Table 4

Recruitment and Retention Strategies with Medium or Low Importance and Feasibility

O

I

F

Recruitment and Retention Area

STRATEGIES

Theme


13

12

8

Sense of empowerment

Focus on sense of empowerment by involving rehab professionals in the development of strategies that promote healthy work environments.

Quality of Worklife & Work Environment


14

8

12

Team work

Develop positive relationships between staff by way of team-work and team-building exercises.

Quality of Worklife & Work Environment


14

8

12

Participatory decision-making systems

Develop participatory decision-making systems. This could include: adopting team-models of work; flattening organizational hierarchies; and decentralizing authority.

Quality of Worklife & Work Environment


15

13

9

Rural working conditions

Improve working conditions for rural rehab professionals. Examples could include: providing a coordinated solution to assist with coverage for leave and continuing education; and reducing unreasonable caseload and travel expectations.

Quality of Worklife & Work Environment


16

9

10

Work-life balance

Recognize balance between the employee's work and family demands. Examples could include: liberal and flexible vacation and time-off policies; and employee requests for change in work schedules to enable personal commitments to be met.

Quality of Worklife & Work Environment


16

9

11

Feeling valued as an employee

Create an environment where all staff are valued for their knowledge skills and personal qualities. Examples could include: developing effective staff involvement activities; and providing opportunities for all staff to develop personally improve their skills gain relevant qualifications to progress.

Quality of Worklife & Work Environment


17

10

10

Optimize scope of practice

Enhance opportunities for professionals to work to optimal scope of practice. This will ensure the system's capacity to meet local patient and population health needs.

Workload & Skill Mix


18

11

13

Work-management autonomy

Provide flexible work-management autonomy. Examples could include: giving employees the independence (and accountability) to implement what they feel are the best solutions to the challenges they face; enabling staff to work with a variety of clients in diverse settings; and changing caseload if appropriate.

Quality of Worklife & Work Environment


19

14

14

Collaborative practice liability and accountability

Professional liability protection organizations, government regulators and patient safety organizations should resolve concerns about liability and accountability in collaborative practices. This will enhance patient safety risk management and teamwork in collaborative practice environments.

Workload & Skill Mix


20

16

14

Recruit international trained therapists

Recruit overseas trained rehab professionals.

Workload & Skill Mix


21

15

15

Junior rotational scheme

Develop a junior rotational scheme giving staff the opportunity to work in different settings (i.e. acute and community).

Workload & Skill Mix


22

16

16

Competitive benefit packages

Provide competitive compensation packages for benefits. Examples could include: providing comprehensive benefits packages; increasing contribution by the employer to benefit packages for longer-term employees; and offering the same benefits to all staff regardless of employment terms.

Financial Incentives & Marketing


23

17

18

Interprofessional payment schemes

Accelerate the shift to provider payment schemes that stimulate interprofessional teamwork.

Financial Incentives & Marketing


24

18

19

Family leave

Improve and maintain the health of rehab professionals by employing strategies to address absenteeism. Examples could include: providing assistance with childcare and eldercare; offering life and career counseling sabbaticals or temporary leaves; and access to recreation facilities and other mechanisms for stress reduction.

Quality of Worklife & Work Environment


25

20

17

Staff recognition

Develop staff recognition programs/initiatives. Examples could include: developing long-term service awards and/or achievement awards; and providing social outings annual BBQs and holiday parties.

Financial Incentives & Marketing


25

19

20

Provincial health professional recruiter

Develop a Provincial Health Professional Recruitment position (i.e. act as a provincial representative at job fairs implement a provincial web-site for recruitment develop marketing tools etc.)

Financial Incentives & Marketing


26

21

21

Word of mouth

Network with other agencies professional groups business associations and chamber of commerce to advertise jobs find recruits via word-of-mouth references and identify human resources that can be shared.

Financial Incentives & Marketing


26

21

21

Bursary programs and Retention bonuses

Create bursary programs and retention bonuses to target difficult to recruit rehab professionals in locations throughout the province.

Financial Incentives & Marketing


27

21

24

Exchange employment opportunities

Investigate rotating exchange employment opportunities in workplaces where there is little opportunity for change (permit health professionals opportunity to work in an alternative setting for a selected time period).

Quality of Worklife & Work Environment


28

22

22

Health promotion

Improve and maintain the health of rehab professionals by developing innovative health promotion strategies. For example provide facilities and counseling to rehab professionals to assist with their healthy lifestyles.

Quality of Worklife & Work Environment


29

23

22

Retention workshops/conferences

Present an interactive conference/workshop on the concept of retention management featuring innovative retention practices. This conference should identify best practices and research-based strategies on organizational programs and policies that can increase hospital retention rates.

Quality of Worklife & Work Environment


30

23

23

80–20 staffing model

Evaluate the 80–20 staffing model for rehab professionals over age 55 in hospitals (i.e. Spend 20% of their time on learning new skills and training others and 80% doing clinical work).

Financial Incentives & Marketing


31

23

24

Research on work environments and lifestyle

Improve and maintain the health of rehab professionals by conducting research regarding their work environments and lifestyles and their effect on the physical and mental health status.

Quality of Worklife & Work Environment


32

24

24

Recruitment agencies

Use professional recruitment agencies especially during periods of high turnover.

Financial Incentives & Marketing


33

24

25

Recruitment bonuses

Provide recruitment bonuses for employees who recommend people who subsequently get hired by the agency.

Financial Incentives & Marketing


O = Overall Ranking; I = Importance Ranking; F = Feasibility Ranking

Tran et al. BMC Health Services Research 2008 8:249   doi:10.1186/1472-6963-8-249

Open Data