Authors (including presenting author) :
Leung CH(1)*, Chau KY(1), Ching PH(1), Lo BY(1), Tang LM(1), Tsui YC(1)
Affiliation :
(1)Physiotherapy Department, Prince of Wales Hospital
Keyword 1: :
Staff Engagment
Keyword 2: :
Induction Program
Keyword 3: :
Staff Efficacy
Keyword 4: :
Staff Retention
Keyword 5: :
Staff Well-being
Keyword 6: :
Training & Development
Introduction :
In view of the overall high attrition rate in Allied Health professionals in the Hospital Authority, Resident Physiotherapists (entry rank) with less than 3-year experience comprises up to 41% of the overall physiotherapy workforce. The growing sources of physiotherapy graduate supply, both locally and globally, have also contributed to a more diversified background of staff. As a regional acute hospital, the phenomenon has derived challenges on overall staff experience profile, service quality and staff morale. In response, a value-based induction scheme rolled at a hub-and-spoke model has been established and expanded in the Physiotherapy Department of the Prince of Wales Hospital since 2023.
Objectives :
(1) To render holistic support to new staff at clinical, non-clinical and well-being aspects
(2) To consolidate existing resources to construct synergy in training and development
(3) To empower new staff as part of the sustainable workforce
Methodology :
A 2-year scale-up programme was employed. Target audience were (1) newly recruited staff to the Physiotherapy Department of the Prince of Wales Hospital and (2) newly rotated staff to the Inpatient unit. The programme was coordinated by the New Recruit Induction Team at a hub-and-spoke model, delivering a coordinated (1) On-boarding Orientation Week, (2) New Staff In-situ Clinical Transition Week, (3) Skill-based Workshop, (4) Clinical Simulation Training, and (5) Stress Management Training on their early arrival to duty. Supportive resources consolidated in an in-house webpage have been made available for on-going support. Outcomes were evaluated through (1) Compliance Rate, (2) Quality Assurance, (3) Physiotherapist Self-Efficacy (PSE) Questionnaire, quantitatively and qualitatively.
Result & Outcome :
From January 2024 to December 2025, 19 new staff were involved and completed the induction scheme. (1) 100% compliance on training, and in-house competency audit were achieved; (2) the average time of achieving “Basic Level Competence” credentialing was expedited from 6 months to 3.25 months (SD=1.42), strengthening the competent staff pool 45.8% faster than it was previously; (3) significant improvement demonstrated at staff self-efficacy in terms of clinical competence (p< 0.005), caseload management (p< 0.001) and clinical communication (p=0.002), all exhibiting a large effect size (r≥0.5). A coordinated value-based induction scheme is efficiently conducive to the overall readiness of new staff, both clinically and non-clinically, leading to a more sustainable workforce providing quality service.
