Skip to main navigation Skip to main content

Aboriginal and Torres Strait Islander Health Workforce Development

Outcomes

Aboriginal and Torres Strait Islander Health Workforce Development

Outcomes

The Aboriginal and Torres Strait Islander Cultural and Health Training Framework > Aboriginal and Torres Strait Islander Health Workforce Development > Outcomes
  1. There is a clear and accessible pathway for a career in Aboriginal and Torres Strait Islander primary health.
OUTCOME STRATEGIES INDICATORS RESPONSIBILITY
There is an identifiable pathway for training in Aboriginal and Torres Strait Islander primary health.
  • The pathway for training in Aboriginal and Torres Strait Islander health is transparent and visible to allied health students, medical students, junior medical officers, other prevocational doctors, GP trainees and GPs.
  • There are multiple entry points for the training pathway.
  • It is a priority placement pathway with preferential opportunities for committing to training and working in Aboriginal and Torres Strait Islander Health.
  • Individual case management and support are available for this pathway.
  • Pathway information is easily accessible on the RACGP website.
  • Increased number of enquiries about training in Aboriginal and Torres Strait Islander health from medical students, prevocational doctors and registrars.
  • Increased uptake of the pathway for GP trainees.
  • Central register developed to collect data and track interest (training pipeline through to Fellowship).
  • Workforce retention rates.
  • RACGP Training
  • RACGP Marketing
  • RACGP Communications
  • RACGP Workforce and Pipelines
  • RACGP National Faculty of Aboriginal and Torres Strait Islander Health
  • RACGP Website
  • Joint Colleges Training Services
Effective pipeline activities for transition onto an Aboriginal and Torres Strait Islander health training pathway.
  • Early identification of trainees and potential GP trainees who want to explore a career in Aboriginal and Torres Strait Islander health.
  • Medical student exposure to Aboriginal and Torres Strait Islander primary care placements.
  • Junior medical officer exposure to Aboriginal and Torres Strait Islander primary care placements.
  • GPs working in Aboriginal and Torres Strait Islander health mentorship programs for medical students, junior medical officers and GP trainees.
  • Opportunities for GP trainees to sample or opt onto the Aboriginal and Torres Strait Islander health training pathway.
  • Individual case management and support are available for this pathway.
​
  • Central register developed to collect data and track interest (training pipeline through to Fellowship).
  • Increase in numbers of medical students and junior medical officers taking up Aboriginal and Torres Strait Islander primary care placements.
  • Mentoring program established and operational.
  • Workforce retention rates.
  • RACGP Training
  • RACGP Marketing
  • RACGP Communications
  • RACGP Workforce and Pipelines
  • RACGP National Faculty of Aboriginal and Torres Strait Islander Health
  • RACGP Website
  • Joint Colleges Training Services
Training in Aboriginal Medical Services (AMS) and Aboriginal Community Controlled Health Services (ACCHS) is effectively promoted.
  • A variety of multimedia modalities is used to promote Aboriginal and Torres Strait Islander health training:
    • Internet
    • Videos
    • Webinars
    • Social media
    • Podcasts
  • Positively promote opportunities for training in urban, regional, rural and remote locations.
  • Cultural immersion experiences include site visits to AMS/ACCHOs.
  • Marketing strategies for AMS/ACCHOs to engage GP trainees.
​
  • National data is used to plan increased numbers of placements effectively.
  • Increase in number of rural and remote placements.
  • Number of interactions with online campaign.
  • Workforce retention rates.
​
  • RACGP Training
  • RACGP Marketing
  • RACGP Communications
  • RACGP Workforce and Pipelines
  • RACGP National Faculty of Aboriginal and Torres Strait Islander Health
  • RACGP Website
  • Joint Colleges Training Services
  1. There are support structures for all registrars in Aboriginal and Torres Strait Islander health placements.
OUTCOME STRATEGIES INDICATORS RESPONSIBILITY
Established community of practice for training in Aboriginal and Torres Strait Islander health.
  • Regular training peer check-ins and debriefing.
  • Small group training and education opportunities relevant to Aboriginal and Torres Strait Islander health including case discussions and reflective exercises.
  • Regional Aboriginal and Torres Strait Islander health forums.
  • Encourage engagement with local and national Aboriginal and Torres Strait Islander health conferences and events.
  • Provide cultural immersion opportunities to have shared experiences and enhance relationships with peers and communities.
  • Established interest group for Aboriginal and Torres Strait Islander health in each region.
  • Increased and documented positive experiences about training and working in Aboriginal and Torres Strait Islander health.
  • Increased connections between trainees pursuing careers in Aboriginal and Torres Strait Islander health.
  • Increase workforce retention rates for trainees in Aboriginal and Torres Strait Islander health placements.
  • RACGP Training
  • RACGP Marketing
  • RACGP Communications
  • RACGP Workforce and Pipelines
  • RACGP National Faculty of Aboriginal and Torres Strait Islander Health
  • Joint Colleges Training Services
Systems and structures that support GPs training and working in Aboriginal and Torres Strait Islander health.
  • National and regional training coordinators specific to training and working in Aboriginal and Torres Strait Islander health.
  • Accessible and priority placement opportunities in AMS/ACCHOs.
  • Flexible funds to encourage interest in potential moves to more regional or remote areas.
  • Engage with workforce organisations in each state – additional resources.
  • Equitable distribution of salary support program.
  • Training coordinators are established in each region to oversee Aboriginal and Torres Strait Islander health training activities.
  • All registrars who seek an ACCHO placement, receive one.
  • Service agreements or other formal agreements documenting partnership with ACCHOs reflect Framework goals.
  • New or revised administrative and clinical orientation, staff training and materials regarding Aboriginal and Torres Strait Islander cultural safety.
  • Training opportunities align with stated Aboriginal and Torres Strait Islander community health needs and priorities.
  • RACGP Training
  • RACGP Marketing
  • RACGP Communications
  • RACGP Workforce and Pipelines
  • RACGP National Faculty of Aboriginal and Torres Strait Islander Health
  • Joint Colleges Training Services
Supervisors are culturally and clinically competent in Aboriginal and Torres Strait
Islander health as well as GP trainee support.
  • Ensure all supervisors are up to date with their continuing professional development requirements, including cultural safety requirements.
  • Supervisors complete face-to-face or immersive cultural competency and safety training on an ongoing basis.
  • Ensure supervisors are aware of pathways into working in Aboriginal and Torres Strait Islander health for career planning discussions.
  • Supervisor can receive CPD points if they complete online modules.
  • Supervisors receive CPD points if they attend/ participate in Aboriginal and Torres Strait Islander community cultural events.
  • Increased number of supervisors with recent (within the last 18 months) cultural safety and competency training.
  • Increased presence of supervisors at Aboriginal and Torres Strait Islander community cultural events.
  • RACGP Training
  • RACGP Supervisor
  • RACGP CPD
  • RACGP National Faculty of Aboriginal and Torres Strait Islander Health
  • Joint Colleges Training Services
Career mentoring program in place.
  • Design a dynamic and sustainable mentoring program to support career development in Aboriginal and Torres Strait Islander health that is relational in its foundations.
  • Support for non-Indigenous mentors/supervisors of Aboriginal and Torres Strait Islander registrars or non- Indigenous registrar working in Aboriginal and Torres Strait Islander health.
  • Mentoring system in place and supported.
  • Leadership and career pathways identified, promoted and supported.
  • Self-reported higher levels of satisfaction and support.
  • RACGP Training
  • RACGP Marketing
  • RACGP Communications
  • RACGP Workforce and Pipelines
  • RACGP National Faculty of Aboriginal and Torres Strait Islander Health
  • Joint Colleges Training Services
  1. There are opportunities and support for career development for GPs to specialise in Aboriginal and Torres Strait Islander health
OUTCOME STRATEGIES INDICATORS RESPONSIBILITY
New Fellows are clinically and culturally competent in Aboriginal and Torres Strait Islander health and desire to develop their career in this space.
  • Community of Practice to provide peer support and networking.
  • Have link on website/JCTS that identifies AMS/ACCHO positions available and contact person.
  • Practical support/links to resources about positions and services.
  • Ongoing access to cultural safety training and cultural mentors.
  • Membership and increased engagement with Faculty of Aboriginal and Torres Strait Islander Health, including clear member benefits.
  • Cultural safety CPD for Fellows.
  • All new Fellows have met required cultural competency assessment under evidence based cultural competency framework.
  • Increased number of new Fellows employed in ACCHO sector.
  • RACGP Training
  • RACGP CPD
  • RACGP Workforce and Pipelines
  • RACGP National Faculty of Aboriginal and Torres Strait Islander Health
  • Joint Colleges Training Services
Fellowed GPs can obtain ongoing professional development, skills and qualifications in Aboriginal and Torres Strait Islander health.
  • Post Fellowship qualification in Aboriginal and Torres Strait Islander health.
  • Availability of continuing professional development and additional skills training opportunities to enhance competencies in Aboriginal and Torres Strait Islander culture and health.
  • Ongoing opportunities to access cultural mentoring.
  • Establishment of post Fellowship qualification in Aboriginal and Torres Strait Islander health.
  • Increased numbers of GPs undertaking Aboriginal and Torres Strait Islander health CPD activities.
  • Increased numbers of cultural mentors and cultural educators.
  • RACGP Training
  • RACGP Education
  • RACGP Workforce and Pipelines
  • RACGP CPD
  • RACGP National Faculty of Aboriginal and Torres Strait Islander Health
  • Joint Colleges Training Services
Medical educators (MEs) who have trainees in Aboriginal and Torres Strait Islander health placements have clear access to cultural support person (an Aboriginal and Torres Strait Islander medical educator).
  • Provide training opportunities for MEs so all MEs can increase knowledge regarding AMS/ACCHO working environment and what Aboriginal and Torres Strait Islander registrars are likely to experience – ‘ME muster meetings’ – How MEs can advise someone who is interested.
  • Training advisory meetings – checklist and resources available for registrars to follow up. MEs being aware of pathways into working in Aboriginal and Torres Strait Islander health for career planning discussions.
  • MEs who have experience of working in Aboriginal and Torres Strait Islander health.
  • Increased number of Aboriginal and Torres Strait Islander medical educators.
  • Number of MEs who attend training opportunities on AMS/ACCHO working environments.
  • Checklists and resources for MEs developed and disseminated.
  • Increased capacity of MEs to work alongside Aboriginal and Torres Strait Islander medical educators to support trainees in Aboriginal and Torres Strait Islander health placements.
  • RACGP Training
  • RACGP Education
  • RACGP Workforce and Pipelines
  • RACGP CPD
  • RACGP National Faculty of Aboriginal and Torres Strait Islander Health
  • Joint Colleges Training Services
  1. There are increased numbers of culturally capable and responsive GPs working in Aboriginal and Torres Strait Islander health.
OUTCOME STRATEGIES INDICATORS RESPONSIBILITY
GP trainees are successfully completing training in Aboriginal and Torres
Strait Islander health and continuing to work in the sector.
  • Comprehensive and supported cultural safety and health education training program.
  • Optional additional skills in Aboriginal and Torres Strait Islander health including master classes.
  • Access to advanced training options in Aboriginal and Torres Strait Islander health.
  • Celebrate and profile GPs working and thriving in Aboriginal and Torres Strait Islander health.
  • Establish regional and local communities of practice in Aboriginal and Torres Strait Islander Torres Strait Islander health in partnership with appropriate workforce agencies.
  • Increase in overall numbers of GP trainees successfully completing training in Aboriginal and Torres Strait Islander health.
  • Increase in number of GPs who are employed in the ACCHO/AMS sector each year.
  • Mechanisms in place to measure and collect feedback from Aboriginal and Torres Strait Islander Peoples and communities.
  • RACGP Training
  • RACGP Education
  • RACGP Workforce and Pipelines
  • RACGP CPD
  • RACGP National Faculty of Aboriginal and Torres Strait Islander Health
  • Joint Colleges Training Services
  1. There is an effective GP workforce distribution in the Aboriginal and Torres Strait Islander health sector.
OUTCOME STRATEGIES INDICATORS RESPONSIBILITY
The Aboriginal and Torres Strait Islander health workforce is adequately supplied with specialist GPs.
  • National workforce data analysis identifies areas of Aboriginal and Torres Strait Islander workforce need.
  • Increase prioritising Aboriginal and Torres Strait Islander health training opportunities.
  • Comprehensive engagement strategy with ACCHO/ AMS sector to assist in providing support for Aboriginal and Torres Strait Islander health placements.
  • Workforce distribution models:
    • Consider complexities of illness burden and multimorbidity,
    • Address the health provision needs of communities.
  • National data is used to plan increased numbers of placements effectively.
  • Increase in number of Aboriginal and Torres Strait Islander workforce placements.
  • Partnership with ACCHOs has achieved its goals (eg feedback in Training Post Report).
  • RACGP Training
  • RACGP Workforce and Pipelines
  • RACGP National Faculty of Aboriginal and Torres Strait Islander Health
  • Joint Colleges Training Services
  1. Aboriginal and Torres Strait Islander health placements are engaged and supported.
OUTCOME STRATEGIES INDICATORS RESPONSIBILITY
There are sufficient Aboriginal and Torres Strait Islander health training placements to support the training pathway and they are being effectively utilised.
  • Increased community and AMS/ACCHO engagement in alignment with the RACGP Community Engagement and Partnership Strategy.
  • Provide supports for placements in ACCHS/AMS including but not limited to:
    • GP training information sessions or forums
    • Site visits
    • Accreditation processes
    • Supervision requirements
  • Identify data on placements not being filled and evaluate.
  • Establish systems to effectively match trainees with placements.
  • National data is used to plan increased numbers of placements effectively.
  • Increased quantity of available training placements, urban, regional, rural and remote.
  • Available placements meet workforce need in Aboriginal and Torres Strait Islander health.
  • RACGP Training
  • Accreditation
  • Standards
  • RACGP Education
  • RACGP Workforce and Pipelines
  • RACGP CPD
  • RACGP National Faculty of Aboriginal and Torres Strait Islander Health
  • Joint Colleges Training Services
There are Aboriginal and Torres Strait Islander health placements in ACCHOs/AMSs for areas of workforce need.
  • Understand and map workforce need for Aboriginal and Torres Strait Islander health.
  • Increased community and AMS/ ACCHO engagement in areas of workforce need in alignment with the RACGP Community Engagement and Partnership Strategy.
  • Support new and smaller AMS/ ACCHOs to meet placement and accreditation standards.
  • Increased number of placements where more accredited training sites in AMS/ACCHOs are needed.
  • Mechanisms in place to measure and collect feedback from Aboriginal and Torres Strait Islander peoples and communities.
  • RACGP Training
  • Accreditation
  • Standards
  • RACGP Education
  • RACGP Workforce and Pipelines
  • RACGP CPD
  • RACGP National Faculty of Aboriginal and Torres Strait Islander Health
  • Joint Colleges Training Services
Salary supported placements reflect workforce need.
  • Using national workforce data to match workforce need and funding for supported placements.
  • National data is used to plan increased numbers of placements effectively.
  • Increased amount of salary supported placements in areas of priority workforce need.
  • RACGP Training
  • RACGP Workforce and Pipelines
  • RACGP National Faculty of Aboriginal and Torres Strait Islander Health
  • Joint Colleges Training Services

Aboriginal and Torres Strait Islander Health Workforce Development >The Workforce Serpent > Guiding principles > Objectives > Outcomes | Next element

© 2025 The Royal Australian College of General Practitioners (RACGP) ABN 34 000 223 807