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Biomedical subjects

C E Beggs

Publications and source records attributed to C E Beggs.

3 recordsLinked to original sources

Distance consultation: concepts, components, and collaboration.

The economic environment forcing health care practitioners to do more with less is a pressing challenge for the isolated northern therapists and for the NOP. Retention rates will improve in the short-term, but the pressures on the survivors of cutbacks will be enormous. The demands on NOP resources will likely be changed dramatically both in terms of quantity and quality. Strategic planning is now a key component of all tasks. Models are currently under discussion that would facilitate the delivery of this service province-wide, and channel more funding into northern Ontario for the support of a network of multidisciplinary coordinators who could provide on-site support for sole charge therapists. The program described in this article is unique to Ontario and it is unlikely that it could be instituted in its entirety in another location. Many of its components, such as the establishment of regional support networks for new therapists, teleconferencing, and other methods of providing continuing education, are important elements for northern practitioners and could be adapted to other locations facing similar challenges. Evaluation of these components is an ongoing process which will be addressed in future papers.

Allied Health Personnel↗

Job turnover and regional attrition among physiotherapists in northern Ontario.

Results of an initial study indicated that the most significant factor affecting retention for Physiotherapists in Northern Ontario was perceived opportunity for career development. A follow-up study was completed two years later to determine: 1) actual job turnover and regional attrition among physiotherapists in Northern Ontario; and 2) the predictive validity of variables identified in the first study regarding job turnover and regional attrition. Job turnover occurred in 29.5% of those sampled and the regional attrition rate was 12%. Discriminant function analysis revealed factors affecting job turnover and regional attrition including professional experience, practice location, opportunity for career development and size of community of residence. Based on previous intention, indicated by participants, follow-up revealed that the initial study correctly predicted 77.5% of those who changed their jobs and 74.1% of those who left Northern Ontario. Identified factors provide direction for the development of strategies for recruitment and retention of physiotherapists.

Adult↗

Retention factors for physiotherapists in an underserviced area: an experience in northern Ontario.

The purposes of this study were to establish baseline information about the extent of physiotherapy (PT) retention problems in Northern Ontario, and to identify potentially significant factors for retention. Potential correlates of retention were grouped into four domains: personal, professional experience, occupational and environmental factors. The questionnaire was sent to all PTs registered to practise in Northern Ontario; a response rate of 82 per cent was achieved. Multiple regression techniques were used to identify significant variables (p. less than 05) directly associated with intention to leave Northern Ontario. Path analysis was also completed to identify factors with indirect relationships to the outcome measure. The most significant factor was the perceived opportunity for career development, results have implications for health care administrators and planners in their development of strategic plans to increase employee retention.

Attitude of Health Personnel↗