创新的招聘与临床定向计划以应对英国国家医疗服务体系初级医生短缺问题：一家地区医院的经验
Innovative recruitment and clinical orientation programme to manage NHS junior doctor shortfall: A district hospital experience.
作者信息
Quadery Syed Rehan, Roodbari Hamid, Pardeshi Pradeep, Shah Dilip, Ahmed Hira, Jain Seema, Saridis Jason, Rahman Shakil, Ratnasingam Nithiyananthan, Ebdon Caroline, Bogle Richard, Marsh James, Charlton Ruth, Lim Guan, Makanjoula David, Camp Daniel, Winn Simon
机构信息
Epsom and St Helier University Hospitals NHS Trust, Carshalton, UK.
University of Sheffield, Sheffield, UK.
出版信息
Future Healthc J. 2020 Jun;7(2):131-136. doi: 10.7861/fhj.2019-0047.
BACKGROUND
International medical graduates (IMGs) contribute significantly towards the NHS care provision. No standardised clinical orientation programme (COP) for IMGs new to the NHS exists.
OBJECTIVE
Our objective was to describe recruitment and retention strategies for junior doctors (JDs) in general medicine and develop a framework to anticipate outcomes of these interventions using the realist evaluation methodology.
METHODS
We performed quality improvement interventions of recruitment and COP for new entrant IMGs in our organisation employed between December 2017 and April 2019.
RESULTS
Twenty-three IMGs were recruited, 96% successfully completed the COP with a mean contract duration of 13±5 months. From the academic year 2017/18 to 2018/19, mean JD post occupancy increased from 54±3 to 73±4 JDs (p<0.001) and JD locum spend fell by £1.9 million.
CONCLUSION
Our structured COP provides a stable, trained and financially sustainable JD workforce. Application in broader NHS settings is recommended.
背景
国际医学毕业生（IMGs）对英国国家医疗服务体系（NHS）的医疗服务提供做出了重大贡献。目前尚无针对初入NHS的IMGs的标准化临床定向培训项目（COP）。
目的
我们的目的是描述普通内科初级医生（JDs）的招聘和留用策略，并使用现实主义评估方法制定一个框架，以预测这些干预措施的结果。
方法
我们对2017年12月至2019年4月期间受雇于我们机构的新入职IMGs进行了招聘和COP的质量改进干预。
结果
共招聘了23名IMGs，96%的人成功完成了COP，平均合同期限为13±5个月。从2017/18学年到2018/19学年，JD职位的平均占用率从54±3个增加到73±4个（p<0.001），JD临时人员支出减少了190万英镑。
结论
我们结构化的COP提供了一支稳定、经过培训且经济上可持续的JD劳动力队伍。建议在更广泛的NHS环境中应用。
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