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Meeting the medical workforce needs of rural and regional Victoria A Gippsland perspective

Meeting the medical workforce needs of rural and regional Victoria A Gippsland perspective. Julie Rogalsky Regional Manager Southern General Practice Training Inc. The Victorian Regional Training Providers. The Gippsland Medical Training Workforce.

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Meeting the medical workforce needs of rural and regional Victoria A Gippsland perspective

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  1. Meeting the medical workforce needs of rural and regional Victoria A Gippsland perspective Julie Rogalsky Regional Manager Southern General Practice Training Inc.

  2. The Victorian Regional Training Providers

  3. The Gippsland Medical Training Workforce Total EFT Intern positions in Gippsland = 44 34 employed by Metropolitan Hospitals 10 employed by Latrobe Regional Hospital as part of the Gippsland Regional Intern Training Program Total EFT PGY 2 & 3 positions in Gippsland = 76 7 employed by Metropolitan Hospitals and 69 employed by Gippsland Hospitals Of this number 12.5 EFT (n=61 rotations) is part of the Prevocational General Practice Placement Program There are 120 doctors in training with Southern GP Training (east region) Source: Gippsland the Prevocational Situation (September 2012) and SGPT

  4. The issue The Health Workforce 2025 report states that the “supply of doctors is stable now but there will be a shortage of 2,700 by 2025 especially in rural and remote areas and there will be a chronic shortage of generalists.

  5. A solution for Gippsland A defined and supported 2 year prevocational rural pathway that forms part of the Gippsland GP Rural Generalist Program The aim is to identify and recruit local medical students and support them as they train in Gippsland and hopefully remain in Gippsland

  6. Features of the program • Builds on existing posts to create four rural generalist pathways that covers internship through to a GP fellowship endpoint • Involves six of the 10 hospitals located in Gippsland • Supports candidates through the entire pathway, from completion of medicine through to GP fellowship • Mentoring commences from PGY2 • The procedural year for Obstetrics includes secondments to larger tertiary hospitals

  7. Features of the program • A Statewide Training and Education Program is offered during the procedural year for all rural trainees in Obstetrics and Anaesthetics • A bridging year follows the procedural year, and uses the ACRRM Procedural Grants Program to financially support candidates who work 100% supernumerary gaining essential skills and experience in a Melbourne hospital • A composite post as a PGY5 allows another year for skill consolidation, confidence building • Optional 6th year to develop extended skills

  8. Challenges • Funding of the Rural Generalist program in Victoria is based on a notional formula of nine years ago • Must be tailored to local circumstances and needs • Support mechanism and maintenance of skills beyond procedural year and ongoing • Flexibility within the pathways • Timing and selection • What will a Rural Generalist look like in 20 years?

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