Australia's Future Health Workforce ... - Department of Health

Page | i. Department of Health. Australia's Future. Health Workforce –. Emergency Medicine. November 2017 ..... Medical Training Advisory Network (NMTAN), which has representation from all the key stakeholder groups in .... This reinforces the need to plan over a medium-term time horizon, and to minimise short-term ...
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Department of Health

Australia’s Future Health Workforce – Emergency Medicine

November 2017

Page | i

Contents Tables ............................................................................................................................... iii Executive Summary .......................................................................................................... 1 Key considerations ............................................................................................................ 1 Key findings ...................................................................................................................... 2 Supply and demand projections .................................................................................... 2 Training program........................................................................................................... 3 Capacity and distribution for vocational training .......................................................... 3 Recommendations: ............................................................................................................ 3 Overview ........................................................................................................................... 5 Background ....................................................................................................................... 6 Determining the Future Capacity for Training Needs ...................................................... 6 Introduction ....................................................................................................................... 8 Ongoing monitoring ...................................................................................................... 9 Current workforce status ................................................................................................... 9 Registration, accreditation and specialty fields ............................................................. 9 Current trainee status ...................................................................................................... 17 Fellowship program..................................................................................................... 17 Prevocational intentions .............................................................................................. 22 Summary of total workforce by remoteness classification ......................................... 23 Workforce projections .................................................................................................... 24 Supply.......................................................................................................................... 24 Demand ....................................................................................................................... 24 Projection results ............................................................................................................. 25 Sensitivity .................................................................................................................... 25 Interpretation of results for workforce position .......................................................... 25 Scenarios ......................................................................................................................... 25 Scenario 1 - Dynamic intake baseline scenario ........................................................... 25 Scenario 2: Static intake scenario................................................................................ 26 Scenario 3: FACEM rostering scenario ...................................................................... 27 Scenario 4: Intentions to reduce hours and leave clinical practice ............................. 28 Training Analysis Pipeline (TAP) .................................................................................. 28 Results of pipelining...............................................................................................