Important Concepts to be Discussed

2. Important Concepts to be Discussed Partnerships Volunteering Professional Mentoring Community Mentoring Orientation Welcoming Communities Integration and Settlement

3. Leadership is community specific • Town Council • Community Development Officers • RED Board • Hospital Auxiliary • Hospital Volunteer Program • Medical Services Committee & Recruiter Chair • Self Appointed Local Interest Group • Individual Volunteers • Service Club • Church Group

4. Doctors as one health professional example The number of doctors in the country has increased 7.1% and NL has more physicians now than ever before. Fewer move once they have established a practice (<1% moved to another jurisdiction in 2007)- the lowest rate in 5 years. More doctors want to practice where they train.

5. Demand is up Canadian population grew only 4.2%, so the ratio of doctors to people is up since 2003 More female doctors, reducing work hours Canadian doctors are getting older, average age 49.6 4th year in a row, the number of doctors returning to Canada to practice has been greater than the number leaving

6. Newfoundland & Labrador

7. The EXPERIENCE NL is one of 5 jurisdictions that experienced a net physician loss 85% of the decision to stay or go rests with the spouse NL recruits 100 new physicians every year Our doctors: 45% MUN graduates 14% Canadian schools 36-41% International (decreasing over time)

8. Provincial Resource to Communities Facilitator for SWAT Analysis Provincial and Regional support Press kit: How PracticeNL can help Tool kit of retention ideas Awareness campaign about retention: Website video clips, print materials Presentations to interested groups Petty cash for retention initiatives Training for volunteer mentors

9. There are many ways to organize A committee structure Community volunteer mentorship program Linking to an existing agency Adapting the “Welcoming Communities” immigration program Community “resource greeters” Paid community developer positions

10. Our NL EXPERIENCE tells us MUN grads stay longer Provincial and regional RIS bursary programs work A tendency to stay close to where you train Rural students tend to enter rural practice First impressions and word of mouth recruiting is powerful Rural training provides a community opportunity

11. Retention Toolkit

12. What’s in a “Retention Toolkit” How communities can connect with new recruits Program promotional material Selection criteria “who makes a good mentor” Training support and resources for new mentors Tips for using your community website as a retention tool Ways to fund your retention initiatives Community resources: Association for New Canadians Provincial Nominee Program Citizen and Immigration Regional Settlement Coordinators “Welcoming Communities” Program

13. MENTOR CaRMS

14. Who can be a MENTOR? • Mayors • Extra-curricular leaders (coaches, instructors) • Teachers • Educators • Realtors • Immigration attorneys • Stay-at-home parents • Local grocers • Fellow immigrant members of the community • Retirees

15. Making a “great” first impression

16. Building an “attitude” about retention Pay attention to: visiting students from MUN electives for MUN and Canadian students locum doctors who are visiting for short periods Offer summer employment to medical students in your community (funded by PracticeNL) Use site visit to profile your community Remind MUN Med Alumni of their hometown

17. GROW YOUR OWN Promote the MedQuest Program in your high schools Promote health care volunteer opportunities for youth Promote medical student visits to your high schools Advocate to make sure health professions are represented at high school career days

18. RETENTIONis everyone’s business