Sun Rosa, Pitsika Marina, Momin Sheikh, Sher Zenab, Macarthur Donald
Department of Neurosurgery, University Hospitals North Midlands, Newcastle-under-Lyme, UK.
Department of Neurosurgery, Newcastle upon Tyne Hospitals NHS Foundation Trust, Newcastle upon Tyne, UK.
Br J Neurosurg. 2024 Mar 27:1-13. doi: 10.1080/02688697.2024.2332178.
Neurosurgery training in the UK has undergone significant changes over the past few years, including the new competency-based curriculum and a reduction of elective operating due to the pandemic. We conducted a comprehensive survey to assess UK neurosurgical trainees' experiences and perceptions to develop targeted action plans.
An online anonymised survey was developed and distributed amongst the BNTA mailing list. Question types included 10-point Likert scales and free text options. Descriptive statistics, non-parametric testing of Likert scores, and Spearman's rank correlation were used to analyse responses. Pearson's chi-squared test was used for subgroup analysis of categorical data.
A total of 75 trainees with a National Training Number (NTN) responded. Overall trainees feel they are well trained, well supported, and have caught up with training emerging out of COVID. Funding for training varied between deaneries. There is significant concern amongst trainees regarding the workforce crisis. This, as well as financial concerns are leading to more than a quarter of trainees considering quitting. Half of the trainees are considering going OOP. More than one third of the trainees and more than half of the female trainees are considering working Less Than Full Time (LTFT). Most important supportive mechanisms towards completion of training were social support, along with personal satisfaction from work. An independent mentoring scheme is a preferred additional support mechanism.
Overall training experience for neurosurgery trainees in UK and Ireland was positive. There are significant concerns regarding the workforce crisis and costs of training, with a large proportion of neurosurgery trainees considering resigning. OOP and LTFT are popular means of becoming more competitive for consultant posts and to spend time with their families. Deanery experience, senior and peer support does, and will improve trainee experience and protect against attrition.
在过去几年中，英国的神经外科培训发生了重大变化，包括新的基于能力的课程以及由于疫情导致选修手术减少。我们进行了一项全面调查，以评估英国神经外科住院医师的经历和看法，从而制定有针对性的行动计划。
设计了一项在线匿名调查，并在英国神经外科培训协会（BNTA）的邮件列表中分发。问题类型包括10分制的李克特量表和自由文本选项。使用描述性统计、李克特分数的非参数检验以及斯皮尔曼等级相关性来分析回复。使用皮尔逊卡方检验对分类数据进行亚组分析。
共有75名拥有国家培训编号（NTN）的住院医师做出了回应。总体而言，住院医师觉得他们得到了良好的培训、充分的支持，并且已经跟上了疫情期间出现的培训进度。各地区培训资金有所不同。住院医师对劳动力危机深感担忧。这以及经济方面的担忧导致超过四分之一的住院医师考虑辞职。一半的住院医师考虑从事非全职工作。超过三分之一的住院医师以及超过一半的女住院医师考虑从事非全职工作（LTFT）。完成培训最重要的支持机制是社会支持以及工作中的个人满意度。独立的导师计划是一种首选的额外支持机制。
英国和爱尔兰神经外科住院医师的总体培训体验是积极的。对劳动力危机和培训成本存在重大担忧，很大一部分神经外科住院医师考虑辞职。非全职工作（OOP）和非全时工作（LTFT）是在竞争顾问职位时更具竞争力并与家人共度时光的流行方式。地区培训体验、上级和同行的支持确实并将改善住院医师的体验并防止人员流失。
