Provider Recruitment and Retention

How do you recruit and retain healthcare providers in rural communities when you must compete with urban facilities?  As many of you know, the provider situation is likely to get worse in the future before it gets better.  Bloggers are posting about provider shortages all around the country, including pharmacists, surgeons, and primary health care.  There are programs that specifically target rural and other areas experiencing provider shortages, primarily loan forgiveness and scholarship programs.  It’s important to become familiar with resources that can assist you with recruitment.

 

  • The competitive Nursing Education Loan Repayment Program pays 60 percent of education loans of registered nurses in exchange for two years of service at a critical shortage facility.  Participants may be eligible to work a third year and receive an additional 25 percent of the remaining loan balance.  The application deadline is March 2.

  • The Health Careers Foundation sponsors scholarships and low interest loans for a variety of health care occupations, including nurses, dieticians, and physical and occupational therapists.  The application deadline is April 1.

  • The Indian Health Service is currently accepting applications for their Loan Repayment Program.  The LRP estimates education loan repayment awards will average $44,740.  Awards are made in return for two years of service in an  Indian health program.  A wide range of positions are eligible for an award, including physicians, dentists, radiology technicians, pharmacists and nurses.  The IHS maintains a database of job vacancies.  More information is available in the Federal Register or contact the IHS at 301-443–3396.  The application deadline is September 30, but funds are limited to a first come, first serve basis.
  • The Office of Rural Health administers the Wisconsin Health Professions Loan Assistance Program.  The HPLAP awards up to $50,000 for education loan repayment to physicians, dentists, advance practice nurses and dental hygienists who agree to practice for three years in a federally designated health professional shortage area.  See our website for more information, including the online application, or contact Kevin Jacobson (me!).  The application deadline is November 2. 

February 11, 2009  Tags: , , , ,   Posted in: Program Updates, Provider Loan Repayment

2 Responses

  1. rdjfraser - February 11, 2009

    I don’t think offering money is a long-term solution. If someone wants to pay off debt, they may wish to come there for a while, but will leave quickly afterwards, or once required time is repayed. Innovative and supportive environments however may be a way to draw a crowd. By this I mean supporting, education, research and good work-life balance. Both new and experienced professionals a drawn towards professional development opportunities. So if rural organizations give them support to be part of projects, research or programs they will want to become part of that team, not move to a high salary. Also, these innovations provide the possibility to present at conferences, write research and discuss ideas with other stakeholders. All of those things many be something that many draw providers to these rural places.

    My experience is this, I moved to the city to gain experience and come across many different ideas and to have opportunities. If programs in rural areas were openly offering programs with specific unique opportunities, combine with the nicer work-life conditions they may be able to draw more people to those areas. Instead of funding salary increases, maybe increasing eduational funds and research programs could also recruit and retain these individuals.

    Just a few thoughts,
    Rob Fraser
    @rdjfraser
    http://nursingideas.ca

  2. KJacobson - February 11, 2009

    Rob,

    Thanks for the comments. I agree completely that recruitment programs are only part of the solution. Retention is also important, and you address that well. I do feel that financial recruitment incentives are important to get providers into communities where they may not otherwise consider working. It’s then up to the organization AND community to provide the proper atmosphere/working conditions (including salary) to induce them to stay after their service obligation. We take those “inducements” into account when deciding our loan assistance awards here in WI and recognize that they’re a vital part of retention. I’d say that all organizations want providers who will remain working in their community after their obligation. However, it seems that not all organizations and communities get it–neither the importance of career development opportunities nor how to market their organization or community to prospective providers, for lack of a better term.

    BTW, an interesting study from a few years ago found that loan repayment programs were significantly better than some other recruitment programs (scholarships, service obligations) as far as retention.

    Thanks again for the comment. Like your webiste!

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