1. Health Workforce & Strategic Change Scottish Government
Supporting a sustainable Primary Care workforce Scottish Rural Medicine Collaborative
Emma Watson SMO
Health Workforce & Strategic Change Scottish Government

2. A strong primary care is essential for effective Rural General Hospital

4. Working with RCGP- GP Career Flow

5. We have a problem
“ I didn’t know you could train to be a GP in rural Scotland ” GPST 2016

6. Teenager Inverness
“But I like cafes not caves, highlife not hills, & Monet not Mountains !” We need to appeal to everyone

7. Recruitment and Retention Fund- Aims
To promote Scottish general practice as a positive career choice, support medical students to actively choose general practice, inspire doctors in training to select speciality training in general practice, and encourage our alumni to stay in/return to Scotland;
To support the educational infrastructure within Scottish primary care;
To develop sustainable models of primary health care delivery in areas with particular need, including rural and remote areas and areas of high health inequality
To understand retention issues for working-age Scottish GPs
To proactively contact and support qualified GPs who have left the workforce, and assist them to find the right route to return;
To make the most of the knowledge and expertise of GPs at or near retirement, including mentoring support to others; and/or
To provide high quality, proactive support and information for prospective GPs in Scotland

8. Current Situation What is the current need in rural Scotland?
There are over 50 rural GPST places every year approximately only 50% fill
12 post CCT rural fellowships about 75% fill
Growing numbers of GP vacancies in rural Scotland
Significant vacancies at consultant level across rural general hospitals
Our ambition is to create more doctors who want to work in rural Scotland than we have places for
Our current system provides about half of what we need

9. Rural recruitment and retention...

10. WHO Educational recommendations
Targeted admission policies
Locate training in rural areas
Undergraduate rural exposure
UG & PG curricula to include rural topics
Tailored and accessible CPD

11. Capacity All small DGHs have medical students
All RGHs have medical students
General practice variation across health boards from 80%-<20% hosting medical students
Few community hospitals regularly have students

12. Universities Working with SG
Graduate school
Increase R&R UG education delivery by 20%
D&G and Highland supporting Longitudinal Integrated clerkship

13. Opportunity or threat
Capacity
Capability
Confidence

14. Scottish Rural Medicine Collaborative
Building on NPP and “Being Here” Local – National learning
8 NHS Boards & NES working together not against
Recruit, retain, support

15. Deliverables Evidence based recruitment strategy
Support Innovative Roles
Relocation support
Identify Educational Capacity
Increase Educational Capacity
Education Support

16. Deliverables peer support network
delivery of regular, quality-assured clinical education sessions
knowledge maintenance and up skilling
Support workforce to develop relevant competencies

17. Scottish Rural Medicine Collaborative

18. Deliverables Evidence based recruitment strategies
Support Innovative Roles
Relocation Support
Identify Educational Capacity
Increase Educational Capacity
Education Support

19. Deliverables Peer support network
Delivery of Regular quality assured educational sessions
Knowledge maintenance and up skilling

20. Moving from getting it right to making it great

21. Scottish Rural Medicine Collaborative
Project board formed
Project manager to be appointed
Work streams being prioritised