1. 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

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

4. 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

5. 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

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

7. 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

8. 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

9. 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 .

10. 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.

11. 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

12. 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?