Rural Capacity Investment Fund
Alberta Union of Provincial Employee - Auxillary Nursing Care
and Alberta Health Services
The funding is only for the bargaining unit members for AUPE-ANC employed by AHS in “difficult-to-recruit positions” in the North, Central and South Zones. (Please refer to the Letter of Understanding #24 for further information on the RCIF)
“Difficult-to-recruit to” may be determined by indicators such as:
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high vacancy rates
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vacancies that remain unfilled for longer than 90 days
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or high turnover
In 2022, Alberta Health Services (AHS) and the Alberta Union of Provincial Employees implemented the Rural Capacity Investment Fund (RCIF) Committee for the Auxiliary Nursing Care (ANC) bargaining unit.
RCIF's mandate is to allocate $8.4 million to support retention and recruitment assistance for the bargaining unit to "difficult-to-recruit" sites in the North, Central, and South Zones by March 31, 2024.
FUNDING OPPORTUNITIES
Retention Incentive
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Approximately $3 million will be allocated as a retention incentive to all AUPE-ANC employees employed by AHS in the North, Central and South Zones. (Those in the Calgary and Edmonton Zones are not eligible)
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The RCIF Committee sees this payment as a way to acknowledge the hard work and commitment of these employees within the three zones
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Eligible employees are those who worked between April 1, 2022, and March 31, 2023, and are still employed with AHS as of August 1, 2023.
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There is no application process for this payment
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The payment will be distributed through payroll in the fall of 2023
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The payment is subject to applicable taxes and other required deductions
Recruitment Incentive
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Approximately 3 million is available for AUPE-ANC bargaining unit candidates in the North, Central or South Zones and must be spent by March 31, 2024
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Managers must complete the application on behalf of the employee
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Recruitment incentives are available for urban and rural sites within the three zones and are available from until March 1, 2024, or until the funds are spent (whichever comes first)
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For regular full-time and part-time equivalent positions, applications can be made from April 1, 2022 - March 1 2024
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For temporary full-time and part-time equivalent positions, applications can be made from April 1, 2023 - March 1, 2024
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It is open to both internal and external candidates
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Internal applicants must be relocating at least 100 km from their current worksite to the new worksite to be eligible
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Managers may advertise this incentive in job postings. Managers make applications once a successful candidate has been hired. (see application link below)
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Successful applicants must sign a 12-month Return-For-Service Agreement (RFS)
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This is a lump sum payment that is processed through payroll and is subject to applicable taxes and other required deductions
RETURN-FOR-SERVICE AGREEMENT - COMMITMENT PERIOD
New Hire
The commitment period is effective on the first day of employment
Retroactive Application
The commitment period is effective on the day of signing the RFS Agreement
Leave of Absenses
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An employee is eligible if they are on a leave of absence (LOA)
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Managers can apply based on the eligibility criteria
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If successful, applicants must sign a Return-for-Service (RFS) agreement with a commitment period of one year
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The Commitment period in the RFS begins the day the employee returns to work from their leave and must be started by March 1, 2024, as all RCIF funds must be spent by March 31, 2024
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The funding would be released when the employee returns to their position
Team Building & Development Funding
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1 million is available for managers to use for the AUPE-ANC bargaining unit employees at their worksites in the North, Central or South Zones and must be spent by March 31, 2024.
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Managers can apply for up to $10,000 for team building and development
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Managers must submit a project proposal and budget to the RCIF and, if accepted, sign a Project Agreement
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Managers will be required to submit a final budget and evaluation by March 2024
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Managers must demonstrate in their proposal that they have consulted with their AUPE-ANC team members
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Managers must use up all the money by March 20, 2024
Tuition Relief Reimbursement
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1 million is available for employees in the AUPE-ANC bargaining unit candidates in the North, Central or South Zones and must be spent by March 31, 2024
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Employees may apply for up to $5000 in tuition relief reimbursement incurred between April 1, 2022 - March 1, 2024. $5,000 maximum per employee
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Funds are available on a first-come, first-served basis
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The education must be directly related to the employee's ANC Classification (programs such as LPN-RN Transition Programs, Bachelor of Nursing, office administration, counsellor training etc. are not eligible)
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Only tuition expenses incurred after April 1, 2022, until March 1, 2024, are eligible for reimbursement
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Employees must apply and, if approved, will submit copies of receipts for reimbursement through iExpense
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To date, the committee has agreed to reimburse AUPE-ANC employee fees for Substantial Equivalent Assessment (assessment of previous health-related education) through the HCA Directory and English Language Literacy upgrading that occurred between April 1, 2022-March 1, 2024