VetStaff Vet Sector State of the Nation Survey 2022 - findings overview

This VetStaff survey was run over four weeks - promoted via FB, Insta, LI and this podcast.Respondents were guaranteed anonymity.   However, if they wanted their clinic to go in the draw to win lunch they needed to complete contact info so we could organise the delivery if their name was pulled out of the hat.Fifteen respondents chose to remain totally anonymous.  Random lucky dip draw from all respondents.  Vet Farm Pet Clinic - WarkworthAnimal Referral Centre – Snapper Rock, Auckland Carevets Beach Rd – Pahurehure, Papakura The Strand Veterinarian - Parnell First Vets – WhanganuiThere were 124 respondents.:43% veterinarians43% veterinary nurses6% veterinary technicians6% non-clinical support staff4% Practice Managersby clinic type:49%  GP Companion Animal clinics32%  Mixed Animal clinics 5%  Equine only 5% Dairy only balance  exotics, referral and after hours emergency clinics.Qualifications:85% NZ tertiary qualification15% overseas tertiary qualificationFinancial / RemunerationEqual 33% split of:not earning enough to live on - no contribution to rainy-day savingsearning just enough but not enough to contribute to rainy-day savingsearning enough and contributing to rainy-day savings Some solutions to current veterinary shortage include:·       To extra time to be allocated for admin and case notes – so vets don’t have to take this paperwork home with them or stay late, because not enough time has been scheduled in-clinic for this to happen.   This was offered up a few times so perhaps if you’re listening now and you have input into schedules, you could look at making this happen at your clinic.   If you’ve no idea how you’re going to do it – either you’ve got HO breathing down your neck or screaming down the phone – then brainstorm among your team – there’ll be great answers already on your team if you just ask the right questions.·       For vets to utlise their nurses’ skills more.   This one came through loud and clear from most – maybe all the nurses – I need to dive a bit deeper with the data.   However, there were enough comments for me to think that in many – obviously not all – clinics, that vets in some cases, are adding to their own stress by not giving credit and responsibility where it’s due to the nurses.   So maybe have a team meeting and see what you can do to appreciate the training, skills and education that nurses have at your clinic.   Doing this means the vets will have more time to do what only vets can do.    Some nurses replied that they feel like they’re glorified cleaners.   ·       Hire dedicated receptionists so nurses can be nurses – another comment that came through loud and clear – and it ties in with vets utilising nurses as nurses – is for management to recognise nurses are nurses and not receptionist.   If clinics hired dedicated non-nursing staff – but trained in elementary triage – it would free up nurses to be nurses – and to then also be charged-out and generate income for the clinic.I’ve invited Iain McLaughlin onto the podcast to answer these questions – he’s agreed – we’re now trying to match our diaries … I’ve told him I’ll rearrange mine to fit his so we can get the recording done.Could Your Kind of People recognise Their Kind of Clinic?A job ad may catch a vet’s or nurse’s eye. But it’s their own due diligence that determines whether they apply—or keep in touch.Culture Story Centres turn real experiences from inside your team into credible, discoverable recruitment evidence, giving vets and nurses meaningful reasons to choose your clinic.Explore Culture Story Centres for veterinary clinics