Work patterns, socio-demographic characteristics and job satisfaction of the CRNA workforce – Findings from the 2019 AANA survey of CRNAs

Negrusa, Sebastian; Hogan, Paul; Jordan, Lorraine; Hoyem, Ruby L; Cintina, Inna; Zhou, Matt; Pereira, Amanda; Quraishi, Jihan

doi:10.1016/j.outlook.2020.12.012

Cited by 7 publications

(4 citation statements)

References 7 publications

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“…Dermatology PAs in Pennsylvania who earned the highest income in 2022 held job autonomy as a top value. Research by Hooker and colleagues affirms that PAs, similarly to occupational therapists, 7 nurse practitioners, 5 and certified registered nurse anesthetists, 6 value autonomy as a component of job satisfaction; however, this study takes this a step further by showing a correlation valuing autonomy and compensation which could be a measure of productivity.…”

Section: Discussionmentioning

confidence: 60%

“…4 Research shows us that certified registered nurse anesthetists and nurse practitioners also value autonomy. 5,6 This is not a job value unique to health care professionals in America; occupational therapists in Saudi Arabia also reported valuing autonomy in their work. 7 Motley et al 8 invited advanced practice clinicians to participate in focus group sessions to determine both attributes and barriers to an ideal work environment.…”

Section: Introductionmentioning

confidence: 99%

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Autonomy ranks as highest importance to dermatology physician assistants in Pennsylvania with highest compensations

Rodriguez,

DuBois,

Froman

et al. 2024

Journal of Dermatology for Physician Assistants

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Introduction: By exploring the relationship between compensation and job values, this research letter aims to contribute to the existing literature on health care professional compensation and job satisfaction, particularly within the context of dermatology physician assistants (PAs). Objectives: The authors aim to answer the question, “Does annual salary compensation correlate with any reported job values among dermatology PAs in Pennsylvania?” Method: This research letter presents a postsurvey analysis of a salary survey conducted among the members of the Pennsylvania Dermatology Physician Assistants (PDPA). The data used in this analysis were obtained from the previously published salary survey conducted by the PDPA. The survey asked participants to rank the factors most important in selecting a dermatology position. Results: Dermatology PAs in Pennsylvania who earned the highest income in a given year reported job autonomy as a top value [rs (79)=−0.2208, P=0.048]. Discussion: Schedule flexibility may allow PAs to be more productive in seeing more patients and, therefore, result in higher compensations. PAs with freedom, independence, and discretion may feel respected and valued. This could result in positive effects on productivity and, as a downstream result, higher compensation.

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Section: Discussionmentioning

confidence: 60%

Section: Introductionmentioning

confidence: 99%

Autonomy ranks as highest importance to dermatology physician assistants in Pennsylvania with highest compensations

Rodriguez,

DuBois,

Froman

et al. 2024

Journal of Dermatology for Physician Assistants

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“…21 In the United States, data from multiple sources have been mobilized to generate demand-based models and workforce supply and capacity projections for anesthesia providers in a variety of care delivery models. 22 The pan-Canadian data and methodology from this study lay the foundation for the development of similar planning models, capacity projections, and scenario-based policy analyses.…”

Section: Discussionmentioning

confidence: 99%

The Physician Anesthesia Workforce in Canada From 1996 to 2018: A Longitudinal Analysis of Health Administrative Data

Simkin,

Orser,

Wilson

et al. 2023

Anesthesia &Amp; Analgesia

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BACKGROUND: A robust anesthesia workforce is essential to the provision of safe surgical, obstetrical, and critical care but information describing the physician anesthesia workforce and volume of clinical services delivered in Canada is limited. This study examines the Canadian physician anesthesia workforce, exploring trends in physician characteristics and activity levels over time. Practice patterns of specialist anesthesiologists and family physician anesthetists (FPAs) working in urban and rural communities were of particular interest. METHODS: Physicians who provided anesthesia care between 1996 and 2018 were identified using health administrative data from the Canadian Institute of Health Information (CIHI). In addition, data from the Canadian Post-MD Education Registry (CAPER) were used to characterize physicians pursuing postgraduate anesthesia training (1996–2019). Descriptive analyses of physician demographics, training, location, specialty designations, and volume of clinical services were undertaken. RESULTS: Between 1996 and 2018, the anesthesia workforce grew 1.8-fold to 3681 physicians, including 536 FPAs. Over the same time, nerve block services increased 7-fold, and payments for other anesthesia services increased 5-fold. The average age of the anesthesiology workforce increased by 2.3 years and the annual retirement rate was 3%. The workforce has become more gender balanced but remains predominantly male (73% in 2018). The proportion of physicians who were trained internationally (about 30%; 38% in rural areas) remained stable (and higher than that in the overall physician workforce). FPAs provided most anesthesia care in rural Canada and their attrition rate was generally 2- to 3-fold higher than specialists. Physicians in the rural anesthesia workforce provided anesthesia services more intensively over time. Relatively few FPAs who left the anesthesia workforce entered full retirement and they instead contributed other medical services to their communities. CONCLUSIONS: This study provides foundational information regarding anesthesia workforce capacity over a 22-year period, including insights into demographics, locations of practice, and clinical volumes. The results do not quantify the gap between service capacity and need; however, they support the need for a national workforce strategy to achieve equitable access to sustainable anesthesia services in Canada, particularly for rural communities.

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“…In some Canadian regions, access to timely anesthesia care has been limited [ 7 ]. Multiple issues are at play, including increasing demand for anesthesia services both inside and outside operating rooms [ 8 , 9 ], constrained availability of anesthesia care providers and other resources[ 10 ] (e.g., a lack of anesthesia assistants), geographic and workforce distribution challenges [ 12 ], and an aging workforce. Timely access to care is of particular concern for Indigenous and non-Indigenous peoples living in rural and remote regions of the country [ 11 , 12 ].…”

Section: Introductionmentioning

confidence: 99%

The anesthesia workforce in Canada: a methodology to identify physician anesthesia providers using health administrative data

et al. 2023

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Background Safe and timely anesthesia services are an integral component of modern health care systems. There are, however, increasing concerns about the availability of anesthesia services in Canada. Thus, a comprehensive approach to assess the capacity of the anesthesia workforce to provide service is a critical need. Data regarding the anesthesia services provided by specialists and family physicians are available through the Canadian Institute for Health Information (CIHI) but collating the data across delivery jurisdictions has proven challenging. As a result, information related to the activity of physician anesthesia providers is routinely excluded from annual physician workforce reports. Our goal was to develop a novel approach to identifying and characterizing the anesthesia workforce on a pan-Canadian scale. Methods The study was approved by the University of Ottawa Office of Research Ethics and Integrity. We developed a methodology to identify physicians who provided anesthesia services in Canada between 1996 and 2018 using data elements from the CIHI National Physician Database. We iteratively consulted with expert advisors and compared the results with Scott’s Medical Database, the Canadian Medical Association (CMA) Masterfile, and the College of Family Physicians of Canada membership database. Results The methodology identified providers of anesthesia services using data elements from the CIHI National Physician Database, including categories of the National Grouping System, specialty designations, activity levels and participation thresholds. Physicians who provided anesthesia services only sporadically and medical residents-in-training were excluded. This methodology produced estimates of anesthesia providers that aligned with other sources. The process we followed was sequential, transparent, and intuitive, and was strengthened by collaboration and iterative consultation with experts and stakeholders. Conclusions Using physician activity patterns, this novel methodology allows stakeholders to identify which physician provide anesthesia services in Canada. It is an essential step in developing a pan-Canadian anesthesia workforce strategy that can be used to examine patterns and trends related to the workforce and support evidence-informed workforce decision-making. It also establishes a foundation for assessing the effectiveness of a variety of interventions aimed at optimizing physician anesthesia services in Canada.

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Work patterns, socio-demographic characteristics and job satisfaction of the CRNA workforce – Findings from the 2019 AANA survey of CRNAs

Cited by 7 publications

References 7 publications

Autonomy ranks as highest importance to dermatology physician assistants in Pennsylvania with highest compensations

Autonomy ranks as highest importance to dermatology physician assistants in Pennsylvania with highest compensations

The Physician Anesthesia Workforce in Canada From 1996 to 2018: A Longitudinal Analysis of Health Administrative Data

The anesthesia workforce in Canada: a methodology to identify physician anesthesia providers using health administrative data

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