The model seeks to support both the desire of GPs for more predictable and less onerous work commitments and to reduce the need for any significant up front financial investment on their part.

This paper uses survival analysis to identify factors associated with rural and remote Australian family physician turnover. It found a higher turnover risk in remote locations and for non-Australian trained physicians. The study suggests policy should consider population size, not just geographic remoteness.

This study evaluated the NSW Rural Resident Medical Officer Cadetship Program, which aims to increase doctors in rural hospitals. It found over half of the cadets surveyed were working in rural areas, and those from a rural background were more likely to choose general practice.

The paper reports on a two-stage Delphi study to identify performance indicators for an Australian charitable health service. It found that stakeholders prioritized quality of care and service user satisfaction above financial performance, suggesting that social and patient-focused outcomes were more highly valued than traditional commercial metrics.

The 2017-18 Primary Health Workforce Needs Assessment Summary Report focuses on the health workforce needs of General Practitioners.

This paper proposes a framework for Organisational Performance Measurement (OPM) specifically for non-acute health charities. Based on a systematic review, the framework identifies five key factors and 30 elements to guide the successful implementation of OPM in this sector.

The 2018-19 Primary Health Workforce Needs Assessment Summary Report focuses on the health workforce needs of General Practitioners.

This paper describes a partnership model that five organizations in Western New South Wales used to address rural health workforce challenges. A framework was developed and endorsed by stakeholders to build a collaborative approach for a sustainable health workforce.

The authors hypothesize that improving "literacy about health workforce" will improve rural health workforce recruitment, retention, and capability. This concept extends health literacy to all stakeholders, enabling them to make informed decisions and take action.

The 2019-20 Primary Health Workforce Needs Assessment Summary Report focuses on the health workforce needs of nursing and midwifery professionals working in the rural primary health care context.

This commentary proposes that focusing on the "capability" of the rural health workforce could improve recruitment, retention, and sustainability. They define capability as a dynamic, multi-dimensional quality that is the responsibility of the practitioner, community, and system.

Using its 30 years’ experience in recruitment and retention of remote and rural health professionals, RDN authors posited that rural health workforce retention requires adopting a life-stage career approach for better policy targeting, workforce planning, and incentives, while embracing modern career pathways and celebrating commitment to rural community service.