Identification of recruitment and retention strategies for rehabilitation professionals in Ontario, Canada: results from expert panels

Tran, Diem; Hall, Linda M.; Davis, Aileen M.; Landry, Michel D.; Burnett, Dawn; Berg, Katherine; Jaglal, Susan

doi:10.1186/1472-6963-8-249

Cited by 33 publications

(33 citation statements)

References 32 publications

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“…While effective health human resources planning is often said to require assessing optimum levels of supply to meet needs, 4,6,10 it is important to know what influences distribution patterns in the event that policy makers want to influence those patterns in the future.…”

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confidence: 99%

The Distribution of Physiotherapists in Ontario: Understanding the Market Drivers

Holyoke

Verrier²,

Landry

et al. 2012

Physiotherapy Canada

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Purpose: To understand the factors that affect the distribution of physiotherapists in Ontario by examining three potential influences in the multi-payer physiotherapy (PT) market: population need, critical mass (related to academic health science centres [AHSCs]), and market forces. Methods: Physiotherapist density and distribution were calculated from 2003 and 2005 College of Physiotherapists of Ontario registration data. Physiotherapists' workplaces were classified as not-for-profit (NFP) hospitals, other NFP, or for-profit (FP), and their locations were classified by census division (CD) types (cities and counties). Results: Physiotherapist density varied significantly and distribution was neither uniformly responsive to population need, nor driven primarily by market forces. The largest factor was an AHSC in a CD; physiotherapists locate disproportionately in NFP hospitals in AHSCs rather than in the growing FP sector. Conclusions: While some patterns can be discerned in the distribution and densities of physiotherapists across Ontario, further work needs to be done to identify why population need and market forces appear to be less influential, and why CDs with AHSCs are so attractive to physiotherapists. With this additional information, it may be possible to identify ways to influence uneven distribution in the future.Key Words: delivery of health care market; health manpower; policy; demography. RÉ SUMÉObjectif : Comprendre les facteurs qui affectent la ré partition des physiothé rapeutes en Ontario en analysant trois influences potentielles dans le marché de la physiothé rapie à payeurs multiples, soit les besoins de la population, la masse critique (lié e aux centres universitaires de sciences de la santé ) et les forces du marché . Mé thode : La ré partition et la densité de physiothé rapeutes ont é té calculé es pour les anné es 2003 et 2005 à partir des donné es d'inscription à l'Ordre des physiothé rapeutes de l'Ontario. Les milieux de travail des physiothé rapeutes ont é té classé s par caté gories : hô pitaux à but non lucratif (HBNL) ou autres milieux à but non lucratif (BNL) ou à but lucratif (BL). Leurs emplacements ont ensuite é té classé s par types de division du recensement (villes ou comté s). Ré sultats : La densité de physiothé rapeutes varie considé rablement et leur ré partition n'é tait ni unilaté ralement dé finie en fonction des besoins de la population, ni motivé e principalement par les forces du marché . Le plus important facteur é tait un centre universitaire de sciences de la santé dans une division du recensement; les physiothé rapeutes sont pré sents de maniè re disproportionné e dans les hô pitaux à but non lucratif de tels centres universitaires au lieu d'ê tre dans le secteur en croissance des cliniques à but lucratif. Conclusions : Bien que certains modè les peuvent ê tre dé gagé s dans la ré partition et la densité des physiothé rapeutes en Ontario, d'autres recherches devront ê tre entreprises afin de pré ciser pourquoi les besoins de la population et les forc...

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confidence: 99%

The Distribution of Physiotherapists in Ontario: Understanding the Market Drivers

Holyoke

Verrier²,

Landry

et al. 2012

Physiotherapy Canada

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“…Educational programs on caring for aging adults for medical students and residents have been shown to have a positive effect on knowledge and attitudes toward geriatric care (Hayashi, DeCherrie, Ratner & Boling, 2009). Recruitment and retention strategies for rehabilitation professionals, including PTs, in Ontario, Canada, were identified as: quality of worklife, work environment, financial incentives, marketing, and professional development (Tran et al, 2008).…”

Section: The Minimum Data Set (Mds) Is the Assessment Tool Used In mentioning

confidence: 99%

Characteristics of Geriatric Practice Settings That Attract and Retain Physical Therapists

Collins

2012

Physical & Occupational Therapy In Geriatrics

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The purpose of this study was to determine the characteristics of geriatric practice settings that attract and retain physical therapists (PTs). The study was an electronic survey of active PT members of the Section on Geriatrics of the American Physical Therapy Association (APTA) with a current email address. The electronic survey yielded 768 completed surveys, resulting in a response rate of 17%. Therapists were attracted to a geriatric practice setting for the patient population. A majority of therapists continue to work in a geriatric practice setting because of: pride in their work, relationships they have with their patients/caregivers, control over day-to-day work decisions, and salary. All survey responses were statistically significant p < 0.01. Even though PTs practicing in geriatric settings are the highest-paid therapists according to the APTA, salary is not what will recruit and retain therapists to geriatric practice settings.

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“…There is little commentary in the literature of the challenges and benefits to workplace-based rehabilitation providers, such as staff retention, or to rehabilitation professionals, such as the nature of the client-practitioner relationship, in working under the various payment systems. The rehabilitation industry is known for the challenges it faces with recruitment and retention of rehabilitation professionals and of worker dissatisfaction [21,[45][46][47][48]. Given that the retention of a skilled rehabilitation workforce and professional autonomy are central concerns in the delivery of universally accessible and effective rehabilitation services, it is timely that an examination is made of the links that may exist between the compensable injury payment systems and the delivery of optimum rehabilitation care.…”

Section: The Need For Researchmentioning

confidence: 99%

Rehabilitation of compensable workplace injuries: effective payment models for quality vocational rehabilitation outcomes in a changing social landscape

Matthews¹,

Hanley²,

Lewis³

et al. 2014

Disability and Rehabilitation

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Available but limited evidence suggests that payment models providing financial incentives for stakeholder-agreed vocational rehabilitation outcomes tend to improve service effectiveness in workers' compensation settings, although there is little evidence of service quality or client satisfaction. Working in a system that identifies payments for stakeholder-agreed outcomes may be more satisfying for rehabilitation practitioners in workers' compensation settings by allowing more clinical autonomy and innovative practice. Researchers need to work closely with the compensation and rehabilitation sector as well as governments to establish robust evidence of the benefits and costs of payment models, from the perspectives of clients/consumers, funders, service providers and rehabilitation professionals.

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Identification of recruitment and retention strategies for rehabilitation professionals in Ontario, Canada: results from expert panels

Cited by 33 publications

References 32 publications

The Distribution of Physiotherapists in Ontario: Understanding the Market Drivers

The Distribution of Physiotherapists in Ontario: Understanding the Market Drivers

Characteristics of Geriatric Practice Settings That Attract and Retain Physical Therapists

Rehabilitation of compensable workplace injuries: effective payment models for quality vocational rehabilitation outcomes in a changing social landscape

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