scholarly journals The influence of motivation in recruitment and retention of rural and remote allied health professionals: a literature review

2012 ◽  
Author(s):  
Narelle Campbell ◽  
Lindy McAllister ◽  
Diann S Eley
Keyword(s):  
Literature Review ◽  
Health Professionals ◽  
Allied Health ◽  
Rural And Remote ◽  
Allied Health Professionals ◽  
Recruitment And Retention

Factors that contribute to high-quality clinical supervision of the rural allied health workforce: lessons from the coalface

2019 ◽  
Vol 43 (6) ◽  
pp. 682 ◽  
Author(s):  
Priya Martin ◽  
Katherine Baldock ◽  
Saravana Kumar ◽  
Lucylynn Lizarondo
Keyword(s):  
Clinical Supervision ◽  
Health Workforce ◽  
Health Professionals ◽  
Allied Health ◽  
Rural And Remote ◽  
High Quality ◽  
Allied Health Professionals ◽  
Remote Health ◽  
Rural And Remote Health

Objective The aim of this study was to identify the factors contributing to high-quality clinical supervision of the allied health workforce in rural and remote settings. Methods This quantitative study was part of a broader project that used a mixed-methods sequential explanatory design. Participants were 159 allied health professionals from two Australian states. Quantitative data were collected using an online customised survey and the Manchester Clinical Supervision Scale (MCSS-26). Data were analysed using regression analyses. Results Supervisee’s work setting and choice of supervisor were found to have a positive and significant influence on clinical supervision quality. Supervisee profession and time in work role were found to have a negative and significant influence on the quality of clinical supervision. Conclusions High-quality clinical supervision is essential to achieve quality and safety of health care, as well as to support the health workforce. Information on high-quality clinical supervision identified in this study can be applied to clinical supervision practices in rural and remote settings, and to professional support policies and training to enhance the quality of supervision. What is known about the topic? There is mounting evidence on the benefits of clinical supervision to health professionals, organisations and patients. Clinical supervision enhances recruitment and retention of the health workforce. However, there are still gaps regarding the factors that contribute to high-quality clinical supervision, especially for rural and remote health professionals. What does this paper add? This study, the first of its kind, recruited rural and remote health professionals from seven allied health disciplines across two Australian states. It investigated the factors that influence high-quality clinical supervision in this under-resourced group. This paper outlines specific factors that contribute to clinical supervision quality for rural and remote allied health professionals. What are the implications for practitioners? Effective and high-quality clinical supervision of the rural and remote allied health workforce can enhance recruitment and retention in those areas. Healthcare organisations can facilitate effective clinical supervision delivery by using the evidence gathered in this study in clinical supervision policy, training and practice.

scholarly journals Recruiting and Retaining Allied Health Professionals in Rural Australia: Why is it so Difficult?

2004 ◽  
Author(s):  
Janet Struber
Keyword(s):  
Rural Communities ◽  
Health Professionals ◽  
Rural Areas ◽  
Allied Health ◽  
Health Service Delivery ◽  
Rural Practice ◽  
Allied Health Professionals ◽  
Attrition Rates ◽  
Recruitment And Retention ◽  
Health Related

Rural communities in Australia have particular health needs, and the recruitment and retention of Allied Health Professionals (AHPs) is a significant concern. Despite the increasing number of AHPs being trained, vacancy and attrition rates in rural areas continue to rise. Professional and social isolation combined with rapidly changing health service delivery structures are identified as major deterrents to long-term rural practice. While strategies are now being implemented, endeavours to resolve the issues lag well behind initiates offered to Medical and Nursing staff. Given the wealth of political, professional and health related issues underlying the recruitment and retention of AHPs to rural areas, total resolution of this issue may not be possible. A unified approach by AHPs combined with concerted effort and collaboration on the part of all the stakeholders may, however, allow management at a level required to sustain a viable rural AHP workforce.

Why did they leave and what can they tell us? Allied health professionals leaving rural settings

2010 ◽  
Vol 34 (1) ◽  
pp. 66 ◽  
Author(s):  
Kevin O'Toole ◽  
Adrian Schoo ◽  
Andrea Hernan
Keyword(s):  
Health Professionals ◽  
Rural Areas ◽  
Allied Health ◽  
Management Style ◽  
Work Experiences ◽  
Allied Health Professionals ◽  
Recruitment And Retention ◽  
Work Arrangements ◽  
North East ◽  
Personal Community

The aim of this paper is to explore the lack of retention of allied health professionals in rural areas in Victoria, Australia. A structured telephone interview was used to elicit responses from 32 allied health professionals from south-west, central-west and north-east Victoria about their working experiences and reasons for resignation. The data revealed that work experiences in rural areas can be summarised within three domains: organisational, professional and personal/community. Under the organisational domain the participants were mainly focussed on the way in which their work arrangements require them to be both more generalist in their approach to day-to-day work, and more expansive in shouldering management style functions in the workplace. Under the professional domain there were three major issues; clinical, career and education/training. The personal/community domain focussed on issues to do with their affinity for their workplace as well as their location in a rural place. The attempts by government to address some of the leading factors for retention of allied health professionals are perhaps too narrowly focussed on the public sector and could encompass a wider approach. What is known about the topic?Although recruitment and retention of allied health professionals in rural areas is widely discussed, the professionals have not been interviewed about their experiences once they have left rural employment. What does this paper add?This paper provides detailed insights into the reasons why allied health professionals leave their positions in rural areas and the positive and negative aspects of living and working in a rural area. The results of this study contribute to the development of better policy models for recruitment and retention of allied health professionals in rural areas. What are the implications for practitioners?The factors that influence whether allied health professionals stay or leave rural areas is of concern for health policy makers at state and federal levels. This paper provides information for the extension and development of programs to attenuate rural leakage of professionals.

scholarly journals Context Matters: Findings from a Qualitative Study Exploring Service and Place Factors Influencing the Recruitment and Retention of Allied Health Professionals in Rural Australian Public Health Services

2020 ◽  
Vol 17 (16) ◽  
pp. 5815 ◽  
Author(s):  
Catherine Cosgrave
Keyword(s):  
Public Health ◽  
Public Sector ◽  
Health Services ◽  
Health Workforce ◽  
Health Professionals ◽  
Allied Health ◽  
Public Health Services ◽  
Allied Health Professionals ◽  
Recruitment And Retention ◽  
Public Sector Health

Chronic health workforce shortages significantly contribute to unmet health care needs in rural and remote communities. Of particular and growing concern are shortages of allied health professionals (AHPs). This study explored the contextual factors impacting the recruitment and retention of AHPs in rural Australia. A qualitative approach using a constructivist-interpretivist methodology was taken. Semi-structured interviews (n = 74) with executive staff, allied health (AH) managers and newly recruited AHPs working in two rural public health services in Victoria, Australia were conducted. Data was coded and categorised inductively and analysed thematically. The findings suggest that to support a stable and sustainable AH workforce, rural public sector health services need to be more efficient, strategic and visionary. This means ensuring that policies and procedures are equitable and accessible, processes are effective, and action is taken to develop local programs, opportunities and supports that allow AH staff to thrive and grow in place at all grade levels and life stages. This study reinforces the need for a whole-of-community approach to effectively support individual AH workers and their family members in adjusting to a new place and developing a sense of belonging in place. The recommendations arising from this study are likely to have utility for other high-income countries, particularly in guiding AH recruitment and retention strategies in rural public sector health services. Recommendations relating to community/place will likely benefit broader rural health workforce initiatives.

Quality allied health clinical supervision policy in Australia: a literature review

2012 ◽  
Vol 36 (4) ◽  
pp. 461 ◽  
Author(s):  
Sue Fitzpatrick ◽  
Megan Smith ◽  
Clare Wilding
Keyword(s):  
Literature Review ◽  
Clinical Supervision ◽  
Health Professionals ◽  
Allied Health ◽  
Poor Quality ◽  
Retention Rates ◽  
Clear Understanding ◽  
Allied Health Professionals ◽  
Supervision Process

Clinical supervision is presented as a complex set of skills that may broadly apply to any and all allied health professions. However, it is also noted that a clear understanding of clinical supervision and how to implement it in allied health is currently lacking. It is argued that there is a need to reflect upon current approaches to clinical supervision amongst allied health professionals and to gain a shared understanding about what supervision involves, what effective supervision is, and what effective implementation of clinical supervision might look like. By gaining an understanding of what high quality clinical supervision is and how it is best put into practice, it is anticipated that this will form the first step in developing an understandable and useful universal supervision policy for all allied health professionals. What is known about the topic? Clinical supervision is important because it improves quality of care for clients and it may also improve staff satisfaction and retention rates and clinical governance for organisations. There is a clear need for a well-articulated supervision policy in allied health as there is currently no comprehensive and universally accepted supervision policy for this group of health professionals. What does this paper add? This literature review argues that if there is no clear supervision policy that is endorsed at a whole of health level there is a risk that disparate, haphazard, and poorly coordinated approaches to supervision may result in poor quality of supervision provision. Much of the recent literature is profession-specific; however, this paper contends that there are many possible reasons for collaboration in establishing clinical supervision in allied health. The possible barriers to implementing a universal policy are also examined. What are the implications for practitioners? This literature review will help practitioners understand the complex issues that inform the clinical supervision process and particularly those factors that affect the delivery of an excellent quality of supervision. This knowledge will help them to assess the quality of supervision they receive and provide, and may also contribute to motivation to work with colleagues to develop meritorious supervision skill.

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