Find answers to frequently asked questions about the Rural Health Workforce Incentive Scheme (RHWIS). The RHWIS is available to health workers in eligible services and positions.
The Rural Health Workforce Incentive Scheme is a comprehensive incentive package that aims to attract, recruit, and retain key health workers to rural and regional locations in positions that have hard-to-fill or critical vacancies. The RHWIS provides incentives that are above award and industrial instrument entitlements, and is provided to health workers if they are in eligible services and positions.
From 11 August 2023 to 30 June 2026, NSW Health ofers increased incentive packages up to $20,000 for health workers commencing in new roles in rural and regional locations. NSW Health utilises the Commonwealth Modified Monash Model (MM) to determine rurality of a location.
NSW Health offers various monetary and non-monetary incentives and benefits under the RHWIS through the following structure.
Hard-to-fill plus:
Hard -to-fill plus:
Hard-to-fill and Critical positions, MM5 plus:
Hard-to-fill and Critical positions, MM6 plus:
NSW Health organisations that have services and positions eligible for the RHWIS will determine what incentives they will offer. Incentives may vary dependent on the location and whether the position is hard-to-fill or critically vacant.
There are also incentives and benefits that are available as base benefit, meaning it is in addition to your maximum package value.
For further information on what incentives are available, please refer to the NSW RHWIS Policy Directive: Rural Health Workforce Incentive Scheme.
The RHWIS is available to health workers in eligible services and positions.
Eligible services and locations must be based at Modified Monash Model (MM) 3-7 facilities, and be assessed by the health organisation as hard-to-fill or critically vacant. Not all health workers, services, and locations will be eligible for the RHWIS.
A health worker in the context of the RHWIS, refers to employees of the NSW Health Service, engaged under the Health Services Act. The RHWIS incentives do not apply to contractors, locums, agency nurses, Visiting Medical Officers, and contingent workforce who are not paid through NSW Health payroll.
Existing health workers may also be eligible for the RHWIS and should discuss these arrangements with their manager.
Jobs that have incentives offered under the RHWIS should be easily identifiable on the NSW Health Career Portal, or through contacting the hiring manager or local recruitment office. All applicants who are successful in obtaining an incentivised position will have an opportunity to discuss their incentive packages with the NSW Health organisation.
There is no formal application process required from health workers for the RHWIS.
For new or vacant positions, posted positions that are eligible to be incentivised under the RHWIS can be found on the NSW Health Career Portal. General details about incentives applicable to the position can be discussed at any stage of the application process with the job convenor or local recruitment unit. Successful applicants to these positions will then be able to discuss the specific incentives available with their hiring manager.
Existing health workers should discuss with their manager whether they are eligible for incentives, or their local People and Culture unit. Each health organisation will discuss with existing health workers in eligible positions regarding incentive packages.
Health workers are only able to receive one state-funded incentive package at a time. If they are eligible for more than one state-funded incentive package then they will have to elect which package to receive.
If a health worker works across multiple incentivised positions, they should discuss the incentives available with their manager or local People and Culture unit.
Transferring of incentive packages will depend on the location, position, and time served by the health worker in their current position. Eligibility to transfer existing incentive packages will be determined and approved by the health organisation. Health workers who are receiving incentive packages and are changing or moving positions should discuss the impacts with their manager or local People and Culture unit.
Contracted and temporary staff working in eligible locations and positions can receive incentives. Discuss this with the hiring manager, service manager, or local People and Culture unit.
The processing of non-monetary incentives will depend on the actual incentive, for example, additional leave is added to leave balances. The payment of monetary incentives is processed through normal payroll, including any allowances or reimbursements. Health organisations can advise the way an incentive will be processed or paid.
Generally, health workers will receive negotiated incentives for the duration of their contract or term calculated to a 12 month period. The 12 month period commences from the first effective date of application of the incentive.
Health organisations may review eligible positions every 12 months. Where there may be changes to position eligibility and therefore changes to the incentives packages, incentivised health workers will be given 12 months’ notice prior to changes in their packages. Where there are no changes, the negotiated incentives packages will continue to be paid for the next 12 month period.
Any unused incentive will either be paid out to the value at the end of the 12 months or forfeited.
Health workers receiving incentive packages are required to make repayments if they leave their role within 18 months of their effective incentive date. This is applicable only for the first 18 months of their role.
For health workers who are temporary, contract, or term-based for a period of less than 18 months, the time served is calculated comparatively to the 18 months.
The repayment requirement does not apply to health workers who are leaving an incentivised role to take up another incentivised role at a location with a higher MM classification.
Applicants are advised to consult a financial advisor before finalising their package.
NSW Health are unable and do not provide advice on unique and individual financial and tax circumstances.
Health organisations are responsible for the application of appropriate taxation treatment to all incentive items being provided. The incentive package made available to individual health workers is valued at its gross value. Any fringe benefit tax liability is not counted as part of the value of the package and the employing health agency is responsible for payment of any fringe benefit tax incurred.
Incentives offered that are reportable fringe benefits (where the health worker’s total taxable value of certain benefits exceed $2,000 a year) are required to be reported as a reportable fringe benefit amount (RFBA) on health worker income statements (previously known as payment summary). Total RFBA is not taxable income but is taken into consideration when assessing eligibility for certain government benefits and concessions such as Medicare Levy Surcharge, Higher Education Loan Payment (HELP), superannuation benefits, child support and family assistance.
Working in rural and regional NSW can be an extremely rewarding experience. You are delivering essential services to communities, reducing the need for them to travel long distances to access care. There are frequent opportunities for professional development and growth compared to what might be available in metro areas.
There are also challenges that some health workers face when working in these large geographical areas including professional and personal isolation, homesickness, and an initial anonymity in a community that you have just moved to. It is important to understand these challenges and prepare yourself.
There is plenty of support in and throughout rural and regional NSW that will contribute to your transition and resilience. Your time in rural and regional NSW can be a fantastic career opportunity and rewarding personal experience.
For questions on position eligibility, incentive packages, and application, please contact your manager or the relevant health organisation's local People and Culture unit.
For more general information: