Recruitment and retention |
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Difficulty attracting PAs to rural areas -
Initial exposure to PA was not positive (personality, communication issues) -
Lack of continuous supply or not enough PAs available for hire in the province -
Maternity leave or medical leave (no one to replace PA)
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Lack of regulation
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Concern about delegated acts, CPSO standards -
Concern about being audited -
Lack of clear information about delegated acts and medical directives
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Training and supervision
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Amount of supervision needed until comfortable with PA skill level or experience -
Need for compensation for supervising or training -
Inconsistencies among PAs in education and experience
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Funding
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Lack of long-term plan from MOHLTC -
Frustration with application system for MOHLTC grant funding -
Initial loss of income waiting for PA to become efficient or attend additional training; funding is therefore instrumental to integration -
Needing to sign up or roster additional patients to cover PA expenses -
Affordability under MOHLTC guidelines or meeting salary standards -
Physicians “too greedy” to pay for PAs out of their own pockets
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Integration
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Resistance from other health care providers -
Lack of hospital privileges restricting use of PA -
Concerns about orientation, integration, and phasing in role of PA
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Lack of knowledge about PA role
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Lack of interest owing to lack of knowledge or understanding of PA role -
Fear of being upstaged by the PA -
Concern about liability and insurance -
Inconsistencies about appropriate level of autonomy
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