No full-text available
To read the full-text of this research,
you can request a copy directly from the authors.
Barriers to Post-CCST training in orthodontics: A survey of trainee perceptions
Abstract
Introduction
In order to be eligible for consultant appointments within the NHS, orthodontists can undertake higher specialty training after their Certificate of Completion of Specialist Training (CCST). These training posts are known as Post-CCST positions and orthodontists must be eligible for inclusion on the General Dental Council’s (GDC) specialist list for orthodontics before applying. There has been a decline in the number of applicants and the number of filled Post-CCST positions in recent years, leading to concerns over a potential shortage of appropriately trained consultant orthodontists to provide a secondary care service in the near future. This survey was undertaken to identify barriers to applying for Post-CCST training and assess potential options for increasing trainee numbers.
Methods
An online survey was distributed, by email, to current orthodontic trainees and those that had recently completed training in the last six months via the British Orthodontic Society Training Grades Group. Reminder emails were sent at two and four weeks. A total of 201 trainees were invited to complete the survey.
Results
Eighty-nine trainees completed the survey (response rate of 44.3%). Regarding applying to Post-CCST training, 32.6% and 47.7% of respondents, respectively, either wanted to or were considering applying for Post-CCST training. The South East was the most preferred region for Post-CCST training (38.0%). Reasons for not wishing to complete Post-CCST training included salary (71.9%), lack of consultant posts in desired regions (64.1%) and inability/unwillingness to relocate (63.5%). Part-time training (91.0%) and a higher salary during training (86.0%) were most likely to incentivise application for Post-CCST training.
Conclusion
Financial, family and geographical concerns appear to be the main reasons why trainees might not consider Post-CCST training. Part-time and run-through training options may encourage trainees to apply for Post-CCST training.
... Interviewees were asked about the location of training posts and the responses indicated it was a significant barrier when considering continuing training (Jopson, 2020). Similarly, a recent survey of post CCST trainees found an inability and/or unwillingness to relocate as a reason stated by 63.5% of respondents for not pursuing consultant training (Quach et al., 2021). ...
... Another study by Quach et al. (2021) reported that family reasons were among the main reasons stated by post CCST trainees for not pursuing orthodontic consultant training. ...
... The literature review indicated that location of training/workplace and the need to relocate for training/career progression is a significant barrier to initial specialist training and career progression to consultant level for dentists and orthodontists (Jauhar et al., 2016;Jopson, et al., 2019;Quach et al., 2021). In fact, it was one of the main reasons given by the respondents to the survey carried out by Quach et al. (2021), with 63.5% of respondents citing inability/unwillingness to relocate as one of the main reasons for not wanting to continue their orthodontic training to consultant level. ...
Introduction: Ethnic diversity and inclusivity within the United Kingdom (UK) orthodontic specialty and its impact on career pathway is an under-researched area. This study examines the experiences and perceptions of qualified and trainee orthodontists on the degree of ethnic diversity and inclusion within the orthodontic specialty in the UK, and their sense of belonging within the profession. Methods: Members of the British Orthodontic Society (BOS) who are trainee or qualified orthodontists were asked to complete a self-administered national online questionnaire. The 59-item questionnaire was based on the categories of ethnic diversity, ethnic inclusivity and belonging. Questions pertaining to ethnic diversity included subcategories: ethnic diversity related to representation, impact of location on career progression, cost of training, and facilitators influencing choosing orthodontics. Questions pertaining to ethnic inclusivity included subcategories: sense of belonging, harassment and bullying, being treated differently: selection and training, being treated differently: career progression and workplace experience, being treated differently: complaints. Results: Of the 1529 qualified and trainee orthodontist members of the BOS surveyed, 167 responded representing a 10.9% response rate. The survey data was analysed by separating the respondents into those being a Minority Ethnic Group (MEG) and a White ethnic group. The results found several significant differences in the experiences and perceptions of ethnic diversity, inclusion and sense of belonging between MEG and White group. In addition, the findings highlighted differences in perceived barriers and facilitators to specialist orthodontic training and career progression by the MEG group compared to the White group. Conclusion: This study of the UK orthodontics specialty found that the profession is an ethnically diverse, inclusive and welcoming profession for the majority of both groups. However, for some, a more 'chilly' culture exists with decreased feelings of belonging and inclusion within the profession. This study provides an important insight into this under-researched area and suggests more research is required to help make the orthodontic profession more inclusive and welcoming for all. 3
... In a cross-sectional survey of UK orthodontists that had recently completed ST1-3 training, finances played a role in the recruitment of ST3 trainees into consultant training posts (ST4-5). 20 This is of concern, considering there is currently a national shortage of NHS orthodontic consultants. 21 Some respondents were able to put the cost of the higher degree into perspective within the total lifetime earning potential, post specialisation. ...
Introduction In the UK, orthodontic speciality training takes place over three years full-time. In addition to the clinical training, there is an expectation that trainees undertake a higher degree. Currently, there is little evidence regarding the impact of undertaking a higher degree on specialist orthodontists.
Aims Investigate UK orthodontists' perceptions of undertaking a higher degree alongside speciality training.
Materials and methods A cross-sectional research study involving the distribution of an anonymous, descriptive, online, questionnaire-based survey between May and June 2021 via the British Orthodontic Society. Data were obtained in relation to the impact of undertaking a higher degree on the completion of speciality training, research skills, delivery of patient care and career opportunities.
Results In total, 166 questionnaires were completed (approximately 13.3% response rate). Most respondents 'agreed' or 'strongly agreed' that undertaking a higher degree had improved their scientific (77.1%) and critical appraisal skills (80.7%), job prospects (60.2%) and career opportunities (63.9%). Most respondents felt the benefits of the higher degree outweighed the associated costs (65.1%) and was a worthwhile component of training (69.3%).
Conclusions Specialist orthodontists place a high value on undertaking a higher degree. The results of this questionnaire should be of importance to stakeholders involved in the development of the orthodontic curriculum.
Introduction:
This survey was undertaken as a second part to 'Barriers to Post-CCST training in orthodontics: A survey of trainee perceptions'. Recruitment of Post-CCST trainees in certain areas of the country has attracted concerns as it has become increasingly difficult. This survey was undertaken to assess trainee satisfaction with Post-CCST training and to look at possible ways to improve trainee satisfaction and make Post-CCST training more desirable.
Methods:
The Training Grades Group (TGG) committee of the British Orthodontic Society (BOS) produced an online survey that was sent to all TGG members and newly qualified consultants in May 2021. All Post-CCSTs who entered training between February 2017 and October 2020 were asked to complete the survey.
Results:
There were 37 respondents, which gave a response rate of 62%. While 61% of respondents were satisfied with their Post-CCST training, 17% were 'neither satisfied or dissatisfied' and 6% were either 'dissatisfied' or 'very dissatisfied'. Of the 37 respondents, 25 (67%) would apply for Post-CCST training again, 6 (16%) would not and 6 (16%) did not answer this question. When asked for possible suggestions for improvements to Post-CCST training to encourage greater satisfaction, the responses could be grouped into the following themes: Part-time training; Teaching; Time commitment; Salary; and Experience.
Conclusion:
In general, respondents were satisfied with Post-CCST training. There was a significant range of positive and negative responses to various aspects of training including multidisciplinary team clinic preparation, support, supervision and management experience. Suggestions for improvements echo the barriers to Post-CCST training survey.
A Reference Guide for Postgraduate Dental Specialty Training in the UK, The Dental Gold Guide
- Copdend
NHS Workforce Statistics in England, Summary of staff in the NHS – 2004–2014, Overview
- Nhs Digital