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Future Trends in General Practitioner Workforce: Forecast and Solutions

This workshop aims to estimate the future GP workforce needs until 2021 and propose interventions to tackle workforce challenges. Discussions include age profiles, training, attrition rates, and retirement intentions of GPs. The workshop will explore forecasts, potential solutions, assumptions, and options for additional training places and role substitutions to address workforce shortages.

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Future Trends in General Practitioner Workforce: Forecast and Solutions

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  1. GP workforce predictions: through a glass darkly? AUDGPI, 27th February 2009 Dr. Conor Teljeur Prof. Tom O'Dowd Prof. Fergus O’Kelly Dr. Aisling Ní Shúilleabháin Dept. of Public Health & Primary Care, Trinity College Dublin

  2. Aims of the workshop: • Estimate numbers of GPs needed to 2021 • To identify interventions that will address workforce issues

  3. Agenda • What do we know? • What do we forecast? • How might we deal with the issues?

  4. Sources of information

  5. Age profile of GPs

  6. Training places Buttimer Report (2006), recommendation 47: "the HSE should implement the policy previously adopted by the Department of Health and Children to increase the annual intake of GP Trainees from the current 88 to 150 by 2008."

  7. Attrition • Approximately 10% of trained GPs do not practice as GPs – that represents an investment of ~ €2.3m lost each year • Intention to retire early: • 13% intend to retire before 60 • 43% intend to retire before 65

  8. Agenda • What do we know? • What do we forecast? • How might we deal with the issues?

  9. Assumptions • No change in patient behaviour – that is, total demand will be in proportion to the age-sex distribution of the population • Demography of trainees to remain stable • Sessions and retirement age of GPs to remain stable

  10. GP numbers – demand

  11. GP numbers – fixed intake/120 per annum

  12. GP numbers – reduced drop-out to 5%

  13. GP numbers – increase intake to 150 annually

  14. GP numbers – increased intake + reduced drop-out

  15. Trainee contribution to sessions

  16. Ratio of male:female GPs

  17. Impact of M:F ratio on sessions

  18. Agenda • What do we know? • What do we forecast? • How might we deal with the issues?

  19. Options for additional training places

  20. Other options • Increase role substitution - nurses • Clinical pharmacy - bigger role • Recognition of prior hospital experience • Recruitment from EU & Non EU countries • Anything else?...

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