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
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“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 strategiesSlide9Slide10
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? Slide14Slide15
Intention to leave medicine by DHBSlide16Slide17Slide18Slide19Slide20Slide21Slide22Slide23Slide24Slide25Slide26
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.Slide30Slide31Slide32
387Slide33
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