In 2022, Alberta Health Services (AHS), Covenant Health, Lamont Health Care Centre, the Bethany Group (Camrose) and the United Nurses of Alberta (UNA) agreed to create the Rural Capacity Investment Fund (RCIF) Committee. The RCIF's mandate is to support retention, recruitment, and relocation initiatives to grow capacity and nursing staff at rural sites.
Between April 1, 2022, and March 30, 2024, annual funding is available to sustain the workforce in the North, Central and South Zones that are difficult to recruit. (Those in the Calgary and Edmonton Zones are not eligible)
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$5 million has been allocated each fiscal year to support retention and recruitment initiatives ($10 million in total)
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$2.5 million has been allocated each fiscal year for relocation assistance ($5 million in total)
FUNDING UPDATE
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As of March 1, 2023, the RCIF Retention and Recruitment Project Initiatives application process is closed. Over 250 applications were received
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$1.26 million has been allocated specifically toward 41 project initiative applications. This process is complete, and those approved have been contacted. If worksites have not received an approval letter, the application was not funded
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$4.86 million dollars has been allocated to the 2022 Retention Payment (distributed in May of 2023)
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To date, $2.33 million has been allocated to employees for the Relocation Expense Reimbursement and $4 million for Relocation Incentives. NEW APPLICANTS WILL NOW BE PLACED ON A WAITLIST
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$1.25 million was allocated for Rural and Remote Mileage Reimbursement. NEW APPLICANTS WILL NOW BE PLACED ON A WAITLIST
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$1 million for Rural and Remote Education/Professional Development
FUNDING OPPORTUNITIES
Retention Funding
Rural/Remote Education/Professional Development Reimbursement
The RCIF Committee recently allocated $1 million to rural and remote sites for Education/Professional Development Reimbursement within the North, Central and South Zones. The funding will be available until February 29. 2024 or until the money runs out (whichever comes first)
Nurses working in rural and remote communities perform multi-dimensional and complex roles. They require education opportunities that support them in providing the best healthcare possible to rural populations. However, the location and content of existing education programs often make them inaccessible.
This funding is targeted to rural and remote nurses in the North, Central and South zones to address this educational gap and support retention in the rural areas.
There are two funding opportunities:
Individual Application
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Maximum of $5000 per employee
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Employees apply and inform the manager of the application
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Once the RCIF approves the application, employees must submit expenses through iExpense for approval by their manager
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Employees can apply for education or professional development reimbursement
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Employees currently enrolled in educational course(s) or course(s) in an ongoing program may apply
Eligible Employees
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Members of the UNA bargaining unit
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Must work in a rural or remote worksite within the North, Central or South Zones
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Employed by AHS, Bethany Group (Camrose), Covenant Health and Lamont Health Care Centre
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Employees currently enrolled in educational course(s) or course(s) in an ongoing program may apply
Excluded:
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Calgary and Edmonton Zones
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Urban sites within the three zones - Fort McMurray, Grande Prairie, Red Deer, Medicine Hat, Lethbridge
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Completed courses - There is no reimbursement for courses completed. The courses must be in progress or upcoming
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Eligible employees must work in a rural or remote worksite within the North, Central or South Zones (Calgary and Edmonton Zones are excluded)
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Urban sites within the three zones are excluded (Fort McMurray, Grande Prairie, Red Deer, Medicine Hat, Lethbridge)
Regional/Group Application
Maximum $10,000 per application
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Managers in worksites work with employees, local union representatives and potentially other worksites to bring in onsite education/professional development training that may be otherwise difficult for employees to attend
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Training is targeted toward UNA member's professional development
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The intent is to collaborate with other worksites to accommodate as many nurses as possible and to ensure shifts are covered
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If approved, up to a max of $10,000 per training program
Eligible Sites
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Rural and remote worksites with the North Central and South Zones
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Excluded
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Urban Sites within the North, Central and South Zones (Fort McMurray, Grande Prairie, Red Deer, Medicine Hat, Lethbridge)
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Calgary and Edmonton Zones
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How to apply
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Managers apply with the link below
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If the site meets the eligibility criteria, it will be accepted
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Managers will sign a project agreement and provide an evaluation of the program
Rural/Remote Mileage Reimbursment
New mileage applications will now be placed on a WAITLIST
The RCIF Committee recently allocated $1.25 million to rural and remote sites for Mileage Reimbursement within the North, Central and South Zones. The funding is available until February 29. 2024 or until the money runs out (whichever comes first)
Eligible sites
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Rural and Remote Worksites within the North, Central or South Zones (Calgary and Edmonton Zones are excluded)
Excluded
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Urban Sites within the North, Central and South Zones (Fort McMurray, Grande Prairie, Red Deer, Medicine Hat, Lethbridge)
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Calgary and Edmonton Zones
Eligible Employees
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Employees must live a minimum of 50 km one way from their worksite (no exceptions)
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Permanent and temporary employees who are casual, benefit-eligible casual, part-time and full-time
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Employees must be part of the UNA bargaining unit (RN's only) and employed by AHS, Covenant Health, Lamont or the Bethany Group (Camrose)
Maximum funding per employee
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Max: $1000/employee/month
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50.5 cents/km
2022 Retention Payment
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In early spring, $4.86 million was disbursed as a retention payment to all UNA employees in the bargaining units of AHS, Covenant Health, Bethany(Camrose) and Lamont 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 nurses within the three zones
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Eligible employees were those who worked between April 1 - December 31, 2022, and who were still employed as of February 17, 2023
Relocation Funding
$5 million has been allocated for relocation assistance for all UNA employees in the bargaining units of AHS, Covenant Health, Bethany (Camrose) and Lamont in the North, Central and South Zones. (Those in the Calgary and Edmonton Zones are not eligible)
Managers must apply, on behalf of the employee, for the two relocation funding opportunities:
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Relocation Expense Reimbursement
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Relocation Incentive
Both require successful applicants to sign a Return-For-Service Agreement (RFS), which will run consecutively (one after the other) if the candidate receives both.
Employees with questions regarding either funding opportunity must contact their manager. Managers may contact RCIF with any further questions.
Relocation Expense Reimbursement
New Relocation Expense applications will now be placed on a WAITLIST
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Managers must complete the above application on behalf of the employee
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Eligible candidates must be relocating to a rural site in one of the North, Central or South Zones
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For Relocation Expense Reimbursement, applicants may apply for a maximum of $10,000
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Employees must submit expenses within six months of signing the RFS or by March 1, 2024, whichever comes first
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The funding is conditional upon completion of a 12-month Return-For-Service Agreement (RFS) effective the first day of employment (unless a retroactive application)
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Applications can be made for retroactive hires from April 1, 2022. The RFS for retroactive applications becomes effective on the date of signing the RFS Agreement
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This is available to all full-time, part-time, benefit-eligible casual and casual employees within the UNA bargaining unit
CLICK HERE to view types of expenses eligible for relocation expense reimbursement
CLICK HERE for the AHS iExpense Quick Reference Guide
RETURN-FOR-SERVICE AGREEMENT - COMMITMENT PERIOD
New Hire
The commitment period is effective on the first day of employment
Retroactive Application from April 1, 2022
The commitment period is effective on the day of signing the RFS Agreement
If you are approved for both relocation funding opportunities
The commitment periods run consecutively. Relocation Expense Reimbursement RFS runs first, then followed by the Relocation Incentive RFS
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 permanent position.
Relocation Incentive
New Relocation Incentive applications will now be placed on the WAITLIST
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Managers must complete the above application on behalf of the employee
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Eligible candidates for the Relocation Incentive include existing and new employees relocating to sites in one of the North, Central and South Zones
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$10,000 is available for employment relocation for urban sites within the three zones (Lethbridge, Medicine Hat, Red Deer, Grande Prairie, Fort McMurray)
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$15,000 is available for employment relocation for rural sites within the three zones
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Applicants must be relocating at least 100 km from their current worksite to the new worksite
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Applications can be made for retroactive hires from April 1, 2022
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Successful applicants must sign a 12-month Return for Services (RFS) agreement.
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This is available to all full-time, part-time and benefit-eligible casual employees within the UNA bargaining unit
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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
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RETURN-FOR-SERVICE AGREEMENT - COMMITMENT PERIOD
New Hire
The commitment period is effective on the first day of employment
Retroactive Hire from April 1, 2022
The commitment period is effective on the day of signing the RFS Agreement
If you are approved for both relocation funding opportunities
The commitment periods run consecutively. Relocation Expense Reimbursement RFS runs first, then followed by the Relocation Incentive RFS
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 permanent position.