recruitment and retention of skilled, qualified nurses to northern regions of canada is an on-going problem. one of many contributing issues may be the lack of management education afforded to the nurses-in-charge (nics) in remote communities. if managers lack adequate education, they cannot properly support the staff with whom they work; the environment of the health centre therefore deteriorates, then retention and recruitment of nurses becomes difficult. this study investigates the type and frequency of management education given to nics in the yukon territory. it also attempts to identify the type of education these nics feel would benefit them. finally, a job satisfaction questionnaire attempts to determine how nics feel about their work relationships and their job in general. background information: for the past decade, canada has been experiencing a nursing shortage (maslove & fooks, 2004, office of nursing policy, 2005) which is expected to worsen during the next decade (canadian nurses association, 2002). when there is a nursing shortage, outpost nursing stations and remote health centers suffer greatly, especially in first nations communities; in 2001, there was a reported vacancy rate of at least 40% on reserves, resulting in the closure of some nursing stations for lack of staff (fletcher, 2001). this kind of shortage results in poor continuity of care to the detriment of patient well being (minore et ah, 2005). although nurse retention is a complex issue, especially in northern canada where little research has been done (macleod, kulig, stewart & pitblado, 2004), overwork, burnout, and lack of management support and appreciation are some of the top reasons nurses cite for leaving northern areas (tyler & riggs, 2000).