Ethical recruitment of health professionals – Madrid, 17th June 2011Ethical recruitment of health professionals – Madrid, 17th June 2011

Coordinating spaces - The Coordinating spaces - The Netherlands example Netherlands example

Dr. Remco van de PasDr. Remco van de Pas

Wemos foundation, The Netherlands Wemos foundation, The Netherlands

On behalf of the Medicus Mundi International On behalf of the Medicus Mundi International network network

Current trends in Dutch health Current trends in Dutch health sectorsector

• Demographic changes (23.7 % pop. > 65 year in 2035)

• Health-adjusted life expectancy inceased to 73y.

• Increase health care expenditure (25% of income 2020)

• Health care reform since 2006

• Government role changed from steering to safeguarding

• 1.1 Billion € budget cuts public health care (2011)

• Social protection changes (retirement increases to 67y.)

Trends in the health workforce Trends in the health workforce

• Due to retirement amount of HCW will not increase

• Care will become more complex due to chronic illnesses

• Expected need of 470.000 extra HCWs in 2025

• Investments in education, self-sufficiency, carreer-opportunities and working conditions

• Immigration of HCW from outside EU: 200 temporary labour permits in 2008, of which 50% from LICs

• Shift from restrictive towards selective immigration (So called circular - or knowledge transfer migration)

Foreign policy and international Foreign policy and international development cooperation development cooperation

• Change of government early 2011

• Migration important topic for current government

• ODA reduced from 0.8 % to 0.7 %

• Int. cooperation focus on economic development, less on poverty reduction

• Thematic focus on water & food security and SRHR

• Bilateral assistance on health reduced considerably, multilateral investments for health-related MDGs remain (WB, GAVI,UNFPA, UNICEF, EC, IHP+, GFATM, WHO)

The Dutch HRH Alliance The Dutch HRH Alliance

• Created on initation by Wemos in 2009

• Recognizing the challenges on workforce development and international shortages, maldistribution and migration

• Intersectoral initiative with aim to advocate and facilitate dialogue with government departments and health sector players on HRH related policies

• Composed of professional associations, labour unions, INGO’s and CSOs, academia and independent experts

• Shared strategic plan, policy papers and media statements, roundtable discussions, advocacy via MP

Implementation of the CoP and Implementation of the CoP and the role of civil society the role of civil society

1. Contributing to implementation and monitoring framework developed by WHO

2. Translation CoP, awareness raising at national level3. Creation multisectoral HRH network and observatory 4. Stakeholder analysis and dialogue facilitation 5. Data-collection, research and monitoring6. Development of bilateral or multilateral agreements7. Address health governance, SDH and macro- economic

conditions that are root causes for health worker migration

Principles for intersectoral approach Principles for intersectoral approach on HCW development and migration on HCW development and migration

• Right to health in Netherlands and in global context

• Freedom of movement of health personnel

• Joint responsibility for health as a global public good

• ‘Health in all policies’ and ‘coherence for development’

• CoP on the international recruitment of health personnel

• Self-regulation via national healthcare governance code

• Sustainability and (e)quality within Dutch health system

National Government

Ministry of the Interior and Kingdom

Relations

Ministry of Health, Welfare and Sports

Minister of Immigration and Asylum policy

Ministry of Social Affairs and

Employment

Ministry of Economic Affairs,

Agriculture and Innovation

HRH – alliance

WHO

EU

Immigration and

Naturalisation Service (IND)

UWV Werkbedrijf

CIBG

KNMG O&R

RVZ

CEG

SER

Employer Organizations

Health Care Institutions (Employers) Health Workers (Employees)

Dutch labor unions and health professional organizations

Social Partners

Recruitment Offices

National

International

Labor Inspectorate (Arbeidsinspectie)

Works Council

Agency SzW DGIS

EPSCO

NZa

BoZ

ZIP

StAZ Abvakabo

V&VN

Capacity Body

Ministry of Education, Culture and

Welfare

International Affairs (IZ)

MEVA

Health Council

Ministry of Foreign Affairs

Advisory Councils

Executive Governmental Organizations

Inspectorate Agencies

Dutch Civil Society Organizations

International Organizations

IOMWRR

Recruitment of Foreign Health Personnel

Health Care Governance Commission

Current situationPROBLEM A PROBLEM B (‘SLUITPOST’)

Shortage HRH Netherlands- Financing of education (pre-service&post-graduate)- Attraction, retention

Foreign recruitment

PRIMARY ACTIONS SECONDARY ACTIONS – STIMULATING

SECONDARY ACTIONS - COUNTERING

- Education Fund (specialized) - Knowledge Migration (specialized)

- Working permit (non-highly skilled)

GOALS (WHO CODE)

- Self-sufficiency -Ethical- Compensation

-Collection and exchange of data-Guaranteeing rights

Solutions/ actions

• Technical: Lack of qualitative dataResponsibilities:

MoH is responsible for bilateral agreementsMoSE is responsible for work permitsMoH is responsible for ‘Opleidingsfonds’MoE is responsible for numerus fixusMoFA is concerned with migration and development,

but development efforts are targeted at countries with low HDI (not where migrants come from)

SER advice on migration, brain drain and health care is not addressed to MoH

Information: technical and Information: technical and responsibilities on HCW migrationresponsibilities on HCW migration

Conceptual model of policy implementation

(Adapted from Bressers, 2004, Spratt, 2009)

Motivation and powerStakeholder Objectives/ responsibilities Motivation Power

Employers - HRM – recruitment at low costs- HRM – quality- Post-graduate education- Good governance, ethical recruitment- Implementation Code

-+-+??

++++

Recruiters - Attract and recruit health personnel-Acquire Hallmark?

- ??

++++

Minister of Immigration and Asylum and IND

- Making NL attractive for highly skilled migrants and foreign students needed in the NL- prevent permanent migration of low-educated migrants- More power to the referent (e.g. employer)-Concerned with negative impact of knowledge migration to NL (drain)

-

+ / --

+

++++

MoH and CIBG

- Quality of care- Accessibility of care- Affordability of care- Power with the market, self regulation

+-- / ??-

+++

Motivation and power – continuedStakeholder Objectives / responsibilities Motivation Power

Ministry of Foreign Affairs

- Creation of global conditions that serve NL interests- Development cooperation policies- Migration in general (not health in particular) and pro-poor- Coherence between policies regarding developing countries- Piloting managed migration through temporary/ circular migration

-??-

+

??

++

Ministry of Social and Labour Affairs and UWV

- Functioning national labour market- Good working conditions- Professional development- Participation in labour market- Guaranteeing labour migrants’ rights- Recruitment from EEA first

????????++

+++

Ministry of Education

- Pre-service education of HRH based on planning with VWS and capacity organ - / ??

+++

Motivation and power – continuedStakeholder Objectives / responsibilities Motivation Power

Min. Economic Affairs

- Time efficient procedures for attracting highly skilled migrants

- ++

Insurance companies

- Quality of services- Costs of services

+-

+++

Professional organizations

- HRH quality- HRH motivation (workload, …)- HRH status (nurses, medical specialists)- HRH protection- HRH freedom to move- HRH international solidarity

+++ / -+++

++(+)

Ministry of Finance

- Budget allocation for health and education sector -

++++

Advisory and inspectorate bodies

-SER and WRR: Labour migration does not solve problems- NZa: expand numerus fixus and aio places- Arbeidsinspectie: supervision knowledge migrants

+

+

+

++

CSOs - Health system strengthening in LICs + ++

•

First conclusion of mapping First conclusion of mapping stakeholders and powerrelationsstakeholders and powerrelations

Information: Responsibilities are with different actors

Motivation: Non-matching interests between actorsStakeholders responsible for implementation code are

not highly concerned with the effect of foreign recruitment on health systems in developing countries

Interaction: Seemingly difficult to convince actors of value of making links and intersectoral agreements

What other ‘Powers’ can be targets or strategic alliant? Eg Ministry of Finance

•

Next steps for research and advocacyNext steps for research and advocacy

• In-depth qualitative information of motivation and interaction between stakeholders:

- Agree general principles in the CoP?- Does the CoP match your goals?- Principles CoP reflected in existing Dutch Code?- Possibilities and limitations implementing CoP in NL?- Ideas stakeholders, roles, powers and responsibilities?- Ideas about incentives, monitoring and enforcement?• Writing of a publication and media involvement• Round table dialogue with ‘champions’ of health sector • Support data-collection and reporting national focal point• Exchange with other alliances and governance platforms

International mobility of health International mobility of health workers - an ethical approach workers - an ethical approach

For more information, find HRH dossiers at:

www.wemos.nl

www.medicusmundi.org

remco.van.de.pas@wemos.nl