RCIF Funding

How much money does the HSAA RCIF have to spend?

• Through recently ratified collective agreements, the Union of Health Care Professionals and Alberta Health Services have created the Rural Capacity Investment Fund to administer $11.4 million

• The funding is only for the members of the bargaining unit for HSAA employed by AHS in “difficult-to-recruit positions” in the North, Central and South Zones

• Unfortunately, this fund is not available to those employed with APL nor those in the Calgary and Edmonton Zones

• The committee has allocated $5.7 million each for recruitment and retention incentives. The funding must be spent by March 31, 2024

• There is no additional RCIF funding available after March 2024

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Who is eligible to apply?

• Members of the HSAA bargaining unit employed by AHS

• For the Recruitment Incentive:

  • Applicants must be in permanent full-time equivalent positions or permanent part-time equivalent positions

  • Temporary and casual positions are not eligible

  • If a casual employee is hired into a permanent position that meets the funding criteria, they are eligible, and the manager may make the application

  • Applications are made once a successful candidate has been hired

• For the Retention Incentive

  • Applications are for permanent full-time equivalent employees or permanent part-time equivalent employees

  • Temporary and casual employees are not eligible​

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Who are the members of the RCIF?

• The RCIF committee, which oversees and approves funding requests, is comprised of seven representatives from AHS, eight members (including alternates) from HSAA, and a facilitator. There is also a team of support people who work with the committee to ensure the effective use of funds to address retention and recruitment challenges. 

 

Third-party Facilitator:  Leslie Allen

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Employer representatives from AHS are:

Aaron Thordarson (North Zone)

Cora Therrien (North Zone)

Debra Samek  (Provincial Program)

Jeff Gillis (Talent Acquisition)

Kara Auger (South Zone)

Megan Wisnowski (South Zone)

Thomas Hope (Central Zone

 

HSAA representatives from are:

Dennis Kawaguchi (South Zone)

Ilea Kapler (Bargaining Committee Member)

Michael Burrows (Central Zone)

Michelle Palmer (South Zone)

Rick Cartier (North Zone)

Shannon Cuff (North Zone)

Shayla Dube (Central Zone)

Leanne Alfaro (Vice-President)

 

AHS Support Team are:

Merina Paskevich (HRBP North Zone)

Sheyla Popescu (HRBP Central Zone)

Esther Adey (HRBP Provincial Programs)

Federica Robinson (Lead HR Reporting and Data)

Esther Kim (Director of Internal Communications)

Mark Kent (AHS Lead Negotiator)

 

HSAA Support Team are:

Marnie Stuart (Labour Relations Offerice HSAA)

Victor Banfield (Director, Negotiations and Policy HSAA)

 

Where can I find out more about the RCIF?

• The Committee has a website dedicated to the RCIF for HSAA proposals. rcif-alberta.ca

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How long is the funding available?

• All funds must be spent by March 31, 2024.

 

How did the committee decide to allocate the funds?

• The committee created two incentives, a Recruitment Incentive and a Retention Incentive.   Funding received may be used to assist with relocation, professional development, travel, cost of living expenses, and/or at the recipient's discretion.

• The decisions regarding allocating the funds were based on definitions of “difficult-to-recruit-to” as outlined in the Letter of Understanding. 

• The committee will continually review the allocation of funds and make necessary changes to ensure the entire fund is allocated by March 31, 2024.

 

Can I apply for both funding opportunities?

• Each incentive has different criteria that only allow application for one or the other.

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When will I hear back regarding my application?

• Retention applications will be assessed after May 31, 2023, and Recruitment applications will be ongoing. 

 

Is this fund retroactive?

• No, the funding opened on April 17, 2023.  Applications will be considered from that date forward, and funds will be distributed as per the date of the individual Return-for-Service agreements.

 

Recruitment Incentive

What is the Recruitment Incentive?

• The Recruitment Incentive is an opportunity to attract new and existing employees to “difficult-to-recruit positions” in the North, Central and South Zones.    

• There are three recruitment incentives. Each amount is subject to the employee signing a Return-for-Service Agreement (RFS).  Please refer to the website for further details

• This is a lump sum payment that is processed through payroll and is subject to applicable taxes and other required deductions​

 

Who is eligible?

• This is for permanent full-time equivalent positions and permanent and permanent part-time equivalent positions only.

• Temporary and casual positions are not eligible.

• If a casual employee is hired into a permanent position that meets the funding criteria, they are eligible, and the manager may make the application.

• Open to both internal and external candidates

• Funding is not retroactive.

• A position is automatically eligible if the department has​

  • a position vacant > 90 days; OR

  • the occupational ((job function description) vacancy in the department is => 20%

• All applications will be assessed, and the vacancy rates will be verified by the RCIF committee to ensure eligibility.

• The employee must begin working in the position by March 1, 2024.

 

How do I apply?

• Managers apply on behalf of the employee.  Applications are on the website rcif-alberta.ca.

• Applications are made once a successful candidate has been hired.

 

Can I put information on a posting about the RCIF recruitment incentive?

• Yes.  Here is a sample we recommend:

 “Attention (insert occupation name)! This position may qualify for a $5,000 to $25,000 Recruitment Incentive. Visit rcif-alberta.ca for more details.”

• Applications are made once a successful candidate has been hired.

 

When will applications be assessed?

• Applications will be assessed on an ongoing basis.  The committee will review applications weekly.

• All applications will be assessed, and the vacancy rates will be verified by the RCIF committee to ensure eligibility.

 

Retention Incentive

What is the Retention Incentive?

• The Retention Incentive supports an employee who commits to remain in a position or department in a “difficult-to-recruit position” in the North, Central and South Zones.    

• Two retention incentive amounts are dependent on whether an employee’s site is classified as urban or rural.  

  • Urban:  $10,000 for FTE (prorated for part-time)

  • Rural: $15,000 for FTE (prorated for part-time) 

• Each amount is subject to the employee signing a Return-for-Service Agreement (RFS).  Please refer to the website for further details

• This is a lump sum payment that is processed through payroll and is subject to applicable taxes and other required deductions​

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Who is eligible?

• This is for permanent full-time equivalent employees and permanent part-time equivalent employees only.

• Applicants are not eligible if they are currently receiving another incentive with an active Return-For-Service Agreement

• Retention incentives are tied to permanent/regular positions only. Temporary and casual positions are not eligible.

• An employee is automatically eligible if the department has:

  • an occupational (job function description) vacancy in the department  => 20%; OR

  • the impact of their leaving would cause the occupational vacancy rate =>20%​

• Employees can go to ePeople - the self-service section to find their employee information, including your department, work site, FTE, status (permanent or temp), seniority date, etc.

• All applications will be assessed, and the vacancy rates will be verified by the RCIF committee to ensure eligibility.

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What if I am a permanent employee working in a temporary position?

• If you are a permanent employee currently working in a temporary position, you can apply based on the eligibility criteria for your permanent position.

• If successful, the Return-For-Servcie would begin when the employee returns to the permanent position, provided it is before March 1, 2024.  

• The funding would be released when the employee returns to their permanent position.

 

How do I apply?

• Employees must apply.  It is important to work with your manager to ensure the information is correct in the application.

• Applications are on the website rcif-alberta.ca.  

• Duplicate applications will be deleted

 

Can I edit my application if I make a mistake?

• Yes, applicants can update their information before May 31, 2023.

 

When will the applications be approved?

• Applications will be assessed after the closing date of May 31, 2023.

• Applications will be prioritized based on HSAA Seniority Date (this can be found in ePeople).

• All applications will be assessed and the vacancy rates will be verified by the RCIF committee to ensure eligibility.

 

Can I apply if I am on a leave of absence (maternity leave, disability leave etc.)?

• If you have a permanent position and are currently on leave, you can apply based on the eligibility criteria for your permanent position.

• If successful, applicants must sign a Return-for-Service (RFS) agreement with a commitment period of one year.   

• 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.

• Employees will receive their retention incentive when the commitment period begins, not the day they sign the agreement.

• The funding would be released when the employee returns to their permanent position.

 

Where do I find my seniority information?

• AHS HSAA Seniority can be found on ePeople in the self-serve area under employee information

 

Vacancy Dashboard

What is the Vacancy Dashboard

• The Vacancy Dashboard is for all employees and managers to access to determine the occupational (job function description) vacancy rate for the department.

• This dashboard includes AHS HSAA employees only.

• The data is updated monthly.  Vacancy rates will continually change, so use the vacancy calculator as it is up to date

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How are vacancy rates calculated?

• Vacancy rates are calculated using vacant positions as a percentage of the total positions in that department.

 

What if I do not know my department

• Every manager with a functional centre in their portfolio should know the department.  If a manager is not sure, they should contact the HRBP.

• Employees can find their department through ePeople in the self-serve section or by contacting the manager.

 

How do I access the dashboard

• Go to the website and click on the link. 

• There are instructions on the website on how to access the dashboard.

• If the link is broken, you are not registered on Tableau.  Go to INSITE to register for Tableau, and you will have access to the dashboard.

• For external access, follow the instructions on Tableau.  The user must be logged in as an AHS employee and connected to the AHS network to access Tableau.  

• Contact your manager or another AHS employee to obtain the Vacancy Dashboard information if you cannot access it.

 

How do I search on the dashboard

• Use the filters starting with Job Function, Location, then Department

• If you do not see the correct information, contact your manager or use the email at the bottom of the Vacancy Dashboard to report to AHS.

What if I believe the dashboard information is incorrect?

• Inform your manager, or use the email at the bottom of the Vacancy Dashboard to report to AHS.

• All applications will be assessed, and the vacancy rates will be verified by the RCIF committee to ensure eligibility.

 

Return for Service (RFS):

 

What is a Return for Service Agreement (RFS)?

• It is a document signed by the employee and employer to assure that the employee will remain at that site/program for a specific time (the Commitment Period).  

• The Recruitment Incentive commitment period is one, two or three years.  

• The Retention Incentive commitment period is for one year.

 

What if an employee terminates their position before the end of the RFS?

• If the Successful Candidate voluntarily terminates, is terminated, or transfers to a non “difficult- to- recruit” site outside of the North, Central or South Zone of the Employers within the Commitment Period, they agree to reimburse a pro-rated amount of the incentive received.

• The amount owing will be based on the remaining time of the return-for-service agreement.

 

What date does the commitment period begin

• Recruitment commitment period begins on the first day of employment

• Retention commitment period begins on the date of signing the agreement. 

• If an employee is returning from an LOA or Temporary Position, the Commitment period begins the day they return to that position, provided it is before March 1, 2024.

 

What if I am on LOA

• Employees may apply if they are on a Leave of Absence.  The Commitment period begins on the day they return to work, provided it is before March 1, 2024.  If they are returning after this date, they are not eligible for funding.

 

What if I am a permanent employee in a temporary position?  What is my commitment period?

• The Commitment period begins on the day they return to the position, provided it is before March 1, 2024.  If they are returning after this date, they are not eligible for funding.

 

How is the money disbursed?

• The funds will be disbursed through payroll once as a lump sum payment.

• The incentive is subject to applicable taxes and other required deductions.