国家报告文书（2021年）
背景
[iBG]
2010年在第63届世界卫生大会（WHA63.16号决议）上通过的《世界卫生组织国际卫生人员招聘全球行为守则》（“《守则》”）旨在通过经改进的数据、信息和国际合作，加强对国际卫生人员招聘的理解和符合伦理的管理。
《守则》第7条鼓励世卫组织会员国交流关于卫生人员国际招聘和移徙的信息。还委托世卫组织总干事每三年向世界卫生大会作出报告。
2019年3月，世卫组织会员国完成了第三轮国家报告。2019年5月，世卫组织总干事向第七十二届世界卫生大会报告了实施进展情况（A72/23）。第三轮国家报告还为2020年向第七十三届世界卫生大会介绍的由会员国牵头的《守则》相关性和有效性审查（A73/9）提供了信息。
审查突出强调，通过有针对性的支持和保障实施《守则》是确保会员国在突发卫生事件和实现全民健康覆盖方面取得的进展有助于支持而不是损害其它国家的类似成就所必需的。鉴于该报告和WHA73(30)号决定中的考虑因素，世卫组织秘书处还编制了2020年卫生人力支持和保障清单。
国家报告文书是以国家为基础的自我评估工具，目的是进行信息交流和《守则》监测。国家报告文书使世卫组织得以收集和交换有关卫生人员国际招聘和移徙的最新证据和信息。第四轮国家报告的结果将于2022年5月提交第七十五届世界卫生大会。鉴于COVID-19大流行仍在继续，国家报告文书（2021年）已进行了调整，以另外获取与大流行背景下卫生人员招聘和移徙相关的信息。
提交报告的截止日期为2021年8月31日。
如果国家主管部门因限于技术能力而无法填写在线调查问卷，可通过以下链接下载国家报告文书：http://www.who.int/hrh/migration/code/code_nri/en/。请完成国家报告文书并以电子方式或以硬拷贝形式送达以下地址：
Health Workforce Department
Universal Health Coverage and Health Systems
World Health Organization
20 Avenue Appia, 1211 Geneva 27
Switzerland
hrhinfo@who.int
免责声明：通过国家报告文书收集的数据和信息将视第七十五届世界卫生大会的议事情况通过世卫组织网站予以公布。所收集的定量数据将通过国家卫生人力账户在线平台（http://www.who.int/hrh/statistics/nhwa/en/）进行更新和提供。
《守则》第7条鼓励世卫组织会员国交流关于卫生人员国际招聘和移徙的信息。还委托世卫组织总干事每三年向世界卫生大会作出报告。
2019年3月，世卫组织会员国完成了第三轮国家报告。2019年5月，世卫组织总干事向第七十二届世界卫生大会报告了实施进展情况（A72/23）。第三轮国家报告还为2020年向第七十三届世界卫生大会介绍的由会员国牵头的《守则》相关性和有效性审查（A73/9）提供了信息。
审查突出强调，通过有针对性的支持和保障实施《守则》是确保会员国在突发卫生事件和实现全民健康覆盖方面取得的进展有助于支持而不是损害其它国家的类似成就所必需的。鉴于该报告和WHA73(30)号决定中的考虑因素，世卫组织秘书处还编制了2020年卫生人力支持和保障清单。
国家报告文书是以国家为基础的自我评估工具，目的是进行信息交流和《守则》监测。国家报告文书使世卫组织得以收集和交换有关卫生人员国际招聘和移徙的最新证据和信息。第四轮国家报告的结果将于2022年5月提交第七十五届世界卫生大会。鉴于COVID-19大流行仍在继续，国家报告文书（2021年）已进行了调整，以另外获取与大流行背景下卫生人员招聘和移徙相关的信息。
提交报告的截止日期为2021年8月31日。
如果国家主管部门因限于技术能力而无法填写在线调查问卷，可通过以下链接下载国家报告文书：http://www.who.int/hrh/migration/code/code_nri/en/。请完成国家报告文书并以电子方式或以硬拷贝形式送达以下地址：
Health Workforce Department
Universal Health Coverage and Health Systems
World Health Organization
20 Avenue Appia, 1211 Geneva 27
Switzerland
hrhinfo@who.int
免责声明：通过国家报告文书收集的数据和信息将视第七十五届世界卫生大会的议事情况通过世卫组织网站予以公布。所收集的定量数据将通过国家卫生人力账户在线平台（http://www.who.int/hrh/statistics/nhwa/en/）进行更新和提供。
[hidLabels]
//hidden: Please not delete.
请描述：
免責聲明
[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/
我已閱讀並理解世衛組織關於在突發公共衛生事件之外在會員國使用和共享世衛組織收集的數據的政策
联系方式
[q01b]
联系方式
國家
Philippines
机构全称：
Pretchell
国家指定主管部门名称：
Pretchell P. Tolentino
国家指定主管部门头衔：
Officer-in-Charge, Director IV
电话：
+63 2 8651-7800 local 4225-4226
电子邮件：
pptolentino@doh.gov.ph,hrhinfo@who.int
《守则》的实施
[q1]
1. 贵国是否采取了步骤实施《守则》？（
是
[q1x1x]
1.1 已采取行动，跨部门交流和分享卫生人员国际招聘和移徙信息，并在国家和/或国家以下地区相关部委、部门和机构宣传《守则》。
是
[q1x1]
行动 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.
行动 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.
行动 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 已经采取或考虑采取措施，参照《守则》的建议，修改法律或政策。
是
[q1x2]
措施 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.
措施 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.
措施 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 对主管当局批准在其管辖范围内工作的所有招聘者进行登记。
是
[q1x3]
请描述：
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 如《守则》所要求，鼓励和提倡招聘机构的良好行为。
是
[q1x4]
请描述：
1.4.1 在私营招聘机构中推广《守则》。
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 按照《守则》的原则和条款，要求私营招聘机构的行为符合伦理的国内法律或政策。
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 对私营招聘机构符合伦理的行为进行公共或私人认证。
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 其它
[q1x5x]
1.5 已采取措施，在决策过程中与利益攸关方协商，并/或推动它们参与卫生人员国际招聘相关活动。
是
[q1x5]
措施 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).
措施 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.
措施 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 其它步骤：
否
伙伴关系、技术合作和财政支持
[q2x1]
2.1. 贵国是否向一个或多个世卫组织会员国，尤其是发展中国家，或其他利益攸关方提供了技术或财政援助以支持实施《守则》？
2.1.1 促进实施《守则》的特别支助
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 支持加强卫生系统
Participation in the WHO Technical Expert Group on Bilateral Agreement for Ethical Recruitment of Health Personnel
2.1.3 支持卫生人员发展
Technical assistance to select ASEAN member states through the ASEAN mutual recognition arrangements
2.1.4 没有提供支持
2.1.5 其它领域的支持：
[q2x2]
2.2. 贵国是否得到一个或多个世卫组织会员国、世卫组织秘书处或其他利益攸关方的技术或财政援助，支持实施《守则》？
2.2.1 促进实施《守则》的特别支助
as
2.2.2 支持加强卫生系统
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 支持卫生人员发展
2.2.4 没有得到支持
2.2.5 其它领域的支持：
伙伴关系、技术合作和财政支持
[q3]
3. 贵国政府或地方政府是否已就促进卫生人员的国际招聘和移徙达成双边、多边或区域协议和/或安排？
是
[q3xTitle]
协议名称
| 標題 | 网络链接 | 上传协议全文 | |
|---|---|---|---|
| 協議一 | Regional Comprehensive Economic Partnership Agreement | https://rcepsec.org/legal-text/ | |
| 協議二 | Asean Trade in Services Agreement | https://wtocenter.vn/file/18276/atisa | |
| 協議3 | Triple Win Project | https://www.poea.gov.ph/twp/twp.html | |
| 協議4 | Philippine-Japan Economic Partnership Agreement | https://www.mofa.go.jp/region/asia-paci/philippine/epa0609/main.pdf | |
| 協議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]
如贵国无法分享协议全文，请填写右栏
| 协议类型 | 范围 | |
|---|---|---|
| Regional Comprehensive Economic Partnership Agreement (SQ001) | 区域 (A3) | 国家 (A1) |
| Asean Trade in Services Agreement (SQ002) | 区域 (A3) | 国家 (A1) |
| Triple Win Project (SQ003) | 双边 (A1) | 国家 (A1) |
| Philippine-Japan Economic Partnership Agreement (SQ004) | 双边 (A1) | 国家 (A1) |
| ASEAN Consensus on Protection and Promotion of Migrant Workers (SQ005) | 多边 (A2) | 国家 (A1) |
[q3xMCA]
协议主要内容
（凡适用者皆列入）
| 教育和培训 | 机构能力建设 | 促进双向移徙 | 留用策略 | 对卫生人员的认可 | 招聘卫生人员 | 卫生保健设施的姊妹关系 | 其它机制（如可能则详述）： | |
|---|---|---|---|---|---|---|---|---|
| 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]
卫生人员种类（凡适用者皆列入）
| 医生 | 护士 | 助产士 | 牙医 | 药剂师 | 其它（包括必要细节） | |
|---|---|---|---|---|---|---|
| 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]
衛生人員類別（請註明：）
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]
有效期
| 自： | 至： | |
|---|---|---|
| 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]
所涉国家
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]
贵国的协议签署方
| 外交部 | 卫生部 | 教育部 | 贸易部 | 劳工部 | 移民/内政部 | 其它（包括必要细节） | |
|---|---|---|---|---|---|---|---|
| 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]
貴國簽署協議（請註明：）
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]
伙伴国的协议签署方
| 外交部 | 卫生部 | 教育部 | 贸易部 | 劳工部 | 移民/内政部 | 其它（包括必要细节） | |
|---|---|---|---|---|---|---|---|
| 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]
合作夥伴國家的協議簽署人（請註明：）
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]
该协议是否明确参照《守则》？
Regional Comprehensive Economic Partnership Agreement
否
Asean Trade in Services Agreement
否
Triple Win Project
是
Philippine-Japan Economic Partnership Agreement
否
ASEAN Consensus on Protection and Promotion of Migrant Workers
否
[q3xPAP]
该协议是否体现了《守则》的原则和行为？
Regional Comprehensive Economic Partnership Agreement
是
Asean Trade in Services Agreement
是
Triple Win Project
Philippine-Japan Economic Partnership Agreement
是
ASEAN Consensus on Protection and Promotion of Migrant Workers
是
卫生人力发展和卫生系统可持续性
[q4]
4. 贵国是否努力利用本国培训的卫生人员满足其卫生人员需要，并为此采取措施，包括在有最大需要的领域教育、留用和维持符合本国国情的卫生人力？
是
[q4x1x]
4.1 卫生人力教育措施
是
[q4x1]
4.1.1 管理生产
4.1.2 改善教育质量
4.1.3 加强监管
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 其它
[q4x2x]
4.2 确保卫生人力可持续性*的措施
是
[q4x2]
4.2.1 人力计划/预测
4.2.2 增加国内生产和教育机会
4.2.3 增加就业机会
4.2.4 管理卫生人员国际招聘
(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.
其它
[q4x3x]
4.3 处理卫生工作者地域分布不均和留用问题的措施*
是
[q4x3]
4.3.1 教育（缺少卫生服务地区的教育机构；缺少卫生服务地区的学生；教育/职业发展规划中的相关专题；其它）
(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 监管（强制性服务协议；附有服务协议的奖学金和教育津贴；扩大从业范围；任务转移；技能组合；其它）
(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 激励措施（财政和非财政）
(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 支助（体面、安全的生活和工作条件；职业发展机会；社会承认措施；其它）
(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 其它相关措施
否
[q5]
5. 5. 贵国是否制定了专门政策和/或法律，用于指导在外国接受培训的卫生人员国际招聘、移徙和融入工作？
是
[q5x1]
5.1 如果回答“是”，请在下框中提供进一步信息。
法律/政策 1
ASEAN Mutual Recognition Arrangements on various Health Professions (e.g. Medical Practitioners, Nursing Service, Dental Practitioners)
法律/政策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
法律/政策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. 认识到其它政府实体的作用，卫生部是否有相关方式（如政策、机制、机构）在卫生人员国际招聘和移徙问题上进行跨部门监测和协调？
是
[q6x1]
6.1 如果回答“是”，请在下框中提供进一步信息。
(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. 贵国是否就卫生人员的国际招聘和移徙建立了数据库，或汇编了法律法规，以及适当时与实施情况相关的信息？
是
[q7x1x]
7.1.a 如果回答“是”，请进一步详述或提供链接：
(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 上传提供此类信息的任何格式的文件（例如pdf、excel、word）
請上傳文件
责任、权利和招聘做法
[q8x]
8. 有哪些法律保障措施和/或其它机制来确保移徙卫生人员与在国内接受培训的卫生人员享有同样权利和负有同样责任？请从下表中勾选所有适用选项：
8.1 利用相关机制对移徙卫生人员进行国际招聘，此类机制有助于他们评估就业岗位上的利益和风险，并及时作出关于就业的知情决定
8.2 移徙卫生人员在与于国内接受培训的卫生人力平等的基础上，依据资历、工作年限和专业责任程度等客观标准获得雇用、提升和报酬
8.3 移徙卫生人员与在国内接受培训的卫生人力在加强专业教育、资历和职业发展方面拥有同等机会
8.4 其它机制，可能时请详述：
[q9x]
9. 请本着自己的意愿，提交任何其它评论或信息，说明贵国已经采取或计划采取哪些法律、行政和其它措施，以确保对在外国接受培训和/或移民卫生人员的公平招聘和就业做法。
Policies pertaining to Special Temporary Permit and Alien Employment Permit (for specific and highly specialized fields)
[q10x]
10. 关于在贵国境外工作的在国内接受培训/移居国外的卫生人员（移民），请提交任何评论或信息，说明贵国已经采取或计划采取哪些措施来确保对其公平招聘和就业做法，以及遇到哪些困难。
措施1
Bilateral labor agreements incorporate fair labor practices
措施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)
措施3
Setting up of Philippine Overseas Labor Offices across different countries to attend to issues and concerns on labor practices
卫生人员国际招聘和移徙数据
[iq11]
提高数据的可得性和国际可比较性对于理解和处理全球卫生工作者移徙的动态至关重要。
[q11]
11. 贵国是否有任何机制或实体负责保存在外国出生或接受培训的卫生人员的统计资料？
是
[q11x1]
请描述：
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. 活跃卫生人员储备数据，按培训国和出生国分类
先前与世卫组织分享的数据可在这里查阅。请与贵国的国家卫生人力账户归口单位联系，并更新相关信息。
按照国家卫生人力账户指标1-07和1-08，请提供现有最近一年关于贵国卫生人员总储备的信息（最好是活跃劳动力1），按培训国（在外国接受培训）和出生国（在外国出生）分类。贵国如存在国家卫生人力账户归口单位，请与之联系，以确保报告的如下数据与国家卫生人力账户的报告保持一致。
先前与世卫组织分享的数据可在这里查阅。请与贵国的国家卫生人力账户归口单位联系，并更新相关信息。
按照国家卫生人力账户指标1-07和1-08，请提供现有最近一年关于贵国卫生人员总储备的信息（最好是活跃劳动力1），按培训国（在外国接受培训）和出生国（在外国出生）分类。贵国如存在国家卫生人力账户归口单位，请与之联系，以确保报告的如下数据与国家卫生人力账户的报告保持一致。
[q12x0]
12.1 活跃卫生人员综合储备
此项信息可通过下列三个选项之一提供。请选择您首选的数据输入方式：
此项信息可通过下列三个选项之一提供。请选择您首选的数据输入方式：
选项A：填写下表
[q12x1x1]
选项A：填写下表
請填寫紅色突出顯示的單元格。
| 总计 | 本国培训 | 外国培训 | 培训地点 不详 | 本国出生 | 外国出生 | 数据来源* | 数据年份 | 数据是否体现活跃人员储备？ | 其它评论# | |
|---|---|---|---|---|---|---|---|---|---|---|
| 医生 | 2 | N/A | ||||||||
| 护士 | N/A | |||||||||
| 助产士 | N/A | |||||||||
| 牙医 | N/A | |||||||||
| 药剂师 | N/A |
[q12x1x3]
上传提供此类信息的任何格式的文件（例如pdf、excel、word）
Consolidated stock of active health personnel
No comment
[q13x2]
12.2 对在外国接受培训的卫生人员进行培训的前10个国家
请提供对贵国在外国接受培训的卫生人员进行培训的前10个国家的数据 此项信息可通过下列三个选项之一提供：
请提供对贵国在外国接受培训的卫生人员进行培训的前10个国家的数据 此项信息可通过下列三个选项之一提供：
[q13x2x3]
上传提供此类信息的任何格式的文件（例如pdf、excel、word）
請上傳文件
Top 10 countries of training for foreign-trained health personnel
No comment
COVID-19和卫生人员流动
[q13]
13. 是否在国家或国家以下层面采取了与国际卫生人员临时或永久流动有关的COVID-19大流行应对措施？
13.1 与在外国接受培训或在外国出生的卫生人员入境或出境相关的国家或地方法规、政策或程序没有变化
13.2 为方便在外国接受培训或在外国出生的卫生人员入境和融入制定的国家和/或地方法规、政策或程序
(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 为限制外国卫生人员入境制定的国家和/或地方法规、政策或程序
(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 其它
[q14]
14. 在COVID-19大流行期间，贵国是否有监测卫生人员流入/流出贵国的机制？
流入
流出
没有
[q14x1]
14.1 2019年和2020年，贵国新增（流入）了多少在外国接受培训或在外国出生的活跃（临时和/或永久）卫生人员？
| 医生 | 护士 | 助产士 | 牙医 | 药剂师 | 备注 | |
|---|---|---|---|---|---|---|
|
数据来源（如监管当局、移民记录、工作许可证等） 请确保这两年的各类人员数据来源保持一致 |
PRC | PRC | PRC | PRC | PRC | Data below were gathered from the Professional Regulation Commission 2019 and 2020 data consolidated as of August 2021. |
| 2020年 | 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年 | 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 2019年和2020年，有多少在国内接受培训的卫生人员（因临时或永久移徙）离开（流出）贵国？
| 医生 | 护士 | 助产士 | 牙医 | 药剂师 | 备注 | |
|---|---|---|---|---|---|---|
|
数据来源（如良好信誉信、移民记录、政府间协议等） 请确保这两年的各类人员数据来源保持一致 |
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年 | 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年 | 176 | 19836 | 158 | 73 | 148 | This 2019 data include both permanent and temporary migrants. |
[q15]
15. 请列出在COVID-19大流行期间与符合伦理的卫生人员国际招聘相关的任何挑战
请描述（如主动招聘重症监护室人员）
请描述（如主动招聘重症监护室人员）
第一项挑战
Active recruitment of health workers especially nurses by developed countries pushing the country’s health workers to leave for higher pay and better opportunities.
第二项挑战
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.
第三项挑战
Ensuring that rights of health care workers are protected in their country of destination.
限制、解决办法和补充评论
[q16]
16. 请按照优先顺序，列举贵国对国际移徙进行符合伦理的管理的三个主要限制因素，并提出可能的解决办法：
| 主要限制因素 | 可能的解决办法/建议 | |
|---|---|---|
| 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. 贵国是否需要特别支持来加强《守则》的实施？
17.1 支持加强数据和信息
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 支持政策对话和发展
Guidelines for formulating bilateral/multilateral agreements that espouse the principles of the Code.
17.3 支持制定双边/多边协议
Guidelines for effective and efficient conduct of participatory policy dialogue to enjoin support of relevant stakeholders particularly the private sector
17.4 其它领域的支持：
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]
其它领域的支持：
支持领域1
支持领域2
支持领域3
[q18]
18. 请本着自己的意愿，就卫生人员的国际招聘和移徙，提交与《守则》的实施相关的任何其它补充评论或材料。
(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]
请描述或上传
National Reporting Instrument 2021_PH
No comment
Table A. Bilateral, Regional or Multilateral Agreements
No comment
謝謝你
[iThank]
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