Prof. Sue Lenthall1
1Charles Darwin University, Darwin, Australia
Biography:
Sue Lenthall is an experienced educationalist and remote area nurse, with over two decades of practice in remote communities across Queensland and Central Australia. She was the inaugural Course Coordinator of the Remote Health Practice program at the Flinders University, where she oversaw the development of a curriculum specifically designed to prepare health professionals for practice in remote Australian settings. She has since led and supervised numerous research projects related to remote area nursing, the remote health workforce and research impact. Sue is a fellow of CRANAplus and is currently employed as Professor of PHC at Charles Darwin University.
Abstract:
Introduction:
Aboriginal Community Controlled Health Services (ACCHSs) in the Northern Territory (NT) face severe workforce shortages, with non-Indigenous clinical staff turnover exceeding 160% annually. In some regions, agency nurses comprise 50–80% of the workforce, costing services up to $2 million annually and disrupting continuity of care. In response, the NT Primary Health Network (NT PHN) commissioned the development of the Graduate Nurse Program Expansion (GNPE), building on the Central Australian Aboriginal Congress Graduate Nurse Program. The GNPE offers a flexible, culturally safe, and sustainable transition-to-practice pathway for new graduate nurses in remote Aboriginal health services.
Methods:
The GNPE was developed using a participatory action research framework, consisting of four key stages:
1. Engagement and Governance: Steering and advisory committees were formed with NTPHN, AMSANT, Charles Darwin University, Menzies School of Health Research, Flinders University, and Congress.
2. Evidence and Needs Analysis
3. Consultation and Co-Design: Three rounds of consultations were held with ACCHSs across the Big Rivers, East Arnhem, and Top End regions.
4. Iterative Design and Feedback: Program elements, including orientation, education, and support, were refined based on stakeholder feedback.
Results:
The GNPE is an 18-month program with a two-week orientation, weekly in-servicing, ongoing cultural safety education, short courses, and quarterly education leave. It will pilot across three ACCHSs in the Big Rivers region, supported by a shared coordinator and nurse educator. Economic modelling suggests the GNPE is a cost-effective alternative to expensive agency staff, improving clinical readiness, retention, and continuity of care.
Conclusions:
The GNPE is an innovative, community-driven solution to the NT's remote health workforce crisis. By embedding graduate nurses in remote ACCHSs through a culturally safe framework, the program builds local workforce capacity, improves retention, and ensures long-term sustainability.