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Objective To present the findings of the first round of monitoring of the global implementation of the WHO Global Code of Practice on the International Recruitment of Health Personnel ('the Code'), a voluntary code adopted in 2010 by all 193 Member States of the World Health Organization (WHO). Methods WHO requested that its Member States designate a national authority for facilitating information exchange on health personnel migration and the implementation of the Code. Each designated authority was then sent a cross-sectional survey with 15 questions on a range of topics pertaining to the 10 articles included in the Code. Findings A national authority was designated by 85 countries. Only 56 countries reported on the status of Code implementation. Of these, 37 had taken steps towards implementing the Code, primarily by engaging relevant stakeholders. In 90% of countries, migrant health professionals reportedly enjoy the same legal rights and responsibilities as domestically trained health personnel. In the context of the Code, cooperation in the area of health workforce development goes beyond migration-related issues. An international comparative information base on health workforce mobility is needed but can only be developed through a collaborative, multi-partnered approach. Conclusion Reporting on the implementation of the Code has been suboptimal in all but one WHO region. Greater collaboration among state and non-state actors is needed to raise awareness of the Code and reinforce its relevance as a potent framework for policy dialogue on ways to address the health workforce crisis. [TEXT NOT REPRODUCIBLE IN ASCII] [TEXT NOT REPRODUCIBLE IN ASCII] Objectif Presenter les resultats du premier tour de suivi de la mise en oeuvre mondiale du Code de pratique mondial de l'OMS pour le recrutement du personnel de sante (<>), un code de conduite volontaire adopte en 2010 par l'ensemble des 193 Etats membres de l'Organisation mondiale de la Sante (OMS). Methodes L'OMS a demande a ses Etats membres de designer une autorite nationale pour faciliter l'echange d'informations sur la migration du personnel de sante et la mise en ce uvre du Code. Chaque autorite designee a ensuite recu une enquete transversale comportant 15 questions sur une gamme de sujets concernant les 10 articles indus dans le Code. Resultats Une autorite nationale a ete designee par 85 pays. Seuls 56 pays ont signale l'etat de la mise en oeuvre du Code. Parmi eux, 37 ont pris des mesures pour appliquer le Code, principalement par le biais des parties concernees. Dans 90% des pays, les professionnels de sante migrants disposeraient des memes droits et des memes responsabilites que le personnel de sante forme Iocalement. Dans le contexte du Code, la cooperation dans le domaine du developpement des travailleurs de la sante va au-dela des questions liees a la migration. Une base de donnees comparative internationale sur la mobilite du personnel de sante est necessaire, mais elle ne peut etre developpee que par une approche collaborative et multipartite. Conclusion Les rapports sur la mise en ceuvre du Code de pratique mondial ont ete insuffisants en general, sauf dans une region de l'OMS. Une meilleure collaboration entre les acteurs etatiques et non etatiques est necessaire pour sensibiliser au Code et renforcer sa pertinence en tant que structure efficace pour le dialogue politique sur les moyens de remedier a la crise des effectifs du personnel de sante. [TEXT NOT REPRODUCIBLE IN ASCII] Objetivo Presentar los resultados de la primera ronda de seguimiento de la aplicacion global del Codigo de practicas mundial de la OMS sabre la contratacion internacional de personal sanitaria (<>), un codigo voluntario adoptado en 2010 par los 193 Estados miembros de la Organizacion Mundial de la Salud (OMS). Metodos La OMS pidio a los Estados miembros que designaran a una autoridad nacional para facilitar el intercambio de informacion sabre la migracion del personal y la aplicacion del Codigo. Se envio una encuesta transversal con 15 preguntas sabre una variedad de temas relacionados con los 10 articulos incluidos en el Codigo alas autoridades designadas. Resultados Un total de 85 paises designaron a una autoridad nacional. Solo 56 informaron sabre el estado de aplicacion del Codigo, de los cuales 37 tomaron medidas para la aplicacion del mismo, prindpalmente a traves de la participacion de las partes interesadas. En el 90 % de los paises, los profesionales sanitarios migrantes disfrutan supuestamente de los mismos derechos y responsabilidades legales que el personal sanitaria formado en el pals. En el marco del Codigo, la cooperacion en el ambito del desarrollo del personal sanitaria transciende las cuestiones sabre migracion. Se necesita una base internacional de datos comparativos sabre la movilidad del personal sanitaria, la cual solo puede desarrollarse mediante un enfoque de asociacion multiple colaborativo. Conclusion La elaboracion de informes sabre la aplicacion del Codigo ha sido insuficiente en todas las regiones de la OMS, excepto en una. Se requiere una mayor colaboracion entre los actores estatales y no estatales a fin de dar a conocer el Codigo y reforzar su importancia coma un marco eficaz para el dialogo politico sabre las diversas formas de abordar la crisis del personal sanitaria., Introduction The health workforce is at the core of a health system. Global health targets and universal health coverage (UHC) are not likely to be attained unless health systems employ [...]

Introduction: In 2008, the Canadian Medical Association (CMA) conducted a survey of rural practitioners. The survey covered incentives to choose rural medicine, current satisfaction, plans for future migration and strategies for retention. Methods: The CMA Canadian Collaborative Centre for Physician Resources, in collaboration with the Society of Rural Physicians of Canada, surveyed 1960 rural practitioners and received 642 responses (33% response rate). Because of similarities with earlier surveys, longitudinal analyses were possible. Results: More than 70% of physicians older than 45 years received no incentives for setting up rural practice, compared with 41% of younger physicians. Younger physicians attached greater importance to financial incentives than older physicians, but personal incentives, such as accommodations in the community, were also important. The opportunity to practise one's full skill set was considered important (84%) as was liking the lifestyle (82%). One in 7 (14%) respondents planned to move from their communities within the next 2 years. They reported they might stay if they had a more reasonable workload, professional backup and locums. Conclusion: Although increasingly common, cash incentives are not the main reason physicians choose rural practice. Practice and lifestyle factors are even more important. Communities need to focus as much on retention issues to protect their investment in the long term. Introduction : En 2008, l'Association medicale canadienne (AMC) a effectue un sondage aupres des medecins qui travaillent en milieu rural. Le sondage abordait les motifs qui incitent les medecins a pratiquer en milieu rural, leur taux actuel de satisfaction, leur intention de quitter le milieu et les strategies de retention. Methodes : Le Centre canadien de collaboration sur les effectifs medicaux, en partenariat avec la Societe de la medecine rurale du Canada, a interroge 1960 medecins en milieu rural et 642 ont repondu (taux de reponse 33%). Compte tenu de la similitude de ce sondage avec des sondages precedents, il a ete possible d'effectuer des analyses longitudinales. Resultats : Plus de 70% des medecins de plus de 45 ans n'ont beneficie d'aucune mesure incitative pour s'etablir en region rurale, contre 41% des medecins plus jeunes. Ces derniers ont semble accorder plus d'importance aux mesures incitatives de nature economique que les medecins plus ages, mais les motifs de nature personnelle, comme le milieu de vie communautaire, ont aussi paru importants. Les repondants ont en effet declare accorder de l'importance a leur capacite d'exploiter leur plein potentiel professionnel (84%) et au style de vie (82%). Un repondant sur sept (14%) prevoyait quitter le milieu d'ici les deux annees suivantes. Ces repondants affirmaient toutefois qu'ils resteraient peut-etre plus longtemps si leur fardeau de travail diminuait et s'ils pouvaient compter sur une releve ou des medecins suppleants. Conclusion : Bien que de plus en plus courantes, les mesures incitatives d'ordre economique ne sont pas la principale raison pour laquelle les medecins choisissent d'exercer en milieu rural. Les facteurs lies a la qualite de la pratique elle-meme et au mode de vie revetent encore plus d'importance. Les communautes doivent donc accorder autant d'attention aux facteurs de retention si elles veulent proteger leur investissement a long terme., INTRODUCTION The 2008/09 Rural Practice Survey was conducted by the Canadian Medical Association (CMA) in collaboration with the Society of Rural Physicians of Canada. One of its purposes was to [...]

The current study assesses the effects of the commuting environment on affective states and hiring decisions. A total of 136 undergraduate females were randomly assigned to one of four conditions based on the length (10 km vs. 30 km) and level of congestion (low vs. high) during a commute. Multivariate analyses of variance indicate that affective states were differentially influenced before and during the commute between the conditions. Even the anticipatory prospect of encountering congestion led to elevations of anxiety. Subjective impedance was also found to act as a partial, and at times full, mediator that contributed to negative emotional states. Hiring decisions for unqualified candidates were determined in part by the commute that a person drove, indicating that commuting can influence subsequent work behavior. Keywords: commute; affect; mood; spillover; congestion; distance; impedance; ratings; stress; anxiety; work

Byline: Pamela S. Lieb (1) Keywords: college students; job attributes; recruitment; September 11.sup.th Abstract: This paper considers the effects of the September 11.sup.th attacks on job attribute preferences and recruiting strategies. A survey was conducted with firms (n = 46) and college students (n = 138) in the New York, New Jersey, and Pennsylvania area. Results indicate 91% of firms believe the attack changed the job attribute preferences of students. The corresponding survey given to college students indicates that 60% of the students say the attacks would not have an impact on their preferred job attributes. Author Affiliation: (1) School of Business, The College of New Jersey, P. O. Box 7718, Ewing, NJ, 08628-0718 Article History: Registration Date: 05/10/2004