General Practitioner recruitment and retention: action plan 2024 - 2026

General Practitioner Recruitment and Retention Action Plan 2024 - 2026

Introduction

This plan sets out 20 measures to improve GP recruitment and retention in Scotland. To deliver this plan our reform programme must restore, and further increase General Practice and wider Primary Care spend, within the overall health budget over the longer term. Progress will be reviewed annually as we continue to improve the data available on the GP workforce

Plan

Action / Timeframe

1 Explore with key partners, and specifically with British Medical Association (BMA) Scottish General Practice Committee (SGPC) through the Bilateral dialogue, the optimal shape of the future GP workforce and the General Practitioner Specialty Training (GPST) pipeline to grow our next generation of GPs, building on the current added 800 GPs commitment and progress, and taking account of evidence about population health, the projected burden of disease and the crucial role of General Practice in supporting care closer to home.

Commenced and ongoing

2 Explore and implement improvements to the Performers List to ensure effective registration of GPs across Health Boards and accurate flow through into national databases.

By Winter 2025

3 Improve data quality on capacity and whole time equivalent of the workforce (including in rural areas and across health inequalities) and on the GP labour market including vacancies and locum opportunities.

By Autumn 2025

4 Explore with NHS National Education for Scotland (NES) and partners all opportunities to fully understand, and plan for, the career intentions of domestic, rUK and international students within and exiting GPST and the resulting flow through into employment in Scotland’s General Practice settings.

By Spring 2026

Attract

Action / Timeframe

5 Establish with partners a new, clear, holistic, well-advertised online career pathway resource for GPs, linked to learning and development opportunities, with capacity for individual support for GPs requiring career advice.

Autumn 2025

6 Continue to target GP recruitment marketing activity to attract rUK and international GPs to work in Scotland, including online seminars and events to promote working as a GP in Scotland.

Ongoing

Train

Action / Timeframe

7 Improve our understanding of the challenges and opportunities for International Medical Graduates (IMGs) in training and then working in Scotland with NES and Royal College of General Practitioners (RCGP). This will build on the current offer pre-start orientation, supernumerary induction placements, and enhanced inductions as well as visa support.

By Autumn 2026

8 Support longer-term sustainability of the Independent Contractor model by working with RCGP and partners to provide a new, specific training offer for GPs on the role of a GP Partner.

Commence Spring 2025

9 Evaluate the impact of ScotGEM undergraduate medical programme on level of qualified GPs in areas of rural Scotland.

By Autumn 2026

10 Consider how to improve GP trainee experience including further exploring the benefits and implications of changes to GPST training over time to increase the amount of time spent in placements within General Practice.

By Autumn 2026

11 Work with NES and partners to better understand challenges and opportunities in relation to training capacity across Scotland, including the use of innovative training approaches.

By Autumn 2025

Employ

Action / Timeframe

12 Continue to support demand for the NES Returners Scheme supporting GPs returning to practice in Scotland from outside of the UK and work with NES to explore approaches to delivery.

Ongoing

13 Consider, and implement as needed, the forthcoming 2025 findings from the Scottish School of Primary Care evaluation of the Golden Hello Scheme to ensure current financial incentives support GP recruitment as effectively as possible.

By Autumn 2025

14 Consider, and implement as needed, the forthcoming 2025 findings from the National Centre for Remote and Rural Health and Care evaluation of the Rediscover the Joy project which supports practice sustainability in remote and rural areas and mainly Board-run practices, through adding GP capacity.

From Spring 2025

Nurture

Action / Timeframe

15 Continue to support and enhance as needed the core support schemes offered by NES such as GP coaching, CPD for early career ‘first 5s’ and the Retainer scheme.

Ongoing

16 Explore and implement ways to improve and expand the existing fellowship opportunities across Scotland for early career GPs on completion of GPST to support recruitment and retention in remote/rural areas, areas of deprivation and support all qualifying GPs to transition into the workforce.

From Summer 2025

17 Work with NES to swiftly bring together a clear, refreshed ‘go to’ webpage and support package promoting the NES supports available to early career GPs including mentoring, coaching, peer support and clinical learning.

By Summer 2025

18 Reshape the NES Staying in Practice Scheme to support mid-career GPs to return to/ remain in the workforce, ensuring alignment with the GP Retainer Scheme, and commence new intakes from Summer 2025.

By Summer 2025

19 Learning from implementation in 2024/25, expand the RCGP mid-career leadership scheme in 2025/26 to further support mid-career GP retention and skills development including related to workload management, resilience, career development and peer support to stay in roles.

By Spring 2025

20 Explore innovative opportunities for later career GPs to remain in clinical service and in roles that provide training and mentoring by providing greater flexibility and opportunities to engage in these roles.

Commence Spring 2025