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

 

(Please refer to the Letter of Understanding #42 for further information on the RCIF)

In 2022, Alberta Health Services (AHS) and the Health Sciences Association of Alberta (HSAA) implemented the Rural Capacity Investment Fund (RCIF) Committee. ​​ RCIF’s mandate is to allocate $11.4 million by March 30, 2024.

 

The fund intends to support retention and recruitment initiatives to grow capacity and HSAA staff in the “difficult-to-recruit” sites in the North, Central, and South zones.

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Funding is targeted towards zones and sites within the North, Central and South zones. 

 

Applicants must show that they are in a difficult-to-recruit area.  ​

 

“Difficult-to-recruit to” may be determined by indicators such as:

  • high vacancy rates

  • vacancies that remain unfilled for longer than 90 days

  • or high turnover

  • 5.7 million is available for AHS HSAA bargaining unit candidates in the North, Central or South Zones and must be spent by March 30, 2024.

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  • There are three recruitment incentive choices managers may offer and are available until March 1, 2024, or until the funds are spent (whichever comes first)

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

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  • If an open position qualifies, managers may advertise in the job posting.  Once there is a suitable candidate, managers can apply on behalf of the employee.  (see application link below)

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

 

  • Successful applicants must sign a Return-For-Service Agreement (RFS)​

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  • Funding is not retroactive.

 

  • 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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  • Applications opened on April 17, 2023 and are ongoing until the money if fully spent.​

Recruitment Incentive

UPDATE: As of August 2023

  • $4.2 million has been allocated to 207 approved applicants

Recruitment Incentive Choices

Eligibility

A position automatically qualifies for the recruitment incentive if the department has:

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a position vacant > 90 days

OR

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

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A Vacancy Dashboard has been created to help employees and managers determine eligibility.

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

Employees must be registered in Tableau to access the vacancy dashboard.  Log into Insite and type in Tableau to register.  You will then be able to access the vacancy dashboard.

Search Tips for the Vacancy Dashboard

Use these search criteria (in this order)

  1. job function

  2. location

  3. department

For further clarity, ask your Manager

If you are not able to see filters, please clear the cache.

(click here for further instructions)

Application

  • Managers must complete the above application on behalf of the employee

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

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  • ​Open to both internal and external candidates

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  • Eligible candidates must be in one of the North, Central or South Zones

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

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  • Successful applicants must sign a Return-For-Service Agreement 

UPDATE - AUGUST 2023​

  • The RCIF committee received 2513 applications from April 17 to May 31, 2023

  • The RCIF Committee came to the joint decision that using seniority as a key factor would help address rural recruitment and retention challenges.

  • The HSAA Union criteria for seniority was used from June 2023 to avoid subjective decision-making and remains consistent with the collective bargaining agreement and Union principles.  

  • 20% of the applicants made the seniority cut-off​ - and after the seniority sort, successful applicants were from before July 2007

  • The application vacancy data was verified through AHS systems, and qualified candidates were validated and approved. 

  • ​​With the limited funds and the number of applications, the RCIF Committee could not fund every application

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BACKGROUND

  • 5.7 million was allocated to AHS HSAA bargaining unit employees in the North, Central or South Zones and must be spent by March 30, 2024.

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

  • Approved applicants had to sign a one-year Return-For-Service Agreement

  • Applications were prioritized based on HSAA seniority

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

  • As of May 31, 2023 Applications are closed

Retention Incentive

Retention Incentive Choices

Eligibility

  • Current employees in the HSAA bargaining unit may apply by completing the application form

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

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  • Applicants must

    1. Be permanent full-time equivalent employees or permanent part-time equivalent employees only.

    2. Be located in the North, Central or South Zones of Alberta

    3. Be Rural/Remote or Urban (Lethbridge, Medicine Hat, Red Deer, Grande Prairie, Fort McMurray)

    4. Are not currently receiving another incentive with an active Return-For-Service

    5. Indicate HSAA Seniority Date (applicants will be prioritized based on seniority)

    6. Work in a department where the

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Occupational Vacancy by Department =>20% 

OR

The impact of the employee leaving would make

the Occupational Vacancy by Department =>20%

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Application Validation

APPLICATIONS ARE NOW CLOSED

  • The Application Period was open from April 17, 2023-May 31, 2023​

  • The committee is validating all application data submitted.  This includes:

    • seniority date​

    • that the employee is an HSAA bargaining unit member and employed with AHS

    • the occupational vacancy rate by department

    • the impact on vacancy if the employee leaves the position

  • Once data is validated, all applicants will receive communication if they are approved​ or not

  • If approved, the manager and employee will receive all  documentation

For information, please contact us at 
rcif.hsaa@gmail.com

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