Recruitment and retention of diagnostic radiography academics ...

Consequently, to maintain the academic workface departmental heads adopted apragmatic approach to the appointment of staff. Usually a combination of: clinicalskills, specialist expertise, experience with teaching as well as evidence ofcurrent registration and possession of a first degree, which formed the basis forappointments.Ideally we would like a PhD, but this is highly unlikely and we have only everemployed one radiographer who already held a PhD. In the absence of a PhDwe would look for a Masters qualification. However, we have appointed to lessercriteria than these due to the fact that without home-growing staff we would notbe able to attract anyone (DR 1, Institution C)Once appointed, new recruits would be expected to maintain a clinical expertiseand engage in scholarship by pursuing the completion of a higher degree to meetcriteria of lectureship and therefore there was a requirement to:be willing to complete M-level study (Lecturer-Practitioners) or to hold a masters(Lecturers), to complete doctoral level study and develop a research programme(Lecturers), a range of clinical experience relevant to part or all of theundergraduate curriculum for all posts (DR2, Institution C)3.4 Objective: Exploring the challenges facing the education workforce inthe recruitment of practitioners into education3.4.1 Challenges to the recruitment of DR academics:Clarity of career pathways:A major challenge in recruiting practitioners into DR education was attributed to alack of clarity over career structures and progression. These aspects are notalways made known to practitioners; this was unlike the NHS where careerpathways were highly visible and widely promoted within the practice arena.Indeed, the invisibility of an academic career path was deemed to be aninfluential factor in the decisions of those who might choose to develop a future ineducation.Lack of knowledge of the role of an academic and career structure; advancedpractitioners (the group which one would expect to recruit from) already have acareer pathway mapped in their area of specialisation so there is less desire for acareer change (DR 2, Institution A)There is no clear structure of education and development (DR 1 Institution F)Competition from the NHS:Another emerging concern was an awareness of increasing competition with theNHS salaries, which had risen in the past few years. Additionally, the introductionof a new career structure for clinical staff, with financial rewards based on the23