Frequently asked questions
Have questions about the RCIF? Find answers below. If you don't see what you're looking for, visit the relevant funding page for full details.
About the RCIF
What is the RCIF?
The Rural Capacity Investment Fund (RCIF) is a fund created through the Collective Agreement between Alberta Health Services and the Health Sciences Association of Alberta (HSAA). With $54 million available through March 31, 2028, the RCIF is dedicated to strengthening rural healthcare by supporting recruitment and retention for health professionals in rural Alberta.
Who runs the RCIF?
A joint committee of Employer and Union representatives, representing North, Central, and South Zones, oversees the Fund. A neutral facilitator supports the group, and all decisions are made by consensus. The Committee decides how funding is allocated, reviews and approves applications, assesses whether incentives are working, and responds to emerging recruitment and retention challenges.
When does funding open?
Recruitment incentive funding will open in May, 2026, and applications are open on a rolling basis through March 2028, or while funds remain available. Additional funding streams are under review, check the website regularly for updates.
Eligible Positions
Is my worksite eligible?
The Committee is focused primarily on difficult-to-recruit worksites in Alberta's North, Central, and South Zones. The Committee may consider initiatives at rural sites in the Edmonton and Calgary Zones. A zone map is available on the RCIF website.
Who applies — me or my manager?
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For the recruitment incentives, your manager applies on your behalf. Employees cannot apply directly.
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For the retention incentives, the employee applies.
Can I apply if I am on a leave of absence?
Yes. HSAA-represented employees on an approved leave of absence remain eligible to apply. For details on how a leave may affect your application or Return for Service start date, visit the relevant funding page.
What does "difficult to recruit" mean?
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For Recruitment Incentive: A worksite qualifies if at least one of the following applies: the position has been posted for 8 or more days without eligible candidates, or the occupational vacancy rate at the site-specific level is 10% or greater.
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For the Retention Incentive: A worksite qualifies if it is in the North, Central or South Zones. Rural Edmonton and Calgary may be considered in the future.
Recruitment Incentives - Regular and Temporary
What is the Temporary Recruitment Incentive and how much can I get?
The Temporary Recruitment Incentive is for HSAA-represented employees including, casual employees, who accept a temporary position at a difficult-to-recruit rural worksite. Applications are submitted by the hiring manager.
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Full Time (0.8–1.0 FTE)
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$500 per pay period
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Part Time (0.4–0.79 FTE)
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$400 per pay period
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Maximum: $13,000 over 12 months, or until March 31, 2028, whichever comes first.
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A Return for Service Agreement for the duration of the temporary position is required.
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This payment is taxable income. Consider speaking with a tax professional.
What is the Regular (Permanent) Recruitment Incentive and how much can I get?
The Regular Recruitment Incentive is for HSAA-represented employees who accept a regular (permanent) position at a difficult-to-recruit rural worksite. Applications are submitted by the hiring manager.
Full-time (0.8–1.0 FTE)
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$25,000 for 2-year RFS
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$41,500 for 3-year RFS
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$60,000 for 4-year RFS
Part-Time (0.4 - 0.79 FTE)
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$20,000 for 2-year RFS
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$33,200 3-year RFS
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$48,000 for 4-year RFS
50% is paid at the start of the RFS; 50% is paid after one year of service. This payment is taxable income. Consider speaking with a tax professional.
Can I receive both incentives at the same time?
No. The two incentives apply to different position types. You may only receive the incentive that corresponds to your current position.
Is this funding retroactive?
No. Funding is non-retroactive. You must be a new hire with a start date of May 1, 2026 or later.
Why are retention incentives not available yet?
The RCIF has focused on recruitment incentives to address vacancies for rural and remote healthcare communities. Retention incentives are in active development and coming soon!
When will retention incentives be available?
Retention incentives are currently being discussed by the RCIF Committee. We will share information on the website as decisions are made. Please check back regularly for updates.
Eligibility — Employees
I'm a regular employee transferring from another site. Am I eligible?
You may be eligible for the Regular Recruitment Incentive if you are relocating at least 50 km from your previous worksite to a qualifying rural site in the North, Central, or South Zone.
What is a "regular employee"?
What is a "regular employee"? A regular employee is one who works on a full-time or part-time basis on regularly scheduled shifts of a continuing nature, as defined in the HSAA Collective Agreement.
This is different from:
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Temporary employees — hired for a defined term (typically more than 3 months and less than 12 months), or to replace an employee on an extended leave
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Casual employees — work on a call-in basis with no regularly scheduled shifts
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External hires — coming from outside the employer entirely
I'm a temporary, casual, or external hire. Does the 50 km rule apply to me?
No. The minimum distance requirement applies only to employees (fulltime and parttime) who hold a regular position. Temporary employees, casual employees, and external hires have no minimum distance requirement.
I'm a new graduate. Can I apply?
Yes. New graduates are considered external hires and are eligible provided the position and worksite meet the eligibility criteria.
I hold a regular position but I am currently working in a temporary role. Am I eligible?
No. Eligibility is based on your substantive position. If you hold a regular position under the collective agreement, you are not eligible — even if you are temporarily backfilling or working in a temporary capacity.
Applying
What information does a manager need to submit an application?
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Contact information for both manager and employee
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Employee job title, employee number, and union
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Functional cost centre (contact your local BAS representative if needed)
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Funding amount requested and length of RFS
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Worksite health zone
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Confirmation that the employee is new to the worksite
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For the Regular Incentive: disclosure if the employee is on a Leave of Absence
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Agreement by both employee and manager to sign the Return for Service Agreement
How does the manager access the application portal?
Applications are submitted through the Good Grants portal at rcif.grantplatform.com. The manager will be asked to register. A verification code will be sent to that email to complete registration. The employee will provide the manager with their preferred email to be included in the application for follow up purposes.
Do recipients have to complete a survey?
Yes. All RCIF funding recipients are required to complete an online survey at the end of their funding period. This helps the Committee assess whether incentives are working and informs future funding decisions.
Retention Incentive
Who is eligible to apply?
HSAA-represented employees in a regular position (full-time, 0.8–1.0 FTE, or part-time, 0.4–0.79 FTE) who commit to staying in their current role at their current worksite for a one-year Return for Service (RFS) period. The employee applies directly.
Who is not eligible?
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Casual or temporary employees (including those with a regular position on a temporary contract)
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Employees who received a recruitment incentive in this funding season
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Employees who already have an active RCIF RFS
How much is the incentive worth?
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Full-Time (0.8–1.0 FTE): $6,000
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Part-Time (0.4–0.79 FTE): $4,800 (80% of the full-time amount)
Can Calgary or Edmonton Rural Zone employees apply?
Not currently. Applicants in the Calgary and Edmonton Rural Zones (a minimum of 50 km from the city centre) may become eligible once the committee reviews the fund in early November.
When can I apply?
The application window runs September 14, 2026 to February 1, 2027.
How do I apply?
Through the Good Grants portal (link will be available September 14, 2026 on the website). Register with the email address you want tied to your application, a verification code will be sent to complete registration.
What do I need before I start my application?
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Contact information
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Job title, employee number, and union
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Employment type (regular full-time or regular part-time)
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Worksite and health zone
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Agreement to sign the Return for Service Agreement
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Functional cost centre: To obtain the number, employees should reach out to their managers and managers should reach out to their local BAS representatives.
What is a “functional cost centre” and how do I find mine?
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Your functional cost centre identifies which operating budget your position is attached to, so Business Advisory Services (BAS) can properly account for the incentive payment. You can find it by asking your manager.
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If your manager does not know they will need to contact their BAS representative.
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The functional cost centre number is 18 numbers and the format is as follows: xxx.xxxx.xxxxxxxxxxx.
What is the Return for Service (RFS) Agreement?
A one-year commitment to remain in your regular position at your home worksite. The RFS starts on the date you sign, not the date you apply. All RFS Agreements must begin no later than March 31, 2027.
Can I apply if I'm on a leave of absence?
Yes. Employees on an approved leave of absence can still apply. However, the incentive is only paid out once you return to active work in your regular position. If you're on leave when your RFS would otherwise be signed or is already in progress, that period is paused rather than counted against you.
I'm a regular employee currently on a temporary assignment — am I eligible?
Not while you remain on the temporary assignment. You become eligible to apply once you return to your regular position. (until February 1, 2027)
When and how do I get paid?
One lump sum, processed through payroll, within 2-3 pay periods after you sign the RFS.
Will the payment be taxed?
Yes, it's subject to standard payroll deductions: federal and provincial income tax, CPP, and EI. You may want to check with a tax professional about how it affects your personal situation.
Return for Service Agreement (RFS)
What is a Return for Service Agreement?
A Return for Service (RFS) Agreement is a commitment to remain in your position for a set period after receiving funding. It is required for both recruitment incentives. The RFS begins on your start date in the new position. All RFS Agreements must begin no later than March 1, 2028.
How long is the Return for Service Agreement?
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For the Temporary Recruitment Incentive, the RFS runs for the duration of the temporary position, to a maximum of 12 months.
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For the Regular Recruitment Incentive, you choose a 2, 3, or 4 year term at the time of application. The term cannot be changed after the application is submitted.
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For the Retention Incentive the term is one year.
What happens to my RFS if I go on leave?
If you are on a leave of absence for 30 or more calendar days, your RFS end date will be extended by the same number of days. You are required to notify your manager and the RCIF Committee of any leave or departure that may affect your RFS Agreement.
What happens if I leave before my RFS is complete?
You may be required to repay a portion of the funding received. Details are outlined in your Return for Service Agreement.