Comments on: Provider Recruitment and Retention http://www.worh.org/CommunityBlog/2009/02/provider-recruitment-and-retention/ A Source for Information and Resources for Rural Communities by Kevin Jacobson, Wisconsin Office of Rural Health Sun, 04 Dec 2011 22:12:04 +0000 hourly 1 http://wordpress.org/?v=3.3.1 By: KJacobson http://www.worh.org/CommunityBlog/2009/02/provider-recruitment-and-retention/comment-page-1/#comment-1337 KJacobson Wed, 11 Feb 2009 19:52:29 +0000 http://www.worh.org/CommunityBlog/?p=352#comment-1337 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! 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!

]]> By: rdjfraser http://www.worh.org/CommunityBlog/2009/02/provider-recruitment-and-retention/comment-page-1/#comment-1336 rdjfraser Wed, 11 Feb 2009 18:34:11 +0000 http://www.worh.org/CommunityBlog/?p=352#comment-1336 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 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

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