Do you feel valued?

Overall, 16% reported that they felt valued, which was significantly less than the NSW average of 46%.

Would you recommend your hospital?

25% reported that they would recommend the hospital, which was less than the NSW average of 54%.

Have you made a fatigue-induced clinical error caused by your hours of work at your hospital?

In total, 45% of participants reported that they had made a fatigue-induced error, which was less than the NSW average of 46%.

Have you ever been concerned about your personal health or safety caused by excessive hours worked at your hospital?

78% said they had felt concerned about their health or safety, which was more than the NSW average of 56%.

How often do you take sick leave at your hospital?

What stops you from taking sick leave if you are unwell?

We asked:

• If you are unwell, how often do you take sick leave at your hospital?
• What stops you from taking sick leave if you are unwell?

Northern Beaches Hospital scored below the NSW average on this domain, although the difference was not statistically significant.

What do you value most about your hospital?

“There is a good sense of comradely amongst the JMOs. The facilities are new as the hospital is new. There is an outdoor space off the common room to be able to get some sun and fresh air without having to exit the hospital.”

“The consultants, at least the ones I’ve worked with, are supportive and accessible.”

“The attitude of my department is fantastic. They really invest in training unaccredited registrars. The hospital pays remote clinical appraisals which when you are called 5-10 times per night is at least some consolation. They have implemented split weekends which given the weekends are harrowing gives at least some reprieve.”

If you could change three things at your hospital what would they be?

“1. Safer Medical Staffing – Need an extra JMO on nights – The ongoing term of medical registrar nights staffing a floor without a JMO is not sustainable – Relief pool limited with regular staff’s ‘good will’ being exhausted. 2. Roster communications (AH / changes) – Need text communication to ensure notification as soon as possible as per JMO award. 3. Formal NBH-specific JMO representation – representation for unique problems to hospital; not for overarching JMO network.”

“Online system for overtime claiming (in line with NSW health) rather than current system. More advanced trainees to support junior registrars. Protected education time.”

“1. Rostering: make it fair, accurate, actually notify staff when changes are made. 2. Computers and eMR that work reliably. 3. Hire more staff to reduce the burden of lots of weekend shifts plus being called while on call plus the need for excessive overtime. We are all exhausted and many people are quitting which makes the problem worse. People quit because of the awful rosters (regs getting 6 months of nights then 6 months of evenings comes to mind) but admin do the exact same thing to the next person because we are treated as expendable.”

Domain	2022	2022 – Score out of 100	NSLHD	NSLHD – Score out of 100
Rostering		41		47
Overtime		68		75
Leave		61		65
Behaviour		66		69
Sick leave		55		54
Facilities		41		45

All scores are out of a possible total of 100.

Number of respondents

Gender breakdown