ESTRO 2025 - Abstract Book

S27

Invited Speaker

ESTRO 2025

Preceptorship is used positively with other healthcare professions but there is a lack of research specifically to RTTs. The literature does suggest that there is an increase in competence and confidence, but the variability renders no optimal suggestion for content or implementation. Protected time is a concern for preceptorship, and managers do acknowledge there needs to be flexibility. However, the challenges of service delivery and financial limitations are the most common barriers. Preceptorship also shows evidence for supporting psychological aspects of the profession whilst encouraging participative leadership where individual skills are recognised and appreciated. Mentorship and having a role model are key factors for early-career RTTs but these must be inclusive and suited to the professional. Gender bias is prevalent within recruitment strategies, and it could be suggested this continues for early-career RTTs. It is important for professionals to be able to see appropriate role models and professional development opportunities that are suited for them. Appropriate mentorship that allows transferability of knowledge and opportunities would nourish the individual and provide positive influences that are often cited as lacking in the RTT pathway. Conclusion Despite variability, what is evident is the potential support early-career RTTs can gain from these programmes. They are more likely to continue with their RTT career and advance their professional growth thus, supporting radiotherapy service delivery.

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Speaker Abstracts The role of workplace health promotion in staff retention Christoph Grubmüller Radiotherapy, Salzburger Landeskliniken, Salzburg, Austria

Abstract:

The working environment of the radiotherapy team—especially radiation therapists (RTTs)—is in a continuous state of change. Advanced developments in medical technology enable us to treat patients in an increasingly individualized and effective manner. At the same time, the professional demands on RTTs are rising. Additionally, demographic changes are leading to a decreasing number of professionals available to care for a growing number of patients. Technological advancements and digitalization offer the opportunity to positively influence these challenges. However, the increasing work intensity, the management of a variety of different medical devices (i.e. hardware and software, including artificial intelligence), present significant challenges for both employers and employees. Furthermore, the interaction-intensive work with patients and the often non-self-determined work processes can also lead to high mental stress. In times of partly high employee turnover, it is therefore crucial not only to attract talented new professionals but also to retain existing staff in the company over the long term. In this context, the life-phase-related needs of employees should be kept in mind. Statistics from health insurance funds indicate that employee absences due to musculoskeletal disorders and mental health issues are increasing. This raises the question of how we can address these challenges both on an individual and an organizational level.

There are points of intervention at both levels to create a more health-promoting work context. Institutions sometimes focus on occupational safety or may include the creation of ergonomic workspaces but fail to engage