Skip to main content
SpringerLink
Log in

Human Resources Issues: Recruiting and Retaining Rehabilitation Counselors and Human Service Professionals in Rural, Frontier, and Territory Communities

  • Chapter
  • First Online:
Disability and Vocational Rehabilitation in Rural Settings

Abstract

This chapter is a compliment to Chap. 34, with the focus here on how to recruit and retain rehabilitation counselors in rural, frontier, and territory (RFT) communities. This chapter presents findings of research on counselor satisfaction with various aspects of their jobs with regard to resources available to rural counselors and clients as a factor in counselor retention. Next, the chapter presents strategies of how counselors in rural setting can be retained. In addition to counselor variables, information is presented on administrators and human resources’ attributes.

This is a preview of subscription content, log in via an institution to check access.

Access this chapter

Log in via an institution

Institutional subscriptions

References

  • Armstrong, A. J., Hawley, C., Blankenship, C., Lewis, A. N., & Hurley, J. (2008). Certified rehabilitation counseling personnel: Job satisfaction and intent to quit. Journal of Rehabilitation Administration, 32(1), 15–32.

    Google Scholar 

  • Barrett, K., Flowers, C., Crimando, W., Riggar, T. F., & Bailey, T. (1997). Training never ends: Human resource development of rehabilitation administrators. Journal of Rehabilitation Administration, 21, 3–18.

    Google Scholar 

  • Bishop, M., Crystal, R. M., & Sheppard-Jones, K. (2003). Rehabilitation counselor recruitment and retention: Implications from a study of current counselors. Journal of Rehabilitation Administration, 27(1), 3–14.

    Google Scholar 

  • Breen, D. J., & Drew, D. L. (2012). Voices of rural counselors: Implications for counselor education and supervision. VISTAS (1) 2012.

    Google Scholar 

  • Byham, W. C., Smith, A. B., & Paese, M. J. (2002). Grow your own leaders: How to identify, develop, and retain leadership talent. New York: FT Press.

    Google Scholar 

  • Campbell, N., McAllister, L., & Eley, D. S. (2012). The influence of motivation in recruitment and retention of rural and remote allied health professionals: A literature review. Rural and Remote Health, 12(3), 1–15.

    Google Scholar 

  • Capella, M. E., & Andrew, J. D. (2004). The relationship between counselor job satisfaction and consumer satisfaction in vocational rehabilitation. Rehabilitation Counseling Bulletin, 47(4), 205–214.

    Article  Google Scholar 

  • Chan, T. (2003). Recruiting and retaining professional staff in state VR agencies: Some preliminary findings from the RSA evaluation study. Washington, DC: American Institute for Research.

    Google Scholar 

  • Chipp, C., Dewane, S., Brems, C., Johnson, M. E., Warner, T. D., & Roberts, L. W. (2011). “If only someone had told me…”: Lessons from rural providers. The Journal of Rural Health, 27(1), 122–130.

    Article  Google Scholar 

  • Chisholm, M., Russell, D., & Humphreys, J. (2011). Measuring rural allied health workforce turnover and retention: What are the patterns, determinants and costs? Australian Journal of Rural Health, 19(2), 81–88.

    Article  Google Scholar 

  • Council for Accreditation of Counseling and Related Educational Programs. (2016). Standards for professional practice. Alexandria: Council for Accreditation of Counseling and Related Educational Programs.

    Google Scholar 

  • Council on Rehabilitation Education. (2014). CORE standards for graduate rehabilitation counselor education programs. Schaumburg: Council on Rehabilitation Education.

    Google Scholar 

  • Daniels, Z. M., VanLeit, B. J., Skipper, B. J., Sanders, M. L., & Rhyne, R. L. (2007). Factors in recruiting and retaining health professionals for rural practice. The Journal of Rural Health, 23(1), 62–71.

    Article  Google Scholar 

  • Denham, L. A., & Shaddock, A. J. (2004). Recruitment and retention of rural allied health professionals in developmental disability services in new South Wales. Australian Journal of Rural Health, 12(1), 28–29.

    Article  Google Scholar 

  • Dew, D. W., Alan, G. M., & Tomlinson, P. (2008). Recruitment and retention of vocational rehabilitation counselors (institute on rehabilitation issues monograph no. 33). Washington, DC: George Washington University. Center for Rehabilitation Counseling Research and Education.

    Google Scholar 

  • Fleming, A. R., Boeltzig-Brown, H., Foley, S. M., Halliday, J., & Burns, R. (2014). Strategies to ensure focus on individuals with the most significant disabilities: The experience of seven vocational rehabilitation agencies. Journal of Rehabilitation Administration, 38(1), 3–17.

    Google Scholar 

  • Institute for Rehabilitation Issues [IRI]. (2011). Performance management: Program evaluation and quality assurance in vocational rehabilitation. Hot Springs: Institute for Rehabilitation Issues [IRI].

    Google Scholar 

  • Jones, C.A., Parker, T.S., Ahearn, M., Mishra, A.K., & Variyam, J.N. (2009). Health status and health care access of farm and rural populations. Economic Research Service: US Department of Agriculture. Retrieved on September 23, 2016, from: http://www.ers.usda.gov/media/155449/eib57_reportsummary_1_.pdf

  • Layne, C. M., Hohenshil, T. H., & Singh, K. (2004). The relationship of occupational stress, psychological strain, and coping resources on turnover intentions of rehabilitation counselors. Rehabilitation Counseling Bulletin, 48(1), 19–30.

    Article  Google Scholar 

  • Lu, A. C. C., & Gursoy, D. (2016). Impact of job burnout on satisfaction and turnover intention do generational differences matter? Journal of Hospitality & Tourism Research, 40(2), 210–235.

    Article  Google Scholar 

  • Mackie, P. F. E. (2007). Understanding educational and demographic differences between rural and urban social workers. Journal of Baccalaureate Social Work, 12(3), 114–128.

    Google Scholar 

  • Mackie, P. F. E., & Simpson, C. L. (2007). Factors influencing undergraduate social work students’ perceptions about rural-based practice: A pilot study. Journal of Rural Mental Health, 31(2), 5–21.

    Google Scholar 

  • Mathauer, I., & Imhoff, I. (2006). Health worker motivation in Africa: The role of non-financial incentives and human resource management tools. Human Resources for Health, 4(24), 1.

    Google Scholar 

  • Morris, T., & Ogden, S. M. (2011). Funder demands for quality management in the non-profit sector: Challenges and responses in a non-profit infrastructure network. Public Money and Management, 31(2), 99–106.

    Article  Google Scholar 

  • O’Toole, K., & Schoo, A. M. (2010). Retention policies for allied health professionals in rural areas: A survey of private practitioners. Rural and Remote Health, 10(2), 1–12.

    Google Scholar 

  • Razee, H., Whittaker, M., Jayasuriya, R., Yap, L., & Brentnall, L. (2012). Listening to the rural health workers in Papua New Guinea – The social factors that influence their motivation to work. Social Science & Medicine, 75, 828–835.

    Article  Google Scholar 

  • Rural Information Hub. (2014). Recruitment and retention for rural health facilities. Grand Forks: Rural Information Hub. Retrieved on September 23, 2016, from: https://www.ruralhealthinfo.org/topics/rural-health-recruitment-retention

  • Schoo, A., Stagnitti, K., Mercer, C., & Dunbar, J. (2005). A conceptual model for recruitment and retention: Allied health workforce enhancement in western Victoria, Australia. Rural and Remote Health, 5(477), 1–18.

    Google Scholar 

  • Schultz, J. C. (2008). The tripartite model of supervision for rehabilitation counselors. Journal of Applied Rehabilitation Counseling, 39(1), 36.

    Google Scholar 

  • Sidwell, N., Boughton, B., Hull, P., Ertz, R., Seeley, K., & Wieder, J. (2006). Country life: Joys, challenges, and attitudes of rural social workers. Rural Social Work and Community Practice, 10(2), 28–35.

    Google Scholar 

  • Swanson, R. A., & Holton, E. F. (2001). Foundations of human resource development. San Francisco: Berrett-Koehler Publishers.

    Google Scholar 

  • US Department of Labor. (2015). Occupation and employment statistics: Rehabilitation counselors. Retrieved on September 23, 2016, from: http://www.bls.gov/oes/current/oes211015.htm#st

  • Winn, C. S., Chisholm, B. A., Hummelbrunner, J. A., & Hummelbrunner, C. W. B. C. J. (2014). Factors affecting recruitment and retention of rehabilitation professionals in northern Ontario, Canada: A cross-sectional study. Rural and Remote Health, 14, 2619.

    Google Scholar 

Download references

Author information

Authors and Affiliations

  1. Pennsylvania State University, Rehabilitation and Human Services, University Park, PA, USA

    Allison R. Fleming

Authors
  1. Allison R. Fleming
    View author publications

    You can also search for this author in PubMed Google Scholar

Corresponding author

Correspondence to Allison R. Fleming .

Editor information

Editors and Affiliations

  1. Department of Early Childhood, Special, Education, and Rehabilitation Counseling, University of Kentucky, Lexington, Kentucky, USA

    Debra A. Harley

  2. College of Health and Human Services, Rehabilitation Services and Rehabilitation Counseling, Northern Illinois University, DeKalb, Illinois, USA

    Noel A. Ysasi

  3. Department of Early Childhood, Special, Education, and Rehabilitation Counseling, University of Kentucky, Lexington, Kentucky, USA

    Malachy L. Bishop

  4. Pennsylvania State University, Rehabilitation and Human Services, University Park, Pennsylvania, USA

    Allison R. Fleming

Learning Exercises

Learning Exercises

Self-Check Questions

  1. 1.

    Explain the “costs” associated with high levels of counselor turnover: include a discussion of the financial and human consequences, to the agency, coworkers, clients, and community.

  2. 2.

    Consider your own preferences: what are your top three priorities when it comes to a job that you would consider ideal? What would make you want to stay with an agency or company for a significant period of time?

  3. 3.

    What aspects of a work environment or culture do you think contribute to employee dissatisfaction or turnover?

  4. 4.

    Identify three things that you think managers or supervisors could do that would improve employee satisfaction.

  5. 5.

    If you were recruiting counselors for a rural agency, what kind of person would you be looking for?

Field-Based Experiential Assignments

  1. 1.

    Look up three human services agencies in your local area. Visit the website to find (or call if not available) information on recruitment initiatives, employee benefits, and retention programs.

  2. 2.

    Interview three people you know to find out what attracts them to jobs and/or companies, what is important to them when considering possible career moves, and what makes them want to stay in a position for a significant period of time.

  3. 3.

    Do a labor market analysis of your local area: find out what rehabilitation and counseling jobs are available, pay ranges, and desirable qualifications.

Multiple Choice Questions

  1. 1.

    Which trend is evident in rural areas with respect to staffing?

    1. (a)

      Inexperienced professionals begin their careers in rural areas and then leave.

    2. (b)

      More experienced professionals move to rural areas when they get closer to retirement.

    3. (c)

      Rural areas have much fewer problems with recruitment.

    4. (d)

      There is no trend observed related to staffing.

  2. 2.

    Individuals who ______________ are more likely to seek employment in rural settings.

    1. (a)

      Were raised in cities.

    2. (b)

      Dislike rural areas.

    3. (c)

      Gain experience in rural areas.

    4. (d)

      Are open to new experiences.

  3. 3.

    Some of the perceived benefits of working in rural communities are:

    1. (a)

      The pay is higher.

    2. (b)

      Less travel is required.

    3. (c)

      Affordable living.

    4. (d)

      The work is easier.

  4. 4.

    One limitation noted in educational programs that hurts rural recruitment is:

    1. (a)

      Instructors discourage students from applying.

    2. (b)

      Limited discussion of rural content leaves students unprepared.

    3. (c)

      Most guest speakers come from rural areas.

    4. (d)

      Too many students are from rural areas.

  5. 5.

    ______________ has been identified as a “formal channel for recruitment.”

    1. (a)

      Agency-sponsored job fairs held in rural locales

    2. (b)

      Promoting counselors to supervisor roles immediately

    3. (c)

      Hosting students for clinical practicum or internship

    4. (d)

      None of these

  6. 6.

    Counselor ___________ has been shown to impact client satisfaction.

    1. (a)

      Job satisfaction

    2. (b)

      Preferences

    3. (c)

      Similarity of hobbies

    4. (d)

      Shared culture

  7. 7.

    An example of an intrinsic motivation to stay in a professional job is:

    1. (a)

      A high enough salary.

    2. (b)

      Sufficient vacation time.

    3. (c)

      I like my coworkers.

    4. (d)

      My work is personally meaningful.

  8. 8.

    An example of an extrinsic motivation for retaining a professional job is:

    1. (a)

      I feel that my work has value.

    2. (b)

      I feel fulfilled by my contributions.

    3. (c)

      The benefits are generous.

    4. (d)

      I have autonomy.

  9. 9.

    A new practitioner working in an unfamiliar area may consider __________ to become more integrated into the community:

    1. (a)

      Volunteering

    2. (b)

      Attending community events

    3. (c)

      Joining community groups

    4. (d)

      All of these

  10. 10.

    Responsive management is best defined as:

    1. (a)

      The process of listening to staff concerns and including staff in decision-making and planning

    2. (b)

      Protecting staff by not letting them know of agency challenges and concerns

    3. (c)

      Always doing what staff ask

    4. (d)

      Simplifying daily tasks so that staff do not have to work so hard

Key

  1. 1.

    A

  2. 2.

    C

  3. 3.

    C

  4. 4.

    B

  5. 5.

    C

  6. 6.

    A

  7. 7.

    D

  8. 8.

    C

  9. 9.

    D

  10. 10.

    A

Rights and permissions

Reprints and permissions

Copyright information

© 2018 Springer International Publishing AG

About this chapter

Check for updates. Verify currency and authenticity via CrossMark

Cite this chapter

Fleming, A.R. (2018). Human Resources Issues: Recruiting and Retaining Rehabilitation Counselors and Human Service Professionals in Rural, Frontier, and Territory Communities. In: Harley, D., Ysasi, N., Bishop, M., Fleming, A. (eds) Disability and Vocational Rehabilitation in Rural Settings. Springer, Cham. https://doi.org/10.1007/978-3-319-64786-9_35

Download citation

  • DOI: https://doi.org/10.1007/978-3-319-64786-9_35

  • Published:

  • Publisher Name: Springer, Cham

  • Print ISBN: 978-3-319-64785-2

  • Online ISBN: 978-3-319-64786-9

  • eBook Packages: Social SciencesSocial Sciences (R0)

Publish with us

Policies and ethics

Search

Navigation