Fill in the Blanks
This is the official post test for MMC CAHS CON's NCM118 Decent Work and Employment using ILO C149, SoWN 2025 and Philippine Labor and Employment Plan (2023-2028).
Nursing
is
currently
ranked
as
the
#1
college
degree
for
employment
in
2026
.
There
is
exceptionally
low
Unemployment
rate
of
and
an
Underemployment
rate
of
only
.
An
example
of
which
is
when
a
Registered
Nurse
in
the
Philippines
works
as
a
retail
Pharmacy
clerk
,
15
hours
a
week
when
they
need
40
hours
to
pay
bills
in
California
is
categorized
as
.
However
,
the
"
paradox
"
exists
where
some
countries
have
unemployed
nurses
due
to
a
lack
of
sector
capacity
to
hire
them
despite
unmet
health
needs
.
With
a
massive
push
for
Filipino
nurses
to
"
go
global
"
in
2026
,
SDG
8
.
and
8
.
8
advocate
for
protecting
the
rights
of
these
migrants
to
ensure
they
aren't
exploited
in
foreign
healthcare
systems
.
HRH
Distribution
is
the
biggest
hurdle
despite
progress
made
.
The
global
stock
of
nurses
is
29
.
8
M
in
2023
(
vs
27
.
9M
in
2018
)
.
However
,
of
the
world
?
s
nurses
are
found
in
countries
representing
only
of
the
world
?
s
population
.
HICs
,
which
represent
only
17%
of
the
population
,
host
of
the
world
?
s
nursing
population
and
there
has
been
a
difference
between
the
density
of
nurses
in
HICs
versus
low
-
income
countries
(
LICs
)
.
As
of
2025
,
the
global
nursing
workforce
shortage
has
improved
slightly
to
5
.
8
million
,
down
from
6
.
2
million
in
2020
.
However
,
the
WHO
projects
a
persistent
shortfall
of
4
.
5
to
4
.
8
million
nurses
and
by
2030
.
Nursing
profession
should
constitute
59%
of
the
Overall
Human
Resources
for
Health
(
HRHs
)
but
is
only
as
of
2023
.
Most
responding
countries
(
82%
)
reported
having
a
or
equivalent
position
,
but
their
roles
in
nursing
workforce
management
and
health
policy
and
planning
are
.
66%
of
responding
countries
reported
the
existence
of
development
programmes
for
nurses
,
these
were
reported
in
only
25%
of
LICs
.
Approximately
of
the
global
nursing
workforce
is
expected
to
retire
within
the
next
10
years
.
In
high
-
income
countries
,
the
situation
is
more
acute
,
with
one
-
third
of
today's
nursing
workforce
reaching
retirement
age
by
.
One
in
every
nurses
currently
practices
in
a
country
other
than
where
they
were
born
or
trained
23%
in
high
-
income
countries
.
The
distribution
of
-
born
nurses
indicates
continued
international
and
migration
.
has
the
highest
proportion
of
foreign
-
born
nurses
.
Implications
:
Low
-
income
countries
are
graduating
nurses
at
a
faster
pace
but
lack
the
domestic
investment
to
employ
and
them
.
While
High
-
income
countries
are
over
-
reliant
on
international
migration
to
fill
the
gaps
left
by
their
workforce
.
Approaches
to
mitigate
negative
impacts
of
migration
:
Migration
are
Temporary
,
work
abroad
with
the
eventual
goal
of
returning
home
.
On
the
other
hand
,
Workers
are
Long
-
term
emigrants
who
live
abroad
but
remain
involved
in
supporting
their
home
country's
health
system
.
The
global
median
entry
-
level
wage
of
nurses
in
2023
was
per
month
(
$9
,
288
per
annum
)
in
82
countries
,
with
significant
differences
by
WHO
region
and
by
income
group
.
Wages
adjusted
for
purchasing
power
parity
(
PPP
)
indicated
that
the
Median
wages
in
HICs
were
twice
as
high
as
in
UMICs
,
and
times
as
high
as
in
LICs
.
and
MER
have
the
highest
median
entry
wages
;
and
the
WHO
African
Region
and
have
the
lowest
.
The
differences
in
wages
and
PPP
,
coupled
with
a
gender
pay
gap
,
creates
powerful
economic
incentives
for
migration
while
perpetuating
gender
inequity
in
the
profession
.
can
lead
to
a
subconscious
bias
where
are
perceived
as
more
"
authoritative
"
or
"
-
ready
,
"
leading
to
quicker
raises
and
promotions
is
known
as
Glass
Effect
that
perpetuates
gender
pay
gap
.
The
Report
acts
as
a
critical
toolkit
for
strengthening
the
nursing
profession
by
driving
evidence
-
based
,
aiming
for
health
systems
.
The
remains
the
only
international
dedicated
specifically
to
the
rights
and
working
conditions
of
nursing
personnel
.
is
a
customized
roadmap
that
identifies
a
country's
specific
labor
and
outlines
how
the
ILO
will
provide
technical
and
financial
assistance
to
meet
them
.
The
concept
was
introduced
by
the
International
Labour
Organization
(
ILO
)
through
Director
-
General
Juan
Somavía
?
s
Report
to
the
87th
Session
of
the
International
Labour
Conference
in
.
It
emerged
as
a
response
to
,
emphasizing
that
work
is
not
just
about
survival
,
but
about
human
.
Decent
Work
isn't
just
"
having
a
job
.
"
It
is
defined
by
four
strategic
pillars
:
Employment
Creation
:
Access
to
stable
,
employment
.
at
Work
:
Freedom
from
discrimination
and
the
right
to
organize
(
e
.
g
.
,
nursing
)
.
Social
:
Workplace
safety
,
health
insurance
,
and
.
Social
:
Nurses
having
a
"
seat
at
the
"
in
hospital
policy
and
healthcare
.
Depending
on
the
stakeholders
that
are
included
,
three
forms
of
Social
Dialogue
can
be
identified
:
:
government
,
employers
and
workers
(
or
their
representatives
)
shaping
Labour
and
ensuring
a
representation
of
all
parties
.
:
without
government
involvement
often
focused
on
-
issues
and
agreements
.
Inclusion
of
other
organizations
:
representatives
of
young
people
,
women
,
the
unemployed
,
and
other
vulnerable
groups
.
The
Collective
Bargaining
is
a
process
of
negotiation
between
an
employer
(
or
group
of
employers
)
and
a
group
of
employees
?
typically
represented
by
a
to
determine
the
terms
and
conditions
of
employment
.
The
end
goal
of
this
process
is
a
legally
binding
Collective
Bargaining
(
CBA
)
,
which
serves
as
the
"
law
"
between
the
parties
for
a
set
period
Follows
this
process
:
(
1
)
,
(
2
)
,
(
3
)
Tentative
,
(
4
)
,
and
finally
,
(
5
)
The
ILO
is
the
only
UN
agency
,
bringing
together
Governments
,
Employers
,
and
.
One
of
its
key
functions
is
to
conduct
extensive
on
a
wide
array
of
labour
and
social
issues
.
This
research
informs
the
development
of
international
labour
standards
,
provides
evidence
-
based
policy
,
and
enhances
understanding
of
the
dynamics
of
the
world
of
work
which
includes
:
:
An
annual
flagship
report
analyzing
global
employment
trends
and
social
issues
.
Report
:
A
report
examining
wage
developments
around
the
world
.
Report
:
In
-
depth
studies
on
specific
topics
Working
papers
and
policy
briefs
:
publications
databases
:
Comprehensive
data
on
labor
markets
and
social
indicators
.
The
ILO
Convention
C149
(
Nursing
Personnel
Convention
,
)
remains
the
only
international
treaty
dedicated
specifically
to
the
rights
and
working
conditions
of
nursing
personnel
.
Healthcare
leaders
and
labor
unions
frequently
cite
these
specific
articles
from
C149
in
current
:
(
Art
.
6
)
:
Ensures
nurses
receive
working
hours
,
rest
,
and
holidays
at
least
equal
to
other
workers
in
their
country
.
(
Art
.
2
)
:
Demands
pay
that
is
"
likely
to
attract
and
retain
"
staff
?
a
major
talking
point
in
recent
global
nursing
strikes
.
:
It
prevents
the
use
of
nursing
students
as
"
substitute
labor
"
during
clinical
rotations
,
ensuring
their
presence
in
hospitals
remains
educational
.
1
.
:
Identify
gaps
in
the
labor
market
(
e
.
g
.
,
high
nurse
migration
or
lack
of
clinical
safety
)
and
Analyze
socio
-
economic
data
and
legal
frameworks
.
2
.
:
Engage
key
players
:
Government
+
Employers
+
Workers
(
Nursing
Unions
)
in
a
Social
Dialogue
.
The
goal
is
to
ensure
"
buy
-
in
"
from
the
people
actually
doing
the
work
.
3
.
&
Results
Matrix
:
Select
3
?
4
strategic
goals
.
Define
clear
Outcomes
(
what
we
want
)
and
Outputs
(
what
we
will
do
)
with
measurable
targets
.
4
.
&
Assurance
:
The
plan
must
be
provable
and
aligned
with
UN
Sustainable
Development
Goals
(
SDGs
)
.
5
.
Formal
&
:
Acts
as
a
formal
"
Social
Contract
"
signed
by
all
tripartite
partners
and
the
ILO
.
6
.
&
:
The
"
Action
Phase
"
where
funding
is
pooled
to
launch
programs
like
upskilling
,
graduate
facilities
,
or
revising
safety
laws
.
7
.
,
&
Reporting
(
M&E
)
:
A
steering
committee
meets
twice
a
year
to
track
progress
.
Finally
,
an
independent
audit
determines
what
worked
to
guide
the
next
cycle
.
Costa
Rica
:
Integration
of
digital
health
&
into
standard
nursing
practice
to
boost
productivity
and
reduce
.
South
Africa
:
Focus
on
and
safety
;
addressing
workplace
violence
and
ensuring
"
decent
work
"
principles
to
keep
nurses
in
the
sector
.
Philippines
:
QA
and
Training
(
e
.
g
.
,
QARM
framework
)
to
ensure
global
standards
are
met
locally
,
preventing
"
.
"
Ethiopia
:
A
projected
growth
in
nursing
staff
by
2030
;
focus
on
basic
(
Vocational
Training
)
and
Health
Extension
Workers
.
AND
:
Employment
where
the
employee
performs
activities
usually
necessary
or
desirable
in
the
usual
business
of
the
employer
.
-
:
Employment
with
a
specific
start
and
end
date
agreed
upon
at
the
time
of
hiring
.
-
:
Employment
where
the
duration
is
tied
to
the
completion
of
a
specific
project
or
undertaking
.
:
Employment
where
the
work
to
be
performed
is
only
for
a
specific
time
of
year
.
Further
develop
roles
to
increase
access
to
high
-
quality
health
services
.
Address
-
related
bias
,
including
equitable
and
competitive
wages
.
Harness
the
potential
of
and
technologies
to
meet
population
and
health
system
needs
.
Empower
nurses
to
contribute
to
the
through
education
,
advocacy
,
climate
conscious
practice
in
health
settings
and
leadership
.
Provide
tailored
support
for
nursing
education
and
employment
and
working
conditions
in
fragile
,
-
affected
and
settings
.
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