monitoring of the who global code of practice on the international ...

<strong>the</strong>ir adoptive country, while o<strong>the</strong>rs move from one country to ano<strong>the</strong>r using one foreign
employment as “jump-­‐<strong>of</strong>f” to ano<strong>the</strong>r target country. The pr<strong>of</strong>essional associations
acknowledged <strong>the</strong>ir limited knowledge about circular migration.
From <strong>the</strong> hospital group’s perspective, circular migration is <strong>the</strong> transfer <strong>of</strong> technology <strong>of</strong> a
migrant health worker from <strong>the</strong> destination country to <strong>the</strong> source country. The PHC
experience provides an example <strong>of</strong> Filipino nurses sharing <strong>the</strong>ir learning from abroad upon
return to <strong>the</strong> Philippine hospital.
Recruitment agencies suggested that circular migration be facilitated and encouraged for
<strong>the</strong> benefit <strong>of</strong> stakeholders, in both source and destination countries, and to highlight <strong>the</strong>
importance <strong>of</strong> reintegration to sending countries. Circular migration addresses brain drain
and promotes transfer <strong>of</strong> technology from receiving to sending countries. For society to
benefit from circular migration, remittances need to be plowed back to investments in
health in <strong>the</strong> Philippines to provide re-­‐integration options and to facilitate technology and
knowledge transfers. In this context, circular migration becomes an economic and a political
issue. Currently, <strong>the</strong>y are not aware <strong>of</strong> re-­‐integration policies for health personnel. This is
also a personal concern because individuals can opt to become citizens <strong>of</strong> destination
countries ra<strong>the</strong>r than be a worker with a contract or working visa.
For trade unions, <strong>the</strong>re existno single and agreed upon definition <strong>of</strong> circular migration. In
general, circular migration is similar to temporary migration, which undermines workers’
rights in so many ways and negatively impact on <strong>the</strong> delivery <strong>of</strong> health services.
d) Philippines’ promotion <strong>of</strong> ethical recruitment
To promote ethical recruitment, <strong>the</strong> HRH Network Philippines and recruitment agencies
suggested <strong>the</strong> inclusion <strong>of</strong> provision on ethical recruitment in bilateral and multilateral
agreements. Hospitals use <strong>the</strong> Contract <strong>of</strong> Service as a stop-­‐gap measure pending available
permanent positions;government hospitals follow CSC guidelines and private hospitals
follow <strong>the</strong> Labor Code provisions. The PNA conducts information dissemination through
websites and chapters throughout <strong>the</strong> country. Recruitment agencies and trade unions cited
<strong>the</strong> amended Migrant Workers Act as a means for promotingethical recruitment.
Compliance with ethical recruitment should be national in scope, with a national policy to
regulate recruiters and foreign employers.
e) Strategy to retain, sustain and distribute health workers in <strong>the</strong> country
The HRH Network Philippines reported several programs such as <strong>the</strong> DOH’s Doctors to <strong>the</strong>
Barrios and Registered Nurses for Health Enhancement and Local Services, and DOLE’s
former program, Project: Nurse Assigned in Rural Service. There are DOH Community Health
Teams in <strong>the</strong> country. The Philippines has a six-­‐year plan up to 2016 to carry out <strong>the</strong> Migrant
Workers Act (RA 8042 as amended by RA10022).
Some hospitals have residency programs in remote areas, after which <strong>the</strong> health
pr<strong>of</strong>essionals return to <strong>the</strong>ir hometowns. There are retention schemes in hospitals for <strong>the</strong>
health pr<strong>of</strong>essionals.
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