Resilience and workplace stress in Australian and New Zealand obstetrics and gynaecology trainees: A cross-sectional survey.

BACKGROUND: Obstetrics and gynaecology training is a demanding vocation; there is a paucity of data on trainee resilience and well-being in this field. AIM: To investigate resilience, support and perceived levels of stress and burnout in Royal Australian and New Zealand College of Obstetricians and Gynaecologists (RANZCOG) trainees. MATERIALS AND METHODS: A cross-sectional survey of RANZCOG trainees in Australia and New Zealand (n = 638) was distributed electronically in May 2018. RESULTS: Two-hundred and thirty-one (36%) valid responses were received. The mean resilience score was moderate (mean = 77; SD = 11). Resilience was significantly associated with general health (F = 7.5, P = 0.007), depression in the last two weeks (F = 4.4, P = 0.013) and seriously considering leaving the program at some point (F = 15.4, P < 0.001). Most participants (204; 88%) stated improvements could be made to the level of trainee support; with over half identifying the support they received from RANZCOG to be low or very low (132; 57%). One-third of participants (76; 33%) rated the support from their direct supervisor as low to very low. Over half of all participants identified high to very high responses to: burnout (127; 55%); personal stress (134; 58%); workplace stress (143; 62%) and depression (103; 45%). CONCLUSION: RANZCOG trainees exhibit moderate resilience levels, yet they report high levels of perceived stress, depression and burnout and low-level support from direct supervisors. This may highlight the need for enhanced support and working conditions to allow trainees to remain resilient and thrive in their careers.

A community nurse clinical competency framework.

This article describes a dynamic initiative in community nursing education across the South West Peninsula. A group of educationalists from three community health services have written a framework of clinical competences to support community nurses in their professional development, providing career progression. The framework comprises of three sections: a preceptorship for nurses novice to community nursing; a section where experienced community nurses record their achieved knowledge, skills and competences, complemented by a validated, academic, 40 credit, degree module; and a developmental role (identified as a 'band 5+') in which the nurse demonstrates a range of knowledge and competences in order to progress onto a higher band such as a team leader. This framework is currently being piloted in four NHS community health services/trusts and it is expected that an evaluation will be undertaken within 12 months of implementation.