Adequacy of Australia's GP workforce: estimating supply and demand, 2005–06 to 2015–16

2020 ◽  
Vol 44 (2) ◽  
pp. 328 ◽  
Author(s):  
Samantha Dingwall ◽  
Joan Henderson ◽  
Helena Britt ◽  
Christopher Harrison
Keyword(s):  
Supply And Demand ◽  
Working Hours ◽  
Service Utilisation ◽  
Australian Study ◽  
Hours Worked ◽  
Medical Practitioners ◽  
Gp Services ◽  
Reported Data ◽  
Current Concerns ◽  
Calculated Average

Objective A 2011 Australian study calculated average annual general practitioner (GP) utilisation and predicted numbers required to meet demand to 2020. The objective of the present study is to calculate average annual GP utilisation in 2015–16 compared with clinical demand predicted in 2005–06. Methods Demand was calculated from Medicare Benefits Schedule, Department of Veterans’ Affairs and Australian Bureau of Statistics data. Length of consultation and average clinical hours worked per week (from 2002–03 to 2015–16) was drawn from GP self-reported data collected through the Bettering the Evaluation And Care of Health (BEACH) program. GP workforce numbers were sourced from the Australian Institute of Health and Welfare ‘Medical practitioners workforce 2015’ report. Results Predicted demand from 2005–06 to 2009–10 approximated GP supply. Beyond 2011, approximately 2674 additional GPs were required in 2015–16 to maintain the average annual 2005–06 GP workload. An additional 5941 GPs were required to meet the increase in clinical demand (for GP services to patients) from 2005–06 to 2015–16. Conclusions The number of GP clinical hours worked decreased, and clinical demand increased. Ongoing efforts are required to ensure the supply of GPs to meet the clinical demand of Australia’s aging population. What is known about this topic? For the past three decades there has been concern about the supply of GPs in Australia. In recent years the Australian Government has taken several steps to improve access to GP services by increasing the overall supply of GPs and encouraging a more even distribution of GPs across Australia. A 2011 Australian study calculated average annual GP service utilisation and predicted the number of GPs required to meet clinical demand to 2020. There are current concerns that the GP workforce has reached a state of oversupply. What does this paper add? This study concludes that the GP workforce is not in a state of oversupply, confirming that patient clinical demand increased through both population growth and the aging of the population. Although the number of GPs increased, the number of clinical hours worked by (male) GPs decreased. Therefore, the rise in the number of GPs did not result in a proportional rise in GP workforce capacity. Clearly standardised definitions and inclusions for counting the GP workforce would improve accuracy in measuring this section of the health workforce. What are the implications for practitioners? GP workforce supply will require ongoing monitoring over coming years considering the increasing population, the aging of the population, declining clinical GP working hours and the approaching mass retirement of older GPs.

scholarly journals The global financial crisis and Australian general practice

2011 ◽  
Vol 35 (1) ◽  
pp. 32 ◽  
Author(s):  
Ian S. McRae ◽  
Francesco Paolucci
Keyword(s):  
Financial Crisis ◽  
Global Financial Crisis ◽  
Supply And Demand ◽  
Working Hours ◽  
Potential Effect ◽  
Activity Levels ◽  
Demand Models ◽  
Gp Services ◽  
The Global Financial Crisis ◽  
The Impact

Objective. To explore the potential effects of the global financial crisis (GFC) on the market for general practitioner (GP) services in Australia. Design. We estimate the impact of changes in unemployment rates on demand for GP services and the impact of lost asset values on GP retirement plans and work patterns. Combining these supply and demand effects, we estimate the potential effect of the GFC on the market for GP services under various scenarios. Results. If deferral of retirement increases GP availability by 2%, and historic trends to reduce GP working hours are halved, at the current level of ~5.2% unemployment average fees would decline by $0.23 per GP consultation and volumes of GP services would rise by 2.53% with almost no change in average GP gross earnings over what would otherwise have occurred. With 8.5% unemployment, as initially predicted by Treasury, GP fees would increase by $0.91 and GP income by nearly 3%. Conclusions. The GFC is likely to increase activity in the GP market and potentially to reduce fee levels relative to the pre-GFC trends. Net effects on average GP incomes are likely to be small at current unemployment levels. What is known about the topic? Although the broad directions of the impact of the global financial crisis on the demand for and supply of GP services have been the subject of public discussion, the overall impact on the GP market has not been formally assessed. What does this paper add? Drawing on existing supply and demand models, we estimate the likely effect of the global financial crisis on GP activity levels, GP earnings, and the fees to be faced by patients. What are the implications for practitioners? Practitioners on average are likely to work harder to recover losses in the investments they have made for their retirements. They may face lower fees than would have been the case due to the increasing supply of GPs as some defer retirement, but average incomes are likely to be minimally affected.

scholarly journals Employee preferences for work-life benefits in a large New Zealand construction company

2012 ◽  
Vol 12 (1) ◽  
pp. 12-25 ◽  
Author(s):  
Emily Morrison ◽  
Derek Thurnell
Keyword(s):  
New Zealand ◽  
Construction Industry ◽  
Personal Development ◽  
Working Hours ◽  
Work Life ◽  
Australian Study ◽  
Construction Company ◽  
Challenging Environment ◽  
Workplace Cultures ◽  
Work Life Conflict

The construction industry is a challenging environment in which to work, with job characteristics that are linked to work-life conflict, and it is important for its future sustainability that initiatives to support employee work-life balance are undertaken. 121 head office and site-based employees within a large New Zealand construction company rated their preferences for work-life benefits, and the results were compared with those of a similar previous (Australian) study. The most preferred work-life benefit factor (as for the previous Australian study) was found to be ‘wellness and personal development’. Results suggest that company provision of a wide variety of work-life benefits from which employees can choose during different stages in their life and career is ideal. Qualitative results suggest some work-life conflict associated with working long hours and weekend work exists. It is proposed that to attract and retain valuable employees, the New Zealand construction industry must provide useful work-life benefits, reasonable working hours, and supportive workplace cultures in line with such initiatives. 

scholarly journals Identifying differences in GPs’ working hours according to gender and employment position: A time sampling study using SMS text messaging

2018 ◽  
Vol 4 (2) ◽  
pp. 64
Author(s):  
Daniel Van Hassel ◽  
Lud Van der Velden ◽  
Ronald Batenburg
Keyword(s):  
Text Messaging ◽  
Workforce Planning ◽  
Sampling Technique ◽  
Working Hours ◽  
Multiple Time ◽  
Time Sampling ◽  
Validity And Reliability ◽  
Hours Worked ◽  
Female Self ◽  
Sms Text Messaging

In order to aid health workforce planning, we measured the number of hours worked by general practitioners (GPs). The twofold aim of this study consisted of assessing the feasibility, validity and reliability of an innovative method to measure working time and, second, to analyse differences in hours worked between six types of GPs divided by the combination of their gender and employment position. Our method was based on multiple time point observations using SMS text messaging. On average 19 GPs participated every week for 57 weeks. In total 1,051 GPs participated resulting in 61,320 valid measurements of time use. On average, GPs worked 44 hours per week. About 56% of this time was spent on direct patient-related activities, 26% to indirect patient-related activities, and 18% to activities not related to patients. There were substantial differences in working hours between male and female self-employed, those drawing a salary from a duo or group practice and locum GPs. For example, male self-employed GPs worked 51.6 hours per week, whereas male locum GPs worked 26.7 hours per week. Generally, differences in hours worked with regard to gender and employment position are smaller if we relate these hours to the number of FTE they worked. Furthermore, we conclude that the method of SMS text messaging based on the time sampling technique presents a limited degree of interference to the participants’ work and achieved reliable and valid results.

Seasonal variation of hours worked in home-based industrial production: Evidence from Sweden 1912

2016 ◽  
Vol 40 (4) ◽  
pp. 838-866
Author(s):  
Malin Nilsson
Keyword(s):  
Seasonal Variation ◽  
Industrial Production ◽  
Supply And Demand ◽  
Principal Component ◽  
Industrial Workers ◽  
Seasonal Fluctuations ◽  
Hours Worked ◽  
Home Based ◽  
Flexible Segment ◽  
Means Of Production

This study investigates patterns of seasonal variation in hours worked by women employed in home-based industrial production in Sweden in the early 20th century. Previous studies often describe workers in this type of production as the most flexible segment of industrial workers, and highly dependent on seasonal fluctuations in supply and demand. However, few have studied this empirically. This study relies on data from interviews with home-based workers. Principal component analysis is used to identify seasonal patterns and OLS regressions to identify the factors driving these fluctuations. The results show surprisingly stable patterns in hours worked, most women worked 8–10 hours per day all year. Thus, while home-based workers were flexible in the sense that they all worked on piece-work contracts and provided their own means of production and place of work, their work was not essentially irregular or largely fluctuating by supply- or demand-driven seasonal variations.

scholarly journals The Impact of Informatization of Society on the Labor Market

2021 ◽  
Vol 12 (3Sup1) ◽  
pp. 155-167
Author(s):  
Oleksandr Yashchyk ◽  
◽  
Valentyna Shevchenko ◽  
Viktoriia Kiptenko ◽  
Oleksandra Razumova ◽  
...  
Keyword(s):  
Labor Market ◽  
Government Regulation ◽  
Structural Changes ◽  
Raw Materials ◽  
Supply And Demand ◽  
Working Hours ◽  
Industrial Society ◽  
Information And Computer Technology ◽  
Cloud Technologies ◽  
The Impact

This article examines the transformation of the labor market under the influence of informatization of society. It is noted that in the conditions of globalization and informatization of the nowadays a post-industrial society has been formed, in which information is a determining factor of production. New opportunities and challenges of the labor market in the conditions of information society development are analyzed. The informatization of society changes the conditions, nature and forms of work. Extensive digitalization, the use of cloud technologies and artificial intelligence systems are displacing traditional forms of employment towards teleworking, which makes workers more mobile and able to optimize working hours. It is established that the spread of technology increases the efficiency of the recruitment and searching job processes. Informatization of society contributes to the creation of a digital labor market, which forms the demand and supply of information and computer technology workers. In the context of informatization of society, the labor market is characterized by an imbalance between supply and demand of labor due to structural changes in the economy. Among the challenges of the labor market are rising unemployment in the raw materials industries, robotics and automation of routine manual labor. The digitalization of the economy leads to the need to adjust government regulation of business and provide social guarantees for employees. It is noted that the informatization of society provides more benefits to the labor market than obstacles. Solving the problems it raises, promotes progress and economic development.

Management of low back pain in Australian emergency departments

2019 ◽  
Vol 28 (10) ◽  
pp. 826-834 ◽  
Author(s):  
Giovanni E Ferreira ◽  
Gustavo C Machado ◽  
Christina Abdel Shaheed ◽  
Chung-Wei Christine Lin ◽  
Chris Needs ◽  
...  
Keyword(s):  
Low Back Pain ◽  
Back Pain ◽  
Lumbar Spine ◽  
Hospital Admission ◽  
Working Hours ◽  
Low Back ◽  
Opioid Use ◽  
Logistic Regression Models ◽  
Factors Associated ◽  
Reported Data

BackgroundTo describe the diagnoses of people who present to the emergency department (ED) with low back pain (LBP), the proportion of people with a lumbar spine condition who arrived by ambulance, received imaging, opioids and were admitted to hospital; and to explore factors associated with these four outcomes.MethodsIn this retrospective study, we analysed electronic medical records for all adults presenting with LBP at three Australian EDs from January 2016 to June 2018. Outcomes included discharge diagnoses and key aspects of care (ambulance transport, lumbar spine imaging, provision of opioids, admission). We explored factors associated with these care outcomes using multilevel mixed-effects logistic regression models and reported data as ORs.ResultsThere were 14 024 presentations with a ‘visit reason’ for low back pain, of which 6393 (45.6%) had a diagnosis of a lumbar spine condition. Of these, 31.4% arrived by ambulance, 23.6% received lumbar imaging, 69.6% received opioids and 17.6% were admitted to hospital. Older patients (OR 1.79, 95% CI 1.56 to 2.04) were more likely to be imaged. Opioids were less used during working hours (OR 0.81, 95% CI 0.67 to 0.98) and in patients with non-serious LBP compared with patients with serious spinal pathology (OR 1.65, 95% CI 1.07 to 2.55). Hospital admission was more likely to occur during working hours (OR 1.74, 95% CI 1.48 to 2.05) and for those who arrived by ambulance (OR 2.98, 95% CI 2.53 to 3.51).ConclusionMany ED presentations of LBP were not due to a lumbar spine condition. Of those that were, we noted relatively high rates of lumbar imaging, opioid use and hospital admission.

Explanations of labor protection specialists

2021 ◽  
pp. 30-33
Keyword(s):  
Working Hours ◽  
Labor Protection ◽  
Hours Worked

Rostrud specialists provide clarifications on issues related to the establishment of irregular working hours, registration of payment for hours worked by the employee overtime.

Analisis Job Value dan Perancangan Struktur Gaji Baru Pada Perusahaan Pengolahan Semen Instan PT XYZ di Kabupaten Semarang

2021 ◽  
Vol 1 (3) ◽  
pp. 132-144
Author(s):  
Akbar Nur Ramadhan ◽  
Aning Tyas Permata Dewi ◽  
Ichsan Prasetyo Wardhani ◽  
Maghfiroh Nurul Wulan ◽  
Muhamad Hermansyah
Keyword(s):  
Working Hours ◽  
Compensation System ◽  
Hours Worked ◽  
Contract Employees ◽  
Central Java ◽  
Calculation Results ◽  
Salary Survey ◽  
Basic Salary

PT XYZ is a factory engaged in the instant cement or mortarindustry located in Semarang Regency, Central Java, which has beenestablished since 2013. The company is managed by a presidentdirector who supervises 36 contract employees. The compensationsystem used by PT XYZ is to pay a basic salary of Rp. 11,515/hourobtained from the UMR of Semarang Regency divided by 200working hours. The compensation system applies to all positions atPT XYZ except for director and the factors that affect the amount ofbasic salary received depend on the number of hours worked eachmonth. The amount of the director's salary has its own rulesaccording to the agreement of the commissioner. Determination ofcompensation applied in the company is not ideal because it is onlydetermined by working hours without considering other factors.Thus, this study aims to evaluate the compensation system at PTXYZ based on a salary survey, salary mapping, and Eckenrodesystem in order to provide a better description of the compensationsystem for PT XYZ in order to assist the company in improving itsperformance. This study found ten compensable factors thatmatched the work of PT XYZ, which were obtained using the haymethod. The calculation results of the adhered and overlappingmethods are used to classify employee salaries into five grades.

scholarly journals Turnover Intention and Its Related Factors of Employed Doctors in Korea

2019 ◽  
Vol 16 (14) ◽  
pp. 2509 ◽  
Author(s):  
Suhyun Oh ◽  
Hyeongsu Kim
Keyword(s):  
Turnover Intention ◽  
Turnover Intentions ◽  
Binary Logistic Regression ◽  
Working Hours ◽  
Facility Management ◽  
Healthcare Provision ◽  
Related Factors ◽  
Hours Worked ◽  
Healthcare Facilities ◽  
Income Satisfaction

Employment turnover among doctors at healthcare facilities negatively influences healthcare provision, facility management, and staffing. To support institutional and policy change, turnover intentions and its related factors of employed doctors were evaluated with 2016 Korean Physician Survey (n = 2719) in Korea. About 30.5% intended a turnover within two years. The significant related factors by multivariate analysis via binary logistic regression were gender, age, specialty, type of facility, length of current employment, usual number of hours worked per week, and income satisfaction. The odds of reporting turnover intention are 46.2% greater for males than females and 55.5% greater for aged 30–39 than aged 40–49. The odds are 28.9% smaller for support medicine than internal medicine. The odds are 224.2% greater for those employed at tertiary hospitals than those employed at clinics, but the odds are 34.0% smaller for convalescent hospital employment than general hospital employment. The number of years of current employment and income satisfaction each negatively, and the number of hours worked per week positively, related to turnover intentions. Fair compensation and performance evaluation systems and reasonable working hours should be guaranteed at healthcare facilities to reduce turnover, and institutional and policy measures should be implemented to improve workplace environmental quality.

Who works when? Towards a typology of weekly work patterns in Belgium

2016 ◽  
Vol 25 (3) ◽  
pp. 652-675 ◽  
Author(s):  
Joeri Minnen ◽  
Ignace Glorieux ◽  
Theun Pieter van Tienoven
Keyword(s):  
Working Hours ◽  
Two Dimensions ◽  
Work Patterns ◽  
Work Time ◽  
Hours Worked ◽  
Standard Work ◽  
Matching Techniques ◽  
Relevant Variation ◽  
Weekly Work ◽  
Socio Economic Factors

The question when people work is almost always reduced to the question how much people work on (non-)standard working hours. In this contribution, we applied optimal matching techniques using Belgian data from a weekly work grid ( n = 6330) to identify individuals’ work timing patterns, offering a richer analytical approach than most previous studies on (non-)standard work time. Results show that such analysis captures much more and much more relevant variation in the timing of work than simple questions. Three general and 10 more detailed weekly work patterns are identified based on two dimensions of paid work: the number of hours worked and the percentage of hours worked on non-standard periods of time. Additional analyses show that men’s work patterns depend only on job characteristics. For women, work patterns are also explained by socio-economic factors including education, presence of working partner and presence of children.

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