Certainly, the status quo is failing - around one in four (24%) doctors in ‘core training’ leave NHS within 2 years - and bold policymaking is needed.
Further details about our @NuffieldTrust work on this here:
www.nuffieldtrust.org.uk/sites/defaul... 6/6

But it wouldn't necessarily immediately increase take-home pay for new graduates so policymakers might want to also consider loan repayment holidays (which, if interest free, would also have longer-term benefit to the graduate) and job guarantees. 5/6

The exact impact is untested - and depends on policy design - but will likely: ⬆️applications to study including from low-income 🏠; ⬆️participation and retention within NHS services; ⬇️anxieties around financial security from debt; and no time lag (unlike ⬆️undergrad posts). 4/6

In fact, the costs to cover medical graduates may be lower as data suggest their average student loan is less than previously suggested / assumed (c. £42k in 2023). And, in comparison, a 1% increase in pay for NHS workforce costs ~ £900m. 3/6

Such policies require careful design: how much debt to forgive, over how long, and which sectors covered? We modelled gradually writing off all debt over 10 years in eligible service. We estimated costs of ~ £230m for nurses, midwives & AHPs + £170m for doctors per cohort. 2/6

Grateful for @nhsemployers.bsky.social's support and funding of this research - and reviewers and participants input - and hope it can feed into e.g. the forthcoming independent review of PAs/AAs which will also look at important aspects of patient safety which were outside our scope.

We make recommendations on support, capacity, regulation and public awareness and reiterate (frustrated they need repeating) the lessons we set out over 8 years ago👇. But before any efforts to introduce new roles, national/local bodies should resolve issues with established roles.

Our research suggests that a variety of emerging roles have been introduced before significant issues have been addressed, and a much greater level of resource needs to be dedicated to role design, supervision, management and training if roles are to be successfully integrated

International comparisons need to be treated with caution but doctors + nurses account for smaller proportion of NHS hospital workforce than in most countries, albeit USA has gone much further with e.g. physician associates and advance practice in nursing

The scale of change in some services has been dramatic - the ratio of fully qualified permanent general practitioners (GPs) to other clinicians has fallen from 1:1.1 in September 2015 to around 1:2.6 now. That said, NHS's projections to 2036 suggest a fairly similar balance