RSS FeedHow Do You Retain Physicians in Non-Metro, or Rural Locales?
12 August 2010Recruiting physicians to smaller towns or even rural areas can be a challenge, and it’s only half the battle of physician staffing. Another key factor to maintaining a successful physician staff is retention, which can be even more difficult in some areas than in others.
Earlier this week, the Washington Post covered the story of one rural community in Virginia. Many physicians, like the family physician highlighted in the story, are attracted to jobs in rural areas due to the monetary incentives offered from the government for working in an under-served area. The majority of a physician’s student loans can be reimbursed, or “forgiven” after working in a medically underserved community for a few years after training, usually 3-5 years.
But then what happens after the three years? In the Post story, the young doctor seems ready to bolt on the last day of the third year. But she also has many reasons to stay, and her new colleagues are trying to help her realize the long-term potential for a satisfying life in a (very) small town.
Do you have a retention plan for your physicians? Below are a few tips – some are from the article, while others are from other hospital systems:
Physician satisfaction surveys – some hospitals utilize surveys to help analyze their physicians overall satisfaction with their careers and lifestyle. The surveys help the hospitals identify what they’re doing right, and where they can improve. Also, they can plan ahead for possible turnover - if a physician indicates they are very dissatisfied, the hospital can work with the physician while also making plans to recruit if needed.
Mentoring – by pairing up the new physician with another physician in the community, especially someone who has similar interests, you can help new physician form ties in the civic community and in the medical community as well. In the Post story, the young doctor’s mentor was a physician who had lived in the area for a very long time, so she can help the newcomer get more involved.
Retention Bonuses – some hospitals offer substantial retention bonuses to help physicians stay a bit longer even after their government/student loan benefits have been maximized. For example, if the government tenure requirement runs out in 3 years, the hospital may offer an additional bonus two years later, and then maybe another one down the road to keep the physician there long enough to the point where he or she will have made a life there and want to stay indefinitely.
Community Involvement / Networking, etc. – this may also fall under the mentor’s responsibility, but everyone can help the newer physicians get involved in local events, politics, hobbies, and social groups. In the Post article, colleagues even went so far as to set up the physician on a date with a man from a nearby town! The practice featured in the article truly is going the extra mile to help retain their physicians.
What measures does your facility have in place to help retain physicians? What other tips would you provide for reducing physician turnover?
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