British Medical Association (BMA) finds nearly three quarters of all medical specialties had unfilled training places last year, and many specialties were suffering year-on-year recruitment shortfalls.
The BMA has warned that a shortage of doctors across most specialities of medicine is putting patient care at risk. The BMA obtained data from 2013 onwards, on the current state of recruitment into pre- and postgraduate medical education and training.
Analysis of the data revealed that:
Although still highly competitive, fewer people are applying to medical school.
Foundation programme posts and applications are decreasing.
Applications to specialty training are decreasing.
Nearly three quarters of all medical specialties faced under-recruitment in 2016.
There are geographical variations in recruitment trends, with the northern regions bearing the brunt of the recruitment crisis.
To address this workforce crisis, the BMA is calling for greater career flexibility, improved health and wellbeing services, rota gaps to be tackled, maintaining the NHS’s ability to recruit from overseas and improved workforce planning.
GP full-time equivalent (FTE) numbers for England have risen slowly in the past quarter but doctors’ leaders have said the 1% rise is too little and too slow. | via OnMedica
New data from NHS Digital published yesterday shows that the total GP full time equivalent (FTE) workforce in England was 34,242 as of 30 June, which was an increase of 321 (0.9%) from 33,921 in March.
The total GP headcount, as of the end of June, was 42,215, representing a rise of 324 (0.8%) from 41,891 in March.
These GP workforce statistics for England are compiled from the data supplied by approximately 7,500 GP practices across the country.
The BMA said the rises were worryingly small, showing an increase of barely 1%.
NHS Employers has developed a range of new workforce supply web pages to support healthcare employers.
The resource has been set up to help organisations consider the political and social context they are employing staff in, and to develop a workforce strategy that is wide ranging, yet achievable. It addresses the challenges employers face in terms of planning for educating, recruiting, developing and retaining their staff.
This chapter is all about supporting managers, mentors, JCP advisors, training providers and colleges to provide training and guidance to individuals who are interested in a career within the health sector, or who want to progress their current career in the health sector | Ambition London Toolkit
The chapter is broken down into smaller sections:
Section 1 – Confidence Building
Section 2 – Job and Programme Search Skills
Section 3 – Applying for a Job in the Health Sector
Objectives: Explore trainee doctors’ experiences of postgraduate training and perceptions of fairness in relation to ethnicity and country of primary medical qualification.
Conclusions: BME UKGs and IMGs can face additional difficulties in training which may impede learning and performance. Non-stigmatising interventions should focus on trainee–trainer relationships at work and organisational changes to improve trainees’ ability to seek social support outside work.
Poor morale among doctors could put patients at risk, the General Medical Council has warned. | Story via BBC
The GMC’s latest annual report into the state of medical education and practice in the UK has said there was “a state of unease within the medical profession across the UK that risks affecting patients as well as doctors”.
The GMC noted that following the anger and frustration of the dispute between junior doctors in England and the Department of Health, levels of alienation “should cause everyone to pause and reflect”.
The GMC criticised healthcare funding, saying that years of constraint coupled with social care pressures were leaving services struggling to cope with rising demand.
NHS Employers, which represents management in the health service, said the report highlighted the need for skilled foreign workers in the NHS, adding: “We welcome the insight the report gives into the huge financial and service pressures the NHS is under.”
The Department of Health said listening to the concerns of staff was central to plans to improve services.
The state of medical education and practice in the UK report: 2016:
Skills For Care | Values and behaviours-based recruitment and retention: find and keep people with the right values, behaviours and attitudes to work in adult social care
Values based recruitment and retention is about finding and keeping people who have the right values, behaviours and attitudes to work in social care and know what it means to provide high quality care.
Workplace values help employers to embed a positive workplace culture and support the process of recruiting and retaining people who understand the right and wrong ways of working. They can help you recruit workers who perform well and are more likely to stay.
Our values and behaviours-based recruitment and retention toolkit below, has guidance, suggestions and practical resources to help you find people with the right values, behaviours and attitudes.