1. Barriers and Solutions to Preceptor Recruitment and Retention Your Thoughts

2. Solutions to Recruitment Increasing FP are becoming employed, having to work with systems Develop strategies to work with the systems in addition to the individual How to match a student to a preceptor that wants a specific student No more stem cells makes us sad Short rotation time of FM clerkship – constant turnover, hard to nuture a relationship, thinking about more LIC and opportunities in systems to create pipelines for students to return multiple times Curriculum transformation – what to recruit for?

3. Solutions to Recruitment Top down emphasis – CEO buy in, important for them to understand pipeline issues Prioritize continuity over novelty, help students become more active members of the clinical community Restrictions on taking in vs out of state students – no good solutions for this Hospital affiliation shifting EMR training, other training to go to clinical sites – prep students ahead of time (unified training?) See more patients and keep office manager happy – empower manager affiliation, getting discounts at school, clinical faculty appointments for preceptors Medical student as helper – give check out paperwork Make primary care relevant to other specialties

4. Solutions to recruitment Befriend your office manager Connecting needs/stresses of office to resources that may be available at school (business students?) Use students as recruiters Student housing – AHEC Reach-back – go back to the students who were at your school and now are faculty to get them to be your preceptors

5. Solutions to Recruitment How to motivate colleagues of a preceptor How to change school mission New preceptors – how to empower them to feel expert and to share knowledge Continuity of site, team, community, etc benefits students and preceptors Get students into sites earlier in 1+2 nd years, form completion, patient navigation, etc

6. Solutions to Retention Preceptor burnout – can we stagger the schedule so they don’t have to teach every single day Validate them – so important Changes in the office (new EMR, change in location, new partner,) be understanding but remember to check in later How can practices help integrate student to assist the practice (tech savvy students) Increasing productivity concerns – share the STFM document

7. Preceptor Retention Sell your students as helper when moving from paper to EMR Loss of a champion – make it the practice commitment Loss of control – if the practice sells and has another school they work with No compensation for preceptor and the added value of the student can be hard to see Sometimes hospital system does not support student placement – consider pairing residents with students, use the resident to be the preceptors, would encourage students to consider FM Single hospital system – no preceptors at competing system, encourage them to share Canada has figured it out – resident as teacher, mandatory time for FM residents to teach 1 st and 2 nd year students, near peer relationship is important and this is also a recruitment strategies, but don’t overwhelm them, they are not the solution to our deficit Use of FQHC as sites? How prevalent PEP2 – preceptor education project Need to admit students who will become preceptors, take on our own schools