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/).
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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
Peru
Full name of institution:
Leticia Gil
Name of designated national authority:
LETICIA GIL CABANILLAS
Title of designated national authority:
Directora General de la Dirección General de Personal de la Salud
Telephone number: (E.g. +41227911530 .)
936142502
Email: (Please enter one email address only.)
lgil@minsa.gob.pe,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.
No
[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
SE ESTA CONSIDERANDO TOMAR MEDIDAS PARA INTRODUCIR EN LA PROPUESTA DE LEY DE LA CARRERA SANITARIA EN EL PERU LAS RECOMENDACIONES DEL CODIGO
Measure 2
Measure 3
[q1x3x]
1.3 Records are maintained on all recruiters authorized by competent authorities to operate within their jurisdiction.
Yes
[q1x3]
Please describe:
SÍ, SE MANTIENE EL REGISTRO DE TODOS LOS CONTRATISTAS DEL MINISTERIO DE SALUD Y LOS GOBIERNOS REGIONALES, A TRAVES DEL APLICATIVO INFORMATICO INFORHUS DEL REGISTRO NACIONAL DEL PERSONAL DE SALUD.
[q1x4x]
1.4 Good practices, as called for by the Code, are encouraged and promoted among recruitment agencies.
No
[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
LA NORMATIVA DE CONTRATACIÓN DEL PERSONAL DE SALUD EN EL PERU, NO CONSIDERA LA NACIONALIDAD PARA DIFERENCIAR REMUNERACIONES Y BENEFICIOS. POR LO TANTO, ALCANZAN LOS MISMOS DERECHOS Y BENEFICIOS TANTO AL PROFESIONAL DE SALUD NACIONAL COMO AL EXTRANJERO
Measure 2
Measure 3
[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
2.1.2 Support for health system strengthening
2.1.3 Support for health personnel development
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
2.2.2 Support for health system strengthening
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?
No
[q3xUploadx1]
[q3xUploadx2]
[q3xUploadx3]
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
LA DIRECCION GENERAL DE PERSONAL DE LA SALUD, A TRAVÉS DE SU DIRECCION EJECUTIVA DE FORTALECIMIENTO DE CAPACIDADES DEL PERSONAL DE LA SALUD, TIENE LA FUNCION DE FORMULAR LAS POLITICAS EN MATERIA DE FORTALECIMIENTO DEL PERSONAL DE LA SALUD, ASÍ COMO DE LA GESTION DEL RENDIMIENTO
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
LA DIGEP-MINSA, SE ENCARGA PERMANENTEMENTE DE LA PLANIFICACIÓN, DOTACIÓN, DISTRIBUCIÓN NACIONAL, (ESPECIALMENTE EN LAS ZONAS ALEJADAS) DEL PERSONAL DE LA SALUD, ASÍ COMO DE LAS OPORTUNIDADES DE EMPLEO EN COORDINACIÓN CON LA OFICINA DE RECURSOS HUMANOS DEL MINISTERIO DE SALUD, OFICINA QUE SE ENCARGA DE LA CONVOCATORIA Y CONTRATACIÓN DE PERSONAL DE SALUD TANTO NACIONAL Y EXTRANJERO.
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)
LOS CONSEJOS DE RESIDENTADO DE PROFESIONALES DE LA SALUD EN COORDINACION CON LA DIGEP-MINSA, PLANIFICAN Y FORMAN ESPECIALISTAS A NIVEL NACIONAL, EN ARTICULACIÓN CON LAS UNIVERSIDADES PERUANAS
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)
LA DIGEP-MINSA HA ELABORADO NORMAS EN ARTICULACIÓN CON LOS CONSEJOS DE RESIDENTADO DE ESPECIALISTAS DE CIENCIAS DE LA SALUD, QUE SE HAN APROBADO PARA CONTRATAR RECIEN EGRESADOS ESPECIALISTAS DE LAS CIENCIAS DE LA SALUD, ESPECIALMENTE EN EL MARCO DE LA PANDEMIA POR EL COVID-19. ASIMISMO, LA DIGEP GESTIONA DESDE HACE AÑOS, EL PROGRAMA SERUMS. EL SERVICIO RURAL Y URBANO MARGINAL DE SALUD – SERUMS, ES UN PROGRAMA DE SERVICIO A LA COMUNIDAD REALIZADO POR PROFESIONALES DE CIENCIAS DE LA SALUD TITULADOS Y COLEGIADOS, PRIORITARIAMENTE EN LAS POBLACIONES MÁS POBRES Y ALEJADAS DEL PERÚ, DE ACUERDO A LO ESTABLECIDO EN LA LEY N° 23330
4.3.3 Incentives (Financial and non-financial)
EXISTE MARCO NORMATIVO QUE INCENTIVA ECONOMICAMENTE AL PERSONAL ASISTENCIAL QUE LABORA EN ZONAS DE DIFICIL ACCESO GEOGRAFICO, POR EJEMPLO LA BONIFICACION POR LABORAR EN ESTABLECIMIENTOS DE SALUD UBICADOS EN DISTRITOS CONSIDERADOS COMO ZONAS ALEJADAS O DE FRONTERAS
4.3.4 Support (Decent and safe living and working conditions; career advancement opportunities; social recognition measures; others)
[q4x4x]
4.4 Other relevant measures
Yes
[q4x4]
Please describe
EN EL MARCO DE LA PANDEMIA POR EL COVID-19 EL ESTADO PERUANO A FINANCIADO LA CONTRATACION DE 65000 RECURSOS HUMANOS A NIVEL NACIONAL, INCLUYENDO ZONAS RURALES, DE FRONTERA, ZONAS CON POBLACIONES INDIGENAS, ZONAS EN EMERGENCIA, ENTRE OTRAS DE DIFICIL ACCESO.
[q5]
5. Are there specific policies and/or laws that guides international recruitment, migration and integration of foreign-trained health personnel in your country?
No
[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?
No
[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.
Sitio web:
http://digep.minsa.gob.pe
http://digep.minsa.gob.pe/bdatos.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:
[q8xoth]
8.4 Please describe at least one mechanism
Mechanism 1
LA LEGISLACION PERUANA EN MATERIA DE RECURSOS HUMANOS EN SALUD, NO MARGINA EL PAIS DE PROCEDENCIA DEL PROFESIONAL DE LA SALUD. EN TAL SENTIDO, LE ASISTEN LAS MISMAS CONDICIONES LABORALES Y BENEFICIOS QUE UN PROFESIONAL PERUANO.
Mechanism 2
Mechanism 3
[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.
ESTA EN PROCESO LA ELABORACION DE LA LEY DE LA CARRERA SANITARIA
[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
LA REPÚBLICA DEL PERÚ, HA GENERADO DECRETOS LEGISLATIVOS Y NORMAS LEGALES, INCORPORANDO MEDIDAS DEL CÓDIGO DE PRÁCTICAS: LEY N° 28182, LEY DE INCENTIVOS MIGRATORIOS. LEY 30001, LEY DE REINSERCIÓN ECONÓMICA PARA EL MIGRANTE RETORNADO DECRETO SUPREMO N° 2005-2013/EF, REGLAMENTAN INCENTIVOS TRIBUTARIOS PREVISTOS EN EL ARTÍCULO 3° DE LA LEY N° 30001. DECRETO SUPREMO N° 035-2013-RE, BENEFICIOS SOCIOECONÓMICO PREVISTOS EN LOS ARTÍCULOS 5 Y 6 DE LA LEY N° 30001. DECRETO LEGISLATIVO N° 1350 MIGRACIONES DECRETO SUPREMO-015-2017-RE, POLÍTICA NACIONAL MIGRATORIA 2017-2025. RESOLUCION MINISTERIAL N°1357-2018/MINSA, DOCUMENTO TÉCNICO "LINEAMIENTOS DE POLÍTICA DE RECURSOS HUMANOS EN SALUD 2018-2030. RESOLUCION MINISTERIAL N° 396-2017/MINSA, DESIGNACIÓN DE REPRESENTANTES A LA COMISIÓN MULTISECTORIAL PERMANENTE MULTISECTORIAL PARA LA GESTIÓN MIGRATORIA.
Measure 2
Measure 3
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
SE REGISTRA EN EL APLICATIVO INFORMATICO INFORHUS DEL REGISTRO NACIONAL DEL PERSONAL DE SALUD, DEL MINISTERIO DE SALUD.
[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 | 472 | ** | ** | ** | ** | 472 | * | febrero 2022 | 1 | en Minsa y Gobiernos Regionales |
| Nurses | 137 | ** | ** | ** | ** | 137 | * | febrero 2022 | 1 | En Minsa y gobiernos Regionales |
| Midwives | 1 | ** | ** | ** | ** | 1 | * | Febrero 2022 | 1 | Minsa y Gobiernos Regionales |
| Dentists | 4 | ** | ** | ** | ** | 4 | * | febrero 2022 | 1 | minsa y Gobiernos regionales |
| Pharmacists | 2 | ** | ** | ** | ** | 4 | * | febrero 2022 | 1 | Minsa y gobiernos Regionales |
[q12x1x3]
Upload any format of documentation that provides such information (e.g. pdf, excel, word).
[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:
Option A: Completion of the table below
[q13x2x1]
Option A : Completion of the template below or in in Excel (Download the Excel template and Upload the complete form)
Please indicate data from the latest year available
Please indicate data from the latest year available
| Doctors | Nurses | Midwives | Dentists | Pharmacists | |
|---|---|---|---|---|---|
| Total foreign trained personnel | |||||
| Country 1: Top country of training | |||||
| Country 1: No. of foreign trained health personnel | |||||
| Country 2: Top country of training | |||||
| Country 2: No. of foreign trained health personnel | |||||
| Country 3: Top country of training | |||||
| Country 3: No. of foreign trained health personnel | |||||
| Country 4: Top country of training | |||||
| Country 4: No. of foreign trained health personnel | |||||
| Country 5: Top country of training | |||||
| Country 5: No. of foreign trained health personnel | |||||
| Country 6: Top country of training | |||||
| Country 6: No. of foreign trained health personnel | |||||
| Country 7: Top country of training | |||||
| Country 7: No. of foreign trained health personnel | |||||
| Country 8: Top country of training | |||||
| Country 8: No. of foreign trained health personnel | |||||
| Country 9: Top country of training | |||||
| Country 9: No. of foreign trained health personnel | |||||
| Country 10: Top country of training | |||||
| Country 10: No. of foreign trained health personnel | |||||
| Source (e.g. professional register, census data, national survey, other) | |||||
| Year of data | |||||
| Additional Comments |
[q13x2x3]
Upload any format of documentation that provides such information (e.g. pdf, excel, word).
Please upload file
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
Decreto de Urgencia N° 090-2020, Artículo 4. Excepción provisional para extranjeros 4.1 Autorízase de manera temporal, durante la vigencia de la Emergencia Sanitaria producida por la COVID-19, a los graduados y titulados de las carreras de ciencias de la salud en el extranjero, para prestar servicios presenciales en los establecimientos públicos del Ministerio de Salud, sus organismos públicos, de los gobiernos regionales, de las sanidades de la Policía Nacional del Perú y de las Fuerzas Armadas y del Seguro Social de Salud - ESSALUD, sin exigirles el requisito de reconocimiento o revalidación del grado o título y de autorización temporal del colegio profesional respectivo, en el marco de la normativa vigente. 4.2 Para efectos de su contratación se requiere que el grado o título profesional cuente con la apostilla o legalización, según corresponda. 4.3 Dentro del plazo de seis (6) meses contados desde la culminación de la Emergencia Sanitaria, los profesionales señalados en el presente artículo deben realizar el reconocimiento o revalidación del grado o título correspondiente, aprobar el examen nacional de las ciencias de la salud en aquellas carreras en que está implementado y colegiarse, para continuar con el ejercicio de actividades profesionales. Para tal fin, los Colegios Profesionales establecen los mecanismos administrativos correspondientes. Vencido el plazo antes referido sin haber obtenido los requisitos señalados, el profesional se encuentra impedido de continuar con el ejercicio de actividades profesionales, extinguiéndose automáticamente el vínculo laboral, de existir.
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
13.3 National and/or sub-national regulation, policy or processes enacted to limit the exit of health personnel from country
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
[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
2nd Challenge
3rd Challenge
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 | |
|---|---|---|
| 16.1a INTERCAMBIO DE DATOS CON LA ENTIDAD DE MIGRACIONES EN EPERU | MARCO NORMATIVO NACIONAL | |
| INTERCAMBIO DE DATOS CON OTROS PAISES DE LA REGION | ACUERDOS ENTRE PAISES | |
| REPOSITORIO DE DATOS DE MIGRACIONES | APOYO TECNICO DE OPS |
[q17]
17. Is there any specific support your country requires to strengthen implementation of the Code?
17.1 Support to strengthen data and information
17.2 Support for policy dialogue and development
17.3 Support for the development of bilateral/multi-lateral agreements
17.4 Other areas of support:
[q17x]
Other areas of support:
Support Area 1
INSTAR A LOS ESTADOS MIEMBROS EL INTERCAMBIO DE INFORMACIÓN INCLUIDA LA MIGRACIÓN Y LOS INFORMES SOBRE LA APLICACIÓN DEL CÓDIGO DE PRÁCTICAS MUNDIAL DE LA OMS SOBRE CONTRATACIÓN INTERNACIONAL DE PERSONAL DE SALUD, MINSA PERÚ HA AVANZADO EN LA INFORMACIÓN DE PERSONAL DE LA SALUD.
Support Area 2
ASISTENCIA TÉCNICA PARA LA FORMULACIÓN DE POLÍTICA DE CARRERA SANITARIA QUE INCLUYA EL MARCO JURÍDICO E INSTITUCIONAL NECESARIO PARA LA CONTRATACIÓN INTERNACIONAL DE PERSONAL DE SALUD
Support Area 3
PROMOVER EN LOS ESTADOS MIEMBROS REUNIONES BILATERALES QUE SE CONCLUYAN EN ACUERDOS BILATERALES Y SEGUIR SU MONITOREO
[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.
[q18x1]
Please upload any supporting files
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’.