The evaluation of an innovative dental nurse training pilot scheme

Awojobi, Oluwatunmise; Movahedi, Sana; Jones, Elizabeth H.; Gallagher, Jennifer E.

doi:10.1038/sj.bdj.2018.433

Cited by 7 publications

(4 citation statements)

References 24 publications

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“…Train more dental professionals, particularly in areas with poor access, 32 commonly R&C. 50 A number of sources also highlighted the need for more dental foundation trainers 23 and a change in the competitive dental foundation training application process, to address uneven workforce distribution 50 3. It was recognised that work engagement could reduce dental nurses' intentions to leave, 59 by creating avenues for career progression 60 4. National strategies were proposed by the BDA, who 'urged the government to factor dentistry into its NHS plan' , 28 and The College of General Dentistry, to 'support workforce retention through its career pathways programme' .…”

Section: Resultsmentioning

confidence: 99%

Recruitment and retention in dentistry in the UK: a scoping review to explore the challenges across the UK, with a particular interest in rural and coastal areas

et al. 2023

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Introduction There is currently reduced access to NHS dental services in the UK, particularly in England, with rural and coastal areas significantly affected. Recruitment and retention in dentistry has been highlighted as an issue contributing to the problem. Objectives To explore what is known or unknown about recruitment and retention of the dental workforce in the UK, with a particular focus on rural and coastal areas. We were keen to gain information relating to factors affecting recruitment and retention, geographical distribution of the workforce, anticipated challenges, strategies or proposals to assist workforce planning and the extent of empirical research. Methods Searches for peer-reviewed literature and reports were undertaken and included when they met the eligibility criteria. Data were extracted and the findings narratively synthesised. Discussion The findings suggested wide ranging recruitment and retention issues of the dental workforce in the UK. Most issues were associated with NHS dentists, followed by dental nurses across both the NHS and private sectors. The worst affected parts of the country were rural and coastal areas. Conclusion It appears from the evidence that there are many dental professionals discussing recruitment and retention issues, followed by stakeholders. However, there is limited research and data to initiate change.

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Section: Resultsmentioning

confidence: 99%

Recruitment and retention in dentistry in the UK: a scoping review to explore the challenges across the UK, with a particular interest in rural and coastal areas

et al. 2023

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“…24,25 Positive relationships with other dental team members prevents job dissatisfaction. 25 These findings agree with previous research on the impact of positive professional relationships between dental nurses and their colleagues on job satisfaction. 48 This literature review noted that the majority of dental nurses do not feel that compulsory registration with the GDC has positively affected their career.…”

Section: Discussionmentioning

confidence: 99%

“…[45][46][47] recognition, particularly from dentists, increases job satisfaction of dental nurses. 24,25 positive relationships with other dental team members prevents job dissatisfaction. 25 These findings agree with previous research on the impact of positive professional relationships between dental nurses and their colleagues on job satisfaction.…”

Section: Dental Nursesmentioning

confidence: 99%

It’s not just about the money: recruitment and retention of clinical staff in general dental practice – part 2: dental care professionals

Holloway,

Chestnutt

2024

Prim Dent J

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As described in the first paper of this two-part series, increasing difficulties in recruitment and retention of dentists and dental care professionals (DCPs) in general dental practice in the UK is affecting delivery of NHS dental services. There is a significant risk to the future dental workforce supply which will affect access to dental care and worsen oral health inequalities. Understanding what factors contribute to job satisfaction and prevent job dissatisfaction of dental professionals would be useful in managing recruitment and retention issues. The aim of this literature review was to identify factors which contribute to job satisfaction of DCPs in general dental practice. Database searching was conducted systematically through PubMed/Medline, Scopus, Ovid, and the National Grey Literature Collection. Eleven relevant articles were identified, which were qualitatively analysed using Herzberg’s motivation-hygiene theory as an analysis tool. Unfair remuneration is a major contributor to dissatisfaction of DCPs, but job satisfaction could be promoted through increased recognition, variety of work, and opportunities to progress. Dental contract reform in the UK should aim to minimise factors contributing to dissatisfaction and increase factors which increase satisfaction, including the development of an acceptable remuneration model for NHS dentistry that facilitates skill mix.

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“…This could potentially be a quick fix, and although it may not fully compensate for any workforce shortages, it may go some way to ease the immediate patient access issues, while allowing therapists, hygienists and nurses to undertake a more fulfilling role in delivering oral health care services. 44 Our workforce needs to feel valued and supported through their career 13 and this has become increasingly challenging within the NHS. 1,45 Financial remuneration is important, but there needs to be personal and professional fulfilment to maintain motivation and commitment.…”

Section: Discussionmentioning

confidence: 99%

The dental workforce recruitment and retention crisis in the UK

et al. 2023

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The precarious state of NHS dentistry is widely acknowledged, yet there is limited progress in addressing the underlying issues. Further delays will undoubtedly impact patient care, leading to oral health deterioration and unnecessary suffering. This will predominantly affect the most vulnerable in society, resulting in greater oral health inequalities. The underlying issues contributing to the current NHS dental crisis are many, and they include: prolonged delays in contract reform; long-term underinvestment; private sector growth; and fewer dentists working full-time and/or in the NHS. In England, an NHS dental contract that fails to promote prevention or equality of access continues to have a deep and pernicious impact on the future of NHS dentistry. The devastating impact of the COVID-19 pandemic on access cannot be underestimated and neither should the effect of Brexit on the availability of workforce. The recruitment and retention of dentists, and other members of the dental team, is undoubtedly a major issue in terms of capacity and access to NHS dental care. These problems, seen across the UK, are a particular issue in England, with acute challenges within rural and coastal areas. There is an urgent necessity to develop coherent, multifaceted strategies, aided by the collection of clear and accurate workforce data, to tackle these issues.

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The evaluation of an innovative dental nurse training pilot scheme

Cited by 7 publications

References 24 publications

Recruitment and retention in dentistry in the UK: a scoping review to explore the challenges across the UK, with a particular interest in rural and coastal areas

Recruitment and retention in dentistry in the UK: a scoping review to explore the challenges across the UK, with a particular interest in rural and coastal areas

It’s not just about the money: recruitment and retention of clinical staff in general dental practice – part 2: dental care professionals

The dental workforce recruitment and retention crisis in the UK

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