Oral and Maxillofacial Surgery (OMFS) Consultant Workforce in the UK: reducing consultant numbers resulting from recruitment issues, pension pressures, changing job-plans, and demographics when combined with the COVID backlog in elective surgery, requires urgent action

Magennis, Patrick; Begley, Anne; Dhariwal, Daljit; Smith, Alexander; Hutchison, Iain

doi:10.1016/j.bjoms.2021.10.011

Cited by 12 publications

(6 citation statements)

References 13 publications

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“…A similar pattern was observed for doctors in MH Trusts, but in the 2014 cohort, the probability of staying in the same Trust during prime age (35–50) was lower compared with the 2009 cohort. In MH Trusts, the highest predicted stability for senior doctors at 5 years was around 80% at age 45 in the 2009 cohort, while in the 2014 cohort, it was just above 70% for doctors close to 50 years old 18 19…”

Section: Resultsmentioning

confidence: 89%

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Trends and determinants of clinical staff retention in the English NHS: a double retrospective cohort study

Moscelli,

Nicodemo,

Sayli

et al. 2024

BMJ Open

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ObjectivesTo investigate how demographic, contractual and organisational factors are related to the retention of hospital workers in the English NHS. The study will specifically examine the trends in age-retention profiles.DesignA double retrospective cross-cohort study using administrative data on senior and specialty doctors, nurses and midwives who were included in the 2009 and 2014 payrolls of all English NHS hospital Trusts. These individuals were tracked over time until 2019 to examine the associations between sociodemographic characteristics and the retention of hospital workers in each cohort. Logistic regressions were estimated at the individual worker level to analyse the data. Additionally, a multilevel panel regression was performed using linked payroll-survey data to investigate the association between hospital organisation characteristics and the retention of clinical staff.SettingSecondary acute and mental healthcare NHS hospital Trusts in England.Participants70 777 senior doctors (specialty and specialist doctors and hospital consultants) aged 30–70, and a total of 448 568 between nurses and midwives of any grade aged 20–70, employed by English NHS Trusts.Primary outcome measuresEmployee retention, measured through binary indicators for stayers and NHS leavers, at 1-year and 5-year horizons.ResultsMinority doctors had lower 1-year retention rates in acute care than white doctors, while minority nurses and midwives saw higher retention. Part-time roles decreased retention for doctors but improved it for nurses. Fixed-term contracts negatively impacted both groups’ retention. Trends diverged for nurses and doctors from 2009 to 2014—nurses’ retention declined while doctors’ 5-year retention slightly rose. Engagement boosted retention among clinical staff under 51 years of age in acute care. For nurses over 50, addressing their feedback was positively associated with retention.ConclusionsDemographic and contractual factors appear to be stronger predictors of hospital staff retention than organisational characteristics.

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Section: Resultsmentioning

confidence: 89%

“…Older staff retention is linked to retirement, as those who were 51+ have the highest rates of leaving the NHS. As doctors approached retirement age, the probability of staying in the same Trust decreased significantly 18 19. Senior doctor retention was stable between 2009 and 2014, while nurse retention deteriorated across most ages.…”

Section: Discussionmentioning

confidence: 99%

Trends and determinants of clinical staff retention in the English NHS: a double retrospective cohort study

Moscelli,

Nicodemo,

Sayli

et al. 2024

BMJ Open

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“…No literature addresses pension accrual and specialty choice. When analyzing open answers from participants, worry on how to safely conduct work in older age was pointed out multiple times, suggesting that this is a topic in need of more research to strike the desired effect of getting more people excited for the residency in EM while making it sustainable, with a study reporting problems with early retirement in specialty with scarce workforce [ 53 ].…”

Section: Discussionmentioning

confidence: 99%

Emergency physician personnel crisis: a survey on attitudes of new generations in Slovenia

Petravić,

Bajec,

Burger

et al. 2024

BMC Emerg Med

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Background Emergency departments globally are overburdened, and emergency medicine residency is losing popularity among students and physicians. This raises concerns about the collapse of a life-saving system. Our goal was to identify the key workforce reasoning and question medical staff employment behavior. Methods This was a prospective cross-sectional study. In December 2022, medical students and pre-residency doctors in Slovenia were invited to complete a web-based questionnaire. The data were analyzed using T-test, chi-square test, Mann‒Whitney-Wilcoxon tests, and principal component analysis. Open-ended questions were hand-categorized. Results There were 686 participatns who clicked on the first page and 436 of those finished the survey. 4% of participants gave a clear positive response, while 11% responded positively regarding their decision to pursue emergency medicine residency. The popularity of emergency medicine decreases significantly among recent medical school graduates upon their initial employment. People who choose emergency medicine are less concerned about its complexity and pressure compared to others. Most respondents preferred 12-hour shift lengths. The preferred base salary range for residents was I$ 3623–4529, and for specialists, it was I$ 5435–6341. The sample’s primary personal priorities are achieving a satisfactory work-life balance, earning respect from colleagues, and engaging in academic activities. Factors that attract individuals to choose emergency medicine include high hourly wages, establishment of standards and norms, and reduced working hours. Conclusions Our findings indicate that enhancing compensation, establishing achievable standards and norms, facilitating a beneficial work-life equilibrium, providing assistance with initial property acquisition, stimulating participation in deficit residency programs, fostering collegiality among peers, restricting the duration of shifts, and enabling pension accrual may be imperative in attracting more individuals to pursue emergency medicine residency.

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“…It is essential to consider that a substantial portion of the baby boomer generation will retire in the upcoming years [ 27 ]. Moreover, there’s a rising trend towards part-time positions among practicing physicians, leading the German head association of statutory health insurance physicians to project a 0.1% decline in overall healthcare provision, despite the overall physician increase [ 7 ].…”

Section: Discussionmentioning

confidence: 99%

Post-graduation career pathways: a nationwide survey among dental students in Germany

Thiem,

Puladi,

Seifert

et al. 2024

Clin Oral Invest

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Objectives Oral and maxillofacial surgery (OMFS) has to compete with other specialties for the best candidates. With the upcoming change of generations (Z and Alpha) and the movement toward gender parity of dentistry, understanding changing preferences and misconceptions is essential. Material and methods An online survey was conducted by the German-Association-of-Oral-and-Maxillofacial-Surgery (DGMKG) across German dental schools. The survey collected demographic data, academic background, and career aspirations, with a focus on OMFS. The dental student survey results were compared to a survey given to OMFS Specialists. Results 637 dental students, mainly female (70%), from 30 German universities participated. 27% had defined career aspirations post-graduation, with self-employment and academia being popular choices. 67% were unsure. Specializations leaned towards restorative dentistry (41%), orthodontics (36%), and prosthodontics (31%). While 73% showed interest in surgical practices, 20% were attracted in specializing in OMFS. Of those averse to OMFS, 78% cited long training duration as the deterrent, 12% were put off by perceived unattractive working hours. Other reasons included negative undergraduate experiences, scarcity of part-time positions, and perceived inadequate earnings. Conclusion Accurate data is crucial for career decisions. OMFS societies must proactively share accurate information and guide students. OMFS offers family-friendly hours, and while its training might be longer than dental specialties, it is on par with other surgical professions. Clinical relevance Dental students consistently regard OMFS as commendable career path. To guarantee sustained OMFS expertise, it is imperative to nurture this interest through dedicated academic mentorship and innovative education, thereby solidifying their professional direction.

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Oral and Maxillofacial Surgery (OMFS) Consultant Workforce in the UK: reducing consultant numbers resulting from recruitment issues, pension pressures, changing job-plans, and demographics when combined with the COVID backlog in elective surgery, requires urgent action

Cited by 12 publications

References 13 publications

Trends and determinants of clinical staff retention in the English NHS: a double retrospective cohort study

Trends and determinants of clinical staff retention in the English NHS: a double retrospective cohort study

Emergency physician personnel crisis: a survey on attitudes of new generations in Slovenia

Post-graduation career pathways: a nationwide survey among dental students in Germany

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