Abstract
Background
Policy makers and rural health stakeholders are developing innovative and more efficient multidisciplinary health service models for rural Australia, such as advanced practice roles for health professionals. Many of these new models are predicated on graduate nurses and allied health professionals taking up positions in rural and remote communities however, the literature regarding non-medical graduate decision-making about work location choices is limited. To develop a comprehensive strategy to attract early career professionals to “work in the village” it is important to understand the employer perspective. A collaborative research program between three University Departments of Rural Health is examining what rural employers and health services perceive as advantages and challenges to nursing and allied health graduates “going rural”.
Methods
The paper will report on the findings from n=15 semi-structured interviews with rural and remote health service stakeholders, conducted during April and May 2016, across three States and the Northern Territory including:
• Rural and remote private and public sector employers
• Peak industry bodies for rural and remote nursing and allied health professions
Results
The results are not available at the time of abstract preparation, however it is anticipated that information will be presented from the perspective of rural and remote health service employers. It is expected that information about early career professionals will be provided including:
• the barriers and advantages of taking up positions across rural, remote and urban workplaces
• strategies to encourage choices to “work in the village”
• examples of creative and innovative actions to recruitment
• proposed new ideas.
Policy makers and rural health stakeholders are developing innovative and more efficient multidisciplinary health service models for rural Australia, such as advanced practice roles for health professionals. Many of these new models are predicated on graduate nurses and allied health professionals taking up positions in rural and remote communities however, the literature regarding non-medical graduate decision-making about work location choices is limited. To develop a comprehensive strategy to attract early career professionals to “work in the village” it is important to understand the employer perspective. A collaborative research program between three University Departments of Rural Health is examining what rural employers and health services perceive as advantages and challenges to nursing and allied health graduates “going rural”.
Methods
The paper will report on the findings from n=15 semi-structured interviews with rural and remote health service stakeholders, conducted during April and May 2016, across three States and the Northern Territory including:
• Rural and remote private and public sector employers
• Peak industry bodies for rural and remote nursing and allied health professions
Results
The results are not available at the time of abstract preparation, however it is anticipated that information will be presented from the perspective of rural and remote health service employers. It is expected that information about early career professionals will be provided including:
• the barriers and advantages of taking up positions across rural, remote and urban workplaces
• strategies to encourage choices to “work in the village”
• examples of creative and innovative actions to recruitment
• proposed new ideas.
| Original language | English |
|---|---|
| Publication status | Published - 27 Oct 2016 |
| Event | Services for Australian Rural and Remote Allied Health National Conference 2016 - Port Lincoln Hotel, Port Lincoln, Australia Duration: 27 Oct 2016 → 29 Oct 2016 |
Conference
| Conference | Services for Australian Rural and Remote Allied Health National Conference 2016 |
|---|---|
| Abbreviated title | SARRAH 2016 |
| Country/Territory | Australia |
| City | Port Lincoln |
| Period | 27/10/16 → 29/10/16 |
| Other | It takes a village |
Keywords
- Rural
- Remote
- Workforce
- Allied Health
- Early Career
- Incentives