scholarly journals Adventures in rural and remote health services innovation: the role of researcher as collaborator

2014 ◽  
Author(s):  
Julie Kosteniuk ◽  
Debra Morgan ◽  
Joanne Bracken ◽  
Pat Kessler
Keyword(s):  
Health Services ◽  
Rural And Remote ◽  
Services Innovation ◽  
Remote Health ◽  
Rural And Remote Health

Mind the gap: is it time to invest in embedded researchers in regional, rural and remote health services to address health outcome discrepancies for those living in rural, remote and regional areas?

2019 ◽  
Vol 25 (2) ◽  
pp. 104 ◽  
Author(s):  
Anna Moran ◽  
Helen Haines ◽  
Nicole Raschke ◽  
David Schmidt ◽  
Alison Koschel ◽  
...  
Keyword(s):  
Health Outcome ◽  
Health Services ◽  
Capacity Building ◽  
Research Capacity ◽  
Knowledge Generation ◽  
Research Capacity Building ◽  
Rural And Remote ◽  
Research Activity ◽  
Remote Health ◽  
Rural And Remote Health

Research capacity building in healthcare works to generate and apply new knowledge to improve health outcomes; it creates new career pathways, improves staff satisfaction, retention and organisational performance. While there are examples of investment and research activity in rural Australia, overall, rural research remains under-reported, undervalued and under-represented in the evidence base. This is particularly so in primary care settings. This lack of contextual knowledge generation and translation perpetuates rural–metropolitan health outcome disparities. Through greater attention to and investment in building research capacity and capability in our regional, rural and remote health services, these issues may be partially addressed. It is proposed that it is time for Australia to systematically invest in rurally focussed, sustainable, embedded research capacity building.

How best to measure health workforce turnover and retention: five key metrics

2012 ◽  
Vol 36 (3) ◽  
pp. 290 ◽  
Author(s):  
Deborah J Russell ◽  
John S Humphreys ◽  
John Wakerman
Keyword(s):  
Health Services ◽  
Health Workforce ◽  
Rural And Remote ◽  
Retention Strategies ◽  
Single Measure ◽  
Worker Turnover ◽  
Comprehensive Picture ◽  
Workforce Turnover ◽  
Remote Health ◽  
Rural And Remote Health

Objective. This article identifies, critically appraises and illustrates the use of five key workforce turnover and retention metrics that are well suited for use by Australian rural health workforce planners. These are crude turnover (separation) rates, stability rates, survival probabilities, median survival and Cox proportional hazard ratios. Examples of their calculation are presented using actual data obtained from payroll records in Australian rural and remote health services. Conclusion. The use of this small number of metrics as a ‘workforce measurement package’ can help overcome many of the limitations evident when a single measure is reported in isolation, by providing a more comprehensive picture of turnover and retention patterns. We suggest that health services themselves can calculate the simplest measures, whereas regional and centralised health authorities with higher levels of expertise undertake survival analysis and comparisons of compiled data. Implications. These key metrics can be used routinely to measure baseline levels of health worker turnover and retention, to quantify important determinants of turnover and retention, and importantly, to make valid comparisons. This enables areas for improvement to be better targeted using appropriate retention strategies, and changes resulting from retention interventions to be evaluated effectively. What is known about the topic? A vast array of turnover and retention metrics has been described in the literature. However, which of these are likely to be most useful for measuring Australian rural and remote health workforce turnover and retention is not well understood. What does this paper add? In recognition of the shortcomings of using single measures in isolation, this article identifies, critically appraises and illustrates the use of five key workforce turnover and retention metrics, recommending their use as a ‘package’. What are the implications for practitioners? Regular use of the identified metrics can enable health workforce planners to recognise which areas to target for improvement, devise appropriate retention strategies and evaluate changes occurring as a result of retention incentives or interventions.

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.

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