Issues

Volume 174 Issue 8

16 April 2001

Editorials Vocational part-time training: jobs for the girls and boys Jillian R Sewell (MJA 2001; 174: 376-377)Implementing evidence-based guidelines Peter G Gibson (MJA 2001; 174: 377-378)Can hepatitis C transmission be reduced in Australian prisons? Kate A Dolan (MJA 2001; 174: 378-379)The mental health of young Australians Joseph M Rey (MJA 2001; 174: 380-381)Heart Week 2001: "Get active"! A call to action Adrian E Bauman, Terry J Campbell (MJA 2001; 174: 381-382) Research Asthma screening as part of a routine school health assessment in the Australian Capital Territory Nicholas J Glasgow, Anne-Louise Ponsonby, Rachel E Yates, Tim McDonald, Robyn Attewell (MJA 2001; 174: 384-388)The contribution of maternal smoking to preterm birth, small for gestational age and low birthweight among Aboriginal and non-Aboriginal births in South Australia Annabelle Chan, Rosemary J Keane, Jeffrey S Robinson (MJA 2001; 174: 389-393)Evaluating the effectiveness of evidence-based guidelines for the use of spacer devices in children with acute asthma Madlen Gazarian, Richard L Henry, Sandra R Wales, Betina E Micallef, Elizabeth M Rood, Matthew W O'Meara, Andrew H Numa (MJA 2001; 174: 394-397) Notable cases Percutaneous vertebroplasty: a novel treatment for acute vertebral fractures Terrence H Diamond, William A Clark (MJA 2001; 174: 398-400) Evidence-based medicine EBM in practice: internal medicine Paddy A Phillips (MJA 2001; 174: 401-402)EBM in practice: psychiatry Mark A Oakley-Browne (MJA 2001; 174: 403-404) Clinical ethics Ethical thinking and stakeholders Kathleen Montgomery, J Miles Little (MJA 2001; 174: 405-406) The profession Job-sharing in paediatric training in Australia: availability and trainee perceptions Charlotte M Whitelaw, Margot C Nash (MJA 2001; 174: 407-409) Personal perspective Part-time specialty training - my experience Meegan T Gun (MJA 2001; 174: 410-412) MJA practice essentials — Neurology 6: Movement disorders II: The hyperkinetic disorders Jane E Rice, Philip D Thompson (MJA 2001; 174: 413-419) EBM in action Is coenzyme Q10 helpful for patients with idiopathic cardiomyopathy? Christopher B Del Mar, Paul P Glasziou, Anneliese B Spinks, Sharon L Sanders (MJA 2001; 174: 421)

Editorials

Vocational part-time training: jobs for the girls and boys

Editorial Vocational part-time training: jobs for the girls and boys There is a clear demand from many levels of the medical profession that part-time training be available, viable and valuable MJA 2001; 174: 376-377 Medicine is different today — isn't it? Changing knowledge, changing technology, changing disease patterns, changing service delivery, changing consumer expectations — and a changing medical workforce. The medical workforce is changing in terms of gender balance, expectations regarding lifestyle, working conditions, ethnic/cultural background and age of entry to medical school. Medicine is the same as ever — isn't it? The same hierarchical structure, with men dominating at senior levels; the same culture of heroic individualism; the same male-female inequalities with selection/promotion/retention procedures; the same difficulties for women to reach their professional potential. Women are clustered in the lower-status areas of medicine, earn less money on average, make less contribution to the profession outside direct medical care, experience higher levels of stress, have many more family responsibilities, and are much more likely to modify their careers to accommodate the needs of their partners and families.1 One outcome is very clear — part-time trainees report satisfaction with their job and lifestyle. Less clear is the training outcome. Medicine, like society in general, is both different and the same. What is clear is that our younger colleagues, both women and men, are demanding real change in the structure, organisation and practice of medicine to allow them to have a more balanced lifestyle. One very important structural and organisational issue is the availability of part-time training during the long and demanding medical vocational pathway. Two articles2,3 in this issue of the Journal discuss job-sharing, which is one way of achieving part-time training. Job-sharing often involves more than one sharing arrangement — for example, alternating periods of a week or a fortnight, or splitting the week. Whitelaw and Nash2 note that job-sharers in paediatric training are more likely to share work on a weekly basis while raising children, but to share in longer blocks if preparing for exams. Gun3 found a job-sharing colleague with similar needs that meshed over some, but not all, of her training years. Whitelaw and Nash note that the perceptions of hospital managers and doctors-in-training differ on the availability of particular units for job-sharing; they also note that there are different eligibility requirements between hospitals, implying judgement about what are "acceptable" and "unacceptable" reasons for job-sharing.2 Whether a reason is "acceptable" may depend on the sex of the trainee, but, increasingly, men as well as women are beginning to request part-time training to give them the opportunity to combine training with care of children, study, and hobbies. There has been a gradual increase in the number of part-time trainees in recent years (especially in emergency medicine, paediatrics and psychiatry) — in 1999, part-time trainees made up 6.5% of the total.4 Interestingly, in general practice, traditionally considered a very flexible training area, there was a 50% drop in part-time training over the period 1995-2000. The specialties with minimal numbers of part-time trainees include anaesthetics, dermatology, obstetrics and gynaecology, radiology and surgery. The two articles illustrate a major difficulty in assessing part-time training: while Gun states that there were 17 part-time paediatric trainees in 1998 (a figure quoted from a report of the Medical Training Review Panel),3Whitelaw and Nash's survey identified 34 such trainees in the same year.2 The true proportion of trainees working part-time remains unclear, with differing periods of time per year spent in part-time training, and differing information provided by institutions and Colleges. More accurate collection of data and a clear definition of "part-time" training that differentiates it from "interrupted" training (eg, three months on and three off) are required. Perceived problems continue to be canvassed: Whom do you share with? Will the College agree (in practice as well as in principle)? Is your reason "good enough"? Are your colleagues resentful ("Why should s(he) have 'time off'? "What if I have to do extra to cover?")? Are your consultants cautious ("What about continuity of care?" "What about continuity of meeting the needs of my busy lifestyle?")? Will the hospital bear potential extra costs? Can you and your childcare arrangements cope with converting to full-time work to cover your partner's leave or sickness? Can you get to the 7 am ward round or journal club? Will you miss that special clinic or unit meeting that is always on your day off? Should you refuse secondment? What will happen next year? One outcome is very clear — part-time trainees report satisfaction with their job and lifestyle.2,3 Less clear is the training outcome. There is no intrinsic reason why part-time training, if appropriately balanced, should be less effective than full-time training. However, institutional satisfaction with part-time training is hard to measure given the barriers to implementation, the variable number of trainees from year to year, the different specialties and consultants involved, and the rapid, concurrent changes to service delivery and the organisation of the junior medical workforce (including changes associated with implementing "safe hours" policies). Obvious benefits to the hospital of part-time work include having a potential pool of trainees to cover each other for illness or holidays, and improving the work contribution of trainees.2 There is a clear demand from many levels of the profession that part-time training be available, viable and valuable. The reality is that availability is highly variable, viability often still depends on the trainees "proving themselves", but value is clear. The need for part-time training is part of a much wider debate about vocational medical training. We continue to grapple with the traditional needs of training organisations versus the personal and professional needs of trainees, the conflict between education and service in a tight fiscal environment, and the overall size, setting, distribution and safety of the junior medical workforce. Cultural change is required; a change of core values and norms "from within" to achieve commitment to new organisational structures5 so that the medical profession better meets the needs of, and thus reaps the most benefit from, its entire medical workforce. Jillian R Sewell President, Paediatrics and Child Health Division, Royal Australasian College of Physicians Member, Australian Medical Workforce Advisory Committee Working Party — Career Choice and Workforce Participation Dennerstein L. Roles and achievements: a survey of medical graduates. Melbourne: Key Centre for Women's Health in Society, 1989. Whitelaw CM, Nash MC. Job-sharing in paediatric training in Australia: availability and trainee perception. Med J Aust 2001; 174: 407-409. Gun MT. Part-time specialty training — my experience. Med J Aust 2001; 174: 410-412. Medical Training Review Panel. Fourth report. Canberra : MTRP and Commonwealth Department of Health and Aged Care, August 2000. Sinclair A. Doing leadership differently: gender power and sexuality in a changing business culture. Melbourne: Melbourne University Press, 1998. Make a comment

Jillian R Sewell

16 April 2001 Free

Can hepatitis C transmission be reduced in Australian prisons?

Editorial Can hepatitis C transmission be reduced in Australian prisons? Strategies to reduce the number of people who inject drugs and to minimise harm should help, but the cooperation of correctional authorities is essential MJA 2001; 174: 378-379 Approximately 20 000 people were incarcerated in Australia at the end of 1999.1 Another 20 000 had cycled through our prison systems in that year, but had been released by December 1999. This dynamic movement of people in and out of prisons not only increases the possibilities for transmission of infections such as hepatitis C virus (HCV) and HIV, but also makes it very difficult to detect transmission. Hepatitis C infection is endemic among Australian prisoners. In New South Wales prisons, approximately a third of male and two-thirds of female inmates are infected. Corrections Health Service had the second-highest number of hepatitis C notifications for an Area Health region in NSW in its debut report.2 HCV incidence is likely to be high in prison, but to date there have been few cases reported.3 Nevertheless, several studies have found that a history of imprisonment is associated with HCV infection.4 These findings, from both Australia3 and overseas,4 raise two questions: What is the incidence of HCV for various transmission modes in prison?; and Can HCV transmission be reduced in prison? Despite gaps in our knowledge, there is sufficient evidence to address the two most frequent modes of transmission: injecting drug use and tattooing. About a quarter of prisoners inject drugs while incarcerated.3 Virtually all drug injecting occurs with used injecting equipment shared among numerous partners. Therefore, the primary goal has to be to reduce drug injecting in prison. One way to achieve this is to reduce the number of drug injectors in prison.5 There is abundant evidence that community-based methadone treatment reduces injecting, crime and the subsequent incarceration of drug users,6 yet only a third of the demand for methadone treatment is met in the community.6 Another way to reduce the level of drug injecting in prison is to provide methadone maintenance treatment for prisoners. In one study, prisoners maintained on methadone injected half as often as those out of treatment, but only when doses reached 60 mg and treatment was provided for the entire term of the prison sentence.7 The NSW prison methadone program started in 1987, but meets only a quarter of the potential demand for treatment.5 Prison methadone programs have been recently introduced or expanded in Queensland, South Australia, Victoria, Tasmania and the Australian Capital Territory. Drug injecting in prison is also likely to be reduced if prisoners receive lesser punishment for the use of non-injectable drugs compared with injectable drugs. Yet prisoners receive the same penalty whether they test positive on urinalysis for cannabis or for heroin. Research into mandatory drug screening in United Kingdom prisons found that inmates moved from smoking cannabis (detectable in urine for weeks) to injecting heroin (detectable in urine for only a day or two) after mandatory drug testing was introduced.8 South Australia and Tasmania have introduced differential penalties for different drugs, with the aim of reducing drug injecting in prison. Victoria is considering a similar system. Another way to reduce drug injecting is to facilitate non-injecting routes of administration among injecting drug users. Preliminary results from a cognitive behavioural trial indicated that some injecting drug users will shift to non-injecting methods of use (A Wodak, Director, Alcohol and Drug Service, St Vincent's Hospital, Sydney, personal communication). Prisons, where injecting is so risky and common, are ideal settings for a trial of this intervention. Without doubt, the most controversial strategy is prison needle and syringe exchange programs. These programs have been successfully implemented in Switzerland, Germany and Spain in 17 different prisons.9 However, they reduce sharing of injecting equipment rather than drug injecting itself, and the problems of fatal overdose, abscesses, and inmates' involvement in the prison drug trade may persist. If prison needle and syringe exchange programs are unacceptable, then much more effort must be directed towards meeting the demand for drug treatment by prisoners. HCV transmission in prison may also occur through tattooing. One way to reduce tattoo-related hepatitis C transmission is to train select inmates in infection control procedures and to provide them with autoclaves and single-use ampoules of ink. Penalties for tattooing in prison should be removed. Allowing professional tattooists to visit prison is likely to be too expensive for inmates. So how can these strategies be implemented? The first step would have to be increasing the number of general practitioners who prescribe methadone both in the community and in prison. Less than 1% of GPs prescribe methadone in NSW.10 The opportunities for improvement here are enormous. Almost all other strategies listed above require the cooperation of prison authorities. Yet, correctional services administrators (comprising prison commissioners from each jurisdiction) have signalled their resistance to examining hepatitis C infection in prison by declining to even discuss recommendations made in the Review of the Third National HIV/AIDS Strategy.11 Until prison authorities are made to recognise that prisons play a significant role in the hepatitis C epidemic, it is unlikely that hepatitis C transmission will be reduced in Australian prisons. Kate A Dolan Senior Lecturer National Drug and Alcohol Research Centre University of New South Wales, Sydney, NSW Corrective Services, Australia. Canberra: Australian Bureau of Statistics, December 1999. (Catalogue no. 4512.0.) NSW Department of Health. Healthy people 2005: new directions for public health in NSW. NSW Public Health Bull 2000; 11: 198. Dolan K. The epidemiology of hepatitis C infection in prison populations [discussion paper]. Canberra: Commonwealth Department of Health and Aged Care, 2000. MacDonald M, Crofts N, Kaldor J. Transmission of hepatitis C virus: rates, routes and cofactors. Epidemiol Rev 1996; 18: 137-148. Dolan K. Surveillance and prevention of hepatitis C infection in Australian prisons. A discussion paper. Technical Report No. 95. Sydney: National Drug and Alcohol Research Centre, 2000. Ward J, Mattick R, Hall W. Methadone maintenance treatment and other opioid replacement therapies. Amsterdam: Harwood Academic Press, 1998. Dolan KA, Hall W, Wodak A. Methadone maintenance reduces injecting in prison. BMJ 1996; 312: 1162. Gore SM, Bird AG. Mandatory drug tests in prisons. BMJ 1995; 310: 595. Rutter S, Dolan K, Wodak A, Heilpern H. Prison syringe exchange: a review of international research and program development. Technical Report No. 112. Sydney: National Drug and Alcohol Research Centre, 2001. NSW Health Department. The NSW drug treatment services plan, 2000-2005: better health good health care. Sydney: NSW Health Department, 2000. Proving partnership. Review of the National HIV/AIDS Strategy 1996-97 to 1998-99. Canberra: Australian National Council on AIDS and Related Diseases, 1999. Make a comment

Kate A Dolan

Mental health 16 April 2001 Free

The mental health of young Australians

Editorial The mental health of young Australians Are we as a nation taking seriously enough the task of preventing and treating mental illness in the young? MJA 2001; 174: 380-381 The United States Surgeon General recently warned that "The burden of suffering experienced by children with mental health needs and their families has created a health crisis in this country [USA]. Growing numbers of children are suffering needlessly because their emotional, behavioural, and developmental needs are not being met by those very institutions which were explicitly created to take care of them. It is time that we as a Nation took seriously the task of preventing mental health problems and treating mental illnesses in youth."1 What is Australia's scorecard in the area of children's mental health? In 1995, as part of the National Mental Health Strategy, the Federal Government funded a national survey to establish the prevalence of mental disorders, disability and service use in the Australian population. The adult component (ie, people over 17 years) was conducted in 19972 and the child and adolescent survey (people aged 4-17 years) in 1998. Findings of the latter survey were released recently3 and are summarised in the Box. The strength of the child and adolescent survey was that it considered mental health problems in a variety of ways, including psychiatric diagnosis, service use, and the impact of mental disorders on quality of life. Limitations of the survey were that diagnoses were based solely on information from parents (some questionnaire data were obtained from adolescents but no information was sought from teachers), and only three conditions were examined. These shortcomings may explain, among others, the high rates of attention deficit hyperactivity disorder found — as many as 19.3% of boys aged 6-12 years were found to be suffering from this condition. Some findings are worth highlighting. First, the prevalence of mental health problems among the young (14%) is high and not much different from that found in adults (18%).2 That is, half a million Australians aged 4-17 years have serious emotional and behavioural problems.3 Second, these conditions impair their functioning and quality of life. Disturbed young people also behave in ways injurious to health much more often than their healthy counterparts. Third, only a quarter of those who need help receive it. Mental disorders impose a heavy burden on children, families and communities1,2,4 and often persist into adulthood. The cost to society in human and economic terms is great.1 There is broad agreement that we need to detect these problems early, provide effective treatment and attempt prevention.1,4 A four-pronged approach is necessary: Increase awareness that mental health problems are a major issue in child health and try to prevent them. This will help give children the chance for a healthy start in life.1 Improve the use of resources and access to services. For example, general practitioners could, with appropriate training, play a central role identifying and treating children with mental health problems. GPs (after schools, the second most common source of help) are well placed to take on this role, especially as disorders are often chronic, and contact with specialist services is likely to be only episodic.5 To do this, GPs will need better support — for example, rapid access to specialist telephone advice and to psychiatric assessment, and good liaison with child and adolescent community teams.5 Psychiatrists, psychologists and other mental health professionals need to be more accessible and responsive, particularly in crises.6 It is poignant that, while Australia prides itself on providing universal access to free healthcare, half of the parents needing help believe it is too expensive.3 Increase funding for mental health services for young people. In 1997-98, the last year for which data are available, State and Territory governments spent $1.4 billion on mental health services ($74 per capita).7 Of this sum, only $107 million (7%) was spent on the young, who make up a quarter of the Australian population — this amounts to an average of $23 per child, compared with $95 per adult.7 Increase the number of specialists in mental health and carry out more research. The shortage and maldistribution of specialists7,8 is well documented, and it is important to establish which treatments and service-delivery models work and which do not.1,4 We must ask ourselves whether we as a nation take seriously enough the task of preventing and treating mental illnesses in the young. The recent proliferation of programs8 promoting mental health suggests we are moving in the right direction, but it remains to be seen whether this is a measure of real commitment or just window dressing. The findings of the latest survey of mental disorders in young people3 will at least give us a baseline for comparison when the next national survey is conducted. Joseph M Rey Professor, Department of Psychological Medicine, University of Sydney Director, Child and Adolescent Mental Health Services Northern Sydney Health, Sydney, NSW Report of the Surgeon General's Conference on Children's Mental Health: a national action agenda. Washington, DC: US Public Health Service, 2000. Australian Bureau of Statistics. Mental health and wellbeing profile of adults, Australia 1997. Canberra: AGPS, 1998. Sawyer MG, Arney FM, Baghurst PA, et al. The mental health of young people in Australia. Canberra: AGPS, 2000. Raphael B. Promoting the mental health and wellbeing of children and young people. Discussion paper: key principles and directions. Canberra, AGPS, 2000. Garralda ME. Child and adolescent psychiatry in general practice. Aust N Z J Psychiatry (in press). Australian Medical Workforce Advisory Committee. The specialist psychiatry workforce in Australia. Sydney: AMWAC, 1999. (AMWAC Report 1999.7.) Commonwealth Department of Health and Aged Care. National mental health report 2000. Canberra, AGPS, 2000. National action plan for promotion, prevention and early intervention for mental health. Canberra: Commonwealth Department of Health and Aged Care, 2000. Make a comment Main findings of the 1998 Australian Federal Government survey on the mental health of young people3 From interviews with a representative sample of 4509 parents and questionnaires returned by 1490 adolescents aged 13-17 years, the following information was obtained: 14.1% of 4-17-year-olds had experienced mental health problems in the previous six months. The prevalence of three specific mental disorders during the previous year had been — Depressive disorder 3.7% — Conduct disorder 3.0% — ADHD 11.2% (Inattentive subtype, 5.8%; hyperactive-impulsive subtype, 2.0%; combined subtype, 3.3%) Young people living in sole-parent and low-income families had higher rates of problems. In adolescents, rates of suicidal ideation, suicide attempts, cigarette smoking, and alcohol and cannabis use increased steeply with increasing emotional and behavioural problems. Twenty-five per cent of children and adolescents with problems had used at least one service (broadly defined) in the previous six months. The three services attended most often were counselling at school or in a special class, GPs and paediatricians. Half of the parents reported that help was too expensive, and almost half did not know where to seek help. Only 6% reported that social stigma was a barrier to seeking help. Among the adolescents, 38% preferred to manage the problems themselves, 18% believed nothing could help, 17% did not know where to get help, and 14% were worried about the social stigma. ADHD = attention deficit hyperactivity disorder. Back to text

Joseph M Rey

Cardiovascular diseases 16 April 2001 Free

Heart Week 2001: Get active! A call to action

Editorial Heart Week 2001: "Get active"! A call to action Include physical activity advice in consultations, especially for those at risk of heart disease MJA 2001; 174: 381-382 The focus of the National Heart Foundation Heart Week, the first week of May, is physical activity and heart disease. This is timely given recent evidence that inactivity is a major risk factor for coronary heart disease (CHD), and that the population risk attributable to inactivity appears to be similar to the risk posed by smoking, raised lipid levels or hypertension.1,2The evidence Much of the epidemiological evidence relates to primary prevention and comes from good-quality observational (cohort) studies. The better-designed studies show stronger relationships and a dose-response relationship between inactivity and CHD; the benefits of increasing activity levels accrue particularly for people who have been inactive.1 Evidence from meta-analyses suggests that people who remain sedentary have about twice the risk of CHD of those who participate in regular activity.3 Replication studies in diverse populations since 1990 have reinforced this evidence. There is consistent evidence that women benefit almost as much as men from regular, moderate-intensity physical activity, as do older adults.4,5 It appears that only recent or current physical activity is beneficial, rather than athleticism in earlier life.6 For all age groups, adopting physical activity reduces the risk of CHD deaths, leading to the maxim that "it is never too late to start being active".5,7 Some of this cardiovascular benefit occurs even at levels of physical activity below those required for aerobic (fitness or cardiorespiratory) training, at levels as low as 50% of the maximal predicted heart rates for age.1,8 However, for the general population, more vigorous activity results in additional benefits. There is also evidence that physical activity may prevent ischaemic stroke.9 The mechanism may be through reducing the risk of thrombus formation, or the effects of physical activity may be mediated through reducing blood pressure levels. These protective effects reducing the incidence and mortality from CHD are independent of the influence of physical activity on other cardiovascular risk factors. Nonetheless, there are direct benefits on other risk factors, with moderate activity contributing to lowered blood pressure, increased high density lipoprotein (HDL) cholesterol level, and improvements to the fibrinolytic system.1,8 More sustained physical activity may also help with weight loss. Physical activity has similar benefits for many patients with established coronary artery disease. In those who become active, these benefits include increased fitness, improved oxygen consumption, and decreases in ischaemic responses.8Biological mechanisms: Researchers have begun to explore the biological mechanisms to explain the benefits of physical activity in preventing CHD. There is controlled-trial evidence that sustained vigorous activity can lead to some regression of atherosclerosis.8,10 Exercise may improve coronary endothelial-dependent vasodilatation responses, possibly leading to recruitment of collateral vessels in ischaemic heart disease.11 However, further work is needed to define the exact biological mechanisms. For patients with CHD, there is clinical evidence of increased functional capacity and improved myocardial perfusion after exercise training, and there may even be some benefits for those with uncomplicated heart failure.8 Cardiac rehabilitation: Although the benefits of cardiac rehabilitation are generally accepted,12 these are multifaceted programs, and the individual benefits of the exercise component are difficult to disentangle from the overall program benefit. The key issue here is that, after myocardial infarction, a much higher proportion of patients in Australia need to complete supervised rehabilitation programs than is currently the case. Risk of acute cardiac events: One well-known paradox is the issue of the increased risk of acute cardiac events in unfit sedentary people who embark on vigorous exercise regimens.13 Although the risk of sudden cardiac events is transiently increased (during and for a half hour after strenuous exertion), this acute increment in risk is much reduced for moderate activity. Overall, even among CHD patients, the long term benefits of activity vastly outweigh the short term risks. Furthermore, it has been shown that the overall risk for primary cardiac arrest is much lower among those who are moderately active.14 Thus, among cardiac patients, vigorous activity should be started with caution and in supervised settings, whereas moderate physical activity should be easier to initiate. In conclusion, almost half of Australian adults do not achieve the health goal of moderate participation in physical activity. Recent trends have shown that physical activity levels are declining (as obesity rates are increasing), and that women, those least advantaged and non-English speakers are more likely to be inactive.15 There is a clear mandate to include physical activity advice in consultations, especially for those at risk of heart disease. Brief advice about activity, delivered in the surgery, can positively influence physical activity levels.16 Adherence to structured activity programs is poor, so that constant reinforcement is useful, as well as recommending types of activity which can become part of everyday life. Some patients will be very active, but still develop CHD. However, on balance, increasing activity is a worthwhile investment of medical practitioners' time. For Heartweek 2001, go for a regular walk, and recommend it to almost every patient! Recommendations for physical activity* Recommendations for the general community are that every Australian adult should accumulate half an hour of moderate-intensity activity on most days of the week. Examples of moderate-intensity activities include regular walking at 4km/hour energetic gardening or lawn mowing swimming doubles tennis, and, possibly golf. These are achievable by most people. *Commonwealth Department of Health and Aged Care. National physical activity guidelines for Australians. Canberra: AGPS, 1999. Adrian E Bauman Professor of Public Health and Epidemiology School of Community Medicine University of New South Wales, Sydney, NSW Terry J Campbell Professor of Medicine University of New South Wales (St Vincent's Hospital), Sydney, NSW United States Department of Health and Human Services. The Surgeon General's report on physical activity and health. Washington, DC: US Government Printing Office, 1996. Bauman A. The use of population attributable risk (PAR) in understanding the health benefits of physical activity. Br J Sports Med 1998; 32: 279-280. Berlin JA, Colditz GA. The meta-analysis of physical activity in the prevention of coronary heart disease. Am J Epidemiol 1990; 132: 612-627. Manson J, Hu FB, Rich-Edwards JW, et al. A prospective study of walking as compared with vigorous exercise in the prevention of coronary heart disease in women. N Engl J Med 1999; 341: 650-658. Wannamethee SG, Shaper AG, Walker M. Physical activity and mortality in older men with diagnosed coronary heart disease. Circulation 2000; 102: 1358. Sherman SE, D'Agostino RB, Silbershatz H, Kannel WB. Comparison of past versus recent physical activity in the prevention of premature death and coronary artery disease. Am Heart J 1999; 138: 900-907. Blair SN, Kohl H, Barlow CE, et al. Changes in physical fitness and all-cause mortality. A prospective study of healthy and unhealthy men. JAMA 1995; 273: 1093-1098. Shephard RJ, Balady GJ. Exercise as cardiovascular therapy. Circulation 1999; 99: 963-972. Shinton R, Sagar G. Lifelong exercise and stroke. BMJ 1993; 307: 231-234. Hambrecht R, Niebauer J, Marburger C. Various intensities of leisure time physical activity in patients with coronary heart disease: effects on cardiorespiratory fitness and progress of coronary atherosclerotic lesions. J Am Coll Cardiol 1993; 22: 468-477. Hambrecht R, Wolf A, Gielen S, et al. Effect of exercise upon coronary endothelial function in patients with coronary artery disease. N Engl J Med 2000; 342: 454-460. O'Connor GT, Buring JE, Yusuf S, et al. An overview of randomized trials of rehabilitation with exercise after myocardial infarction. Circulation 1989; 80: 234-244. Albert CM, Mittleman MA, Chae CU, et al. Triggering of sudden death from cardiac causes by vigorous exertion. N Engl J Med 2000; 343: 1355-1361. Lemaitre RN, Siscovick DS, Raghunathan TE, et al. Leisure-time physical activity and the risk of primary cardiac arrest. Arch Intern Med 1999; 159: 686-690. Armstrong T, Bauman A, Davies J. Physical activity patterns of Australian adults: results of the 1999 National Physical Activity Survey. Canberra: Australian Institute of Health and Welfare, 2000. (AIHW Catalogue No. CVD 10.) Halbert JA, Silagy CA, Finucane PM, et al. Physical activity and cardiovascular risk factors: effect of advice from an exercise specialist in Australian general practice. Med J Aust 2000; 173: 84-87. Make a comment

Adrian E Bauman · Terry J Campbell

The profession

Child health 16 April 2001 Free

Job-sharing in paediatric training in Australia: availability and trainee perceptions

The Profession Job-sharing in paediatric training in Australia: availability and trainee perceptions Charlotte M Whitelaw and Margot C Nash MJA 2001; 174: 407-409 For editorial comment, see Sewell; see also Gun Abstract - Methods - Results - Discussion - References - Authors' details - - More articles on Education Abstract Objective: To examine the current availability of job-sharing in paediatric training hospitals in Australia and to evaluate job-sharing from the trainees' perspective. Design: National survey with structured telephone interviews and postal questionnaires. Setting: The eight major paediatric training hospitals in Australia. Participants: Directors of Paediatric Physician Training (DPPTs) at each hospital (or a staff member nominated by them) provided information by phone interview regarding job-sharing. All paediatric trainees who job-shared in 1998 (n = 34) were sent written questionnaires, of which 25 were returned. Results: Hospitals differed in terms of whether a trainee was required to give a reason for wishing to job-share, and what reasons were acceptable. One hospital stated that two specialty units (Intensive Care and Neonatal Intensive Care) were excluded from job-sharing, and another stated that certain units were unlikely to be allocated job-sharers. The remaining six hospitals said that all units were available for job-sharing, but the majority of their trainees disagreed. Only one hospital had a cap on the number of job-share positions available yearly. Trainees perceived benefits of job-sharing to include decreased tiredness, increased enthusiasm for work, and the ability to strike a balance between training and other aspects of life. Trainees believed job-sharing did not adversely affect the quality of service provided to patients, and that part-time training was not of lower quality than full-time training. Conclusions: Job-sharing in Australian paediatric training hospitals varies in terms of the number of positions available, eligibility criteria, and which units are available for job-sharing. In our survey, trainees' experience of job-sharing was overwhelmingly positive. In Australia there is increasing interest in developing more flexibility in the postgraduate training and work environments of medical practitioners. Much of this interest comes from women, for whom "access to flexible training and work opportunities emerges as one of the most important determinants of career choice".1 In 1999, 70% of final-year paediatric trainees were women and their average age was 35 (Gary Disher, Senior Executive Officer, RACP Medical Workforce Advisory Committee, personal communication). It is likely that a significant number of women are balancing training with family commitments. A societal shift has also seen young male doctors increasingly working part-time for family reasons,1 and doctors of both sexes seeking part-time work for a variety of other reasons. Flexible medical training is well established in the United Kingdom,2-4 but relatively new in medical training in Australia. Case reports of job-sharing (ie, two people sharing the duties, responsibilities and benefits of one full-time job) in Australia have been positive;5,6 a study by Valentine and Martin7 found broad support for job-sharing among medical staff in a Perth children's hospital. All Australian medical colleges indicate that they offer part-time training.1 The Royal Australasian College of Physicians "strongly recommends" that basic paediatric training (the first three years) be full-time, while, for advanced training (the last three years), "work sharing is acceptable" and "part-time training is available".8 We set out to determine what is currently available in terms of job-sharing in paediatric training in Australia and whether job-sharing is satisfactory from the trainees' perspective. Methods Setting The eight major paediatric training hospitals in Australia took part in our study: The New Children's Hospital, John Hunter Hospital, Sydney Children's Hospital (NSW); Royal Children's Hospital/Monash Medical Centre (VIC); Adelaide Women's and Children's Hospital/Flinders Medical Centre (SA); Princess Margaret Hospital (WA); Royal Children's Hospital and Mater Misericordiae Children's Hospital (QLD). Interviews and questionnaires We approached the Directors of Paediatric Physician Training (DPPTs) at the eight major paediatric training hospitals. They (or a staff member nominated by them) answered standard questions by phone interview about job-sharing at their hospital. We designed a trainee questionnaire (incorporating some of the statements from a UK instrument9), which we sent to all paediatric trainees who job-shared in Australia in 1998. Multiple-choice and open questions were included. Responses to statements regarding job-sharing were obtained using a five-point Likert scale: strongly agree, agree, neutral, disagree, or strongly disagree. Responses were subsequently collapsed down to a three-point scale (agree, neutral, or disagree). A pilot was performed on job-sharers at our hospital. Confidentiality was assured. Results Trainee demographics Twenty-five of the 34 trainees job-sharing in paediatrics in 1998 returned questionnaires (74% response rate). (No information is available about non-respondents.) Twenty-three respondents were female and 2 male; 11 were in basic training, 11 in advanced training, and three were FRACP qualified but included because their job was usually offered as a training position. Job-share availability and eligibility The results of the hospital survey are presented in Box 1. The DPPT survey indicated that only one of the eight hospitals restricted the number of job-share positions available per year. Only one hospital formally excluded specific units (Intensive Care and Neonatal Intensive Care) from job-sharing. At another hospital, although no units were formally excluded, trainees had to get consultant approval in advance (several consultants known to be "resistant" were unlikely to be approached). The other six hospitals indicated that all units were available for job-sharing; however, 10 of 17 trainees at these hospitals did not believe this. Five of eight hospitals indicated that trainees were not required to give a reason for wishing to job-share. Hospitals that required or preferred to be given a reason tended to regard "childcare responsibilities" as a more acceptable reason for job-sharing than "exam preparation". Reasons for job-sharing When asked to cite their main reason for job-sharing, 13 trainees nominated childcare responsibilities, nine cited exam preparation, and three gave other reasons: personal ill health, desire for more leisure time, and completion of a Master of Public Health degree. Job-share history The time trainees had spent job-sharing in paediatric training positions to the end of 1998 varied from three to 36 months (mean, 18 months). Trainees sharing because of exam preparation shared for shorter periods (mean, 11 months) than those sharing for childcare reasons (mean, 25 months). Job-sharing had taken place in a variety of non-surgical units: General Medicine, Emergency, Neurology, Neonatology, Oncology, Gastroenterology, Endocrinology, Community Medicine, Child Psychiatry, Renal Medicine, Cardiology, Intensive Care, Rehabilitation, Metabolic Diseases, Respiratory Medicine and Allergy/Immunology. Sharing methods Trainees were asked to describe the way they shared jobs in 1998 and to comment on how well it worked for them. Several had used more than one method during the year. Sharing patterns included the following (the number of trainees who had used each method is given in brackets): three weeks on / three off (2); two weeks on / two off (5); one week on / one off (11); splitting the week (13). Trainees sharing for 2-3-week blocks of time commented that there were few continuity-of-care issues and that a block of time off allowed for concentrated study or holidays (none of these trainees were sharing for childcare). All trainees who split the week were sharing for childcare reasons. Some worked the same days each week (an arrangement they felt was optimal for family routine/childcare), and some swapped days during term (allowing for equal exposure to outpatient clinics, teaching rounds, etc). Trainees' perspective Trainees' responses to statements regarding job-sharing are shown in Box 2. Perceived benefits of job-sharing included decreased tiredness, increased enthusiasm for work, and the ability to strike a balance between training and other aspects of life. Trainees did not believe job-sharing adversely affected the quality of service provided to patients, or that part-time training was of lower quality than full-time training. However, some felt that job-sharers were viewed by consultants as "less committed" than full-time trainees. Regarding attendance at educational sessions, six of the 13 trainees sharing for childcare reasons believed they often missed sessions, while only one of the nine trainees sharing for exam preparation believed they did. Discussion Successful job-sharing in a clinical training position must be of educational value to the trainee, provide quality care to patients and their families, and not have a negative impact on other staff. The experience of the job-sharers in our survey was overwhelmingly positive; however, the perceptions of trainees may be biased by the considerable personal investment most have in their positions. It should also be borne in mind that the accuracy of information provided by DPPTs may vary according to their level of involvement with job-sharing. As the total number of respondents in our survey was small, any conclusions must be somewhat tentative, but we believe some general trends are clear. The legality of requiring trainees to provide an "acceptable" reason for wishing to work part-time is questionable; as is the practice of giving trainees wishing to share for childcare reasons precedence over trainees with other reasons for sharing. Although most hospitals stated that all units were available for job-sharing, the majority of their trainees disagreed. Perhaps trainees are misinformed in some instances. An alternative and more likely explanation is that hospitals, wishing to appear progressive, claim that all units are available but do not appoint job-sharers to reluctant consultants. Trainees sharing for short periods (usually exam candidates) can compensate for restricted opportunities when they return to full-time training, but those sharing for longer periods (ie, those with childcare responsibilities) can not. Trainees in the latter group are also more likely to miss educational sessions, presumably because family commitments prevent them from attending on certain days. Demand for flexible training arrangements is likely to rise in future. Specialist medical colleges must become directly involved in the development of flexible training positions rather than simply providing reluctant permission. Hospitals must formulate clear policies regarding job-sharing and make this information available to prospective employees. Further evaluations of job-sharing are needed to ensure arrangements are satisfactory for all concerned. References Australian Medical Workforce Advisory Committee. Influences on participation in the Australian medical workforce. Sydney: AMWAC, 1998. Goldberg I. Postgraduate medical education and flexible training. Br J Hosp Med 1996; 56: 241-242. Goldberg I, Paice E. New approaches to job sharing of training posts in the North Thames region. Br J Hosp Med 1997; 58: 193-196. Montgomery S. Part time work: one year's job share in Bristol. BMJ 1984; 289: 1240-1241. York J. Job sharing — it works! Fellowship Affairs. RACP. 1993; 12(1): 33. Preston S. Job sharing — the trainee's perspective. Fellowship Affairs. RACP. 1993; 12(1): 34. Valentine J, Martin C. Job Sharing at a children's hospital. BMJ 1996; 312: 115-116. The Royal Australasian College of Physicians. Requirements for physician training guidelines. Sydney: RACP, 1998. Fiander A. Evaluation of flexible senior registrar training in obstetrics and gynaecology. Br J Obstet Gynaecol 1995; 102: 461-466. (Received 28 Aug 2000, accepted 18 Jan 2001) Authors' details Royal Children's Hospital, Melbourne, VIC. Charlotte M Whitelaw, MB BS, B MedSc, Advanced Paediatric Trainee; Margot C Nash, FRACP, MD, Director of Paediatric Physician Training. Reprints will not be available from the authors. Correspondence: Dr C M Whitelaw, Department of General Paediatrics, Royal Children's Hospital, Flemington Road, Parkville, VIC 3052. Make a comment 1: Availability of job-sharing positions for paediatric trainees in eight major Australian paediatric hospitals in 1998 Hospital No. of job- sharers in 1998 No. of job-share positions avail- able yearly Units unavailable for sharing (DPPT response) A 12 No set limit ICU and NICU B 2 No set limit None C 0 No set limit At consultants' discretion D 6 No set limit None E 4 No set limit None F 4 2 None G 4 No set limit None H 2 No set limit None No. of trainees who believe some units at their hospital unavailable (total respondents) Requirement for trainee to give reason for job- sharing (DPPT response) 3 (8) No reason required 0 (1) No reason required na No reason required 5 (6) No reason required 3 (4) No reason required 1 (2) Reason required 0 (3) Reason preferred 1 (1) Reason required DPPT = Director of Paediatric Physician Training. ICU = intensive care unit. NICU = neonatal intensive care unit. na = not applicable. Back to text 2: Paediatric trainee responses to job-share statements (n=25) Statement Agree/neutral/disagree (% of respondents) Job-sharing allowed me to strike a balance between my training and other things in my life 100 / 0 / 0 I would recommend job-sharing to other trainees 100 / 0 / 0 I found discussions with my partner during hand-over provided an opportunity to compare and contrast management decisions and share knowledge 88 / 8 / 4 I found discussions with my partner during hand-over were of benefit in solving clinical problems (two heads better than one) 80 / 12 / 8 While job-sharing I felt less tired at work than when I worked full-time 80 / 8/ 12 While job-sharing I was more likely to read up on clinical problems I encountered at work than when I worked full-time 68 / 24 / 8 Job-sharers are viewed as less committed than full-time trainees by consultants 68 / 24 / 8 While job-sharing I felt I had "more to give" to families than when I worked full-time 68 / 16 / 16 While job-sharing I felt more enthusiastic about going to work than when I worked full-time 64 / 36 / 0 While job-sharing I felt more willing to spend time teaching medical students and junior staff than when I worked full-time 52 / 24 / 24 Job-sharers have limited training opportunities compared with full-time trainees 44 / 12 / 44 While job-sharing I often missed important educational sessions during the week 28 / 50 / 22 Job-sharers are viewed as less committed than full-time trainees by their peers 24 / 24 / 52 Arranging a job-share in 1998 was difficult 16 / 12 / 72 Job-sharing has adversely affected my career prospects 16 / 8 / 76 Job-sharing is an easy option 12 / 32 / 56 The quality of job-share training is not as good as full-time training for half as long 8 / 16 / 76 I was often unable to find out what happened to my patients after I handed them over 4 / 4 / 92 The quality of service provided to patients and their families is adversely affected by job-sharing 0 / 4 / 96 Being unable to follow all patients until the end of their hospital stay adversely affected my training 0 / 0 / 100 Inadequate hand-over of information was a significant problem 0 / 0 / 100 I regret job-sharing 0 / 0 / 100 Back to text

Charlotte M Whitelaw · Margot C Nash

Personal perspective

Part-time specialty training - my experience

Personal Perspective Part-time specialty training — my experience Meegan T Gun MJA 2001; 174: 410-412 For editoral comment, see Sewell; see also Whitelaw & Nash The problem - The idea - The experience - Changing attitudes - References - - More articles on Education It is almost four years since I completed my training in radiology and, now that I have the time, I feel it is important to share my experiences with others, particularly women wishing to pursue specialty training. Both the medical literature and popular press draw our attention to the statistics on women in medicine and particularly the lack of women in postgraduate training programs. In 1998, 57.8% of general practice trainees but only 33.8% of trainees in other specialties were women;1 in 1999, 44.1% of vocational trainees (GP and specialist) were women, but there were marked differences in the proportion of women training in individual specialties (ranging from 12.6% of surgery trainees to 66.7% of paediatrics trainees2) (Box 1). Between 1989 and 1999 the proportion of women commencing medical training increased from 43.6% to 52.7%, while the proportion of female vocational trainees in the same period increased only marginally, from 43% to 43.7% (including trainees in general practice).2 Thus, the increasing number of women entering the medical workforce is not reflected in the proportion of women in specialist training. The problem It is very difficult to fulfil the rigorous requirements for specialist training and maintain a "normal" life. After five or six years at medical school, the thought of undertaking another four or five years of training is daunting. The Medical Labour Force 1998 report1 revealed that about 20% of specialists-in-training worked more than 65 hours per week, and the highest proportion of doctors working more than 80 hours per week were surgeons, internal medicine specialists, specialists-in-training and vocationally registered GPs. Male medical practitioners are more likely to be in a relationship than women, and female practitioners in a relationship are more likely to work part-time (rather than full-time) than those not in a relationship.3 It has been noted that "female practitioners are more likely than male practitioners to have curtailed their careers for family reasons".3 This may involve suppressing career expectations, restricting choice in favour of career paths that provide greater flexibility and allow part-time work, prolonging the training process and/or limiting their role within the profession. Barriers to career advancement that influence the structure of the medical workforce occur most noticeably during vocational training and the child-rearing period of a woman's life.3 Women in training programs who want to have children are at a great disadvantage. When is the best time? — during an intern year, before the Part 1 examination, between Parts 1 and 2, before or after a PhD or master's degree? Or perhaps during an overseas fellowship? I was fortunate at the start of my radiology training to be assigned to a department with a very supportive director. After completing my internship I began my training immediately (this is now not allowed — at least one year of hospital work is required). After about four months I became pregnant. Members of the department, including my fellow registrars, were supportive. At that stage they were all ahead of me in the training program. I did all the work that I could comfortably and safely perform, passed my Part 1 examination, and had my baby. After seven months of maternity leave, I reluctantly returned to full-time work. This was extremely difficult for me — I wanted to continue my training, but not at the expense of spending little or no time with our daughter. The idea In the program at the same time was a female colleague who had already had one child during her training and was having similar thoughts about the difficulty of balancing job and family commitments. We decided to approach the heads of our departments and broach the idea of job sharing. The head of my department was extremely supportive of our plan. Our proposal was put to the warden of the College and accepted, and so began a long and successful partnership between myself, my colleague and the training program. The experience Our working arrangements changed from time to time depending on our hospital placements and on the need to fit in with fellow colleagues. We tried to cover each other's holidays where possible. Issues such as overtime payments, long service leave entitlements and holiday pay were not satisfactorily addressed — they remain important, outstanding items that will require resolution. The system worked very well for both of us, allowing time with our children and continuation of our training. Initially there was some opposition to our arrangement from our contemporaries in the program, who were concerned that we would not fulfil our duties and that it would add to their workload. I do not believe this occurred. My working partner completed her training almost two years before I finished and, as there was no one to continue to job-share with, I was permitted to work alone part-time. Training took over seven years (instead of the usual five), and had I not been given the opportunity to work part-time I would probably not have completed the training. Some women have described the "elongated journey" to specialist qualification in negative terms, but others have found it more "rewarding".3 Certainly, my experience was not negative; the reward for me lay in the fact that at the end of the journey I had maintained a relationship, built a family and completed my training, so the extra time taken was well worth it. During the period of our training, my colleague and I between us had five children (almost six, as I completed the last six months pregnant). I now work two and a half days per week in a public hospital, which is far more flexible than working in private practice. Although my priorities lie mainly with my family, I make a significant contribution to my work environment and my input will probably increase as my children get older. The problems for women doing specialist training are similar worldwide. For example, in the United Kingdom, Maingay and Goldberg found that the "combination of four factors — manpower, duration of specialist training, working hours and maternity provisions — means that in the UK it is particularly difficult for women doctors with families to combine successful full-time specialist training with raising a family".4 Importantly, they noted that "the health care system cannot afford to waste these doctors". The Flexible Training Scheme has been introduced in the UK in an attempt to redress the situation. Changing attitudes The need for revised working patterns and part-time training posts not only arises because of the increased female representation in medicine, but also from changing perceptions of what is expected from all doctors, whether men or women, and the desire for a reasonable lifestyle. A 1994 survey of doctors in the Netherlands (most of whom were working full-time) found that only one-third of female doctors and two-thirds of male doctors wanted to work full-time in the future.5 In 1999, in Australia, only 6.8% of trainees were undertaking part-time training2 (Box 2). Opinions on the issue of allowing part-time specialist training are divided. The Medical Training Review Panel has stated that "Change is required in the organisation and management of many of the specialist training programs so that female practitioners can have the opportunity to better participate in the training program and then, ultimately, within the medical workforce".2 Yet, general opinion among the leaders of the medical profession continues to favour full-time training. At a workshop in 19996 to assess progress in implementing the recommendations of the Brennan Report,7 there was a strong view expressed that any changes to training schemes should not increase the overall length of vocational training "in the process of making work practices and training schemes flexible for women".2 There is also a concern that "With the increasing proportion of female medical undergraduates, if the current preference for [postgraduate training in] general practice continues to predominate, it could be expected to contribute to a continued shortage of specialists and to increase the gender imbalance between general practice and specialist practice".8 It is not just women who are asking for more flexible training arrangements. The career expectations of male doctors also appear to be changing, with choices influenced by flexibility and manageable hours. My training was certainly different from that of my contemporaries. I can not judge whether it was better or worse, or neither, but it certainly allowed me to fulfil my ambitions to become a qualified radiologist and to have a family. I can only hope more women will have the opportunity to do the same. References Australian Institute of Health and Welfare. Medical Labour Force 1998. Canberra: AIHW, 2000. (National Health Labour Force Series, No. 16) (AIHW Catalogue No. HWL 15.) Medical Training Review Panel. Third Report. Canberra: MTRP and Commonwealth Department of Health and Aged Care, August 1999. Australian Medical Workforce Advisory Committee. Influences on participation in the Australian medical workforce. Sydney: AMWAC, 1998. (AMWAC Report 1998.4.) Maingay J, Goldberg I. Flexible training opportunities in the European Union. Med Educ 1998; 32: 543-548. Cohen-Schotanos J, Huisjes HJ. [Status of the job market of physicians who started their education in Groningen in 1982 and 1983.] Ned Tijdschr Geneesk 1994; 138: 1434-1437. Medical Workforce Training and Employment Workshop — April 1999. Summary of outcomes. Sydney: Australian Medical Workforce Advisory Committee, 2000. Summary available at <http://amwac.health.nsw.gov.au/corporate-services/amwac/movingforward.html>. Accessed 5 February 2001. Brennan PJ and Associates. Trainee selection in Australian medical colleges. Canberra: Medical Training Review Panel and Commonwealth Department of Health and Family Services, January 1998. (Publication No. 2291.) Australian Medical Workforce Advisory Committee. Female participation in the Australian medical workforce. Sydney: AMWAC and Australian Institute of Health and Welfare, 1996. (AMWAC Report 1996.7.) Authors' Details Department of Radiology, North Western Adelaide Health Service The Queen Elizabeth Hospital Campus, Adelaide, SA. Meegan T Gun, MBBS, FRANZCR, Radiologist. Reprints will not be available from the author. Correspondence: Dr M T Gun, Department of Radiology, The Queen Elizabeth Hospital Campus, 28 Woodville Rd, Woodville South, SA 5011. olmtosiATchariot.net.au Make a comment 1: Female vocational trainees (%), by College and State/Territory, 19992 College NSW VIC QLD SA WA TAS NT ACT Total Anaesthetists 54.5 43.0 51.6 45.6 51.1 54.5 0 30.8 49.0 Dermatologists 40.0 33.3 36.4 25.0 33.3 - - - 36.0 Emergency Medicine 47.6 39.0 34.7 38.2 24.2 35.0 * * 39.4 General Practitioners 63.2 63.1 49.1 57.3 61.8 61.0 53.2 52.3† 58.9 Medical Administrators‡ 38.7 13.0 25.0 60.0 23.1 0 0 25.0 25.7 Obstetricians and Gynaecologists 56.3 60.0 56.6 54.1 55.5 42.9 100.0 60.0 56.8 Ophthalmologists 21.1 33.3 9.1 0 16.7 0 0 - 19.8 Pathologists 44.4 54.1 34.5 47.1 61.1 60.0 0.0 28.6 42.7 Physicians - Adult Medicine 31.9 39.7 46.2 29.7 39.5 25.0 33.3 25.0 36.7 Physicians - Paediatrics 67.4 56.8 63.0 77.8 76.9 100.0 100.0 100.0 66.7 Physicians - Occupational Medicine 16.0 25.0 33.3 0 11.1 - - - 16.3 Physicians - Public Health Medicine‡ 50.0 50.0 43.7 60.0 50.0 0 66.7 50.0 50.7 Physicians - Rehabilitation Medicine 20.0 36.4 0 66.7 - - - - 26.8 Psychiatrists 46.2 41.5 47.4 46.9 49.4 50.0 40.0 44.4 45.9 Radiologists 32.9 25.7 25.0 51.7 19.0 25.0 * 20.0 30.4 Surgeons 10.5 15.0 12.1 19.0 9.1 0 0 33.0 12.6 Total 44.8 43.3 41.6 44.7 45.1 45.1 50.6 45.2 44.1 - Indicates no trainees at all (male or female). * NT is included in the SA total and ACT is included in the NSW total. † Includes southern NSW. ‡ The data provided are for 1998. Back to text 2: Number of trainees undertaking part-time training, by College, 1995 to 19992 College 1995 1996 1997 1998 1999 Anaesthetists 2 1 4 1 1 Dermatologists 0 0 0 0 0 Emergency Medicine* - - - 67 65 General Practitioners 327 234 247 183 215 Medical Administrators† - - - - - Obstetricians and Gynaecologists 2 2 5 0 2 Ophthalmologists 0 0 1 0 1 Pathologists 1 2 2 3 3 Physicians - Adult Medicine‡ 21 23 2 6 8 Physicians - Paediatrics‡ - - 12 17 15 Physicians - Occupational Medicine 0 0 0 - 2 Physicians - Public Health Medicine 3 6 5 5 Physicians - Rehabilitation Medicine 0 0 2 3 4 Psychiatrists 16 28 16 52 70 Radiologists 1 1 - - 1 Surgeons 0 0 0 0 0 Total 372 296 296 337 387 % Of total trainees - - 5.2% 6.1% 6.8% *Unknown because College database does not record this information. Figures for 1998 and 1999 are an estimate based on 10% of total trainees. † Unknown because College database does not record this information, as hospital employing the trainee makes these arrangements. ‡ Includes paediatric medicine for 1995 and 1996. Back to text

Meegan T Gun

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Heart failure in older people: the epidemic we had to have

John D Horowitz · Simon Stewart

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Kate H Moore

Research 7 May 2001 Free

Chronic heart failure in Australian general practice

Henry Krum · Andrew M Tonkin · Robert Currie · Robert Djundjek · Colin I Johnston

Healthcare 7 May 2001 Free

Poisoning with the recreational drug paramethoxyamphetamine ("death")

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Testicular cancer management

Michael J Boyer · Martin R Stockler

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White coats and the medical profession

Healthcare 2 April 2001 Free

The management of testicular cancer in Victoria, 1988-1993

Guy C Toner · Greg J Neerhut · Max A Schwarz · Vicky J Thursfield · Thomas Sandeman

The profession 2 April 2001 Free

Should doctors wear white coats?

Paul R Harnett

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