No, the DKF is not a company. It is a project financed by the Federal Ministry of Health and sponsored by the Kuratorium Deutsche Altershilfe (KDA).

No, the DKF is not a recruitment agency or commercial provider of integration and consultation services. The DKF supports the development of content and structures through which the recruitment and placement of international nurses as well as their sustainable social, operational and specialist integration can be promoted.

Working group 4 (nurses from abroad) of the concerted Aktion Pflege campaign of the federal government has passed measures for the acquisition of nurses from abroad. The aim of the Competence Centre is to be involved in the development, support and implementation of measures for the acquisition of people with a nursing or healthcare training from abroad.

The DKF is not a recruitment agency for foreign nurses and cannot recommend any providers either. The DKF also does not offer language courses, nor integrations courses or qualification measures and alignment courses. Neither does the DKF offer comprehensive advice on the international recruitment of nurses.
With the “Welcome Culture & Integration Toolbox”, the DKF offers concrete support, and with the DKF-developed seal of quality, it identifies “good recruitment practice” which can help with orientation.
We can give concrete information about individual points and will refer you to other service provider structures.

Write us an email. We are always interested in experience reports and recommendations.

INGA Pflege is a new professionally integrated compensation measure for internationally educated nurses. This concept is an adaptation course that enables internationally educated nurses to have their professional qualification recognised in Germany. It also prepares them for working in Germany. As an adaptation course, INGA Pflege combines efficient professional recognition, effective familiarisation with the host institution and the strengthening of communication skills in the profession.

The components of the programme are guided practice in the institution, theoretical and practical lessons and integrated language support. The teaching units are carried out in tandem by one specialised teacher and one language teacher (team teaching). Language, communication and care skills are taught, intensified and reflected upon in a job-orientated manner. The focus is on confidence in everyday professional life.

As part of the adaptation course, recognised nurses first complete a two-week introductory module and a three-month basic module. An additional advanced and supplementary module can be added depending on the post-qualification requirements.

Advantages at a glance:

– Appreciation of internationally educated nurses

– Adaptation course as a form of recognition of existing expertise of internationallyeducated nurses (alternative to the knowledge test)

– Less excessive demands and stress

– Consideration of completed training throughout the entire concept (based on GfG sample reports)

– Start with B1 CEFR through intensive language support

– Dovetailing of integration management concept and DKF toolbox

– Recruitment with agencies that have the ‘Fair Recruitment Healthcare Germany’ quality mark

– Preparation for care work in Germany

– Nursing subject-specific language support through lessons in tandem with specialised and language teachers

– Skills acquisition through targeted equalisation of training differences

– Coverage of all areas of expertise

– High proportion of practical instruction in your own institution

Facilities that are suitable for implementing INGA Pflege are hospitals, outpatient and inpatient nursing facilities. The pilot facilities should fulfil the following requirements:

– Group recruitment to enable a joint start to the course

– Recruitment via agencies that have the ‘Fair Recruitment Healthcare Germany’ quality mark

– An operational integration management concept exists or is being set up

– Willingness to cooperate with DKF and GIM in the pilot phase

– Willingness to enable involved employees to participate in accompanying workshops

– Responsible practice guidance

– Availability of qualified practical instructors to implement the measure in the organisation

– Clear responsibility structures regarding the implementation of measures in the institution

– Possibility of cooperation with a state-recognised nursing school to provide theoretical and practical instruction

– Possibility of working with a language teacher for the duration of the programme implementation

If you do not yet fulfil the requirements listed, we will be happy to support you.

Responsibility for planning INGA Pflege lies with the employer. The DKF provides employers with advice on implementation planning. For example, it provides support in setting up cooperation with a nursing school and with language teachers or a language school.

The DKF offers support in coordinating and accompany planning meetings, stakeholder management, consultations on the Welcome Culture & Integration Toolbox, through communication with the competent authorities and networking with the research and transfer centre for societal integration and migration (GIM) on methodological-didactic issues.

The DKF is happy to help you in acquiring language teachers. However, the responsibility for acquisition always lies with the employers.

The use of the concept and the support provided by the DKF and GIM are free of charge for the facilities during the pilot phase, but the individual cost calculation for implementation is the responsibility of the organisation. The DKF will be happy to advise you on the personnel and structural requirements for INGA Pflege so that you can calculate the costs individually for your organisation.

The calculation of the costs comprises and depends on:

– Personnel costs for specialised teachers, language teachers and practical instructors

– Room costs for the tuition

– Teaching and learning materials

– Working materials

– Examination fees for language exams

The funding possibilities for INGA Pflege depend on various framework conditions. The DKF is happy to offer advice here.

INGA Pflege is currently being implemented at three pilot facilities in the federal states of Brandenburg, Hamburg and Saxony.

The learning content of this concept is based on the sample reports provided by the Assessment Centre for Healthcare Professions (Gutachtenstelle für Gesundheitsberufe ,GfG). INGA Pflege is therefore suitable as an adaptation course for all training programmes for which a GfG sample report is available.

Team teaching enables subject content and language knowledge to be taught in combination and learning gains to be achieved in both areas.

Team teaching throughout the lesson ensures that the subject content is fully understood with the existing knowledge of German. At the same time, it increases the language and communication skills of the specialist staff in recognition so that they can cope with the requirements in the classroom and in practice.

The cooperation between subject and language teachers in the planning and implementation of subject lessons means that responsibilities are distributed sensibly among all those involved in the qualification process. Teaching organisation tools can therefore be used flexibly and effectively.

Team teaching offers many advantages for the learners: Lessons are varied, learners can receive quick feedback and strong individual support.. Team teaching also offers opportunities for teachers: When implementing team teaching, they can expand their specialist and methodological knowledge. The joint planning of lessons also conveys a sense of security and can relieve the burden of preparing and organising lessons.

To be able to work as a skilled worker in Germany, internationally educated nurses must apply for a so-called professional licence (Berufsausübungserlaubnis).

The first step on the path to professional recognition is the equivalence test. The competent authority in the federal state in which the internationally educated nurse wishes to work checks based on the documents whether the international vocational qualification is equivalent to the German nursing training.

If the equivalence assessment by the competent authority shows that the training content differs significantly, the competent authority issues a so-called assessment notice (Feststellungsbescheid). This lists the main differences between the education programmes.

In the case of substantial disparities between the international vocational qualification and the German reference profession, nurses can achieve equivalence through compensation measures.

There are two possibilities. One option is the knowledge test that takes place in a practical and oral form. The second option for compensation measures is professional alignment courses, that finishes with a final interview. They need to be coordinated with the responsible recognition authority. For the concept of INGA Pflege, the DKF obtains the necessary approval in advance. You can find further information about compensation measures in our  Welcome Culture & Integration Toolbox.

Internationally educated nurses from third countries have the choice between a knowledge test or a professional alignment course. Since both formats do not exist in every region, this right to choose cannot always be exercised, and the internationally educated nurses must complete the compensation measure that is offered locally. There is currently no overview of all existing formats offered throughout Germany.

Professional alignment courses are made up of theoretical and practical tuition as well as practical deployments, and finish with a subject-specific interview. INGA Pflege was designed as a professional alignment course.

The professional alignment course INGA Pflege specifically compensates for the significant differences identified in the GfG sample reports. The content therefore builds on the competences already acquired by internationally educated nurses.

During the programme, the nurses learn about professional practice in German healthcare and nursing facilities. The practical assignment takes place with practical guidance in the facility. This enables the expertise of the internationally educated nurses to be appreciated at an early stage and facilitates their professional integration.

During the adaptation period, the nurses get to know their workplace and their new colleagues. In addition to sustainable recruitment, this also promotes good career prospects locally.

The seal of quality “Fair Recruitment Healthcare Germany” is a seal of quality operated by the Federal Ministry of Health (BMG) and therefore of the Federal Republic of Germany. The seal of quality distinguishes the recruitment of nurses from third countries that complies with high ethical standards.

In concrete terms, this refers to the agreements and procedures relating to the acquisitions of nurses. By developing criteria for fair and appropriate recruitment and contractual practices, and by reviewing and making visible compliance with these criteria, Germany is following the WHO Global Code of Practice on the International Recruitment of Health Personnel. Recruitment that meets high ethical standards includes, in particular, measures for operational and social integration, language promotion and support during induction training (cited according to the official justification – printed matter 19/30550, p. 101)

The legal basis for the seal of quality is the law on ensuring quality in the acquisition of nurses from abroad (article 15a of the Health Care Further Development Act of 11 July 2021 – BGBl I, p. 2753 et seq.) The law regulates the issuing of the seal of quality and determines requirements for the granting of the seal of quality. The owner of the seal of quality is the Federal Ministry of Heath (BMG). The Kuratorium Deutsche Altershilfe (KDA) is the issuer. The Federal Ministry of Health (BMG) has to approve the issuing of the seal of quality.

You can find the requirements that need to be fulfilled in order to receive the seal of quality in the document Requirements catalogue (last updated 01.10.2022) and Implementation conditions (last updated 01.10.2022). These versions are currently undergoing the legally prescribed adaption procedure, meaning that they may be subject to change.

Third countries – in the meaning of the law on ensuring quality in the acquisition of nurses from abroad – are countries that are not member states of the European Union or contract countries of the agreement on the European Economic Area.

The existence of the prerequisites are checked by appropriately trained, independent examiners.

No. Applying for the Fair Recruitment Healthcare Germany seal of quality is voluntary.
All holders of the seal of quality are obliged to follow the requirements of the seal of quality during their activities. Recruitment agencies, in cooperation with their contracting employers, must ensure in a verifiable manner that employers comply with their obligations, which are determined by the seal of quality.

The seal of quality signalises that the recruitment practice of the recruitment agency or self-recruiting employer is fair, ethical and transparent. Since the seal of quality creates trust in the recruitment and integration process, providers who hold the seal of quality have an advantage.

Companies with the Fair Recruitment Healthcare Germany seal of quality have to maintain ethical standards and fulfil a catalogue of criteria that takes into account aspects relevant to human and occupational health and safety. These standards include, among others, the Guiding Principles for Business and Human Rights of the United Nations, the Labour Standards of the International Labour Organisation (ILO), the Global Code of Practice on the International Recruitment of Health Personnel of the World Health Organisation (WHO) and the Welcome Culture & Integration Toolbox of the German Competence Centre for International Skilled Workers in the Health and Nursing Professions (DKF).

In this respect, working with companies that hold the seal of quality offers a guarantee for fair and ethical recruitment with a high degree of transparency compared to recruitment practices, some of which are neither transparent nor meet international standards.

You must send the application for the seal of quality Fair Recruitment Healthcare Germany to the Kuratorium Deutsche Altershilfe (KDA) in writing. Please send your expression of interest in applying for a seal of quality to:

Yes, the seal of quality Fair Recruitment Healthcare Germany is also granted independently of collaboration with DeFa. A partnership with DeFa is a prerequisite for participation in the funding programme.

No, you can only apply for the seal of quality for nurses who have already trained and qualified abroad. This corresponds to the law on ensuring quality in the acquisition of nurses from abroad and the rules of the residence law.

There are costs involved in the seal of quality. The testing and uses costs are laid down in the adaption procedure.

Companies that have their headquarters outside the EU or the EEA are only entitled to apply for the seal of quality if they have a branch office in the EU or EEA. The branch office must be an independent branch that is able to participate autonomously in legal matters, whilst remaining part of the company (the company headquarters).

The following can apply for the seal of quality:

  1. Recruitment agencies, who recruit nurses from third countries, as well as
  2. nursing or health facilities who recruit nurses from third countries by themselves (without the help of a recruitment agency).

You can find information and the application for the RAL seal of quality “Fair Recruitment Healthcare Germany” here

 

You can find information and the application for the RAL seal of quality “Fair Recruitment Healthcare Germany” here

The DKF provides the ‘Welcome Culture and Integration Toolbox’ (WW&I) online service free of charge to help organisations develop a company integration management concept (IMK), which also focuses on aspects of company, professional and social integration. Furthermore, the DKF advises institutions that recruit internationally trained nurses on the development of an IMK, brings topics to the public stage and works on challenges together with integration managers in workshops.

WW&I provides helpful information on various topics relating to sustainable workplace integration within 15 requirement fields. You will also find many links to further information and best practice examples from organisations that have already successfully tested certain solution strategies.

The Welcome Culture & Integration toolbox (WW&I) is aimed at responsible employees who are entrusted with topics relating to the international recruitment of nurses in acute and long-term care organisations.

Organisations that want to recruit internationally trained nurses and successfully integrate them into their operational processes should be aware of their own areas of responsibility and competence. In order to be able to anticipate possible challenges in the run-up to recruitment, it makes sense to look at all areas of requirements. Some companies will already have experience in some of the fields, others will not. In any case, it makes sense to look at all fields again.

Company integration management brings many long-term benefits for employers who recruit internationally. It promotes the sustainable integration of internationally trained nurses and also strengthens the welcoming culture, which increases employee satisfaction and loyalty. This can reduce staff turnover and ensure the long-term retention of qualified specialists. Good integration management also supports the recognition and familiarisation processes, which increases efficiency. Overall, it improves the company’s image as an attractive and responsible employer and contributes to greater regional and international competitiveness.

No, the toolkit is constantly being expanded dynamically. It is therefore not available as a downloadable PDF. However, there is a working aid as an Excel file  that can be used to plan objectives and measures for each requirement field.

The DKF’s counselling services are free of charge. Exceptions to this are any participant fees for events.

Yes, in some cases companies can receive financial support or subsidies for integration measures. These grants vary depending on the region and funding programme. It is worth asking the relevant authorities or employment agencies about corresponding programmes.

The responsibility for implementing a company integration management programme lies primarily with the company management. In larger organisations, a special integration management department or a central contact person is often appointed for this task. This person or department is responsible for coordinating and implementing measures for the recruitment, entry and integration of international care professionals. If a dedicated position is not established, clear responsibilities should be defined within the existing team to ensure efficient implementation.

Several resources are required to successfully develop and implement a company integration management concept (IMK). These include human resources (e.g. an integration manager), time resources for planning and implementing measures, training for employees and financial resources. Management support and strategic planning are also crucial. The costs of inadequate or absent integration management (e.g. high staff turnover due to employee dissatisfaction) generally exceed the cost of providing the necessary resources.

Yes, the DKF offers online training courses and face-to-face workshops that are specifically geared towards implementing the Welcome Culture and Integration (WW&I) toolbox (primarily in german language). These training courses help employees to understand the various requirements of the company integration management concept and to put them into practice. For more information on the available training courses and workshops, you can contact the DKF directly (info@dkf-kda.de) or visit the website.

There is no legal obligation to draw up an integration management concept when recruiting internationally trained nurses. However, such a concept can serve as a quality and competitive feature, particularly in connection with the ‘Fair Recruitment Healthcare Germany’ seal of quality (https://www.faire-anwerbung-pflege-deutschland.de/).  This seal helps employers to identify recruitment agencies that operate transparently and fairly.

Your integration management concept should be reviewed and updated regularly, ideally at least once a year. This will ensure that it reflects current developments, legislative changes and the needs of your internationally trained nurses.

Yes, there are networks and forums where you can exchange information on the topic of integration. Examples include professional associations such as the DBfK, the Gütegemeinschaft Anwerbung und Vermittlung von Pflegekräften aus dem Ausland e.V, specialised LinkedIn groups, as well as conferences and regional networks. The DKF can provide information or arrange contacts to existing networks. These platforms offer the opportunity to share best practices, discuss challenges and learn from each other.

The Welcoming Culture and Integration Toolkit is regularly updated to reflect current requirements and developments. New best practices are added. Users of the toolbox are informed about updates either via the newsletter or can enquire about new features directly in the toolbox.

If you as an organisation have further questions about the Welcome Culture and Integration Toolbox, you can contact the DKF directly. The team is available by e-mail or telephone and will be happy to advise you on the contents and use of the toolbox.

 

 

You can also contact the DKF  if you have any questions about the recognition process for internationally trained nurses. There are also regional recognition centres that can support you in this process.

 

 

For information on the ‘Fair Recruitment Healthcare Germany’ (‘Faire Anwerbung Pflege Deutschland`) seal of quality, you can contact the Gütegemeinschaft ‘Anwerbung und Vermittlung von Pflegekräften aus dem Ausland e.V.’Please contact the office at the following e-mail address: info@faire-anwerbung-pflege-deutschland.de. Further details can also be found on the Quality Association’s website: https://www.faire-anwerbung-pflege-deutschland.de/ (in German language).

The Gütegemeinschaft ‘Anwerbung und Vermittlung von Pflegekräften aus dem Ausland e.V.’ (https://www.faire-anwerbung-pflege-deutschland.de/) can also help you with questions relating to the placement of nursing professionals.

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