Securing and retaining a mental health workforce in Far Western New South Wales

Perkins, David; Larsen, Karen Lyng; Lyle, David; Burns, Pippa

doi:10.1111/j.1440-1584.2007.00860.x

Cited by 33 publications

(59 citation statements)

References 7 publications

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“…It is possible that offering career advancement opportunities leads workers to either advance in their own agencies or seek employment at other agencies that provide better opportunities. One study conducted outside of the U.S. reported that many mental health workers leave to seek better career opportunities (Perkins et al 2007). If agencies would like to retain workers while encouraging career advancement, they could broaden advancement opportunities to include career lattices within existing CPST positions and ensure that advancement is not limited to managerial-level positions.…”

Section: Career Advancement Opportunitiesmentioning

confidence: 98%

“…Turnover, i.e., leaving one's position, has been linked to a variety of factors including a desire for better career opportunities, low pay, inadequate skills/training, inadequate benefits, and a lack of workplace supports (Baraket al 2001;Ben-Dror 1994;Jayaratne and Chess 1984;Perkins et al 2007). Currently, annual turnover rates for mental health workers are estimated at 30 % (Garner et al 2012;Gitter 2009;Rollins et al 2010).…”

Section: Introduction Turnover Among Community Mental Health Workers mentioning

confidence: 99%

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Turnover among Community Mental Health Workers in Ohio

Bukach

Ejaz

Dawson

et al. 2015

Adm Policy Ment Health

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This study examined turnover of community mental health workers in 42 randomly selected mental health agencies in Ohio. The turnover rate in 2011 was 26 %. A regression analysis indicated that agencies with lower turnover offered higher maximum pay and were smaller in size, while those offering career advancement opportunities, such as career ladder programs, had higher turnover. The findings suggest that improving wages for workers is likely to reduce turnover. It is also possible that smaller agencies have lower turnover due to stronger relationships with workers and/or more successful hiring practices. Furthermore, turnover that occurs as a result of career advancement could have positive effects and should be examined separate from other types of turnover in the future.

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Section: Career Advancement Opportunitiesmentioning

confidence: 98%

Section: Introduction Turnover Among Community Mental Health Workers mentioning

confidence: 99%

Turnover among Community Mental Health Workers in Ohio

Bukach

Ejaz

Dawson

et al. 2015

Adm Policy Ment Health

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show abstract

“…It has also been noted that existing attachments within the community, such as friends or family members, promote greater satisfaction with rural lifestyle (Perkins et al, 2007). At the same time, such attachments increase the challenges of dual relationships and personal-professional boundaries (Gillespie and Redivo, 2012).…”

Section: Factors Impacting the Satisfaction Of Rural Mental Health Prmentioning

confidence: 98%

Type of community as confounding variable in the satisfaction of rural child and youth mental health clinicians: implications for evidence‐based workforce development

Gillespie

Redivo²

2012

The Journal of Mental Health Training, Education and Practice

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About Emerald www.emeraldinsight.comEmerald is a global publisher linking research and practice to the benefit of society. The company manages a portfolio of more than 290 journals and over 2,350 books and book series volumes, as well as providing an extensive range of online products and additional customer resources and services.Emerald is both COUNTER 4 and TRANSFER compliant. The organization is a partner of the Committee on Publication Ethics (COPE) and also works with Portico and the LOCKSS initiative for digital archive preservation. AbstractPurpose -This paper seeks to present findings from a study soliciting the perspectives of child and youth mental health clinicians practising in rural/remote settings in British Columbia, Canada. Satisfaction is assessed in four areas: lifestyle, practice, preparation for practice, and fit of organizational standards.Design/methodology/approach -An online survey using a variety of closed and open-ended questions was administered to clinicians practising in four distinct settings: small rural, large rural, small remote, and large remote. Closed questions were analyzed using SPSS 17.0 while open ended questions were analyzed using manual open and axial coding.Findings -Findings indicate moderate to high levels of satisfaction in all areas. Satisfaction with rural lifestyle and professional practice was strongest for clinicians recruited from within the community. However, clinicians from small remote communities indicated much lower levels of satisfaction in all four areas.Originality/value -The study underscores the importance of understanding the diversity of rural practice settings in mental health workforce development. In particular it highlights the need for greater attention to evidence based approaches to support mental health practitioners in small remote settings.

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“…It is indeed plausible that the addition of a scholarship recipient to an area where few physicians practice will make the area more attractive for colleagues. Some of the reasons that physicians cite for their intention to leave an underserved area—heavy workloads (Charles, Ward, and Lopez 2005; Perkins et al 2007; Richards, Farmer, and Selvaraj 2005; WHO 2004), lack of contact with colleagues (Richards et al 2005; Stilwell et al 2004), lack of support from medical specialists (Kotzee and Couper 2006), and social isolation—would presumably decrease in strength if more physicians worked there (Charles et al 2005). …”

Section: The Effectiveness Of Conditional Scholarshipsmentioning

confidence: 99%

Precommitting to Serve the Underserved

Eyal

Bärnighausen

2012

The American Journal of Bioethics

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In many countries worldwide, especially in Sub-Saharan Africa, a shortage of physicians limits the provision of lifesaving interventions. One existing strategy to increase the number of physicians in areas of critical shortage is conditioning medical school scholarships on a precommitment to work in medically underserved areas later. Current practice is usually to demand only one year of service for each year of funded studies. We show the effectiveness of scholarships conditional on such precommitment for increasing physician supplies in underserved areas. Then we defend these scholarships against ethical worries that they constitute slavery contracts; rely on involuntary, biased, or unauthorized early consent by a young signatory; put excessive strains on signed commitments; give rise to domination; and raise suspicion of slavery contracts. Importantly, we find that scholarships involving far longer commitment than current practice allows would also withstand these worries. Policymakers should consider introducing conditional scholarships, including long-term versions, as a means to increasing the supply of physicians to medically underserved areas.

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Securing and retaining a mental health workforce in Far Western New South Wales

Abstract: Strategies to recruit and retain staff must take account of personal needs and aspirations. While there is room for state strategies to improve employment incentives, there is also considerable scope for local managers to improve the design and attractiveness of jobs.

Cited by 33 publications

References 7 publications

Turnover among Community Mental Health Workers in Ohio

Turnover among Community Mental Health Workers in Ohio

Type of community as confounding variable in the satisfaction of rural child and youth mental health clinicians: implications for evidence‐based workforce development

Precommitting to Serve the Underserved

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