scholarly journals Combining parenthood with a medical career: questionnaire survey of the UK medical graduates of 2002 covering some influences and experiences

BMJ Open ◽  
2017 ◽  
Vol 7 (8) ◽  
pp. e016822 ◽  
Author(s):  
Trevor W Lambert ◽  
Fay Smith ◽  
Michael J Goldacre
Keyword(s):  
General Practitioners ◽  
Response Rate ◽  
Specialty Choice ◽  
Major Influence ◽  
Medical Graduates ◽  
Family Friendly ◽  
Hospital Doctors ◽  
Medical Career ◽  
The Uk ◽  
The Impact

ObjectivesTo report the self-assessed views of a cohort of medical graduates about the impact of having (or wanting to have) children on their specialty choice and the extent to which their employer was supportive of doctors with children.SettingUnited Kingdom (UK).ParticipantsUK medical graduates of 2002 surveyed by post and email in 2014.ResultsThe response rate was 64.2% (2057/3205). Most respondents were living with a spouse or partner (86%) and, of these, 49% had a medical spouse. Having children, or wanting to have children, had influenced specialty choice for 47% of respondents; for 56% of doctors with children and 29% of doctors without children; for 59% of women and 28% of men; and for 78% of general practitioners compared with 27% of hospital doctors and 18% of surgeons. 42% of respondents regarded the National Health Service as a family-friendly employer, and 64% regarded their specialty as family-friendly. More general practitioners (78%) than doctors in hospital specialties (56%) regarded their specialty as family-friendly, while only 32% of surgeons did so.Of those who had taken maternity/paternity/adoption leave, 49% rated the level of support they had received in doing so asexcellent/good, 32% said it wasacceptableand 18% said the support had beenpoor/very poor.ConclusionsHaving children is a major influence when considering specialty choice for many doctors, especially women and general practitioners. Surgeons are least influenced in their career choice by the prospect of parenthood. Almost half of doctors in hospital specialties regard their specialty as family-friendly.

scholarly journals Trends in attractiveness of general practice as a career: surveys of views of UK-trained doctors

2017 ◽  
Vol 67 (657) ◽  
pp. e238-e247 ◽  
Author(s):  
Trevor W Lambert ◽  
Fay Smith ◽  
Michael J Goldacre
Keyword(s):  
General Practice ◽  
Overall Response Rate ◽  
Response Rate ◽  
Specialty Choice ◽  
Hospital Practice ◽  
Career Option ◽  
Hospital Doctors ◽  
Questionnaire Surveys ◽  
The Uk ◽  
Over Time

BackgroundIt is current UK policy to expand the numbers of newly qualified doctors entering training to become GPs, to meet increased demand.Aim To report on trends in young doctors’ views on the attractiveness of general practice as a career, compared with hospital practice.Design and setting Questionnaire surveys in the UK.MethodSurveys of doctors, 3 years after graduation, conducted in successive year-of-qualification cohorts between 1999 and 2015.ResultsThe overall response rate from contactable doctors was 55%. In response to the statement ‘General practice is more attractive than hospital practice for doctors at present’, 59% of doctors agreed in the 1999 survey, 77% in 2005, and only 36% in 2015. One-third of doctors agreed that their exposure to general practice had been insufficient for them to assess it as a career option, but this improved over time: agreement fell from 39% in 1999 to 28% in 2015. As a factor influencing specialty choice, enthusiasm for, and commitment to, the specialty was rated as very important by 65% of intending GPs in 2015, up from 49% in 1999; the corresponding figures for intending hospital doctors were 91% in 2015, up from 61% in 1999.ConclusionOver the 16 years covered by this study, the attractiveness of general practice has fallen relative to hospital practice. This may not necessarily reflect a decline in attractiveness of general practice in absolute terms; rather, it may reflect a greater increase, over time, in the appeal of hospital practice.

scholarly journals General practitioners and emergency departments (GPED)—efficient models of care: a mixed-methods study protocol

BMJ Open ◽  
2018 ◽  
Vol 8 (10) ◽  
pp. e024012
Author(s):  
Katherine Morton ◽  
Sarah Voss ◽  
Joy Adamson ◽  
Helen Baxter ◽  
Karen Bloor ◽  
...  
Keyword(s):  
Emergency Department ◽  
Case Studies ◽  
General Practitioners ◽  
Emergency Departments ◽  
Quantitative Methods ◽  
Public Involvement ◽  
Clinical Care ◽  
Urgent Care ◽  
The Uk ◽  
The Impact

IntroductionPressure continues to grow on emergency departments in the UK and throughout the world, with declining performance and adverse effects on patient outcome, safety and experience. One proposed solution is to locate general practitioners to work in or alongside the emergency department (GPED). Several GPED models have been introduced, however, evidence of effectiveness is weak. This study aims to evaluate the impact of GPED on patient care, the primary care and acute hospital team and the wider urgent care system.Methods and analysisThe study will be divided into three work packages (WPs). WP-A; Mapping and Taxonomy: mapping, description and classification of current models of GPED in all emergency departments in England and interviews with key informants to examine the hypotheses that underpin GPED. WP-B; Quantitative Analysis of National Data: measurement of the effectiveness, costs and consequences of the GPED models identified in WP-A, compared with a no-GPED model, using retrospective analysis of Hospital Episode Statistics Data. WP-C; Case Studies: detailed case studies of different GPED models using a mixture of qualitative and quantitative methods including: non-participant observation of clinical care, semistructured interviews with staff, patients and carers; workforce surveys with emergency department staff and analysis of available local routinely collected hospital data. Prospective case study sites will be identified by completing telephone interviews with sites awarded capital funding by the UK government to implement GPED initiatives. The study has a strong patient and public involvement group that has contributed to study design and materials, and which will be closely involved in data interpretation and dissemination.Ethics and disseminationThe study has been approved by the National Health Service East Midlands—Leicester South Research Ethics Committee: 17/EM/0312. The results of the study will be disseminated through peer-reviewed journals, conferences and a planned programme of knowledge mobilisation.Trial registration numberISRCTN51780222.

scholarly journals Adverse effects on health and wellbeing of working as a doctor: views of the UK medical graduates of 1974 and 1977 surveyed in 2014

2017 ◽  
Vol 110 (5) ◽  
pp. 198-207 ◽  
Author(s):  
Fay Smith ◽  
Michael J Goldacre ◽  
Trevor W Lambert
Keyword(s):  
Adverse Effects ◽  
Medical Workforce ◽  
Health Service Provision ◽  
Women Doctors ◽  
Medical Graduates ◽  
Health And Wellbeing ◽  
Need Support ◽  
Hospital Doctors ◽  
The Uk ◽  
Stress Work

Summary Objective To report on any adverse effects on health and wellbeing of working as a doctor, as described by senior doctors. Design Questionnaires sent in 2014 to all medical graduates of 1974 and 1977. Participants 3695 UK medical graduates. Setting United Kingdom. Main outcome measures Statements about adverse effects upon health, wellbeing and career. Results The aggregated response rate from contactable doctors was 84.6% (3695/4369). In response to the question ‘Do you feel that working as a doctor has had any adverse effects on your own health or wellbeing?’, 44% of doctors answered ‘yes’. More GPs (47%) than hospital doctors (42%) specified that this was the case. Three-quarters of doctors who answered ‘yes’ cited ‘stress/work–life balance/workload’ as an adverse effect, and 45% mentioned illness. In response to the statement ‘The NHS of today is a good employer when doctors become ill themselves’, 28% of doctors agreed, 29% neither agreed nor disagreed and 43% disagreed. More women doctors (49%) than men doctors (40%) disagreed with this statement. More general practitioners (49%) disagreed than hospital doctors (37%). Conclusions Chronic stress and illness, which these doctors attributed to their work, were widely reported. Although recent changes may have alleviated some of these issues, there are lessons for the present and future if the NHS is to ensure that its medical workforce receives the support which enables current doctors to enjoy a full and satisfying career and to contribute fully to health service provision in the UK. Older doctors, in particular, need support to be able to continue successfully in their careers.

scholarly journals Does Gender or Religion Contribute to the Risk of COVID-19 in Hospital Doctors in the UK?

2020 ◽  
Vol 13 (3) ◽  
pp. 1-11
Author(s):  
Sunil Daga ◽  
Sadaf Jafferbhoy ◽  
Geeta Menon ◽  
Mansoor Ali ◽  
Subarna Chakravorty ◽  
...  
Keyword(s):  
Univariate Analysis ◽  
Similar Proportion ◽  
Clinical Settings ◽  
Online Questionnaire ◽  
Health Studies ◽  
Hospital Doctors ◽  
Risk Reduction Measures ◽  
Novel Coronavirus ◽  
The Uk ◽  
The Impact

The novel coronavirus pandemic is posing significant challenges to healthcare workers (HCWs) in adjusting to redeployed clinical settings and enhanced risk to their own health. Studies suggest a variable impact of COVID-19 based on factors such as age, gender, comorbidities and ethnicity. Workplace measures such as personal protective equipment (PPE), social distancing (SD) and avoidance of exposure for the vulnerable, mitigate this risk. This online questionnaire-based study explored the impact of gender and religion in addition to workplace measures associated with risk of COVID-19 in hospital doctors in acute and mental health institutions in the UK. The survey had 1206 responses, majority (94%) from BAME backgrounds. A quarter of the respondents had either confirmed or suspected COVID-19, a similar proportion reported inadequate PPE and 2/3 could not comply with SD. One third reported being reprimanded in relation to PPE or avoidance of risk. In univariate analysis, age over 50 years, being female, Muslim and inability to avoid exposure in the workplace was associated with risk of COVID-19. On multivariate analysis, inadequate PPE remained an independent predictor with a twofold (OR 2.29, (CI - 1.22-4.33), p=0.01) risk of COVID-19. This study demonstrates that PPE, SD and workplace measures to mitigate risk remain important for reducing the risk of COVID-19 in hospital doctors. Gender and religion did not appear to be independent determinants. It is imperative that employers consolidate risk reduction measures and foster a culture of safety to encourage employees to voice any safety concerns.

scholarly journals 51 The Impact of Disability on Performance in the Intercollegiate Membership of the Royal College of Surgeons examination (MRCS)

2021 ◽  
Vol 108 (Supplement_6) ◽  
Author(s):  
R Ellis ◽  
D Scrimgeour ◽  
J Cleland ◽  
A Lee ◽  
P Brennan
Keyword(s):  
Univariate Analysis ◽  
Testing Accommodations ◽  
Pass Rates ◽  
Logistic Regression Models ◽  
Medical Graduates ◽  
Significant Difference ◽  
Disability Status ◽  
Similar Part ◽  
The Uk ◽  
The Impact

Abstract Aim The number of clinicians with disabilities is increasing, however there is no data on the performance of doctors with registered disabilities in the postgraduate environment. If we are to ensure diversity and equality within the workforce, we must first identify whether attainment differences exist in markers of performance. To address this, we assessed the impact of disabilities on performance in the MRCS. Method All UK medical graduates who had attempted MRCS Part A (n = 9,597) and Part B (n = 4,562) between 2007-2017 with linked disability data in the UK Medical Education Database (https://www.ukmed.ac.uk) were included. Univariate analysis identified associations with MRCS performance and logistic regression models identified independent predictors of success. Results Candidates with registered disabilities (n = 635) had lower MRCS Part A pass rates (46.3% vs 59.8% (p < 0.001)) but similar Part B pass rates (68.2% vs 70.9% (p = 0.339)). They were nearly twice as likely to fail Part A (odds ratio 0.55 [95% Confidence Interval 0.46-0.64]). When prior academic attainment (A-Levels and medical school performance) was accounted for, there was no statistically significant difference in the likelihood of MRCS success (p>0.05). Pass rates were similar for candidates with specific learning difficulties and those with other registered disabilities (p>0.05). Conclusions This is the first study to assess the impact of disability status and type on performance at a postgraduate medical examination. It appears that candidates with registered disabilities performed less well in formal, written examinations generally. Although our data indicate that current MRCS testing accommodations are fair, enabling performance unrestricted by disability.

The Use of Acupuncture and Attitudes to Regulation among Doctors in the Uk – a Survey

2004 ◽  
Vol 22 (2) ◽  
pp. 72-74 ◽  
Author(s):  
Julian Price ◽  
Adrian White
Keyword(s):  
National Health Service ◽  
Health Service ◽  
General Practitioners ◽  
National Health ◽  
Questionnaire Survey ◽  
Response Rate ◽  
Regulatory Process ◽  
Daily Work ◽  
Medical Acupuncture ◽  
The Uk

Objective To assess the usage of acupuncture by members of British Medical Acupuncture Society (BMAS) in their daily work, in the course of a survey of attitudes to regulation of the acupuncture profession. Methods A brief questionnaire survey of all members was conducted in December 2002. Results After a single mailing, 1112 members responded (a response rate of 48%). Seventy-five percent of these were general practitioners. The majority were in support of a regulatory process. Ninety percent of respondents indicated that they use acupuncture in their practice, giving an average of about eight treatments per week. Sixty-one percent of these treatments are given within the National Health Service (NHS) at no cost to the patient. Conclusion It is estimated that BMAS members provide a total of about one million acupuncture treatments each year, of which well over half a million are given within the NHS.

Improving the experience of hospital doctors who are not in training programmes

2020 ◽  
Vol 26 (12) ◽  
pp. 1-8
Author(s):  
Jawad Azhar ◽  
Peter Thomas ◽  
Karen McCarthy ◽  
Tanzeem Raza ◽  
Michael Vassallo
Keyword(s):  
Work Experience ◽  
Organisational Culture ◽  
Strong Correlations ◽  
Medical Workforce ◽  
Work Related ◽  
Hospital Doctors ◽  
Training Programmes ◽  
The Uk ◽  
The Impact ◽  
Positive Work

Background/Aims Doctors in non-consultant, non-training (NCNT) trust grade posts are an important part of the medical workforce across the UK, but their needs are often neglected. It is important to explore their work-related experience to support their welfare. This study aimed to explore the issues that were most important to the positive work experience of this group of doctors. Method Work-related themes were identified through meetings with NCNT trust grade doctors. A questionnaire was then compiled asking such doctors to rate statements based on these themes using a 5-point Likert scale. Correlations between scores on these statements and the scores on the key statement ‘I will recommend coming to this hospital for training to my friends’ were explored. Results The questionnaire was completed by 25 doctors. Statements reflecting organisational culture, such as ‘I never felt bullied’ (r=0.698) or ‘I feel well supported in my work’ (r=0.796) demonstrated strong correlations with whether respondents would recommend the trust to a friend, while process-based statements, such as ‘I have been allocated a clinical supervisor’ (r=0.12), did not. Conclusions Focusing on the needs and opinions of NCNT trust grade doctors is important to support recruitment and retention. When evaluating the impact of processes on job satisfaction for this group, it may be more useful to focus on the outcomes of the processes and the general organisational culture, rather than simply checking off whether the processes exist.

scholarly journals The rural medical generalist workforce: The Royal New Zealand College of General Practitioners’ 2014 workforce survey results

2016 ◽  
Vol 8 (3) ◽  
pp. 196 ◽  
Author(s):  
Deanne L. Wong ◽  
Garry Nixon
Keyword(s):  
General Practice ◽  
New Zealand ◽  
General Practitioners ◽  
Response Rate ◽  
Hospital Medicine ◽  
International Medical Graduates ◽  
Medical Graduates ◽  
Rural And Urban ◽  
Survey Results ◽  
Zealand College

ABSTRACT INTRODUCTION Previous surveys have revealed a New Zealand rural medical generalist workforce that is mainly male, older and dependent on international medical graduates (IMGs). AIMS To provide a snapshot of the New Zealand rural medical generalist workforce in 2014 and to make comparisons with the urban medical generalist workforce. To assess future workforce losses and find ways to address them. METHODS In March/April 2014, a survey of members of The Royal New Zealand College of General Practitioners used the SurveyMonkey tool. A comparative analysis was undertaken ofself-identified rural and urban respondents. RESULTS The response rate was 55.9% (2525/4514). Of the 2203 working respondents, 17.1% self-identified as rural, working in rural general practice or rural hospital medicine. Compared with urban respondents, more rural generalists were male (57.5% rural vs 45.5% urban; P < 0.01), aged ≥ 55 years (38.2% rural vs 32.6% urban; P = 0.04) and involved in teaching (53.0% rural vs 30.0% urban; P < 0.01). IMGs were an integral part of the rural generalist workforce (52.8% rural vs 38.7% urban; P < 0.01). More rural generalists worked ≥ 36 h per week (66.8% rural vs 50.4% urban; P < 0.01) and they were more likely to retire within the next 10 years (40.4% rural vs 34.7% urban; P = 0.0417). DISCUSSION The rural medical generalist workforce continues to be mainly male, older and consist of a high proportion of IMGs. Findings confirm the fragility of this workforce and highlight the need for renewed efforts to improve recruitment and retention.

scholarly journals Factors influencing the decisions of senior UK doctors to retire or remain in medicine: national surveys of the UK-trained medical graduates of 1974 and 1977

BMJ Open ◽  
2017 ◽  
Vol 7 (9) ◽  
pp. e017650 ◽  
Author(s):  
Fay Smith ◽  
Shelly Lachish ◽  
Michael J Goldacre ◽  
Trevor W Lambert
Keyword(s):  
Response Rate ◽  
Working Hours ◽  
Retirement Plans ◽  
Out Of Hours ◽  
National Surveys ◽  
Work Related ◽  
Medical Graduates ◽  
Retention Policy ◽  
Factors Influencing ◽  
The Uk

ObjectiveTo report attitudes to retirement of late-career doctors.DesignQuestionnaires sent in 2014 to all UK medical graduates of 1974 and 1977.SettingUnited Kingdom.Participants3695 medical graduates.Main outcome measuresFactors which influenced doctors’ decisions to retire and factors which encouraged doctors to remain in work.ResultsThe response rate was 85% (3695/4369). 55% of respondents overall were still working in medicine (whether they had not retired or had retired and returned; 61% of men, 43% of women). Of the retirees, 67% retired when they had originally planned to, and 28% had changed their retirement plans. Fifty per cent of retired doctors cited ‘increased time for leisure/other interests’ as a reason; 43% cited ‘pressure of work’. Women (21%) were more likely than men (11%) to retire for family reasons. Women (27%) were more likely than men (9%) to retire because of the retirement of their spouse. General practitioners (GPs) were more likely than doctors in other specialties to cite ‘pressure of work’. Anaesthetists and GPs were more likely than doctors in other specialties to cite the ‘possibility of deteriorating skill/competence’. Radiologists, surgeons, obstetricians and gynaecologists, and anaesthetists were most likely to cite ‘not wanting to do out-of-hours work’.Doctors who were still working were asked what would encourage them to stay in medicine for longer. Factors cited most frequently were ‘reduced impact of work-related bureaucracy’ (cited by 45%) and ‘workload reduction/shorter hours’ (42%). Men (30%) were more motivated than women (20%) by ‘financial incentivisation’. Surgeons were most motivated by ‘reduction of on-call or emergency commitments’.ConclusionsRetention policy should address ways of optimising the clinical contribution of senior doctors while offering reduced workloads in the areas of bureaucracy and working hours, particularly in respect of emergency commitments.

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