Recruit and retain making it work Background and

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Recruit and retain ”making it work” Background and Introduction

Recruit and retain ”making it work” Background and Introduction

Northern Periphery and Arctic programme area 2014 -2020

Northern Periphery and Arctic programme area 2014 -2020

The diverse regions of the Northern Periphery program area share common features such as:

The diverse regions of the Northern Periphery program area share common features such as: Harsh climate conditions Sparseness of population Remoteness

Recruit and Retain 2011 -2014

Recruit and Retain 2011 -2014

Solution booklet – content • Online questionaire with 5000 answers, exploring what attracts people

Solution booklet – content • Online questionaire with 5000 answers, exploring what attracts people to rural areas • 70 structured deep interviews • 29 different products and services were designed and developed • Many of them were piloted

Business model The business model describes seven steps needed for maximum use of the

Business model The business model describes seven steps needed for maximum use of the solutions 1. Yearly wheel 2. Who are you looking for? 3. Information, info, info 4. Community engagement 5. Support staff and their families 6. You need educated and trained staff 7. Find the money to provide a high quality professional workforce

Partners Recruit and retain – Making it Work • • • NHS Highland, Scotland

Partners Recruit and retain – Making it Work • • • NHS Highland, Scotland FSA Akureyri Hospital, Akureyri, Iceland UIT- the arctic University of Norway County of Västerbotten, Centre of rural medicine Sweden Northern Ontario School of Medicine, Canada

What are the goals for our new transnational ”making it work” project In general

What are the goals for our new transnational ”making it work” project In general to implement the products and services described in R&R

From our application…. ”MIW will implement recruitment solutions at scale in five case study

From our application…. ”MIW will implement recruitment solutions at scale in five case study sites accross five countries” ”MIW applies a community focused lens to an administrative problem across multiple public and privat sector activities” ”Each inplementation model (business case) will be evaluated by a transnational group of evaluators” ”MIW can initiate significant interventions in service delivery” ”An overarching evaluation will be undertaken and used to develop a final deliverable product-Recruit and Retain Recommender(RRR)” ”The collaborative, multi-case study approach in a transnational setting allows learning and knowledge transfer of key factors for success between participating regions and beyond”

Come back to Storuman Aims • Come Back to Storuman aims to recruit university

Come back to Storuman Aims • Come Back to Storuman aims to recruit university qualified professionals to Storuman by targeting people who have had some previous association with the region (‘alumni’). • The key procedural objective of the project is to have the local government (Kommun) and county government (through the health department – Västerbottens Läns Landsting (VLL)) work together on a range of initiatives. Both organizations employ university-qualified professionals in the region, but have previously worked independently and even in competition. • In this project we use distance bridging technology in Virtual Health Rooms as a tool for health as well as for recruitment and retention

The vision • Coordinate student placements – more students, more regularly – means we

The vision • Coordinate student placements – more students, more regularly – means we can have a system to host them • Keep in touch – opportunities to come back to Storuman • Beyond medicine – help other professions implement a strategy • Beyond the sjukstuga – help the Kommun become involved • Beyond Storuman – increase capacity by involving neighbouring hospitals and Kommuner

 Outputs (Products and services) • Database of recruitment and retention strategies • Five

Outputs (Products and services) • Database of recruitment and retention strategies • Five individual case studies • Full case study evaluation • Local sustainability plans • Recruitment and Retention Recommender • Knowledge transfer tool/policy framework document

”Innovation without execution is hallucination” - Thomas Edison

”Innovation without execution is hallucination” - Thomas Edison