1. Recruitment and Retention of Remote and Rural Health Care staff: Making it Work ISRH 2016 Inverness
David Heaney and Pam Nicoll on behalf of the Recruit and Retain : Making it Work team

2. 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.

3. Aim of Workshop This workshop will :
This workshop will :
describe the results of previous work in more detail,
set the context in Scotland to see how this project fits
outline the approach to the next phase of work.
Encourage participants to share their experiences, and to consider innovative solutions to this complex issue.

4. Recruit and Retain
29 solutions identified across 8/9 participating jurisdictions
Recruit and Retain business model

5. 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
The Web Tool

6. Advertising and Marketing
Information booklet
Promotional films
Introduction to rural medicine for students and interns
Presentation to interns
Exchange programme for health personnel in general practice in remote rural areas
Advertising campaign business case
Job advertisement course

7. Administration and Organisation
Yearly wheel
Relocation officer business case
Recruitment officer
Sign on fee

8. Professional support -Service delivery
Increase the number of general practitioner trainee doctors in rural areas
Rotation scheme
Driving change through cooperation between front line services

9. Professional support - Infrastructure
Improved broadband for rural areas
Clinical expertise to rural areas through tele-robots

10. Professional support - Education and training
Training for challenging positions
Problem-based scenario training
Exchange of education and networking
Academic masters level programme in audiology
Academics for rural areas
Scientific projects database

11. Professional support - Career development
Career framework
Further education for home care personnel in remote areas

12. Professional support - Support
Buddying programme
Interdisciplinary rural group aiming at enhancing health care in the rural areas

13. Domestic and Social Support
Couple recruitment
Focus on young family members

14. Dedicated web tool
Draws together all the strands for the potential employee

15. Products and services

16. Recruit and Retain Business Model

17. STEP 1: The Yearly Wheel Culture
Encompasses a proactive approach using recruitment and relocation staff who know:
When staff are needed
How they can be attracted to work with you
Why they are required
What is necessary to keep them
This is how you make sure you have a stable and successful workforce.

18. STEP 2 : Who Are You Looking For?
The evidence is that people who work in rural environments are:
More likely to have a rural background
Less likely to be interested in shopping
Willing to live away from families and friends
Flexible and adaptable
Aware of the challenges of remote rural working and living
Don’t employ people because they can’t get a job anywhere else – you are not their last port of call and they may not stay long anyway.

19. STEP 3 : Information, information, information
Be proud of your jobs, work environment and location.
Provide honest and reliable information about live and work in your remote rural area
Tell people what is on offer, get the information to them
Market yourself so that you are recognised as a positive part of a career pathway.
Convince new recruits that what they need to live and work in your remote rural area is available and just what they want .
Brochures, booklets, videos and DVDs and make sure all necessary information – job opportunities, work practices, social and recreational facilities, housing, schooling etc. – is available on the internet; consider putting it into a discrete package such as a dedicated web tool.
You can never have too much information.

20. STEP 4 : Get Your Community Engaged
Communities have an obligation to ensure that the people they require to provide essential public services are comfortable and welcome and that they do the work the community needs.
Actively involve your community in job definition, the recruitment process and the ongoing wellbeing of newcomers and their families; doing this will allow the remote rural community to demonstrate the value it attaches to its public sector professionals.
Find ways to harness the power of community involvement and use their expertise to become partners in the recruitment and retention process.
Encourage the wider community to express its appreciation of the work done by public service professionals.

21. STEP 5 : Support Your Staff and Their Families
This is not a sign of weakness and it is your responsibility: it demonstrates your desire to care for your staff; it comes in different forms in different places .
Staff need to be appreciated and realise when they are doing a good job.
They need to know you will encourage the good ones to stay, if not they may leave.
Professional development and skill maintenance are more difficult in remote rural areas and special efforts are needed to ensure your staff are not disadvantaged .
Buddying and mentoring helps the settling in process.
No job for a spouse or partner may stop a good candidate coming; so establish a couple recruiting system.
Young family members have needs - not only schooling – they need recreation, leisure and an active social life.
Introduction to a community and its activities makes a newcomer feel welcome, we know that rural dwellers want to be part of the community so give them a chance.

22. STEP 6 : You Need Well Educated and Trained Staff
The best of your staff hunger for knowledge and new ways of doing things, avoiding intellectual and educational starvation may be difficult in remote rural areas and much that is available may meet urban rather than rural appetites.
Design courses relevant to your local needs
Engage with your local universities
Ensure students and trainees are able to make use of your expertise and knowledge
Encourage and support attendance at courses and meetings
Online learning is great for remote rural areas but requires time and resources make sure both are available and encourage your staff to use them
Your institution will benefit from a better educated and trained workforce – this is money well spent

23. STEP 7 : Find the Money to Ensure you Meet Your Obligation to Provide a High Quality Workforce
Without money none of this will happen – remote rural public services are more expensive to provide than urban ones – the always have been and they always will be – the laws of economy of scale apply here – ignore them at your peril. Investing in your recruiting system will pay dividends but the returns will be greater if you invest in retention as well Make the best use of your money – when retention fails recruiting is necessary and you will pay for it – the cost of recruitment is always higher than you think - the overall cost of hiring someone can reach twice their annual salary. All of the Recruit and Retain Solutions are open source and free to use – but they may cost to implement and you will have to find the money to do it – there are no magic bullets – allocate resources and invest in your staff

24. Scottish context
Orkney, Shetland, Highland, Western Isles, North of Scotland Planning Group, NHS Education for Scotland (NES)
Forming and informing
Planning and building
Shetland
Orkney
Western Isles
Highland
Nospg
NES

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

26. 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

28. Contribution to change
increased innovation in public service provision
fostering robust and dynamic local communities by developing innovative recruitment and retention systems
use of ehealth technologies to facilitate system change in recruitment and retention
stakeholder driven : municipalities, health services, other local employees, and communities will be core to the project.

29. Projects objectives
To deliver improvement in recruitment and retention of workers in case study sites
To ensure a system change in organisations and ensure a solid and innovative recruitment and retention systems for remote and rural regions
To inform stakeholders of project results to influence and improve recruitment and retention
To future proof healthcare provision by supporting staff to use relevant ehealth
To develop an online product to help other regions understand what solutions would work in their context
To develop knowledge transfer beyond the partnership

30. Outputs (Products and services)
Database of recruitment and retention strategies
Five individual case studies
Full case study evaluation
Local sustainability plans
Recruitment and Retention Recommender
Knowledge transfer tool/policy framework document

31. Making It Work Participants views
experiences of what has and has not worked in your setting
suggested innovative solutions to this complex issue
Answers…………
Eg Answers on a postcard !!!