In recent surveys in 2022, 2023 and 2024 participants were asked to identify the most pressing issues they had upper mind as they planned new or expansion of mobile medical programs. The third most notable issue in each of the three years was the question of staffing. Recruitment of clinical staff, social workers, drivers and support staff into the realm of mobile care is challenging and mirrors similar circumstances for brick and mortar hiring and retention. While working in a fixed facility is demanding, functioning in a mobile setting can be particularly taxing and complex.  

Recruitment has, in part, relied on transferring personnel from brick-and-mortar facilities, hiring entirely new staff or relying on volunteers to staff the mobile. This does not always develop a cohesive team environment or individuals with the flexibility, character, empathy and rewards ethic that is conducive to a stimulating career in the sometimes-arduous mobile care setting.  

Since the transition from traditional built healthcare facilities to mobile is not for everybody, our presentation will distinguish the characteristics of a successful MMU provider necessary to thrive in the mobile environment, common problems that arise when providers move from brick and mortar to an MMU and how these can be mitigated through training in the context of the MMU model of care that may differ from a brick and mortar setting. We will also address effective recruitment strategies and suggest retention approaches that recognize the needs of clinical practitioners and support staff.  

Learning Objectives: Distinguish the characteristics of a successful MMU provider necessary to thrive in the mobile environment. Recruitment considerations. Specific points of training depending on the model of care the MMU will have (that are not necessary in the brick and mortar setting). Common problems that arise when providers move from brick and mortar to MMU.