A conceptual model for recruitment and retention: Allied health workforce enhancement in Western Victoria, Australia

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.

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Survey of the rural allied health workforce in New South Wales to inform recruitment and retention

Australian Journal of Rural Health ◽

10.1111/j.1440-1584.2010.01175.x ◽

2011 ◽

Vol 19 (1) ◽

pp. 38-44 ◽

Cited By ~ 50

Author(s):

Sheila Keane ◽

Tony Smith ◽

Michelle Lincoln ◽

Karin Fisher

Keyword(s):

Health Workforce ◽

Allied Health ◽

New South ◽

New South Wales ◽

Recruitment And Retention ◽

South Wales

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SARRAH: Recruitment and retention of allied health workforce

Australian Journal of Rural Health ◽

10.1111/j.1440-1854.2005.00699.x ◽

2005 ◽

Vol 13 (3) ◽

pp. 198-198

Author(s):

Owen Allen

Keyword(s):

Health Workforce ◽

Allied Health ◽

Recruitment And Retention

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

Australian Health Review ◽

10.1071/ah17258 ◽

2019 ◽

Vol 43 (6) ◽

pp. 682 ◽

Cited By ~ 3

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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Improving health workforce recruitment and retention in rural and remote regions of Nigeria

Rural and Remote Health ◽

10.22605/rrh1319 ◽

2010 ◽

Author(s):

Niyi Awofeso

Keyword(s):

Health Workforce ◽

Rural And Remote ◽

Recruitment And Retention

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Marŋgithirri guŋga’yunarawu ga guŋga’yunyarawu marŋgithinyarawu Learning to connect and connecting to learn: Preparing the rural and remote allied health workforce through a co‐created student‐implemented service in East Arnhem, Australia

Australian Journal of Rural Health ◽

10.1111/ajr.12813 ◽

2021 ◽

Author(s):

Katrina Bird ◽

Kylie Stothers ◽

Emily Armstrong ◽

Eunice Djerrkŋu Marika ◽

Murphy Dhayirra Yunupingu ◽

...

Keyword(s):

Health Workforce ◽

Allied Health ◽

Rural And Remote

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The interface of health support workers with the allied health professions

Support Workers and the Health Professions ◽

10.1332/policypress/9781447352105.003.0006 ◽

2020 ◽

pp. 101-124

Author(s):

Susan Nancarrow

Keyword(s):

United Kingdom ◽

Health Workforce ◽

Allied Health ◽

Health Professions ◽

Allied Health Professions ◽

The United Kingdom ◽

Different Types ◽

Challenges And Opportunities ◽

Health Support ◽

Professional Project

The chapter begins by describing the allied health workforce, before exploring from a neo-Weberian perspective the development of the support workforce associated with the allied health professions with a focus on the United Kingdom and Australia – not least by considering the reasons for introducing a support workforce, the contexts in which it is used, the negotiation of its boundaries, and the challenges and opportunities for allied health professions and its support workforce. In particular, this chapter claims that the heterogeneous allied health support workforce has evolved through two models, with different types of workers. The first is the profession-led model, which supports the neo-Weberian idea of the professional project, in which allied health professions developed support roles to expand and maintain their market monopoly and autonomy in niche areas. The second is the managerial model, which instead privileges the ‘patient-centred’ goals of increasing role flexibility by recognising and rewarding individuals’ skills and competencies and working across traditional professional and organisational boundaries. The chapter finally outlines some of the key challenges to allied health support workforce going forward.

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