Key findings for this hospital

How does this hospital compare to NSW?

Do you feel valued?

Overall, 34% reported that they felt valued, which was less than the NSW average of 46%.

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Would you recommend your hospital?

51% reported that they would recommend the hospital, which was less than the NSW average of 54%.

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Unrostered overtime worked

1% worked 0 hours
17% worked 1-5 hours
35% worked 6-10 hours
19% worked 11-15 hours
17% worked 16-20 hours
1% worked 21-25 hours
10% worked 26+ hours

Unrostered overtime claimed

Claimed 0%

Claimed 10% to 30%

Claimed 40% to 60%

Claimed 70% to 90%

Claimed 100%

Unrostered overtime paid

0% Paid

10% to 30% Paid

40% to 60% Paid

70% to 90% Paid

100% Paid

Fatigue, Clinical Error and Personal Safety

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

In total, 54% of participants reported that they had made a fatigue-induced error, which was more than the NSW average of 46%.

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

56% said they had felt concerned about their health or safety, which was no more or less than the NSW average of 56%.

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Sick Leave

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?

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

How often do you take sick leave at your hospital?

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

What doctors at this hospital are saying

What do you value most about your hospital?

“Interesting case load and largely supportive, friendly and passionate consultants.”

“The culture between medical staff. Very supportive and collegiate.”

“Lots of opportunities for hands on experience, skill acquisition, teaching, upskilling and taking on of responsibility.”

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

“Better JMO common room, more food options and pager free meal breaks.”

“More consistency in rosters – staying with the assigned team instead of rotating around like a relief term. Get rid of paper notes. Access to food/coffee after hours on late evenings/nights.”

“1. We need more staff (we are at least 15 JMOs understaffed across our network) 2. A shift from prioritising service provision to prioritising teaching and career development for doctors 3. More emphasis on evidence based management.”

Domain scores

Domain  2022 2022 – Score out of 100 HNELHD HNELHD – Score out of 100
Rostering 47 49
Overtime 76 78
Leave 68 71
Behaviour 65 64
Sick leave 55 58
Facilities 40 44

All scores are out of a possible total of 100.

Number of respondents
Gender breakdown