Key findings for this hospital
How does this hospital compare to NSW?
Do you feel valued?
Overall, 42% reported that they felt valued, which was less than the NSW average of 46%.
Would you recommend your hospital?
55% reported that they would recommend the hospital, which was more than the NSW average of 54%.
Unrostered overtime worked
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%.
Have you ever been concerned about your personal health or safety caused by excessive hours worked at your hospital?
62% said they had felt concerned about their health or safety, which was more than the NSW average of 56%.
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?
Liverpool 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?
“Good culture, supportive DPET, and wide number of specialties”
“The continued learning opportunities and exposure to a wide range of unique and common clinical presentations.”
“Liverpool pays all unrostered OT without complaint.”
If you could change three things at your hospital what would they be?
“Better staffing for JMOs. More emphasis on meal breaks. Better rostering for after hours shifts.”
“Stop planned change to eliminate rostered overtime. Improve weekend rostering. More computers/phones in doctor’s rooms.”
“1. Staffing – very understaffed when looking at ratio of personnel to patient population. Very poorly funded hospital. 2. Rostering – poor sick coverage; not enough teams for medical specialties 3. Increased reimbursement for personal development – we are given $200 for learning purposes; what is this for – to buy a book? It is noted that at other hospitals the personal development fund is substantially higher – at 3-5k.”
Domain scores
| Domain | 2022 | 2022– Score out of 100 | SWSLHD | SWSLHD – Score out of 100 |
| Rostering |  |
47 | |
49 |
| Overtime |  |
78 | |
74 |
| Leave | |
65 | |
70 |
| Behaviour | |
71 | |
66 |
| Sick leave |  |
55 | |
57 |
| Facilities | |
45 | |
42 |
All scores are out of a possible total of 100.