ESTRO 2024 - Abstract Book

S2781

Interdisciplinary - Health economics & health services research

ESTRO 2024

According to the Global Cancer Observatory, there is an expected increase in cancer incidence of 47% by 2040 compared to 2020 (1). Given the ESTRO-HERO analysis indicating that 50% of all cancer patients are eligible for radiotherapy, it is crucial to ensure adequate staffing to provide optimal care in the forthcoming years (2). To this end, the yESTRO Committee assessed the perceptions of young radiation oncology professionals regarding their workplace environment and their attitudes toward staff recruitment and retention.

Material/Methods:

A pilot survey, created through a consensus process and consisting of 10 items composed of Likert-scale questions along with open-ended queries, was distributed to the yESTRO Opinion Panel using SurveyMonkey ™ . This panel includes a diverse group of young radiation oncology professionals up to 39 years old, totalling 235 potential respondents, representing various nationalities, ages, and job roles. All panellists consented to receive yESTRO questionnaires. Data collection took place throughout July 2023. Quantitative data were reported using descriptive statistics, and qualitative data were analysed thematically.

Results:

A total of 86 respondents completed the online survey (response rate: 37%). Among the respondents, 56% were physicians, 19% physicists, 15% radiation therapists, 1% biologists, and 9% identified as researchers. Of the total, 62% were permanent staff, while the rest were residents or in training. A large proportion, 64%, reported that their department is currently facing staff shortages. On top of this, half of the respondents experience a challenge for new staff recruitment (Figure 1). Staff shortages already have an impact on patient care, as indicated by 80% of respondents. Almost half of respondents (40%) observed high turnover rates, above 10%, in their department. The lack of competitive salary compensation, highlighted by 57% of respondents, and limited career advancement opportunities, mentioned by half of the respondents, were identified as possible factors prompting young professionals to consider leaving. Unpaid overtime is deemed another important factor contributing to staff attrition. On the other hand, the majority of respondents, 80%, perceive professional development opportunities as an incentive to remain in their department (Figure 2). Almost all respondents (90%) expressed the need for further research into recruitment and retention.