Recruitment and Retention Surveys and Data

As the pool of available and qualified candidates changes over time, CHCs should be aware of health professions workforce trends to guide their staff recruitment and retention policies.

American Hospital Association (AHA)
Health Provider Recruitment and Retention: Best Practices in Small or Rural Hospitals (2008)
This five-page report provides recruitment and retention techniques utilized by 11 organizations in eight different states and includes links to additional details about each program.

Association of American Medical Colleges (AAMC) 
The Complexities of Physician Supply and Demand: Projections From 2019 to 2034 (2021)
This 54-page report uses the most recently available data to project future supply and demand for physicians and concludes that a national shortage is likely driven by such factors as US population growth, aging population and doctors, and increased physician visits; the demand for doctors will outstrip the supply through at least 2030.

Bovbjerg and Ormond, Senior Researchers, Urban Institute’s Health Policy Center
Assuring Access to Care under Health Reform: The Key Role of Workforce Policy (2011)
This 15 page brief addresses four possible avenues for change that can help meet expected demand under the Patient Protection and Affordable Care Act of 2010 (increased supply of primary care physicians, increased efficiency of care provision, enhanced roles for other primary care clinicians, and system transformation), and the workforce policies that could contribute to their success.

California Access to Care Program
Improving Recruitment and Retention of Primary Care Practitioners in Rural California (2002)
This California Policy Research Center Issue Brief describes how federal and state programs attempting to increase the number of primary care practitioners in rural areas are perceived by rural primary care practitioners and administrators.

Community Health Association of Mountain/Plains States (CHAMPS)
Region VIII Health Center Clinical Staffing, Provider Productivity Expectations, and Workforce Metrics Reports (Biennial)
These reports include information on staffing ratios relating to provider and support employees as well as the larger administrative and clinical care team; health center expectations for weekly hours, administrative vs. patient contact hours ratio, completed visits, and panel size for full-time medical, dental, and behavioral health providers; and an analysis of turnover rates, vacancy rates, and additional recruitment and retention related metrics.

Community Health Association of Mountain/Plains States (CHAMPS)
Region VIII BPHC Uniform Data System (UDS) Summaries, Fact Sheets, and Workforce Infographics (Annual)
These reports compile annual UDS information for Region VIII Health Center Program grantees, including a variety of workforce metrics including staffing full-time equivalents (FTEs) for various services and titles, medical, dental, and behavioral health provider productivity, patients per staff FTE, income per staff FTE, health professions training programs at health centers, etc.

Community Health Association of Mountain/Plains States (CHAMPS)
Region VIII Health Center Recruitment and Retention Survey Reports (2004, 2011, and 2019)
These reports provides an analysis of data collected from staff members of the Health Centers across Region VIII in order to provide those Health Centers and the region’s Primary Care Associations (PCAs) with information vital to strengthening and enhancing successful recruitment and retention strategies already in place, and to developing new and innovative ways to support successful recruitment and retention of staff.

Community Health Association of Mountain/Plains States (CHAMPS)
Region VIII Health Center Salary & Benefits Survey Report (Biennial)
This report allows an analysis of data from Region VIII Community, Migrant, and Homeless Health Centers, enabling these Health Centers to determine if their salary and benefits packages are competitive in comparison with similar organizations within the region.

Community Health Association of Mountain/Plains States (CHAMPS)
Region VIII Job Opportunities Bank Data Comparison Report (Annual)
CHAMPS analyzes the information contained in the interactive Job Opportunities Bank annually to provide information about recruitment efforts and fill rates at CHCs throughout the region.

Health Resources and Services Administration (HRSA) Bureau of Health Workforce (BHW)
Health Workforce Data
Clearinghouse of resources related to health workforce data policy, minimum data sets, and surveys.

Himmelfarb Health Sciences Library, The George Washington University
Access Transformed: Building a Primary Care Workforce for the 21st Century (2008)
This 40-page report estimates current staffing patterns and health centers’ clinical staffing needs at the national and state level in order to enable health centers to reach the ACCESS for All America goal of reaching 30 million patients total in 2015.

Journal of the American Board of Family Medicine (JABFM)
Satisfaction of Family Physicians Working in Community Health Centers (2012)
This seven-page report assesses the satisfaction of family physicians working in community health centers (CHCs) using a number of factors. The study analyzes the proportion of CHC and non-CHC physicians satisfied with residency training, choice of specialty, relationship with employer, relationship with partners, work hours, practice location and income.

National Association of Community Health Centers (NACHC)
Current State of the Health Center Workforce (2022)
This eight-page report is the result of a nationwide survey of member Federally Qualified Health Centers (FQHCs) and reveals the unprecedented health workforce losses due to the COVID-19 pandemic and explores approaches that would help diversify and strengthen the health workforce of the future.

National Network for Oral Health Access (NNOHA)
Community Health Center Workforce Survey: Analysis of 2021 Results (2022)
This 93-page report is a result of a salary and retention survey of health center dentists and dental hygienists nationwide conducted to provide information and analysis on dental team member salaries, satisfaction, and recruitment and retention strategies in health centers throughout the country. (Warning: this file is large and may take a while to open.)

The Physicians Foundation
The Physicians’ Perspective: Medical Practice in 2008
Press release, Executive Summary, Key Findings, and full report and analysis for a 2008 survey examining the causes of doctor dissatisfaction, the state of their practices, and the future of care.

Press Ganey
Health Care Workforce Special Report: The State of Engagement (2019)
White paper presenting key findings based on feedback from 1.8 million physicians, nurse, and other employees, addressing engagement and resiliency, and the factors impacting each.

Rural Health Research and Policy Centers
Satisfaction with Practice and Decision to Relocate: An Examination of Rural Physicians (2009)
This project tracked practice locations of a cohort of physicians identified during the early stages of their medical careers supplemented with information on the current practice locations of physicians in the cohort, and with data from a follow-up survey that also asked a battery of satisfaction questions identifying factors correlated with the decision to maintain a rural practice.

University of Washington Department of Family Medicine
Training Family Physicians in Community Health Centers: A Health Workforce Solution (2008)
This report details a study of CHC and non-CHC-trained family physicians, which found that training family physicians in CHCs meets the health workforce needs of the underserved, enhances the recruitment of family physicians to CHCs, and prepares family physicians similarly to their non-CHC trained counterparts.

Utah Medical Education Council
Utah’s Physician Workforce, 2016: A Study on the Supply and Distribution of Physicians in Utah (2016)
This report presents findings from a survey of all Utah licensed physicians to understand the characteristics and shortfalls of the local workforce, and also presents policy recommendations in the areas of healthcare career pathway development, recruitment & retention, workforce training development, and improved data collection.