Partnerships

Volunteering

Professional Mentoring

Community Mentoring

Orientation

Welcoming Communities

Integration and Settlement

Important Concepts to be DiscussedImportant Concepts to be Discussed

Leadership is community specificLeadership is community specific

Town CouncilCommunity Development OfficersRED BoardHospital AuxiliaryHospital Volunteer Program

Medical Services Committee & Recruiter ChairSelf Appointed Local Interest GroupIndividual VolunteersService ClubChurch Group

The number of doctors in the country has increased 7.1% and NL has more physicians now than ever before.

Fewer move once they have established a practice (<1% moved to another jurisdiction in 2007)- the lowest rate in 5 years.

More doctors want to practice where they train.

Doctors as one health professional Doctors as one health professional exampleexample

Canadian population grew only 4.2%, so the ratio of doctors to people is up since 2003More female doctors, reducing work hoursCanadian doctors are getting older, average age 49.6 4th year in a row, the number of doctors returning to Canada to practice has been greater than the number leaving

Demand is upDemand is up

Newfoundland & LabradorNewfoundland & Labrador

NL is one of 5 jurisdictions that experienced a net physician loss85% of the decision to stay or go rests with the spouseNL recruits 100 new physicians every yearOur doctors:

45% MUN graduates 14% Canadian schools 36-41% International (decreasing over time)

The EXPERIENCEThe EXPERIENCE

Facilitator for SWAT AnalysisProvincial and Regional support Press kit: How PracticeNL can helpTool kit of retention ideas Awareness campaign about retention:

Website video clips, print materials Presentations to interested groups Petty cash for retention initiatives Training for volunteer mentors

Provincial Resource to Communities Provincial Resource to Communities

A committee structureCommunity volunteer mentorship programLinking to an existing agencyAdapting the “Welcoming Communities” immigration programCommunity “resource greeters”Paid community developer positions

There are many ways to organizeThere are many ways to organize

MUN grads stay longerProvincial and regional RIS bursary programs workA tendency to stay close to where you trainRural students tend to enter rural practiceFirst impressions and word of mouth recruiting is powerfulRural training provides a community opportunity

Our NL EXPERIENCE tells usOur NL EXPERIENCE tells us

Retention ToolkitRetention Toolkit

How communities can connect with new recruits Program promotional material Selection criteria “who makes a good mentor” Training support and resources for new mentors Tips for using your community website as a retention tool Ways to fund your retention initiatives Community resources:

Association for New Canadians Provincial Nominee Program Citizen and Immigration Regional Settlement Coordinators “Welcoming Communities” Program

What’s in a “Retention Toolkit”What’s in a “Retention Toolkit”

MENTORMENTOR

CaRMSCaRMS

Who can be a MENTOR?Who can be a MENTOR?

MayorsExtra-curricular leaders (coaches, instructors)Teachers Educators Realtors

Immigration attorneysStay-at-home parents Local grocersFellow immigrant members of the communityRetirees

Making a “great” first impressionMaking a “great” first impression

Pay attention to: visiting students from MUN electives for MUN and Canadian students locum doctors who are visiting for short periods

Offer summer employment to medical students in your community (funded by PracticeNL)Use site visit to profile your communityRemind MUN Med Alumni of their hometown

Building an “attitude” about retentionBuilding an “attitude” about retention

Promote the MedQuest Program in your high schoolsPromote health care volunteer opportunities for youthPromote medical student visits to your high schoolsAdvocate to make sure health professions are represented at high school career days

GROW YOUR OWNGROW YOUR OWN

RETENTION is everyone’s businessRETENTION is everyone’s business