School of Veterinary Science, Massey University, Palmerston North, New Zealand.
Veterinary Council of New Zealand, Wellington, New Zealand.
N Z Vet J. 2020 Jul;68(4):214-224. doi: 10.1080/00480169.2020.1740112. Epub 2020 Mar 30.
To explore the experiences of recent veterinary graduates in their first employment position, to investigate risk factors for leaving this position, and to identify their preferences towards new graduate support programmes. All 693 individuals who completed their veterinary degree and registered with the Veterinary Council of New Zealand between May 2014 and May 2019 were invited to participate in a cross-sectional survey regarding their employment experiences. Descriptive statistics were calculated for all study variables and a multivariable logistic regression model was constructed to explore factors associated with increased risk of new graduates leaving their first position. Thematic analysis was performed on the free-text comments to identify key issues with new graduate support. The survey was completed by 162/693 veterinarians (23.4%). Of 153 respondents who provided information on their first employment position, 61 (39.9%) commenced their veterinary career in companion animal practice, 44 (28.8%) in mixed animal practice, 36 (23.5%) in large animal practice, and 12 (7.8%) worked in another veterinary discipline. Most respondents (124/153; 81.0%) were rostered for after-hours emergency shifts during their first year with variable levels of support from their practice. Among 72 respondents (44.4%) who had left their first job, the mean length of employment was 1.4 (median 1; min 1; max 4) years. The most common reasons reported for leaving were a toxic practice culture and lack of adequate support. The risk of leaving was increased by being put in situations they could not handle (OR 5.26; 95% CI = 1.49-20.6) and employers that did not regularly check their wellbeing (OR 5.08; 95% CI = 1.52-18.9). Only 56/144 (38.9%) respondents and 30/144 (20.8%) respondents supported introducing compulsory checklists of technical and soft skills, respectively. Providing regular feedback, creating a supportive practice culture, setting reasonable workload expectations, providing clinical and professional advice, and developing tailored skills development plans were identified as key areas that employers of new graduates should address. Lack of appropriate mentoring and toxic practice cultures were the most common reasons for new graduates leaving their first job. Although respondents identified that employers should provide new graduates with better support, most were not supportive of introducing a compulsory programme. To help new graduates transition into their first professional veterinary roles, employers should ensure that new graduates are only placed in situations that they can handle competently and check regularly on their mental and physical wellbeing.
为了探索最近兽医毕业生在第一份工作中的经历，调查离开该职位的风险因素，并确定他们对新毕业生支持计划的偏好。所有在 2014 年 5 月至 2019 年 5 月期间完成兽医学位并在新西兰兽医委员会注册的 693 人都被邀请参加一项关于他们就业经验的横断面调查。对所有研究变量进行描述性统计，并构建多变量逻辑回归模型，以探讨与新毕业生离职风险增加相关的因素。对自由文本评论进行主题分析，以确定新毕业生支持方面的关键问题。这项调查共有 162/693 名兽医（23.4%）完成。在 153 名提供第一份工作信息的受访者中，61 名（39.9%）在伴侣动物诊所开始兽医职业生涯，44 名（28.8%）在混合动物诊所，36 名（23.5%）在大动物诊所，12 名（7.8%）在另一个兽医领域工作。大多数受访者（153 人中的 124 人；81.0%）在第一年被安排值夜班，他们的工作实践提供了不同程度的支持。在 72 名（44.4%）离开第一份工作的受访者中，平均就业时间为 1.4 年（中位数 1 年；最短 1 年；最长 4 年）。报告的离职最常见原因是有毒的工作文化和缺乏足够的支持。处于他们无法处理的情况（OR 5.26；95%CI=1.49-20.6）和雇主不经常检查他们的健康状况（OR 5.08；95%CI=1.52-18.9）会增加离职的风险。只有 56/144（38.9%）名受访者和 30/144（20.8%）名受访者分别支持引入技术和软技能的强制性检查表。定期提供反馈、营造支持性的工作文化、设定合理的工作负荷期望、提供临床和专业建议以及制定量身定制的技能发展计划被确定为雇主应解决的新毕业生的关键领域。缺乏适当的指导和有毒的工作文化是新毕业生离开第一份工作的最常见原因。尽管受访者认为雇主应该为新毕业生提供更好的支持，但大多数人不支持引入强制性计划。为了帮助新毕业生过渡到他们的第一份专业兽医角色，雇主应确保新毕业生只被安排在他们能够胜任的情况下，并定期检查他们的身心健康。
