Table 1 Selected interventions to improve recruitment and retention of health workers in remote and rural areas

A. Education and continuous professional development interventions

Building of a medical school in rural or remote area

Recruitment from and training in rural areas

Targeted admission of students from rural background

Early and increased exposure to rural practice during undergraduate studies (diversification of location of training sites)

Educational outreach programmes

Community involvement in selection of students

Support for continuous professional development, career paths

B. Regulatory interventions

Compulsory service requirements for health professionals (bonding schemes)

Conditional licensing (license to practice in exchange of location in rural areas for foreign doctors)

Loan repayment schemes (paid studies in exchange of services in rural areas for 4-6 years)

Increased opportunities for recruitment to civil service

Recognize overseas qualifications

Policies enabling the production of different types of health workers (mid-level cadres, substitution, task shifting)

C. Financial incentives (direct and indirect)

Higher salaries for rural practice

Rural allowances, including installation kit

Pay for performance

Different remuneration methods (fee for service, capitation etc)

Loans (housing, vehicle)

Grants for family education

Other non-wage benefits

D. Personal and professional support

General improvement in rural infrastructure (housing, roads, phones, water supplies, radio communication etc

Improved working and living conditions, including opportunities for child schooling and spouse employment, ensured adequate supplies of technologies and drugs

Strengthening HR management support systems

Supportive supervision

Special awards, civic movement, and social recognition

Flexible contract opportunities for part-time work

Measures to reduce the feeling of isolation of health workers (professional/specialist networks, remote contact through telemedicine and telehealth)