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PREPARED BY: HARRY CUMMINGS AND ASSOCIATES WITH SUPPORT FROM SARAH CURRY Health Human Resources Study for Huron and Perth.

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Presentation on theme: "PREPARED BY: HARRY CUMMINGS AND ASSOCIATES WITH SUPPORT FROM SARAH CURRY Health Human Resources Study for Huron and Perth."— Presentation transcript:

1 PREPARED BY: HARRY CUMMINGS AND ASSOCIATES WITH SUPPORT FROM SARAH CURRY Health Human Resources Study for Huron and Perth

2 Overview Summary of Sections  Introduction  Community Profile  Inventory and Challenges  Regulated  Non-Regulated  Additional positions  Volunteers  Training  Conclusions and Recommendations  Conclusions  Recommendations  Future Directions  What’s Missing  Thank You!

3 Introduction There is an aging healthcare workforce, combined with an increased health service need for our aging communities Without qualitative and quantitative data, it is challenging to gauge the availability of services It also becomes a challenge to work with other organizations on HHR planning Because of these issues, the Huron Perth Providers Council initiated a Healthcare Human Resources Study to develop a detailed profile of the current states and composition of HHR in the area

4 Huron Perth 60% live in rural (17 people/sq km) Projected for 2022, the total population will increase 3.5% Population aged = 22% Population aged 65 + = 18% Unemployment rate = 6.8% Average income = $63,011 21% have not received a certificate, diploma or degree 12% have obtained a certificate, diploma or degree 35% live in rural (34 people/sq km) Projected for 2022, the total population will increase 3.8% Population aged = 25% Population aged 65 + = 15% Unemployment rate = 6.8% Average income = $67,241 22% have not received a certificate, diploma or degree 15% have obtained a certificate, diploma or degree Community Profile

5 Huron Perth 43% adults are considered heavy drinkers 24% smoke daily or occasionally 52% report being active or moderately active  Inactivity increases with age 48% consuming enough fruits and vegetables 41% adults are considered heavy drinkers 20% smoke daily or occasionally 48% report being active or moderately active  Men typically more overweight and obese than women 46% consuming enough fruits and vegetables Community Profile

6 EXPLORING REGULATED PROFESSIONS, NON- REGULATED PROFESSIONS, ADDITIONAL JOB CHALLENGES, VOLUNTEERS, AND TRAINING OPPORTUNITIES. Inventory and Challenges

7 Regulated 2,489 positions across 26 professions Largest profession is nursing = 57% of the workforce  Limited availability of full time positions remains a problem Physicians =118 family doctors; 70 specialists Pharmacists = 103 Massage therapists = 100 Dental hygienists = 82 Medical Lab Techs = 69 Medical Rad Techs = 57 Huron County has a higher proportion of part time positions Professionals nearing retirement = dentists, med lab techs, dietitions Younger professionals = massage therapists and dental hygienists

8 Non-Regulated Partial inventory identified 1,361 positions across 7 professions The largest is Personal Support Workers  61% of the positions  48% part time  32% full time  81% casual in community agencies Recruitment and retention challenge due to certification requirements  Reduces applicant pool Food Service Workers is the second largest (223 positions)  Every entry level position is part time  Limited and inconsistent hours present challenges Paramedics are the third largest (164 positions)  Most are full time (62%) Activation workers and Communicative Disorder Assistants  Recent introduction of the certificate requirement  Difficult to draw workers from the local population

9 Additional Challenges Additional recruitment and retention challenges were identified  Dietitians  Find it difficult to work in rural; wage gaps between hospitals and FHT  Mental health services  There is a gap in children services  Pharmacists (Family Health Teams)  Mostly part time; they can make more money in the private sector  Med Lab Technologists  Mostly part time; challenging to recruit good applicants  Social workers  Directors of care  Limited pool of qualified workers, high level of responsibility, stress, and limited remuneration  Executive directors

10 Volunteers Are an important key to any healthcare organization, however, it is becoming increasingly difficult to recruit younger volunteers The age of volunteers is increasingly Programming would be impacted (reduced or eliminated) Also a challenge to recruit volunteers to work in mental health Students do find volunteering as a good way to gain experience in the field

11 Training Many organizations offer professional development  Depends on resource and budget constraints MedQUEST camp introduces students in the area to healthcare career opportunities The Rural Work Placement program also allows students to gain experience in the field HealthKick, in partnership with Georgian College, also provides local training opportunities  PN Program  FSW

12 WHAT’S NEXT AND FUTURE DIRECTIONS IN HEALTHCARE HUMAN RESOURCES Conclusions and Recommendations

13 Conclusions In Huron and Perth, those aged 65 and over are projected to experience the greatest increase Canada’s workforce is also aging– mass exodus of workers is expected Low rate of young workers in the workforce Physicians: Intergenerational workforce  Younger physicians tend to work fewer hours and see fewer patients Nurses: nearing retirement  Lack of full time positions; wage discrepancy between settings; leadership training is lacking for LTC; LTC is not promoted or desired by nurses; NPs play a key role, although can be challenging establishing themselves

14 Recommendations Identify PD needs; coordinate resources to make sessions happen Develop rural retention strategy Develop rural volunteer strategy Develop succession plan for Family Health Team Executive Directors and other Senior Management Continue to support MedQUEST, Rural Work Placement program, and local training opportunities

15 Future Directions MOHLTC should adjust policy and provide funding to support assistant positions for Directors of Care in LTC MOHLTC should review role of RNs, RPNs, and PSWs to determine scope of practice MOHLTC, MTCU, and training institutions need to collaborate in marketing / promoting nursing career opportunities in LTC MTCU need to ensure that their courses provide orientation to the practice of nursing in rural communities  Clinical placements in rural communities

16 What’s Missing 2010 data from HealthForce Ontario More in depth review of self employed healthcare professionals Other allied healthcare professionals who provide services to the community

17 Thank You


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