“Green but Keen” – Why Supporting Nurses into Remote Work Matters

I’ve worked as a nurse and midwife for more than 17 years now, across a range of settings — from metropolitan hospitals to some of the most remote corners of Australia. More than four of those years were spent as a Remote Area Nurse (RAN), after being given an opportunity as a “green but keen” ED RN back in 2013.

That opportunity changed the entire trajectory of my career.

Did I know everything about remote work back then? Absolutely not. But I had solid emergency skills, good mentors, and a team that supported me to grow into the role safely. That’s what made all the difference.

Was it a steep learning curve? Absolutely.

Did I want to pack up and leave two weeks in? Also yes.

But I stuck it out — thanks to the support of not only my agency, but also the site managers and colleagues around me (many of whom were agency RANs themselves, who once upon a time weren’t RANs either, but had been given the chance to step into these roles). That sense of shared understanding and encouragement made all the difference.

And as a result of being given that opportunity, I went on to stay in remote practice for five years. During that time, I had my first child — which gave me firsthand experience of what many remote women go through, dealing with PATS (gahh) and travelling to the nearest regional centre for “sit down” confinement to await the birth of their baby. It gave me a whole new level of appreciation for the strength and resilience of the women and families living in our remote communities — and for the nurses, midwives and health professionals who support them.

Everyone Starts Somewhere

There’s been a lot of online discussion lately about agencies advertising for “new” or “emerging” RANs — and I understand the frustration behind it. Remote Area Nursing is challenging work. It demands autonomy, resilience, and years of broad-based experience to manage whatever walks through the door (and sometimes what drives, flies, or boats in).

But here’s the thing: everyone starts somewhere.

If you have a nurse who’s clinically competent, adaptable, and eager to learn — and if they’re supported by the right employer — then helping them transition into remote practice isn’t unsafe or disrespectful. It’s investing in the future of our rural and remote workforce.

We can acknowledge both truths at once:

• Yes, remote nursing requires significant experience and capability.

• And yes, with proper mentorship and structure, nurses can safely begin to develop those capabilities.

The Workforce Reality

We can’t just blanket say “nope — if you’ve never worked as a RAN, then you can’t possibly know, understand, or ever do it.” Because sorry — who will do it then?

With the average age of RANs getting older, and the nursing workforce in general under immense strain, we need to actively support and guide the next generation coming through. That’s exactly what we aim to do.

A big challenge facing these newer or transitioning RANs is the exorbitant (and often falsely advertised) pay rates some agencies promote. It creates an unrealistic benchmark — so when nurses see the actual rates offered for “new to practice” RANs, the reaction is often, “No way, I’m not working for that!”

What’s often overlooked is that many of these entry or transition-level roles come with significant value and support — housing and transport provided, senior staff on-site to mentor, and access to funded or supported training like MEC (Midwifery Emergency Care) and REC (Remote Emergency Care).

Sure, having all those qualifications beforehand is ideal — but let’s be honest, it’s not always feasible. Course numbers are limited, they’re not offered in every state, and they can be expensive to self-fund.

At Kenmore Health Recruitment, we do things differently. We support our staff to access these courses — covering or contributing to training costs and rewarding professional development and loyalty with increased coverage and opportunities. Because building capability and confidence in our workforce benefits everyone — our nurses, the health services, and ultimately, the patients and communities we serve.

The Problem Isn’t New Nurses — It’s Poor Support

Are there agencies that take advantage of inexperienced staff and send them out to rural sites without adequate preparation or supervision? Unfortunately, yes.

But that’s not every agency — and it’s certainly not how things should be done.

That’s one of the reasons Kenmore Health Recruitment was founded

. As a nurse–midwife who has worked as a RAN, I know firsthand how important it is that people are placed safely, supported properly, and never set up to fail.

Our approach has always been simple:

• Match the right person to the right site.

• Be honest about expectations and skill requirements.

• Provide ongoing support — before, during, and after placement.

• Respect both the clinician and the community they serve.

  
  

When done right, agency work can be a valuable pathway for capable nurses to “try before they buy” — to experience remote practice in a supported way before committing to a permanent role.

Building a Sustainable Workforce

The rural and remote health sector can’t afford to lose passionate nurses who want to learn and contribute — especially when they’re supported to do so responsibly. The answer isn’t to shut the door to emerging clinicians; it’s to open it carefully, with guidance, education, and respect for the role.

Because ultimately, our collective goal should be the same: Safe care for patients. Support for our colleagues. And a stronger, more sustainable rural and remote workforce.

To every RAN, nurse, and midwife out there doing the hard work every day — you have my utmost respect. And to those who are “green but keen” — find an employer who values your growth and takes your safety seriously. The right opportunity might just be the start of something incredible.