Barriers to Post-CCST training in orthodontics: A survey of trainee perceptions. (September 2021)

• Record Type: Journal Article
• Authors: Quach, Stacey; Mittal, Tarun; Bell, Gavin
• Is Part Of: Journal of orthodontics. Volume 48:Number 3(2021)
• Page Start: 268
• Page End: 276
• Publication Date: 2021-09
• Subjects: national recruitment -- post-CCST -- part-time training -- working patterns -- run-through training; Orthodontics -- Periodicals; 617.643005
• DOI: 10.1177/1465312520963397
• Languages: English
• ISSNs: 1465-3125

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.