1.a Please provide further information in the box below.
(a) Republic Act No. 10022 Migrant Workers and Overseas Filipinos Act of 1995 (http://legacy.senate.gov.ph/republic_acts/ra%2010022.pdf)
(b) Philippine Overseas Employment Administration Laws, Rules, and Regulations on Overseas Employment (https://www.poea.gov.ph/laws&rules/laws&rules.html)
[q7x2x]
7.1.b Please upload any format of documentation that provides such information (e.g. pdf, excel, word)
Upload document:
Responsibilities, Rights and Recruitment Practices
[q8x]
8. Which legal safeguards and/or other mechanisms are in place to ensure that migrant health personnel enjoy the same legal rights and responsibilities as the domestically trained health workforce? Please tick all options that apply from the list below:
8.1 Migrant health personnel are recruited internationally using mechanisms that allow them to assess the benefits and risk associated with employment positions and to make timely and informed decisions regarding them
8.2 Migrant health personnel are hired, promoted and remunerated based on objective criteria such as levels of qualification, years of experience and degrees of professional responsibility on the same basis as the domestically trained health workforce
8.3 Migrant health personnel enjoy the same opportunities as the domestically trained health workforce to strengthen their professional education, qualifications and career progression
8.4 Other mechanisms, please provide details below if possible:
[q9x]
9. Please submit any other comments or information you wish to provide regarding legal, administrative and other measures that have been taken or are planned in your country to ensure fair recruitment and employment practices of foreign-trained and/or immigrant health personnel.
Policies pertaining to Special Temporary Permit and Alien Employment Permit (for specific and highly specialized fields)
[q10x]
10. Regarding domestically trained/ emigrant health personnel (diaspora) working outside your country, please submit any comments or information on measures that have been taken or are planned in your country to ensure their fair recruitment and employment practices, as well as difficulties encountered
Measure 1
Bilateral labor agreements incorporate fair labor practices
Measure 2
Tripartite monitoring of bilateral labor agreements as mechanism to promote adherence to fair labor practices and mutual development (e.g. Triple Win Agreement between Philippines and Germany)
Measure 3
Setting up of Philippine Overseas Labor Offices across different countries to attend to issues and concerns on labor practices
Data on International Health Personnel Recruitment & Migration
[iq11]
Improving the availability and international comparability of data is essential to understanding and addressing the global dynamic of health worker migration.
[q11]
11. Does your country have any mechanism(s) or entity(ies) to maintain statistical records of foreign-born and foreign-trained health personnel?
Yes
[q11x1]
Please describe
The Professional Regulation Commission, through its International Affairs Office, monitors and keeps records of foreign professionals who were issued with Special Temporary Permit (STP), a permit issued to foreign professionals who will practice their profession in the Philippines, and of foreign medical practitioners (FMPs) who were issued with Temporary Training Permit (TTP), a permit for FMPs who are to undertake their residency training in the Philippines.
[iQ12]
12. Data on the active stock of health personnel, disaggregated by country of training and birth
Previous data shared with WHO is available here. Please liaise with your NHWA focal point and update as relevant.
For the latest year available, consistent with the National Health Workforce Accounts (NHWA) Indicators 1-07 and 1-08, please provide information on the total stock of health personnel in your country (preferably the active workforce1), disaggregated by the country of training (foreign-trained) and the country of birth (foreign-born). Please consult with your NHWA focal point, if available, to ensure that data reported below is consistent with NHWA reporting.
Previous data shared with WHO is available here. Please liaise with your NHWA focal point and update as relevant.
For the latest year available, consistent with the National Health Workforce Accounts (NHWA) Indicators 1-07 and 1-08, please provide information on the total stock of health personnel in your country (preferably the active workforce1), disaggregated by the country of training (foreign-trained) and the country of birth (foreign-born). Please consult with your NHWA focal point, if available, to ensure that data reported below is consistent with NHWA reporting.
[q12x0]
12.1 Consolidated stock of active health personnel
This information can be provided by one of the following three options. Please choose your preferred mode of data entry:
This information can be provided by one of the following three options. Please choose your preferred mode of data entry:
Option A: Completion of the table below
[q12x1x1]
Option A: Please complete the table below
Please fill red highlighted cells.
| Total | Domestically Trained | Foreign Trained | Unknown Place of Training | National Born | Foreign Born | Source* | Year | Does the data represent active stock? | Remarks | |
|---|---|---|---|---|---|---|---|---|---|---|
| Medical Doctors | 2 | N/A | ||||||||
| Nurses | N/A | |||||||||
| Midwives | N/A | |||||||||
| Dentists | N/A | |||||||||
| Pharmacists | N/A |
[q12x1x3]
Upload any format of documentation that provides such information (e.g. pdf, excel, word).
Consolidated stock of active health personnel
No comment
[q13x2]
12.2 Top 10 countries of training for foreign-trained health personnel
Please provide data on the top 10 countries of training for foreign-trained health personnel in your country. This information can be provided by one of the following two options:
Please provide data on the top 10 countries of training for foreign-trained health personnel in your country. This information can be provided by one of the following two options:
[q13x2x3]
Upload any format of documentation that provides such information (e.g. pdf, excel, word).
Please upload file
Top 10 countries of training for foreign-trained health personnel
No comment
COVID-19 and Health personnel mobility
[q13]
13. Were measures undertaken at national or sub-national level in response to the COVID-19 pandemic with respect to the temporary or permanent mobility of international health personnel?
13.1 No change in national or sub-national regulation, policy or processes related to the entry or exit of foreign-trained or foreign-born health personnel
13.2 National and/or sub-national regulation, policy or processes enacted to ease entry and integration of foreign-trained or foreign-born health personnel
(a) National Task Force for COVID-19 Memorandum Circular No. 01 Series of 2020, “Interim Protocols for Humanitarian Assistance During Community Quarantine” which provides basis for issuance of authority to humanitarian assistance actors for them to conduct operations during the duration of a public health crisis. (b) Omnibus Guidelines on the Implementation of the Community Quarantine in the Philippines with Amendments as of January 14, 2021 Section 7 Guidelines for Interzonal and Intrazonal Movement which specifically states “Land, air or sea travel by uniformed personnel, government officials and employees for official business with the corresponding travel authority, and authorized humanitarian assistance actors, especially those transporting medical supplies and laboratory specimens related to COVID-19, and other relief and humanitarian assistance, shall be allowed.”
13.3 National and/or sub-national regulation, policy or processes enacted to limit the exit of health personnel from country
(a) Omnibus Guidelines on the Implementation of the Community Quarantine in the Philippines with Amendments as of January 14, 2021 Section 7 Guidelines for Interzonal and Intrazonal Movement which specifically states “Land, air or sea travel by uniformed personnel, government officials and employees for official business with the corresponding travel authority, and authorized humanitarian assistance actors, especially those transporting medical supplies and laboratory specimens related to COVID-19, and other relief and humanitarian assistance, shall be allowed.” (b) POEA Governing Board Resolution No. 01 Series of 2006 - adoption of policies and framework that address potential undesirable effect of outward migration of MCS on the national interest and economy without curtailing the right of workers to gainful employment (c) POEA Governing Board Resolution No. 9, Series of 2020 - temporary suspension on the deployment of 14 health care occupations. (d) POEA Governing Board Resolution No. 17, Series of 2020 - lifting of moratorium of temporary suspension of newly hired nurses, nursing aides, and nursing assistants. It also imposed an annual deployment ceiling of 5,000 new hire health care workers identified in POEA GBR No. 09. (e) POEA Advisory No. 79, Series of 2021 - deployment cap has increased to 6,500. The deployment of health care workers through government-to-government labor agreements shall be allowed deployment and are exempted from the adjusted ceiling. Return/Balik-Manggagawa healthcare workers are already exempted from the moratorium.
13.4 Others
[q14]
14. Did you have a mechanism to monitor the inflow and outflow of health personnel to/from your country during the COVID-19 pandemic?
Inflow
Outflow
No
[q14x1]
14.1 How many foreign-trained or foreign-born health personnel were newly (inflow) active (temporarily and/or permanently) in your country in 2019 and 2020?
| Doctors | Nurses | Midwives | Dentists | Pharmacists | Comments | |
|---|---|---|---|---|---|---|
|
Data Source (e.g. Regulatory authority, immigration records, work permits, etc.) Please ensure data source consistency for each category of personnel for the two years |
PRC | PRC | PRC | PRC | PRC | Data below were gathered from the Professional Regulation Commission 2019 and 2020 data consolidated as of August 2021. |
| 2020 | 112 | 63 | 0 | 49 | 3 | These data represent the total number of health professionals issued with Special Temporary Permit (STP) in 2019 and 2020. The STP is a permit issued to foreign professionals who will practice their profession in the Philippines. |
| 2019 | 406 | 197 | 0 | 136 | 0 | These data represent the total number of health professionals issued with Special Temporary Permit (STP) in 2019 and 2020. The STP is a permit issued to foreign professionals who will practice their profession in the Philippines. |
[q14x2]
14.2 How many domestically-trained health personnel left (outflow) your country in 2019 and 2020 (for temporary or permanent migration)?
| Doctors | Nurses | Midwives | Dentists | Pharmacists | Comments | |
|---|---|---|---|---|---|---|
|
Data Source (e.g. letters of good standing, emigration records, G-G agreements etc.) Please ensure data source consistency for each category of personnel for the two years |
POEA, CFO | POEA, CFO | POEA, CFO | POEA, CFO | POEA, CFO | Data on temporary migration were gathered from the Philippine Overseas Employment Administration (POEA) 2019 and 2020 report consolidated as of August 2021 Data on permanent migration were gathered from the Commission On Filipinos Overseas (CFO) 2019 and 2020 report consolidated as of May 2021 |
| 2020 | 40 | 5796 | 43 | 5 | 11 | This 2020 data only represents temporary migrants. There is no available data on new permanent migrants in 2020 as of yet. |
| 2019 | 176 | 19836 | 158 | 73 | 148 | This 2019 data include both permanent and temporary migrants. |
[q15]
15. Please list any challenges related to ethical international recruitment of health personnel during the COVID-19 pandemic
Please describe (e.g. active recruitment of ICU personnel)
Please describe (e.g. active recruitment of ICU personnel)
1st Challenge
Active recruitment of health workers especially nurses by developed countries pushing the country’s health workers to leave for higher pay and better opportunities.
2nd Challenge
There is currently a critical supply of health care workers in the Philippines. There is low production of new health care workers due to suspension of licensure examinations to follow government protocols to restrict the spread of COVID-19.
3rd Challenge
Ensuring that rights of health care workers are protected in their country of destination.
Constraints, Solutions, and Complementary Comments
[q16]
16. Please list in priority order, the three main constraints to the ethical management of international migration in your country and propose possible solutions
| Main constraints | Possible solution /Recommendation | |
|---|---|---|
| Limited awareness on the Code and ethical recruitment practices among migrant health workers, trade unions, and personnel recruiters. | Improving cooperation amongst stakeholders through communication, consultations/dialogues, particularly the private sector. | |
| No sanctions are in place for penalizing recruiters and employers who violate the Code | Clear guidance and recommendation from WHO regarding ethical recruitment during times of pandemic. | |
| No Code-based dialogue has been taking place between the Philippines and destination countries. | Stronger international resolutions that will promote self-reliance of countries of destination countries instead of relying on migration and international migration from countries of origin. |
[q17]
17. Is there any specific support your country requires to strengthen implementation of the Code?
17.1 Support to strengthen data and information
Development of mechanisms to strengthen the monitoring/tracking of migrant health workers to build data and information as input to policy formulation. Significant gaps have been noted especially on the movement within ASEAN wherein work visas are not required.
17.2 Support for policy dialogue and development
Guidelines for formulating bilateral/multilateral agreements that espouse the principles of the Code.
17.3 Support for the development of bilateral/multi-lateral agreements
Guidelines for effective and efficient conduct of participatory policy dialogue to enjoin support of relevant stakeholders particularly the private sector
17.4 Other areas of support:
Development of a data bank of national and international policies and regulations and bilateral agreements at the global level that can be accessed by all member states for education purposes.
[q17x]
Other areas of support:
Support Area 1
Support Area 2
Support Area 3
[q18]
18. Submit any other complementary comments or material you may wish to provide regarding the international recruitment and migration of health personnel, as related to implementation of the Code.
(a) Utilizing tripartism in monitoring of the Code must also be considered to enable relevant parties to have equal footing in reaching agreements and decision making on labor and migration matters.
(b) Improving capacities of source countries for health labor market analysis and management may greatly improve sustainability and negotiation strength for international recruitment
[q18x1]
Please upload any supporting files
National Reporting Instrument 2021_PH
No comment
Table A. Bilateral, Regional or Multilateral Agreements
No comment
Thank You
[iThank]
You have reached the end of the National Reporting Instrument - 2021. You may go back to any question to update your answers or confirm your entry by clicking ‘Submit’.