ESTRO 2025 - Abstract Book

S26

Invited Speaker

ESTRO 2025

4686

Speaker Abstracts Importance/role of adequate on-boarding and mentoring during the early career Elizabeth Joyce Radiotherapy, Royal Marsden Hospital, London, United Kingdom

Abstract:

Introduction Attrition and retention are prevalent within the radiotherapy workforce, particularly early-career therapeutic radiographers/radiation therapists (RTTs), and stem from various professional and personal factors. With an ageing population, rising demand for radiotherapy, and advancing techniques, it’s crucial RTTs remain in the field, to continue and drive the service forward as well as supporting and training the next cohort of RTTs. Effective on boarding is a method of supporting RTTs, designed to ease transitional periods and will be explored here. Review of the literature The literature demonstrates variability in content, length, and application making it difficult to draw conclusions from on-boarding programmes. However, the potential value they offer to early-career RTTs during their career is recognised. A well-designed program prepares RTTs for clinical practice, fostering good work ethics and high-quality patient care. RTTs value on-boarding programmes when they clearly describe the job role and expectations. This reduces ambiguities and misalignments of expectations which are reported to cause negative experiences and can decrease stress and turnover. It could be suggested that on-boarding allows additional time for supervision to ensure consolidation of clinical skills or adjustment from different working practices. The programme must set out clear expectations of role developments and expectations as discrepancies cause negative experiences from RTTs. Additionally, on-boarding should address support strategies for moral injury and burnout, crucial in radiotherapy due to the emotional toll of cancer care.

CPD

Successful CPD has significant influence over overall job satisfaction. Lack of access to CPD opportunities influences the decision for RTTs to leave healthcare. Building dedicated CPD time during on-boarding would help RTTs but resources and service demands are documented barriers. However, undertaking CPD should be mentioned in on boarding programmes to stipulate the need to be a life-long learner. CPD challenges RTTs to perform reflective practice and deep learning which often leads to professional growth that practitioners will need to expand their knowledge and skill set.

Career progression

Early-career RTTs desire timely discussions for career progression which does not always materialise. Many studies report RTTs enjoy and promote their profession but feel the lack of progression or awareness of progression is a promoting factor for leaving the profession. A suggestion to combat this is yearly appraisals and regular reviews with a manager that is aware of a wide range of resources and opportunities specific to the RTT’s needs. Many studies have highlighted the need to address and explore these to improve retention of staff. Development opportunities are expected by RTTs and is positively linked to staying within the profession. Consistent appraisals that include career aspirations and expectations would ensure clarity of roles and workloads and allow complete transparency between RTT and their manager. An assignment of a mentor would highlight progression opportunities. This aims to overcome the barrier of organisational structure that RTTs report particularly around employer support and awareness to additional resources. This is also seen with preceptorship.

Preceptorship and Mentorship