ReGROUP: Retaining the experienced GP workforce in direct patient care

  • Research type

    Research Study

  • Full title

    The changing general practitioner workforce: the development of policies and strategies aimed at retaining experienced GPs and those taking a career break in direct patient care (ReGROUP).

  • IRAS ID

    189077

  • Contact name

    John Campbell

  • Contact email

    john.campbell@exeter.ac.uk

  • Sponsor organisation

    University of Exeter

  • Duration of Study in the UK

    1 years, 9 months, 31 days

  • Research summary

    The UK faces a serious shortage of GPs within the next few years. Fewer medical students are choosing careers in general practice. The GP workforce is ageing, especially in inner-city areas where it is harder to recruit and retain doctors. Experienced doctors are increasingly considering retiring or quitting within the next five years. More women than men also now train as GPs. Many doctors take a career break, either not returning or returning part-time. The NHS recognises this imminent crisis and needs to understand the reasons for losing experienced GPs and those taking career breaks. The population is also ageing with complex health needs increasing demands on practices. GP shortages will put patients at risk and exacerbate care inequalities. GP training takes around 10 years, so recruiting more GPs is not an immediate solution. We aim to understand why GPs quit through retirement or a career break, and provide strategies for the NHS to maintain the GP workforce.

    This research comprises six projects. First, a literature review will identify evidence about GPs decisions to quit. Second, we will survey GPs in South West England to identify those considering early retirement or taking a career break. Third, we will interview GPs aged 50-60years intending to, or who have already, quit and with GPs on, or considering, a career break. The literature review and interviews will help develop policies and strategies to retain GPs. Fourth, once we have identified policies and strategies, an expert panel, including commissioners and health professionals, will prioritise them. Fifth, we will develop computer models to identify practices “at risk” of workforce shortages over the next five years. Finally, we will consult with stakeholders involved in GP workforce planning to see whether the policies and strategies are acceptable and could be taken up quickly enough to be helpful.

  • REC name

    N/A

  • REC reference

    N/A