Recruitment and Retention for Rural Health Facilities – Models and Innovations
These stories feature model programs and successful rural projects that can serve as a source of ideas and provide lessons others have learned. Some of the projects or programs may no longer be active. Read about the criteria and evidence-base for programs included.
Other Project Examples
Added January 2020
- Need: Strategies to recruit and retain providers to practice in rural settings.
- Intervention: A traveling one-day workshop was designed to share ideas and firsthand accounts on successful strategies on how to create "Safe Sites" for new recruits.
- Results: So far, workshops have trained over 185 hospital administrators, board members, and rural hospital recruiters.
Updated/reviewed October 2019
- Need: Physicians to serve in an increasingly diverse population in rural Kansas.
- Intervention: Kearny County Hospital changed their recruitment model to include paid time off for doctors and midlevel providers to serve as international service workers, as well as medical school loan forgiveness.
- Results: Kearny County Hospital has re-opened their services to out-of-county patients and are receiving an increase in applications from medical providers.
Updated/reviewed January 2019
- Need: Localized specialty and surgery services for residents in rural northeastern South Dakota and western Minnesota.
- Intervention: Prairie Lakes Healthcare System expanded their services by recruiting specialty physicians and networking with regional community hospitals to increase patient referrals.
- Results: Patients receive surgery and specialized care closer to home through Prairie Lakes' 26 specialty medical providers and more than 20 specialty services.
Updated/reviewed December 2018
- Need: Hawaii is experiencing a huge shortage of family medicine physicians.
- Intervention: The Hawai'i Island Family Medicine Residency (HIFMR) program uses an interprofessional team-based approach so residents learn how to care for many types of patients in different healthcare settings.
- Results: In 2017, the first class of residents graduated from a fully accredited program as Board-certified Family Medicine physicians. There were over 1,000 applicants to the residency program, and the residency increased its complement from 4 to 6 residents per year.
Updated/reviewed April 2018
- Need: To address the increasing need for healthcare providers in the rural and underserved areas of Tennessee.
- Intervention: The Tennessee Rural Partnership was created to assist in the recruitment, placement, and retention of physicians and healthcare professionals.
- Results: As of 2016, more than 120 primary care providers have been placed in 70 rural Tennessee communities. In 2018, the entity's name changed to "Tennessee Center for Health Workforce Development."
Updated/reviewed March 2018
- Need: Assistance for Midwest rural physicians who are experiencing burnout due to heavy workload, lack of staff, limited resources, and stress related to the use of electronic medical records.
- Intervention: Through a variety of methods, Avera LIGHT comes alongside of providers to prevent and treat physician burnout and support their physical, emotional, and spiritual health.
- Results: Physicians who have been on the brink of quitting because of burnout have stayed on staff as a direct result of executive coaching through Avera LIGHT. The program has helped to build a culture of wellness where providers are encouraged to be proactive in reaching out for help.
Updated/reviewed December 2017
- Need: Recognizing the need to increase emergency response times, rural Nevada struggled to recruit and retain EMTs, AEMTs, and Paramedics.
- Intervention: Great Basin College created the EMS program to recruit and train new EMTs and paramedics.
- Results: The program has now trained hundreds of state-certified EMTs and AEMTs in rural Nevada.
Last Updated: 1/13/2020