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“AGE, FRUSTRATION AND CALL”
“AGE, FRUSTRATION AND CALL”

“AGE, FRUSTRATION AND CALL” - PowerPoint Presentation

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“AGE, FRUSTRATION AND CALL” - Description

UNDERSTANDING INTENTIONS TO LEAVE THE NZ PUBLIC HEALTH WORKFORCE Charlotte Chambers ASMS Principal Analyst ccasmsnz Introduction Introduction Focus on Intentions to Leave ITL The DHBbased senior medical workforce ID: 541587 Download Presentation

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Presentation on theme: "“AGE, FRUSTRATION AND CALL”"— Presentation transcript

Slide1

“AGE, FRUSTRATION AND CALL” UNDERSTANDING INTENTIONS TO LEAVE THE NZ PUBLIC HEALTH WORKFORCE

Charlotte Chambers, ASMS Principal Analyst

cc@asms.nzSlide2

IntroductionSlide3

Introduction Focus on Intentions to Leave (

ITL

)Slide4

The DHB-based senior medical workforceSlide5

The Senior Medical Workforce Slide6

Future work intentions of the DHB-based workforce

To assess rates of intentions to change level of involvement in DHB-based employment within the next 5 years.

To understand various push/pull factors that may shape these intentions.

To examine associations between intentions and demographic factors:

– FTE, age, gender, specialty, IMG, health status,

job satisfaction.Slide7

Core questions:Over the next 5 years, how likely are you to:

Leave medicine entirely

Remain in DHB-based employment

Leave NZ permanently to go overseas.

Of those remaining, how would you

like

to change:

FTE

On-call.Slide8

Limitations of approachPROSPECTIVE STUDY!!!

What people might like to do may not happen or may not be possible

BUT intentions ARE strong predictor (Hann 2010)

Identifying those at risk of leaving

Understanding reasons WHY

Interventional strategiesSlide9
Slide10

24

%Slide11

Within the next 5 years, how likely are you to leave medicine entirely? Slide12

Within the next 5 years, how likely are you to continue with some form of DHB-based employment? Slide13

Within the next five years, how likely are you to leave New Zealand to practise medicine abroad? Slide14
Slide15

Intention to leave medicine by DHBSlide16
Slide17
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Slide19
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Slide21
Slide22
Slide23
Slide24
Slide25
Slide26

Worst case scenario:Slide27

Worst case scenario:

24%

may

leave over next 5 years.

Of the remaining 76%:

~ 40%

may

decrease FTE

~30% would

like to decrease call/shift work~8% would like to drop call entirely.Slide28

SummaryAgePoor job satisfaction

Culture, remuneration & workloads

Smaller DHBs may feel impact

Sub-specialties may have critical shortages.

Flexible working hours

Ability to take leave

Better remuneration and opportunities

Improvement to DHB culture.Slide29

AcknowledgementsParticipating members of the ASMS

Professor Chris Frampton

Lyndon Keene and Murray Barclay.Slide30
Slide31
Slide32

387Slide33

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14

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