Topics to Cover Where to Start – Accountability, Community, and Attitude Information & Research Goals, Targets & Strategy Attracting the Right Physician Payments, Incentives, Contracts &Guarantees Collaborating & Relationships Financial Requirements & Economics
Background In October 2008 Spiritwood hospital was temporarily shut - lack of physicians for call In January 2010, 2 existing physicians left In May 2010 the health region stated that additional services would be cut
Background In May 2010 - Northern Lakes Health Committee (NLHC) – a group of people from the surrounding communities We said that if we are going to do this, we have to be the smartest, most educated community group that has ever done this In September 2010 we formally started the physician recruitment process Have 1 physician & 2nd will be starting soon
Accountability Nobody is going to have a vested interest in physician recruitment like you Nobody is motivated to fix your situation like you are Petitions are like ‘white noise’ to politicians Pointing fingers shouting ‘fix this for us’ will not work Hard work and dedication will create results
Community Participation Itis a big job - need minimum 15+ people Need a cross section of people with resources – time, money, expertise, skills Commitment Resilience & Determination EVERYONE HAS TO BE WORKING TOGETHER!!!
Selective Listening More negative than positive messages Everyone has an opinion The word ‘never’ overused Listen with the intention of understanding and not adopting History,…and more history,…and more history – meant to be a learning tool, not a road bock
Attitude is Everything Physician recruitment is harder than I thought it would be,…and WAY harder than it needs to be Our mantra has always been FAILURE IS NOT AN OPTION
Where we started Health Care System Political Systems Communications PAPHR (Prince Albert Parkland Health Region) Spiritwood Health Complex Partnerships and Collaborating Physician Recruitment Clinic Models and Options Demographics
Information You Need Physicians– what resources are available and what is the payment model? What is your population coverage? What affect does industry & tourism have on health care needs? (numbers and data) What health care resources do you have? (primary health care team) You need hard data, opinions do not count
Information on Politics The system is layered with politics – you need to understand where you fit in Provincial healthcare strategy – where are they heading? Where do you (rural) fit in? Health Region strategy – where do you fit in? MLA & MP – how can they lend support? Local municipal politics of the region
The Players in the SystemKnow how the different players will affectyour physician recruitment efforts Health Region CPSS – College of Physicians & Surgeons of Saskatchewan SaskDocs (Physician Recruitment Agency of Saskatchewan) Ministry of Health
Setting Goals & Targets What exactly are you trying to accomplish? Be VERY specific! Is it all about physician recruitment? Or it that just a part of your strategy? What are your timelines? What financial resources do you have? Create your strategy – be sure that it is in alignment with the provincial and regional strategies
Recruitment Options Recruitment Agencies Referrals from existing physicians Sask Docs (PRAS) Sourcing from health regions Students – future doctors Internal movement (within Canada) Expats – Canadians moving back home
Attracting the right physicianStop apologizing for what you are not!!!Profile your community (write your own) What are your strengths? What are the attractions and activities? What does it feel like to be a part of your community? Why would a physician be lucky and privileged to be a part of your community? This is not a time to be modest!!
Physician Attributes: What kind of physician would love to be in your community? What are their values? Safety? Family Friendly? Community Based? Outdoors and Active? Sports and Recreation? Not all physicians are best fit for rural – but we don’t need ‘all’, we just need a few.
Physician Attributes What do you expect from a physician? What values does the community have? What is the community expecting from a physician? Does the physician fit your long term strategy for health care in your community?
Bonus Payments & Incentives We do not pay bonus payments – feel that if the physician is coming just for the bonus payment, then they are coming for the wrong reasons We pay 6 months housing and vehicle Assist with medical licensing for 1 year Community integration (banking, events, clubs, etc)
Contracts & Guarantees Contracts signed from physicians for community guarantee – we did not do. Research found them to be ineffective. Surrender to the fact that there are no guarantees in physician recruitment or any other kind of employee recruitment.
How long are you going tostay? Will you stay?? WILL YOU STAY??? Expect physician turnover – it is normal, natural, and a part of doing ‘business’ It is not an insult, it is an evolution of their career Turnover is decreased by a balanced and enhanced life.
Timelines Be proactive Rules are continually changing – it’s a continual moving target Finding the right candidate, interview & screening, exams, LMO, Visa, into SIPPA process Could be anywhere from 8-20 months (new changes??)
Collaborating Rural communities have to work together With surrounding communities With other communities with physicians Municipalities – towns, villages, RM’s First Nations communities – Federal Community service groups Economic development groups
Building Relationships Relationships are key Existing physicians (if you have) Regional Board Regional Recruitment Staff (if avail) Local Stakeholders Regional Managers (that are involved) Politicians
Financial Requirements Physician recruitment – if you use recruitment agency Physician Placement–house/vehicle/other Clinic & Operations (if you choose to)
Economics of Healthcare –Community Perspective If a physician sees between 30 patients in a day, and each person spends $100 (pharmacy, fuel, groceries, etc) while in the community (region), financial impact is $780,000 per year Without medical services the community will lose that economic basis. Local economy is greatly affected.
Conclusion Physician recruitment takes work and dedication but it is worth it Finding physicians that want to come to rural Saskatchewan was not as hard as getting them through the ‘system’ Be proactive Push status quo to make it work in todays environment Be willing to think outside the box Leave hockey at the rink – join forces with surrounding communities and leverage your power/influence by working together
Conclusion Expect Challenges Celebrate Wins Don’t fight the system, work persistently with it Build relationships Don’t apologize for being rural – be proud of who you are and what you stand for
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Stay in TouchThank you for joining us! Elements Management Accounting & Consulting Tracy Schira-Parker, B.Comm, CMA Certified Management Accountant PO Box 662, Spiritwood, SK. S0J 2M0 firstname.lastname@example.org o. 306.883.2670 c. 306.883.7080