Transcript Recruiting to GP careers – a workshop to develop action

Recruiting to GP careers – a
workshop to develop action
Amanda Howe
Professor of Primary Care, UEA
Honorary Secretary RCGP
Starter for 10
Who are you
What do you do to assist recruitment?
As an individual professional
Within your organisation
What are the opportunities at present?
What are the problems / ‘threats’?
Discuss and feed back
The facts of the matter
General practice as a speciality has insufficient
suitable candidates to fill places, both at VTS
.
selection and at exit
Year
Initial
Target
Number
Recruited
Cumulative
shortfall
2009
2,700
2,519
181
2010
2,900
2,782
299
2011
3,200
2,787
712
2012
3,200
2,678
1,234
Factors involved
Less people choose GP than are needed
Lambert and Goldacre 2012 – 27%
All studies last 10 years+ - 20-27% maximum
Reasons (from literature)
Lack of exposure / knowledge of GP as an option at u/g
Poor role models
Low status / stigmatised as ‘non- academic’ ‘soft option’
Difficulties in career structure and pathways
[+ Positive placement / role models
People orientation
Family friendly / flexible career]
Does it matter?
2022 consultation: ‘more GPs spending longer do
more for their patients’ www.rcgp.org.uk/GP2022
Increasing need for GPs to play managerial and
leadership roles
Also many have / develop special interests
Means that most F/T GPs (as for other specialities)
do not work 11 sessions of clinical!
And more people want to work part – time….
So tension between numbers needed and available
Also tensions with other workforces ……..
How common is a change of mind?
Studies vary but ……..
Around 20-25 % are pretty clear at entry
and remain so
Around 20-25% continue to swing and be
uncertain after graduation
This means there is a chance to change
people towards GP!
How can career choice be influenced?
7 factors:
Perception of the career ahead
Medical lifestyle
Economics or politics (earnings, status)
Ease of residency entry
Influence of others
Direct encouragement
Positive clinical exposure
Discouragement by a physician
Personal capabilities
competence or skills (likely professional strengths)
N.B. significantly different effects on students who switched to
family medicine than on students who switched out of family
medicine….
Who can help?
GP departments in medical schools
Deaneries
RCGP and faculties
Current GP teachers
Current and recent trainees
Patients
Media
Others?
And what about global recruitment?
So what needs to be done?
Options
SWOT analysis
Discuss and feed back ………
In conclusion
Actions are needed at personal, local, regional, and
national (also international) levels
Immediate need to link up career efforts for GPs in
medical schools, deaneries and RCGP Faculties
Strategic input to LETBs is crucial but difficult
Tension between increasing candidates and
increasing capacity (including for extended
training) MUST be addressed
What will MEG do?