Deborah Russell|Yuejen Zhao|Steven Guthridge|Mark Ramjan|Michael Jones|John Humphreys|John Wakerman
Patterns of resident health workforce turnover and retention in remote communities of the Northern Territory of Australia, 2013–2015
Monash Health|Monash University|Northern Territory Health Services|Government of Western Australia Department of Health|Northern Territory Health Services|Government of Western Australia Department of Health|Northern Territory Health Services|Government of Western Australia Department of Health|Macquarie University|Monash Health|Monash University|Flinders University
geographical maldistribution health workforce persisting global issue linked inequitable access health services poorer health outcomes rural remote populations northern territory nt anecdotal reports suggest primary care workforce remote aboriginal communities characterised high turnover low stability high use temporary staffing however lack reliable information guide workforce policy improvements study quantifies current turnover retention remote nt communities investigates correlations turnover retention metrics health servicecommunity characteristics study used nt department health 20132015 payroll financial datasets resident health workforce 53 remote primary care clinics main outcome measures include annual turnover rates annual stability rates 12month survival probabilities median survival time point clinics median 20 nurses 06 aboriginal health practitioners ahps 22 employees 04 additional agencyemployed nurses mean annual turnover rates nurses ahps combined extremely high irrespective whether turnover defined longer working remote clinic 66 longer working specific remote clinic 128 stability rates low 20 nurses ahps remain working specific remote clinic 12 months commencing half left within 4 months nurse ahp turnover correlated workforce measures however little correlation workforce metrics health service characteristics nt governmentfunded remote clinics small experience high staff turnover make considerable use agency nurses staffing patterns also found remote settings elsewhere australia globally incur higher direct costs service provisionand therefore may compromise longterm sustainabilitybut also almost certainly contributing suboptimal continuity care compromised health outcomes poorer levels staff safety address deficiencies imperative investments implementing adequately resourcing evaluating staffing models stabilise remote primary care workforce occur matter priority