Who knows how many anaesthetists we need?

Redfern, N.; Harrop‐Griffiths, William

doi:10.1111/anae.12171

Cited by 6 publications

(7 citation statements)

References 32 publications

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“…It would be important for workforce planners to take account of the analysis. NHS workforce planning is complex, with contributions made by several organisations . The plans are based on crude estimates of demand, such as an ageing population, and consultant attrition rates (retirement, emigration or death).…”

Section: Implications For Workforce Planningmentioning

confidence: 99%

“…In summary therefore, most current workforce predictions are likely to be incorrect not through lack of detailed information, which has been the concern hitherto , but simply because they are based on the wrong principles. Described as an ‘imprecise art’ , there comes a point in imprecision when the exercise itself ceases to be worthwhile.…”

Section: Implications For Workforce Planningmentioning

confidence: 99%

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Pensions, tax and the anaesthetist: significant implications for workforce planning

Pandit

2016

Anaesthesia

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SummaryThis paper shows how recent tax changes to pensions (i.e. new lifetime and annual allowance contribution limits) mean that NHS consultants will need to adopt one of four rational strategies to work and financial planning. Two of those strategies (termed 'Earn Fast, Drop Out' and 'Never Enter') involve a break between work and pensions. The logical consequence of this break is that consultants may exercise options to maximise their total income, which in turn will result in less work within the NHS and more work in alternative higher paying (e.g. private) sectors. A third strategy ('Go Slow, Stay Low') also involves less-than-full-time NHS work. Only one option ('Do Nothing' as a result of the tax changes) has no effect. In short, the tax changes will predictably lead to future senior consultants devoting proportionately much less of their time to NHS work than before. The article discusses the important implications of this conclusion for NHS workforce planning.

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Section: Implications For Workforce Planningmentioning

confidence: 99%

Section: Implications For Workforce Planningmentioning

confidence: 99%

Pensions, tax and the anaesthetist: significant implications for workforce planning

Pandit

2016

Anaesthesia

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“…More people are surviving longer. Individuals accumulate more comorbidities as they age and, coupled with an increasing willingness to undertake more intensive and complex treatments in progressively older patients, the NHS will be treating greater numbers of older, sicker patients [11], which will increase healthcare costs. However, at the other end of the age spectrum, at least in developed countries, the birth rate has been falling, such that the number of 'economically active' adults paying tax as a ratio of the number of 'economically inactive' elderly adults (the 'old-age dependency ratio') will continue to decline, unless the state pension age is altered:…”

Section: Money Money Moneymentioning

confidence: 99%

The ageing patient – sans everything?

Keays

2013

Anaesthesia

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“…Unfortunately, planning for the LCoGS’s 20 SAO specialists per 100 000 population is limited in practical applicability because the proportions of surgeons, anaesthetists and obstetricians—each of which are needed to provide quality surgical care—that should form this specialist SAO workforce were not considered 1 4. More granular information on these proportions is desperately required for benchmarking, advocacy and rational development of the workforce, if we are to achieve UHC by 2030.…”

Section: Introductionmentioning

confidence: 99%

What is the minimum number of specialist anaesthetists needed in low-income and middle-income countries?

et al. 2018

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IntroductionThe number of specialist anaesthetists in most low-income and middle-income countries is below what is needed to provide a safe quality anaesthesia service. There are no estimates of the optimal number; therefore, we estimated the minimum density of specialist anaesthetists to achieve a reasonable standard of healthcare as indicated by the maternal mortality ratio (MMR).MethodsUtilising existing country-level data of the number of physician anaesthesia providers (PAPs), MMR and Human Development Index (HDI), we developed best-fit curves to describe the relationship between MMR and PAPs, controlling for HDI. The aim was to use this relationship to estimate the number of PAPs associated with achieving the median MMR.ResultsWe estimated that, in order to achieve a reasonable standard of healthcare, as indicated by the global median MMR, countries should aim to have at least four PAPs per 100 000 population. Existing data show that currently 80 countries have fewer than this number.ConclusionFour PAPs per 100 000 population is a modest target, but there is a need to increase training of doctors in many countries in order to train more specialist anaesthetists. It is important that this target is considered during the development of national workforce plans, even if a stepwise approach to workforce planning is chosen.

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Who knows how many anaesthetists we need?

Cited by 6 publications

References 32 publications

Pensions, tax and the anaesthetist: significant implications for workforce planning

Pensions, tax and the anaesthetist: significant implications for workforce planning

The ageing patient – sans everything?

What is the minimum number of specialist anaesthetists needed in low-income and middle-income countries?

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