David Heaney on behalf of the Recruit and Retain : Making it Work team Recruitment and Retention of Remote and Rural Health Care staff: Making it Work RRHEAL RGH Forum 27/11/16 Inverness David Heaney on behalf of the Recruit and Retain : Making it Work team

Introduction Recruiting and retaining health care staff and other skilled employees is a common problem in remote and rural communities. There is no single solution. A whole system approach should be taken to address this complex issue. Multiple initiatives that bring incremental improvements are most likely to ensure an overall impact. Transnational cooperation works and produces real results with credible solutions to address the diverse but shared challenges found in remote rural areas. International cooperation between areas with similar geography and demography is as, if not more, important than working with urban counterparts.

Recruit and Retain Previous project lead by NHS Western Isles 29 solutions identified across 8/9 participating jurisdictions Recruit and Retain business model http://www.recruitandretain.eu/

Products and services Advertising and Marketing Administration and Organisation Professional support a. Service delivery b. Infrastructure c. Education and training d. Career development e. Support Domestic and Social Support Web Tools

Recruit and retain business model STEP 1: The Yearly Wheel Culture: Integrate recruitment into planning STEP 2 : Who Are You Looking For?: Evidence of characteristics STEP 3 : Information, information, information : Tell people what is on offer, get the info to them STEP 4 : Get Your Community Engaged : they will demonstrate the value they attached to its public sector professionals STEP 5 : Support Your Staff and Their Families : They need to know you will encourage the good ones to stay STEP 6 : Well Educated and Trained Staff : all benefit from a better trained workforce STEP 7 : Find the Money to Provide a High Quality Workforce : Investing in recruiting will pay dividends , invest in retention as well

Scottish R&R Medical Collaborative Proposal Being Here Smarter Information Systems Career Development Personal & Educational Support Community Engagement Relocation Officer Advertising & Marketing

Making it Work Making it Work (MIW) will implement five recruitment and retention case studies, at scale, across Northern Europe and Canada, using the business model developed from previous work, tailored to local and regional needs. MIW will apply a community focussed lens, a detailed planning process, system redesign, and will conduct a structured evaluation Scotland team NHS Highland, Orkney & Shetland, NHS Education (NES) , North Scotland Planning Group. Me. Others will come on board

Projects objectives To deliver improvement in recruitment and retention To ensure and measure change in organisations To inform stakeholders of project results To develop knowledge transfer beyond the partnership

Improve recruitment & stability of GPs. Aim/Objectives Partners/S-Holders Target Pop. Outputs Norway Improve recruitment & stability of GPs. Identify successful strategies. Disseminate strategies NCRM. Politicians. Local population. Directorate for Health 1. Primary Care Physicians 2. AHP Establishment and documentation of systematic local GP R&R processes. Sweden Recruit university qualified professionals to region, by targeting those who have had previous association with the region, with local and county government working together. Storumans Kommun Vasterbottens Lan Landsting Arbetsfomedlingen 1.Nurses 2. Primary Care 3. AHP 4. Teachers Number of ‘target’ people reached by initiatives .

Increase number of specialist physicians in Akureyri Hospital Aim/Objectives Partners/ Stakeholders Target Pop. Outputs & indicators Iceland Increase number of specialist physicians in Akureyri Hospital   Akureyri Hospital, Municipality of Akureyri Rural areas served by Akureyri Hospital. Secondary Care physicians 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.

Northern Ontario School of Medicine Aim/Objectives Partners/S-Holders Target Pop. Outputs Canada 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) Northern Ontario School of Medicine Qaujigiartiit Health Research Centre Department of Health, Government of Nunavut Nunavut Tunngavik Incorporated 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 HR recruitment and marketing strategy across region. NHS Highland, Orkney & Shetland NHS Education (NES) North Scotland Planning Group (& Highland Council) 1. Nurses 2. Primary Care physicians 3. AHP 4. Teachers? Streamlined HR process. Co-production of promotional material Annual calendar of recruitment activities. Evaluation of SMRC project

Early days A lot of hard work ahead Formulating the Scottish intervention Watch this space Get in touch if you wish to discuss Any queries?