Ms Jessie Anderson1, Ms Louise McGuire1,2, Ms Merrilee Clarke3, Ms Zoe Coleman2, Ms Karen Orchard3, Professor Tiffany Conroy1, Dr Ali Dymmott1, Dr Sonia Hines4, Dr Deborah Russell5
1Flinders University, Adelaide, Australia, 2Northern Adelaide Local Health Network, Adelaide, Australia, 3Yorke and Northern Local Health Network, Pt Pirie, Australia, 4JBI, Adelaide, Australia, 5Menzies School of Health Research, Darwin , Australia
Biography:
Jessie Anderson is a Registered Nurse, researcher, and educator with a strong background in Emergency Nursing and a deep commitment to improving health outcomes in regional and remote communities. She is passionate about addressing nursing workforce challenges, particularly the transition from university to practice and the experiences of early career nurses in rural and remote Australia. Jessie’s research focuses on innovative strategies to enhance recruitment, retention, and professional development in these settings. She is currently exploring sustainable workforce models for regional and remote nursing, aiming to inform policy and practice that supports equitable healthcare access.
Abstract:
The Metro Rural Nursing Exchange Program Pilot is a pioneering workforce initiative designed to address critical nursing shortages and retention challenges across metropolitan and regional South Australia. This six-month exchange involved nine early-career registered nurses from the Northern Adelaide Local Health Network (NALHN) in metropolitan Adelaide and the Yorke and Northern Local Health Network (YNLHN) in regional and remote South Australia, supported by accommodation, orientation, and professional development resources. The Exchange aimed to improve recruitment and retention, foster professional development, and strengthen partnerships between NALHN and YNLHN.
The mixed methods evaluation revealed substantial benefits for participants and health services. Participating early career registered nurses reported significant growth in clinical skills, confidence, and leadership capability, alongside exposure to diverse specialties and health service contexts. Quantitative data demonstrated improvements in confidence scores and positive shifts in retention outlooks, while qualitative findings highlighted enhanced adaptability and career satisfaction. The program also strengthened collaboration between LHNs, fostering professional networks and knowledge sharing that have the potential to improve continuity of care and patient outcomes.
Key enablers included accommodation and strong leadership support, while barriers involved communication gaps, HR complexities, and restrictive eligibility criteria. Recommendations for future iterations include expanding eligibility to include middle and later career nurses, enrolled nurses and allied health professionals, formalizing knowledge-sharing processes, enhancing orientation programs, and maintaining housing and travel support. Governance frameworks, promotional strategies, and mechanisms to track long-term retention are essential for sustainability. This exchange model offers a scalable, evidence-based approach to building capability, improving job satisfaction, and addressing workforce challenges across metropolitan and rural health systems.