Summaries of contributions
Jenny Simmons, Health Workforce Directorate, Scottish Government
The following are extracts of a longer submission:
The Code of Practice for the International Recruitment of Healthcare Professionals in Scotland was published in March 2006 and outlines the principles under which international recruitment should take place. It applies to the appointment of all health-care professionals.
3.1 Agreements could be coordinated on an MOU basis.
7.2 The Scottish government is working towards securing further integration of workforce, service and financial planning to ensure that we have a service that is affordable and fit for purpose.
9.2 Clarification would be appreciated regarding the status of existing codes of practice in terms of implementing the WHO code.
9.5 Any recruitment agency that currently wishes to supply NHS Scotland, or any other health-care provider signed up to the Code of Practice (Scotland) will also need to comply with the WHO code.
10.1 Monitoring has already been undertaken within NHS Scotland and compliance with the Code of Practice (Scotland) was found to be good.
Anna Korotkova, Federal Public Health Institute, Moscow, Russia
Note: The following is extracted from a longer submission (translated from its original Russian): On the whole, all points made in the draft code appear sound. However, the following questions occur:
The sheer number of monitoring measures in the draft is "crowding out" all the other issues. There is a concern that the entire code has been drafted to simply further the business of monitoring.
Too much weight is given to the statement that migration is already in full swing and there is no possibility for source countries to rein it in. This is stated explicitly in 3.3 and 3.7. The recommendations in 5.2 on how source countries can maximize benefits by entering into bilateral agreements are not specific enough.
In addition, not enough attention is paid to supporting the development of national policies to maintain and strengthen health workforce capacity, reduce the need to recruit migrant health personnel and stop the forces driving migration.
The regulation programme should include preventive measures to stem the exodus of specialist personnel, including planned training in accordance with the requirements of the sector and the use of agreements to boost retention of specialists (including through material incentives).