How to attract those looking for change
Last updated January 20, 2023
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Incentives and support for GPs and general practices in MMM locations
The Australian Government funds a number of programs to provide incentives to encourage doctors to move to, and remain working in, regional, rural and remote Australia. Eligibility is generally based on the Modified Monash Model classification system.
The Modified Monash Model (MMM) is how the Australian Government defines whether a location is a city, rural, remote or very remote. The model measures remoteness and population size on a scale of Modified Monash (MM) category MM 1 to MM 7. MM 1 is a major city and MM 7 is very remote.
Modified Monash Model (MMM) categories in the HNECC PHN region
* There are a number of practices within the below LGA's, that have a different MMM rating to the LGA they are within. Please get in contact with the PHN if you require the MMM rating for a particular practice.
| MMM Rating | LGA | |
|---|---|---|
MMM Rating 1 |
Cessnock, Lake Macquarie, Maitland, Newcastle |
|
MMM Rating 2 |
Cessnock, Port Stephens |
|
MMM Rating 3 |
Armidale, Cessnock, Mid-Coast, Tamworth |
|
MMM Rating 4 |
Gunnedah, Inverell, Moree, Muswellbrook, Narrabri, Port Stephens, Singleton | |
MMM Rating 5 |
Dungog, Gwydir, Liverpool Plains, Port Stephens, Tenterfield, Upper Hunter Shire, Uralla, Walcha |
Funding Opportunities
Did you know there are many funding opportunities available to support your practice to attract health professionals?
There are also a range of funding opportunities available for individual health professionals to support their career in a regional or rural setting.
Check out the links on funding opportunities that are available.
Resources
Resources to support and inform your practice on GP recruitment.
Advertise on the HNECC PHN jobs portal
Post jobs, spaces for rent and practices for sale at no cost. HNECC PHN regularly promote the jobs portal via paid promotion and within marketing campaigns.
To get started, simply complete this form to register. You will receive an activation link to verify your email and then your account will be reviewed and approved by a PHN site administrator. We aim to process approvals quickly.
Using videos to attract GP’s
Glouster MediCo workforce promotion
Mingara Medical showcase their practice to be a great place to work, see their YouTube channel
It’s no secret that primary health care professionals are in high demand for Australia’s regional, rural and remote areas.
Moving to a regional or remote area is a life-changing experience for any medical professional. It can provide a massive challenge, but the rewards are also huge.
There are a range of government incentives in place to help recruit medical professionals to non-metropolitan communities. If you are the manager of a small-town practice or an administrator at a rural hospital, you can play a vital role in the recruitment process.
Shine a spotlight on your strengths. Put your practice or facility in a positive light by highlighting all of the wonderful things a candidate could expect such as favorable call arrangements, a great organisational culture, and attractive compensation.
Accentuate your community’s best features. Broadcast all of the unique things about your area that make it a fantastic place to live, from its opportunities for recreational and leisure pursuits to a good education system and lower cost of living—all of which can make for a better quality of life. If a large city is within driving distance, mention that, too, as well as some of its “big city” charms and attractions. Be sure to promote the cultural and historic gems that can be found right in your backyard or within neighboring communities.
Enlist the help of your physicians. Clinicians currently practicing within your organisation can be an excellent resource. They are invested in the success of your business and in contributing to a positive, collaborative environment. During interviews, these providers can answer candidates’ questions about working at your facility or practice and in the community. What’s more, involving your doctors in the recruitment process can give candidates a chance to see the opportunity from the viewpoints of experienced—and satisfied—peers.
Promote the variety of work. Rural hospitals and GP practices present myriad different challenges on a daily basis - imagine attending to patients at the GP practice during the day, then heading off in the evening to perform minor surgery – or deliver a baby! This level of variety can serve as a chance for junior doctors to discover a niche or passion they may not have considered.