The study identified five major themes impacting AHP retention: personal factors, workload and type of work, continuing professional development (CPD), the impact of management, and career progression. These themes encompass both 'pull' factors that encourage AHPs to stay and 'push' factors that drive them away.
Personal Factors
Personal factors play a significant role in the decision to stay or leave rural practice. Practitioners often cite the rural lifestyle, family ties, and community engagement as strong 'pull' factors. Conversely, lack of employment opportunities for spouses, inadequate quality of secondary schools, and limited social opportunities are notable 'push' factors.
Workload and Type of Work
Workload and the nature of work are critical. AHPs appreciate the variety and challenge of generalist practice in rural settings, which often includes advanced work roles. However, unmanageable workloads and crisis-mode service delivery can lead to burnout and attrition.
Continuing Professional Development (CPD)
Access to CPD is a crucial factor for retention. The study found that limited CPD opportunities due to high costs, travel time, and lack of management support significantly impact job satisfaction. CPD is essential for professional growth, reducing isolation, and maintaining up-to-date clinical skills.
The Impact of Management
Effective management is vital for retaining AHPs. Supportive line managers who advocate for their staff's professional development and provide flexible work hours can significantly improve job satisfaction. Conversely, poor management practices and inadequate resource allocation are major 'push' factors.
Career Progression
Opportunities for career advancement, recognition, and appropriate remuneration are essential for retaining AHPs. The study highlights the need for structured career paths that reflect the unique challenges and rewards of rural practice.
Recommendations for Practitioners and Administrators
Based on the study's findings, here are some actionable recommendations:
- Engage local communities to support AHPs and promote the benefits of rural living.
- Increase access to CPD through travel subsidies, locum backfill, and strong management support.
- Develop regional professional networks to reduce isolation and provide peer support.
- Invest in IT infrastructure to facilitate online and blended learning models for CPD.
- Ensure management practices are supportive, transparent, and advocate for appropriate resource allocation.
- Create structured career paths that offer recognition, advanced work roles, and competitive remuneration.
By implementing these strategies, practitioners and administrators can create a more supportive and sustainable environment for AHPs in rural areas, ultimately improving healthcare outcomes for these communities.
To read the original research paper, please follow this link: Retention of allied health professionals in rural New South Wales: a thematic analysis of focus group discussions.
