Recruitment and Retention of Remote and Rural Health Care Staff in Scotland: Business Case
The Scottish Local Implementation Committee proposes a project focusing on recruitment and retention of non-medical staff in rural areas to tackle workforce challenges. The aim is to develop community-based solutions and toolkits to enhance staff recruitment and retention, addressing the specific needs of remote regions in Scotland.
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Recruitment and Retention of Remote and Rural Health Care staff: Making it Work Scotland Business Case Scottish Local Implementation Committee
Background Why has the project being proposed? The Scottish MiW business case will compliment other recruitment and retention initiatives and programmes , ongoing in Scotland, to avoid duplication and augment resources. What problem/opportunity has been identified to prompt the project? R&R MIW will focus on rural areas, and on non-medical staff. It may expand to include other professionals such as teachers.
Scottish R&R Medical Collaborative Proposal Smarter Information Systems Career Development Being Here Community Engagement Personal & Educational Support Relocation Officer Advertising & Marketing
Target Region/location(s) demographics Geography: Geography: Population density (Highlands) 9.1 per sq km Population Demographics: Highlands / Orkney/Shetland Population Demographics: Highlands / Orkney/Shetland Population Highlands 232,000 predicted to grow and get older. 20% over 65 Health Demographics: Health Demographics: Life expectancy Scotland 77M /81 F, Highland 77.8M /82.6F, Orkney 78.7 M /82.8 F, Shetland77.6M/81.9 F Infrastructure and services/amenities: Infrastructure and services/amenities: North West Highland 2 rural general hospitals, 7 community hospitals, Approx 40 GPs
Aims What is the main aim of the project? The focus is a co-production approach Brochure Production/Information Booklets produced by communities Appropriate Social Networks for new staff, in communities Recruitment and Retention service. In what ways is this project specifically contributing to overall aim of RR2:MIW (i.e. improving recruitment and retention in the NPA)? the project will become part of a sustainable solution to recruitment and retention issues in rural Scotland
Outputs What are the outputs for the project? Community recruitment and retention Toolkits which will include (existing and new): Community recruitment events Community brochures Community integration plan/agreement Community ground rules questionnaire Training and education plan/agreement Family recruitment plan Professional induction plan/agreement End of employment planning What indicators will you use to determine if outputs have been achieved? Evaluation measures e.g. numbers of vacancies, numbers of applicants, retained staff , staff views
Recruit and retain business model STEPS ACTIONS The Yearly Wheel Culture: Mapping activities across organisations and initiatives to ensure co-ordination 1 Who Are You Looking For: non-Medical Rural staff 2 Information, information, information : Evaluation workpackage 3 Get Your Community Engaged : communities actively involved in recruitment 4 Support Your Staff and Their Families : Family recruitment plans 5 Well Educated and Trained Staff : Meet the need of continuing education and specific measures using training and education plan/agreements 6 Find the Money to Provide a High Quality Workforce there is very little money in front-line services but if projects are co-ordinated then maximum benefit can be derived. 7
Benefits/Limitations Benefits/Limitations What are the benefits of the project? Improvement in recruitment and retention. Toolkits for communities and employers will allow generic, and sustained use of engagement, recruitment, integration and retention in the region and beyond. How will these be quantified? Through evaluation What are the limitations of the project? Resource and timescale Compare the benefit of project compared to doing nothing . Doing nothing : continued crisis
Finance Finance What are the financial implications? Potential savings of improved R&R are substantial Is there an initial cost out-lay? Project resources+match funding: time from LIC What are the project costs vs forecast financial benefits? Unknown as yet Is the project affordable and value for money? It will be affordable. If we demonstrate a difference then there will be VFM Is there a long term cost saving? Yes but hard to demonstrate in the short term
Approach and Resources: Approach and Resources: How is the work to be done/what resources are required? Detailed work plan underway (see conference pack)- not as yet approved Are there other relevant related initiatives is this part of larger project? Are there other dependencies? BEING HERE Scottish Rural Medical Collaborative
Aim/Objectives Partners/S-Holders Target Pop. Outputs Norway NCRM. Politicians. Local population. Directorate for Health Improve recruitment & stability of GPs. Identify successful strategies. Disseminate strategies 1. Primary Care Physicians 2. AHP Establishment and documentation of systematic local GP R&R processes. Sweden Storumans Kommun Vasterbottens Lan Landsting Arbetsfomedlingen Recruit university qualified professionals to region, by targeting those who have had previous association with the region, with local and county government working together. 1.Nurses 2. Primary Care 3. AHP 4. Teachers Number of target people reached by initiatives .
Aim/Objectives Partners/ Stakeholders Target Pop. Outputs & indicators Iceland Secondary Care physicians Akureyri Hospital, Municipality of Akureyri Rural areas served by Akureyri Hospital. Increase number of specialist physicians in Akureyri Hospital Increased occupied positions of physicians necessary to meet the needs of the society. Indicators baseline number of doctors versus needed versus projected need in the next three years (baseline collection data). Increased job satisfaction with physicians In place.
Aim/Objectives Partners/S-Holders Target Pop. Outputs Canada Northern Ontario School of Medicine Qaujigiartiit Health Research Centre Department of Health, Government of Nunavut Nunavut Tunngavik Incorporated to increase the number of service days/physician in Nunavut. (Since recruitment is less of an issue than retention, improving the retention of physicians is a primary aim) 1.Primary Care Physicians 2. Teachers (TBC) Increase in #service- days/physician by 50%? Baseline information on the demographics of the current population of practicing physicians in Nunavut. Scotland Collaborate with existing initiatives/ programmes to develop co-production strategy across region. NHS Highland, Orkney & Shetland NHS Education (NES) North Scotland Planning Group (& Highland Council) 1. Nurses 3. AHP 4. Teachers? Brochure Production/Information Booklets produced by communities Appropriate Social Networks for new staff, in communities Recruitment and Retention service.
