Keywords: Recruitment, Retention, training, education

Background:

As healthcare systems increasingly prioritise cost-effective, primary care–led models, recruitment and retention of general practitioners (GPs) has become a global challenge. In the UK, several national initiatives aim to address GP workforce shortages; however, less is known about locally delivered recruitment and retention schemes implemented by England’s 42 Integrated Care Boards (ICBs). Improved understanding of these initiatives is important to inform workforce planning and support sustainable general practice.

Research questions:

What recruitment and retention initiatives for general practitioners are currently provided by training hubs across England’s Integrated Care Boards, and how do these vary by region and career stage?

Method:

A review of GP training hub websites across 42 ICBs in England was undertaken to identify information relating to recruitment and retention initiatives. Programmes were categorised by career stage, professional development focus, wellbeing support, and workforce sustainability.

Results:

A wide range of locally delivered initiatives were identified, supplementing national schemes such as the Return to Practice programme and the International Induction Programme. Fellowship programmes were the most prevalent local intervention, including new-to-practice, First5, mid-career, deprivation, leadership, educator, and specialty-specific fellowships (e.g. frailty and palliative care). Early-career support included ST3-to-salaried GP transition packages, GP partner launchpad schemes, and peer-support networks. Retention-focused initiatives placed strong emphasis on wellbeing, incorporating Balint groups, coaching and mentoring, facilitated peer groups, protected learning time and designated wellbeing champions. Targeted support was available for specific groups, including maternity and return-to-work coaching, international GP and trainee support, and development of extended roles. Considerable regional variation existed in the scope and accessibility of initiatives.

Conclusions:

English general practice benefits from a broad and innovative range of local recruitment and retention initiatives; however, provision is highly variable and information is fragmented. Greater coordination, standardised reporting, and alignment with national workforce strategy are required to improve awareness, equity, and effectiveness.

Points for discussion:

How should recruitment and retention intervention effectiveness be measured?