Health workforce

Summaries of contributions



Marie-Gloriose Ingabire, Ontario, Canada

Overall, the draft captures the key issues and proposes lines of action. Here are a few suggestions to improve the draft.

Define upfront what “migrant health personnel” means and clarify this term by adding that migrant health personnel:

  • become citizens of the country in which they want to practice after obtaining full training;
  • are fully assessed and qualified by the country in which they want to practice according to its standards, in their specific category of health personnel.

Under 3.9, remove “nationality”, as countries/employers have also the right to ask different requirements for employment based on nationality such as the obtainment of a work permit, access to some specific positions within countries, etc. (unless these are considered pre-employment issues). Countries have policies and restrictions on employment based on nationality.

Under 4.3 and 4.4, add “to the extent possible” to read: “Member States should, to the extent possible, ensure that recruiters and employers…” This will take into consideration the challenges that federated and highly decentralized systems/countries may face.


Kathleen Fritsch, WHO Regional Office for the Western Pacific, Manila, Philippines

Note: A number of specific comments on articles 3 and 4 are not included in this summary but will be duly considered when the draft is revised.

3.10 Include suggestions as to how to bring about collaboration and whether, for example, there should be legislative or regulatory oversight of recruitment agencies overall.

4.3 “…as well as relevant national immigration requirements and national and/or state licensing and regulatory requirements.”

4.8 Add a clause that recruitment and placement services are also consistent with existing bi-lateral and global trade agreements.

5.2 Spell out and/or footnote the potential negative impacts.

6.2 Very important – needs monitoring and evaluation indicators.

7.2 Add: “…including the application and use of agreed-upon HRH minimum data sets to enable national as well as cross-border and global workforce needs and trend analysis.”

9.3 Add also the need for inter-sectoral national bodies or task forces to work towards increased policy coherence across sectors, including health, education, regulation, finance, civil service, foreign affairs, immigration etc.

9.5 Add a statement of procedures to be undertaken for unlawful or unauthorized recruitment practices.

The use of code would be better measured if monitoring and evaluation indicators were included as an appendix or added matrix or table.


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Last update:

7 December 2010 02:43 CET