Emma Greenhalgh

2024 Recruitment and Retention efforts in BC healthcare: (1) Significant Investment in Workforce: The Province is investing up to $155.7 million to implement the B.C. Health Human Resources Strategy and the Allied Health Strategic Plan. This funding aims to retain and recruit allied health and clinical support staff, with initiatives including expanded retention incentives and signing bonuses for high-needs vacancies. (2) Enhanced Recruitment and Retention: Effective April 1, 2024, the Provincial Rural Retention Incentive will expand to provide up to $8,000 per year per healthcare workers in rural and remote communities. Additional signing bonuses will be offered to fill difficult vacancies in both rural and urban areas, as well as to medical lab technologists participating in the GoHealth BC program. (3) Support for Professional Development: To bolster career development, the Province is allocating $60 million for professional development, mental health, and wellness programs through various bargaining associations. An additional $15 million will fund mentorship and transition support for new allied health professionals, and $7.6 million will be dedicated to training initiatives, including tuition credits and bursaries. Source:

14

3 Comments

Opportunities to Reduce Emergency Department Pressures in Canada A recent report by the Canadian Institute for Health Information (CIHI) highlights opportunities to reduce emergency department (ED) pressures in Canada. The report analyzed ED visits between April 2023 and March 2024. Key Findings: 14% of ED visits in Canada could have been managed by primary care providers, such as family doctors, nurse practitioners, and pediatricians. Approximately half of these visits (7% of total ED visits) could have been handled virtually, reducing the need for in-person ED visits. The report emphasizes the potential for reducing ED pressures by improving primary and virtual care access. This includes investing in primary care infrastructure, developing virtual care technologies, and promoting collaboration between primary care providers and EDs. Source: Canadian Institute for Health Information (CIHI) #Healthcare #PrimaryCare #VirtualCare #EmergencyDepartment #CIHI #HealthcareInnovation

4

Empowering Nurse Practitioners to transform Ontario’s healthcare landscape https://lnkd.in/gmudb6mk "With their advanced training and unique scope of practice, NPs offer a vital lifeline to alleviate the strain on our healthcare system and foster a healthier population."

21

Want to learn more about what it’s like to work at Henry Ford Health? Hear directly from a few of our Canadian Radiology staff members about their experiences! Read on to see why they chose us and what they love most about being part of the Henry Ford family. 💙 “Words fall vastly short of describing what a wonderful Health Care System Henry Ford Health is to work for. It is truly as remarkable as the patient care that they provide. Leadership, even at the highest levels, truly cares for, and goes to extraordinary lengths to advocate for the well-being of all of their employees. The relentless and diligent support provided by their Legal Team is truly second to none. I wouldn't want to be anywhere else!” “Why work at Henry Ford? Why cross a border and work at an international hospital? Is it worth the drive and your time? These are the questions one might ask themselves when debating about venturing a new career path. It was one that I also asked myself. What I can tell you is that it was one of the best decisions I have made in my career, and you might ask how would I know that. I've been with Henry Ford for 17 years and have never once thought about leaving even in the midst of the crisis of our health care system nationwide since covid started. Joining Henry Ford isn't just a job that you clock into and clock out of. You build lifelong friendships and work with a team that treats you like family. Before you know it, coming to work isn't just another day on the job counting the minutes down to when you leave. It becomes a day you spend building relationships amongst your coworkers and actually have a good time together while taking care of your patients. One thing you will come to realize quickly is this health care system will always have your back when issues arise. You are not alone. They will fight tooth and nail for what is right. So, when you are asking yourself why choose Henry Ford, remember, you are not just choosing a job, you are choosing to create a beautiful career in radiology with the bonus of building wonderful relationships that will last a lifetime. And that is something that you cannot put a price tag on.” “I've worked for Henry Ford CT department right out of xray school and am in my 20th year here. I love working here and I've stayed for a number of reasons, some of which being the friendships I've made here, the flexibility in our schedules and how Henry Ford has always made it seamless in providing me my work Visa. They have always stood by us as Canadians (even when our Visa's were challenged), and spared no expense to make sure they did every measure possible to keep us working and obtain our work Visa's. They really do care for their employees and go above and beyond to show it!” #HenryFordHealth #BeAHenry #Radiology #RadiologicTechnologist #Canadian Suzanne Warda Michelle Dolan

4

When creating the Nursing Retention Toolkit, the Chief Nursing Officer of Canada emphasized the need for a strategic framework for Canada’s nursing workforce. Guided by core themes such as Strong Management & Communication, as well as, Clinical Governance & Infrastructure, the toolkit promotes a workplace culture of transparency & mutual respect and advocates for nurses to play a central role in decision-making and in developing a sustainable health system. Learn more about the toolkit’s 8 core themes and retention strategies that help foster knowledge transfer of best practices across the country: https://ow.ly/bipn50SuVom

21

When creating the Nursing Retention Toolkit, the Chief Nursing Officer of Canada emphasized the need for a strategic framework for Canada’s nursing workforce. Guided by core themes such as Strong Management & Communication, as well as, Clinical Governance & Infrastructure, the toolkit promotes a workplace culture of transparency & mutual respect and advocates for nurses to play a central role in decision-making and in developing a sustainable health system. Learn more about the toolkit’s 8 core themes and retention strategies that help foster knowledge transfer of best practices across the country: https://ow.ly/bipn50SuVom

2

Happy National Nursing Week! 🌟 Every day, nurses touch lives with their compassion, resilience, and expertise. Here's some interesting facts about nurses in Canada:​ 📈 There are approximately 450,000 regulated nurses in Canada, which includes nurse practitioners, registered nurses, registered psychiatric nurses, and licensed practical nurses.​ 📈 About 92% of the nursing workforce is composed of women, showcasing the significant female representation in this sector.​ 📈The average age of a registered nurse in Canada is around 43 years old, indicating a mature and experienced workforce, but also highlighting the need for strategies to attract younger nurses to the profession.​ 📈Nearly 7% of Canadian nurses work in rural or remote areas, often facing unique challenges and playing a crucial role in delivering healthcare services to underserved populations.​ #NationalNursingWeek #ThankYouNurses

5

VitalHub Corp. is pleased to announce that it has successfully completed an implementation of its regional patient flow and whole-system visibility platform; SHREWD, to support improved patient flow and safer, more effective care coordination across the Winnipeg region. https://lnkd.in/gihGVTsR

1

We fear what we do not understand. I do not necessarily hide that I am a neurodivergent person, but I have not been forward about it in the workplace either. I trust and respect my colleagues immensely, yet I still feared stigma and misunderstanding. In part, because I have worked hard to understand myself better and find my place in the neurotypical world. There happened to be an organic opportunity to bring it up in discussion during a meeting just yesterday. I felt so valued by my colleagues who listened, sought to understand and immediately revised a proposed norm about what it looks like to be present in meetings. This highlights some of the most important emergent learnings we have come to understand this year as we work to increase our organizational EDI acumen: 💡Genuine curiosity and the ability to seek to understand are crucial values that enable EDI and belonging. I left yesterday’s meeting feeling heard, seen and respected - enough so that I apparently felt confident outing my neurodivergence to all of LinkedIn 😅 💡 Disclosure requires vulnerability and therefore takes courage. Courage that many employees, especially job candidates, might not have. I felt courageous yesterday because I had a foundation of trusting relationships with every person in the room with people who have repeatedly demonstrated that there can be safety in vulnerability ➡️ Inclusive employers embed accommodation practices into their flexible policies and procedures. (Like many, we are still working on this part) 💡 Increasing our own self-awareness about inclusion practices helps us become more self-aware of others. 💡 It is (generally) ok to challenge norms. I ask myself the question “are we doing/thinking this because it’s the way it has always been done/seen, or are there other ways to get to the same outcome?” This was a great read - well done Betty Yirsaw, BBA! Thank you for helping to increase awareness amongst employers that the diverse perspective brought forward by neurodivergent talent can be an asset and is not something to be feared.

12

3 Comments

🧡 September 30th is National Day for Truth and Reconciliation🧡 On this significant day, we come together to recognize and reflect on the history and impact of the residential school system in Canada. National Day for Truth and Reconciliation is a reminder of the resilience and strength of Indigenous communities and a call to honor their stories and experiences. The orange shirt symbolizes the loss of identity, culture, and dignity that Indigenous children endured. It also represents the commitment to a future of reconciliation and respect. Here’s how you can participate: Wear Orange: Show your support and solidarity by wearing an orange shirt On September 30th. Educate Yourself: Take the time to learn about the history and the ongoing journey towards healing and reconciliation. Share and Spread Awareness: Use the hashtag #OrangeShirtDay to share your support and learn from others’ experiences. Let’s stand together, listen, and continue to work towards a more just and inclusive society. Every action counts. #OrangeShirtDay #EveryChildMatters #Reconciliation #IndigenousRights

11

Understand the Role of AI in Delivering Better Care Dive into our newest white paper, The Role & Potential of Artificial Intelligence in Transforming Canadian Healthcare, and discover how AI can elevate patient outcomes, optimize operations, and ease the burden on clinicians. With expert opinions and strategic insights, this guide is essential for healthcare leaders aiming to successfully adopt and scale AI solutions. What You'll Find: ✔️ Key AI Applications: Explore opportunities that transform care delivery. ✔️ Implementation Strategies: Overcome common challenges with practical solutions. ✔️Expert Recommendations: Gain insights to align AI initiatives with healthcare priorities. 👉 https://hubs.li/Q02WwPJ30

1

According to Statistics Canada, only-child families were the most-common type of family in 2021. Forty-five per cent of families had one child, compared to 38 per cent with two and 16.6 per cent with three or more. If you are like me, an only child, read on. Here is what the "scientific evidence" says about how growing up without siblings affects their personality traits and well-being; and whether there are actually any differences between the personalities and well-being of singleton children #onlychild #siblings #wellbeing

4

Bridging the Gap: Empowering Internationally Educated Nurses 🏥 Navigating the Canadian nursing landscape can be daunting for internationally educated nurses (IENs). Our latest blog explores the vital role of bridging programs in facilitating their integration into the healthcare workforce. Discover how these programs bridge the gap between education systems and support the journey to Canadian nursing practice excellence. Read this blog to learn more: https://lnkd.in/dW3ayAfC #InternationallyEducatedNurses #BridgingPrograms #HealthcareIntegration

4

Healthcare systems across Canada are under pressure due to ongoing human resource shortages and increasing demands for care from a growing and aging population. HHF worked alongside Toronto Grace Health Centre to reimagine how we might better support older people living with frailty and their caregivers as they transition home following a healthcare experience. We learned that by integrating warm transitions in care, building strong hospital to community relationships, and providing whole person care that integrates informal caregiver support we can help people to age in place with dignity. Read the case study: https://lnkd.in/gSZxw8uX #AginginPlace #ServiceDesign #IntegratedCare Jake Tran

23

5 Comments

Seniors have unique healthcare needs. Learn about senior health essentials and how Virtunurse supports the well-being of aging Albertans. #virtunurse #seniorshealth

1

Discussing compensation during a job interview is crucial, especially for skilled trades workers where salary norms are often well-established. Here's how to navigate this conversation effectively: Researching the Market: Take some time to research and understand the market. Factors such as industry, location, and shifts can contribute to differences in salary. For instance, salaries may vary based on whether you're in an urban area like the GTA or a smaller rural town. Additionally, day shifts typically offer lower rates compared to off-shifts or rotations. Comparing Apples-to-Apples: When discussing compensation, emphasize the base hourly rate or salary. Avoid inflating your rate by including overtime or bonuses during the conversation, as this could lead to requesting a salary that's too high and missing out on opportunities. Break down your base salary separately from additional perks like retirement savings programs, bonuses, vacation time, and other incentives. Working with Recruiters: If you're collaborating with a recruiter, it's typically best to allow them to manage compensation discussions unless the client initiates it. Respond appropriately if the topic arises. For example, you can say, 'I understand that the I was presented at $XXX. If an offer is extended, I trust that you'll present a fair offer.' Additionally, if the scope of work presented in the interview varies from the original discussion, have that discussion with your recruiter. Trust them as they can provide valuable insights and negotiate on your behalf. Experience Matters: Take into account your years of experience in the industry. While newly licensed tradespeople may not command the highest rates immediately, they should also consider other benefits such as opportunities for growth, training programs, mentorship, and advancement prospects within the company. Navigating compensation discussions requires tact and preparation. By understanding or researching the market, including understanding the current employment market, comparing offers appropriately, leveraging recruiter support, considering other perks along with experience levels, and focusing on growth potential, you can approach these conversations confidently and professionally. #JobInterviewTips #CompensationNegotiation #MarketResearch #SalaryGuidance #RecruiterInsights #CompensationStrategy #IndustryInsights #EmploymentTrends

9