Longitudinal study of veterinary students and veterinarians: effects of growing up on a farm with animals

OBJECTIVE: To compare the career paths of veterinarians who had grown up on farms with animals with those of veterinarians from other backgrounds, during the first 15 years after they graduated. PROCEDURE: Questionnaires were completed by veterinary students in their first and fifth year, and after 1, 5, 10 and 15 years after they graduated. The most recent questionnaires were returned by 134 of 137 graduates, 20% of whom had grown up, or lived for at least two years, on farms where animals were a primary source of income. This paper includes findings from that questionnaire but also contains comparisons with previous ones. RESULTS: Fifteen years after they graduated, veterinarians who had grown up on farms with animals were more likely than those of other backgrounds to be living in centres with < 10,000 people (58% farm, 20% other), irrespective of the type of work they were doing. Although they were more likely to be doing no veterinary work (42% farm, 21% other), they were also more likely to be working in mixed practice (15% farm, 9% other) and with cattle and sheep generally (11% full time equivalent farm, 5% full time equivalent other). However, > 80% of those who had started their careers in mixed practice were no longer in mixed practice after 15 years. Veterinarians of farm origin who were in private practice were more likely to be sole or part owners (93% farm, 46% other) and less likely to be employees (7% farm, 54% other). CONCLUSIONS: In this study, veterinarians who had grown up on farms with animals seemed slightly more likely than those from other backgrounds to continue working in mixed practice and to work with cattle or sheep, although the numbers were small and the differences not significant. Whatever their background, the majority who started their careers in mixed practice left over the next few years, and by 15 years only 15% remained.     

Australian veterinarians who work with horses: an analysis

OBJECTIVE: To define and describe the population of Australian veterinarians who work with horses. METHOD: Questionnaires were mailed to 866 veterinarians who had been identified as working with horses, and 87% were completed and returned. Data were entered onto an Excel spreadsheet, and analysed using the SAS System for Windows. RESULTS: About 12% of Australia's veterinarians were doing all the veterinary work with horses, and about 3% worked exclusively (> 90%) with horses, but did more than half (58%) of the horse work. Veterinarians working with horses included more males (80%) than the veterinary population as a whole (approximately 60%). Males had an average age of 47 years, females 35. Almost all (94%) worked in private practice, with 31% being employees, 28% partners and 41% sole owners. Females were more likely to be employees than males. Males reported working 55 hours/week; females 49. More females (44%) than males (16%) had worked less than full-time for more than a year. Males expected to work for another 12 years in full-time equivalents, and females for 16. One quarter (24%) saw only horses, but treated 58% of total horse cases. One-half had < 25% horses, and 29% had < 10% of horses in their caseloads. More of the older (54% of those aged > 60) than younger respondents (27% of those < 40) had grown up on farms with animals. One-quarter (24%) decided to become a veterinarian while in primary school, and females decided at a younger age than males. Overall, younger respondents decided at a younger age than did their older counterparts. A veterinarian contributed to the decision for 21% of these veterinarians. CONCLUSION: In this survey, Australian veterinarians who work with horses were found to be typically male, and advanced in their careers. As these older veterinarians retire, there may not be enough veterinarians who are committed to and competent with horses to take their places.     

Length of veterinary working life

Objective To estimate the time veterinary graduates spend in private practice and in veterinary work generally, and to determine what factors influence this.
Methods Questionnaires were completed in the sixth year after graduation by 119 veterinarians who had participated in this longitudinal study since starting the veterinary course, and the data were analysed using the SAS System for Windows.
Results Of those who started the veterinary course, 90% graduated, and 96% of these then entered private practice. Five years later 94% (73% in full-time equivalents) were working as veterinarians, and 64% (50% in full-time equivalents) were still in private practice in Australia. Hours, attitudes of principals and clients, and inadequate rewards were the main reasons for leaving private practice. The likelihood of being still in private practice was greater for those who had had significant responsibility for animals before they entered the course, but it was not related to geographical origin (city vs country), age at entry or gender. Women were, however, more likely than men to be working part time as veterinarians. Predictions of veterinary working life were not affected by geographical origin or by previous experience with animals or on farms, but men expected to work longer than women.
Conclusion The average veterinary career, estimated by veterinarians who graduated 5 years earlier, is 24 years in fulltime equivalents for men, and 16 years for women. Almost all (94%, representing 73% in full-time equivalents) still work as veterinarians after 5 years, most of them (76%, representing 59% in full-time equivalents) in private practice. The likelihood of remaining in private practice is related to previous responsibility for animals.     

Longitudinal study of veterinarians from entry to the veterinary course to ten years after graduation: career paths

OBJECTIVE: To map out the career paths of veterinarians during their first 10 years after graduation, and to determine if this could have been predicted at entry to the veterinary course. DESIGN: Longitudinal study of students who started their course at The University of Queensland in 1985 and 1986, and who completed questionnaires in their first and fifth year as students, and in their second, sixth and eleventh year as veterinarians. METHODS: Data from 129 (96%) questionnaires completed during the eleventh year after graduation were coded numerically then analysed, together with data from previous questionnaires, with SAS System 7 for Windows 95. RESULTS: Ten years after they graduated, 80% were doing veterinary work, 60% were in private practice, 40% in small animal practice and 18% in mixed practice. The equivalent of 25% of the working time of all females was taken up by family duties. When part-time work was taken into account, veterinary work constituted the equivalent of 66% of the group working full-time. That 66% consisted of 52% on small animals, 7% on horses, 6% on cattle/sheep and 1% on pigs/poultry. Those who had grown up on farms with animals were twice as likely to be working with farm animals as were those from other backgrounds. Forecasts made on entry to the veterinary course were of no value in predicting who would remain in mixed practice. CONCLUSIONS: Fewer than one-fifth of graduates were in mixed practice after 10 years, but the number was higher for those who grew up on farms with animals. Forecasts that may be made at interview before entry to the course were of little value in predicting the likelihood of remaining in mixed veterinary practice.     

Longitudinal study of career plans and directions of veterinary students and recent graduates during the first five years after graduation

Objectives To determine the patterns of work undertaken by veterinarians during the first 5 years after graduation, and to study the background to career decisions. Design Longitudinal study. Population Veterinarians (119) who started the veterinary course at The University of Queensland in 1985 and 1986, and who responded to a mailed questionnaire 5 years after they graduated. Procedure Questionnaires were completed in the first and fifth year of the veterinary course, and in the second and after the fifth year after graduation. The data were coded numerically and analysed using the SAS System for Windows. Results Most respondents (61%) planned to work in mixed practice and 61% entered mixed practice initially, but only 39% of these (26% of the total) remained in mixed practice after 5 years. Those who had grown up on a farm which derived primary income from animals were more likely to enter mixed practice, but half of this group had left mixed practice after 5 years. Most decisions to change career direction involved a move away from negative factors including inadequate private time and/or rewards, issues involving other people including the practice principal and sometimes clients, or aspects of the work itself. However, some cited positive reasons, including opportunities to learn, to help others or to travel. There were no significant differences between males and females in the numbers entering mixed practice or leaving it, or entering small animal practice, or in attitudes to many issues involving veterinarians. However, more females than males found their remuneration too small, and females did receive significantly smaller incomes than males. Conclusions Most graduating veterinarians, especially those from farms with animals, seek to enter mixed practice initially. Negative experiences are mainly responsible for moves to small animal practice. Gender does not affect the distribution of young veterinarians between mixed and small animal practice.     

Longitudinal study of veterinary students and veterinarians: the first 20 years

OBJECTIVE: To describe the career paths of veterinary graduates from the University of Queensland during the first 15 years after they graduated, paying particular attention to the fifteenth year. PROCEDURE: Longitudinal study. Questionnaires were completed by 154 first year veterinary students in 1985 and 1986, then while they were in fifth year, and after 1, 5, 10 and 15 years after they graduated. This paper describes findings from the most recent questionnaire but includes comparisons with previous ones. RESULTS: Completed questionnaires were received from 134 of the 137 graduates. They were spread widely, but 58% were in Queensland and 20% in New South Wales; 17% were overseas. Most (85%) were in private practice, and 56% of them were part or sole owners; 58% were working in cities with > 100,000 people, and 28% in centres with < 10,000 people. Overall 80% of the workload of the group was with dogs and cats, 8% with horses and 11% with farm animals. Most felt that their income was too low. Of those doing less than half-time or no veterinary work, 44% were at home with family, 8% in another business, 11% another profession, and the rest in a wide variety of occupations. Changed interests, need for greater challenges, poor remuneration, loss of interest in veterinary work, and caring for family were, in order, the top five (of 15) reasons for leaving veterinary work. Three-quarters (78%) of all those doing veterinary work, but 52% of those no longer doing veterinary work agreed that their career had lived up to their expectations. CONCLUSION: After 15 years 77% were still doing veterinary work, 85% in private practice, and 80% of their work was with dogs and cats. Almost all were either very glad or generally glad that they had done the veterinary course, though most (78%) felt that their income was too low.     

Effect of gender on ownership and income in veterinary practice

OBJECTIVE: To estimate the effect of gender on ownership and income in veterinary practice in Australia. METHODS: Questionnaire completed by private veterinary practitioners, and analysed using the SAS System for Windows 7.0. RESULTS: More than three-quarters (78%) of male but 36% of female private practitioners were partial or sole owners of practices. The median annual income for all male practitioners working more than 40 hours/week was $70K, but that for females was $43K. These disparities existed in both city and country practices, and in the case of income it increased with increasing time in the workforce. Male practice owners also reported higher incomes than female owners. CONCLUSIONS: Female veterinary practitioners are less likely to own practices, and more likely to earn low incomes than males. These differentials do not appear to be due to location, hours worked or years since graduation or, in the case of income, to whether they are owners or employees. The evidence points to a lower interest by women than men in the business aspects of veterinary practice.     

New Zealand veterinarians--demography, remuneration and vacancies

AIMS: To determine levels of remuneration for veterinarians in New Zealand, to examine associations between putative explanatory factors and gross annual remuneration, and to quantify the type and prevalence of vacant positions. METHODS: A postal survey to 486 identifiable clinical practices and 53 identifiable organisations that employ veterinarians was used to gather data for the 2-month period of December 2001 to January 2002. RESULTS: Data were produced for 972 veterinarians (367 females and 605 males) working in 325 clinical practices, and 299 veterinarians (88 females and 211 males) employed by 32 organisations. Median levels of gross annual remuneration for assistants, partners/ shareholders and sole owners working >/=5 days per week in clinical practice were NZ$60,000, $90,000 and $75,000, respectively, and for veterinarians in organisations, irrespective of number of days per week worked, was $68,000. Pay rates increased linearly as the number of years since graduation increased for all clinicians and with increasing age for veterinarians in organisations. Full-time assistants were likely to be paid more if the practice was rural rather than urban in location, if they were males, and if administrative duties were part of the job. The same factors, except for sex, were significant for remuneration for owners and partners/shareholders working full-time. Their remuneration tended to be higher if the practice was involved with either dairy or deer work but decreased as the number of animal species serviced increased and if they worked >5 days per week. Part-time female veterinarians were generally paid more than male counterparts. Male veterinarians working in organisations were generally paid about 8% more than their female colleagues. Veterinarians in organisations involved with administration at a head office were generally better paid than those without administrative duties. Pay rates were, on the whole, better in private organisations than in universities, state-owned enterprises, government-operated and other types of organisations About 50% of all services provided by clinical practices were directed to small animals, 27% to dairy cattle and about 10%, 6% and 3% to horses, sheep and beef cattle, and deer, respectively. About 31% of veterinarians worked solely with small animals but most had multiple species workloads. Of the 325 respondent practices, 98 reported vacancies for 119 veterinarians, of which 79 were full-time, 27 part-time and 12 locum positions. Of the 32 respondent organisations, seven reported vacancies for 16 mostly full-time positions. Farmer owned co-operative practices were less likely than privately owned practices to have full-time vacant positions. The only factor identified as influencing part-time vacancies in clinical practices was hourly pay rate. Vacancies occurred randomly across practices, irrespective of location, and there was no indication of greater demand for services for any particular species. The odds of a vacancy in organisations was lower for state-owned enterprises and private organisations than for government organisations (odds ratios (OR)=0.14 and 0.18, respectively). CONCLUSIONS: Relatively more females than males worked part-time and 23% of all assistants in clinical practice worked part-time. Sex made a significant difference to gross remuneration for full-time assistants in clinical practice and for veterinarians employed by private or government organisations. In both situations, males were generally better paid than females. Female part-time assistants and partners/shareholders or sole owners in clinical practice were generally better rewarded than their male counterparts. Sex had no effect on remuneration levels for owners/ partners working full-time in clinical practices. The study confirmed a serious shortage of veterinarians in New Zealand. The probability of a vacancy occurring in farmer owned co-operative ('club') practices was lower than in private practices. Vacancies were distributed randomly among rural, urban and rural/urban practices with no evidence of rural practices being more severely affected than urban or rural/urban practices.     

New Zealand veterinarians — demography,remuneration and vacancies

AIMS: To determine levels of remuneration for veterinarians in New Zealand, to examine associations between putative explanatory factors and gross annual remuneration, and to quantify the type and prevalence of vacant positions.

METHODS: A postal survey to 486 identifiable clinical practices and 53 identifiable organisations that employ veterinarians was used to gather data for the 2-month period of December 2001 to January 2002.

RESULTS: Data were produced for 972 veterinarians (367 females and 605 males) working in 325 clinical practices, and 299 veterinarians (88 females and 211 males) employed by 32 organisations.

Median levels of gross annual remuneration for assistants, partners/shareholders and sole owners working ≥ days per week in clinical practice were NZ$60,000, $90,000 and $75,000, respectively, and for veterinarians in organisations, irrespective of number of days per week worked, was $68,000. Pay rates increased linearly as the number of years since graduation increased for all clinicians and with increasing age for veterinarians in organisations. Full-time assistants were likely to be paid more if the practice was rural rather than urban in location, if they were males, and if administrative duties were part of the job.

The same factors, except for sex, were significant for remuneration for owners and partners/shareholders working full-time. Their remuneration tended to be higher if the practice was involved with either dairy or deer work but decreased as the number of animal species serviced increased and if they worked >5 days per week. Part-time female veterinarians were generally paid more than male counterparts.

Male veterinarians working in organisations were generally paid about 8% more than their female colleagues. Veterinarians in organisations involved with administration at a head office were generally better paid than those without administrative duties. Pay rates were, on the whole, better in private organisations than in universities, state-owned enterprises, government-operated and other types of organisations

About 50% of all services provided by clinical practices were directed to small animals, 27% to dairy cattle and about 10%, 6% and 3% to horses, sheep and beef cattle, and deer, respectively. About 31% of veterinarians worked solely with small animals but most had multiple species workloads.

Of the 325 respondent practices, 98 reported vacancies for 119 veterinarians, of which 79 were full-time, 27 part-time and 12 locum positions. Of the 32 respondent organisations, seven reported vacancies for 16 mostly full-time positions. Farmer-owned co-operative practices were less likely than privately-owned practices to have full-time vacant positions. The only factor identified as influencing part-time vacancies in clinical practices was hourly pay rate. Vacancies occurred randomly across practices, irrespective of location, and there was no indication of greater demand for services for any particular species. The odds of a vacancy in organisations was lower for state-owned enterprises and private organisations than for government organisations (odds ratios (OR)=0.14 and 0.18, respectively).

CONCLUSIONS: Relatively more females than males worked part-time and 23% of all assistants in clinical practice worked part-time. Sex made a significant difference to gross remuneration for full-time assistants in clinical practice and for veterinarians employed by private or government organisations. In both situations, males were generally better paid than females. Female part-time assistants and partners/shareholders or sole owners in clinical practice were generally better rewarded than their male counterparts. Sex had no effect on remuneration levels for owners/partners working full-time in clinical practices.

The study confirmed a serious shortage of veterinarians in New Zealand. The probability of a vacancy occurring in farmer-owned co-operative (‘club’) practices was lower than in private practices. Vacancies were distributed randomly among rural, urban and rural/urban practices with no evidence of rural practices being more severely affected than urban or rural/urban practices.     

Demographic survey of private veterinary practices in western Canada

A workforce survey of private veterinary practices in western Canada was conducted in 2020. Data were obtained on 526 practices (response rate = 39.5%) and 1445 individual veterinary practitioners. Overall, 68.4% of practitioners identified as female, with 4 times as many females as males comprising the youngest age cohorts (26 to 35 y) of the profession. The majority of practices (67.9%) were companion animal, followed by mixed animal (21.9%) and food animal (10.2%). Most females (77.2%) and males (57.8%) were engaged in companion animal practice, whereas 23.5% of males and 6.0% of females were food animal practitioners. During an average work week, practitioners devoted 77.4% of practice time to small animals, 15.1% to food animals, and 7.5% to equine animals. A greater proportion of males (75.2%) versus females (63.2%) worked on a full-time equivalent basis (P < 0.001). Whereas males were 1.7 times (95% CI = 1.3 to 2.3; P < 0.001) more likely to be practice owners than females, 54.5% of females were owners. Practice ownership was lower than in previous surveys, a trend that may have long-term implications with respect to the corporatization of the veterinary profession.     

Demographic survey of veterinarians employed in western Canada

The objective of this study was to generate demographic data on veterinarians working in western Canada. A sample of 551 veterinarians was randomly selected from a population of 2474 veterinarians employed in western Canada, 425 (77.1%) of whom responded to the survey. The respondents were evenly split between males (53.1%) and females (46.9%). More than half (58.0%) of the private practitioners practised exclusively on companion animals (small animals and horses), while 2.9% devoted 100% of their time to food animals. There were 351 respondents who had had ≥ 2 employers since graduation; 80% of those who had begun their careers in companion animal (CA) practice had remained in this type of practice, while 54.3% of those who had begun their careers in mixed animal practice had switched to CA practice. Analyses of wage and workload data from 85 full-time veterinary employees showed that CA practitioners worked the fewest hours/week (47.0), had the least number of evenings on-call/month (3.7), and earned the highest hourly wage ($35.79) as compared with non-CA practitioners.     

Perceptions of Livestock Owners of Private Veterinary Practice in Ghana

Using the participatory appraisal approach, a study was designed to assess the perceptions of livestock owners on private delivery of veterinary services in two districts in the major livestock-producing area in Ghana. A significant proportion (74%, n = 180) were willing to patronize locally established veterinary practices. However, the respondents emphasized that the fees charged had to be reasonable and affordable. Factors identified as likely to discourage the use of the private provider included the inability of the provider to speak the local language; non-availability of credit facilities for services rendered by the provider; unreliability of personnel; poor interpersonal skills; lack of technical know-how; inability of the provider to make house calls or farm visits; and poor personal and work ethics. These findings provide information for prospective private veterinarians on the expectations of their clients and could be used in the preparation of veterinarians for private practice.     

Australian veterinarians who work with horses: views of the future

OBJECTIVE: To give an account of the views held by Australian veterinarians who work with horses on the future of their professional field. METHOD: Questionnaires were mailed to 866 veterinarians who had been identified as working with horses, and 87% were completed and returned. Data were entered onto an Excel spreadsheet, and analysed using the SAS System for Windows. RESULTS: Their future prospects were believed to be very good or excellent by >60% of equine veterinarians but by only 30% of mixed practitioners seeing < 10% horses. The main factors believed likely to affect these prospects were the strength of the equine industries and the economic climate affecting horse owners, followed by the encroachment of cities into areas used for horses, competition from other veterinarians including specialist centres and from non-veterinary operators, and their ability to recruit and retain veterinarians with interest, experience and skill with horses. Urban encroachment, competition and recruitment were especially important for those seeing few horses. Concerns were also expressed about the competence and ethical behaviour of other veterinarians, the physical demands and dangers of horse work, the costs of providing equine veterinary services and of being paid for them, the regulatory restrictions imposed by governments and statutory bodies, the potential effects of litigation, and insurance issues. For many veterinarians in mixed practice these factors have reduced and are likely to reduce further the number of horses seen, to the extent that they have scant optimism about the future of horse work in their practices. CONCLUSION: Economic and local factors will result in an increasing proportion of equine veterinary work being done in specialised equine centres, and the future of horse work in many mixed practices is, at best, precarious. A key factor influencing future prospects will be the availability of competent veterinarians committed to working with horses.     

Prevalence of occupational exposures and protective practices in Australian female veterinarians

OBJECTIVE: To identify the prevalence of exposure to potentially harmful occupational hazards in Australian female veterinarians and to report factors associated with prevalence of occupational hazards in this profession. DESIGN: National cross-sectional survey of a cohort population. PROCEDURE: A self-administered questionnaire was mailed to 5748 veterinarians (males and females) graduating from Australian veterinary schools from 1960 to 2000. This paper reports the prevalence of occupational exposures in 1197 female veterinarians in their current job including radiation, anaesthetic gases, pesticides and long working hours. Comparisons were undertaken between respondents by practice type and decades of graduation. Multivariate logistic regression was undertaken to predict the risk for exposure to occupational hazards in female veterinarians by age, type of practice, graduation year and number of hours worked. RESULTS: The response rate for females was 59%. We found that age under 30 years, small and mixed animal practice, graduation year after 1990, and working more than 45 hours per week were all associated with greater exposure to putative risk factors. Mixed animal practitioners worked more than 45 hours per week (53%) and reported the highest exposure to anaesthetic gases (94%) and pesticides (54%). Twenty two percent of those who were exposed to anaesthetic gases did not have waste anaesthetic gas scavenging systems. Small animal practitioners reported they took more X-rays (90%). While taking X-rays, 56% of respondents reported physically restraining animals, and only one in five of respondents used film holders and lead screens. CONCLUSIONS: The high prevalence of potentially harmful exposures among female veterinarians and lack of use of protective equipment at work needs to be considered in developing and planning the safety of veterinary work.     

Demographic profile of the veterinary profession in New Zealand, 1985

The demographic characteristics of the veterinary profession in New Zealand are examined using information supplied by registered veterinarians to the Veterinary Surgeons Board in their applications for annual practising certificates in 1985. Comparisons are made with the veterinary professions in other similar countries, and with the medical and paramedical professions in New Zealand. In 1985 1308 registered veterinarians were working in New Zealand and 304 were overseas, whereas in 1976 the equivalent figures were 748 and 182. This represents an increase of 73% in the number of registered veterinarians in the last 10 years. Eighteen percent of veterinarians were female. The mean age of veterinarians was 38 years, but females in the profession were on average much younger (32 years) than males (42 years). Clinical practice provides employment for 70% of veterinarians: of these 59% work principally with farm animals and 41% with non-farm animals. The remaining veterinarians are employed by Government (22%), University (5%) and Industry (3%). The current demographic structure of the profession has been markedly influenced by the opening of New Zealand's only veterinary school at Massey University in 1963. Differences from other medical professional populations in New Zealand and overseas principally reflect the marked change in the number and sex ratio of graduates entering the veterinary profession since that time. It will take about another twenty years before the population reaches a stable age and sex structure, assuming that current graduation patterns persist throughout that period. Because the structure of the population is changing, considerable caution is needed in predicting future employment trends from data for a single year.     

Demographic profile of the veterinary profession in New Zealand, 1985

The demographic characteristics of the veterinary profession in New Zealand are examined using information supplied by registered veterinarians to the Veterinary Surgeons Board in their applications for annual practising certificates in 1985. Comparisons are made with the veterinary professions in other similar countries, and with the medical and paramedical professions in New Zealand. In 1985 1308 registered veterinarians were working in New Zealand and 304 were overseas, whereas in 1976 the equivalent figures were 748 and 182. This represents an increase of 73% in the number of registered veterinarians in the last 10 years. Eighteen percent of veterinarians were female. The mean age of veterinarians was 38 years, but females in the profession were on average much younger (32 years) than males (42 years). Clinical practice provides employment for 70% of veterinarians: of these 59% work principally with farm animals and 41% with non-farm animals. The remaining veterinarians are employed by Government (22%), University (5%) and Industry (3%). The current demographic structure of the profession has been markedly influenced by the opening of New Zealand's only veterinary school at Massey University in 1963. Differences from other medical professional populations in New Zealand and overseas principally reflect the marked change in the number and sex ratio of graduates entering the veterinary profession since that time. It will take about another twenty years before the population reaches a stable age and sex structure, assuming that current graduation patterns persist throughout that period. Because the structure of the population is changing, considerable caution is needed in predicting future employment trends from data for a single year.     

Promotion of Private Veterinary Practice in Ghana: Perceptions of Veterinarians and Veterinary Technicians

A study was designed to identify factors perceived by veterinarians and veterinary technicians as likely to promote private veterinary practice in Ghana. The participatory appraisal approach was used. The response rates were 88% (n = 90), 100% (n = 9) and 86% (n = 200) for government field veterinarians, private veterinarians and government veterinary technicians, respectively. Significant proportions of government field veterinarians (67%, n = 79), and veterinary technicians (64%, n = 167) were willing to go into private practice if the necessary push was given. Factors perceived as likely to motivate them to go into private practice included availability of capital to cover start-up costs; provision of a vehicle; prospect of higher income; availability of loans with low interest rates; availability of credit facilities from suppliers; stable macroeconomic environment with low interest and inflation rates; high pet, poultry and livestock populations at locations earmarked for private practice; leasing of vacant government premises for use as clinic and for accommodation; and enforcement of legislation on private practice, especially that against moonlighting by government veterinarians and technicians. These should be considered and used in the promotion of private veterinary practice in Ghana.     

Initial work experiences of veterinarians who graduated from Australian universities in 2005

Objective To describe the location, type, support from and effects of their first position for the veterinary graduates of 2005, and to make comparisons with graduates of 1950-2000. Procedure Questionnaires were sent to veterinarians who had graduated from an Australian university in 2005, and data were analysed with SAS System 8 for Windows. Results One-sixth of the graduates left for overseas, and 55% (Murdoch) to 85% (Melbourne) of the remainder found their first veterinary position in the state where they were trained. More were in small animal (48%) and less in mixed practice (48%) than in previous decades, and they spent more time (79%) with dogs and cats, and less with horses (9%), cattle (8%) and other production animals (1%). The median income of males working full-time was $43,000 and $39,000 for equivalent females. Most were satisfied with the help and support received from their boss and workplace; approximately 20% felt that support was inadequate, and many felt overworked and underpaid. The graduates with inadequate support were more likely to suffer stress and were less likely to have enjoyed their first year or to agree that they would become a veterinarian again. The levels of perceived support, and of stress, were similar to those reported by graduates of 2000, though more favourable than in the previous 2 decades. Conclusions Graduates of 2005 were less likely than their predecessors to start in mixed practice or to work with cattle and horses. Most felt poorly paid, but most, though not all, felt well supported in their first position. Aust Vet J 2008;86:357-364.     

Australian veterinarians who work with horses: attitudes to work and career

OBJECTIVE: To describe the attitudes to their work and career of those Australian veterinarians who work with horses. METHOD: Questionnaires were mailed to 866 veterinarians who had been identified as working with horses, and 87% were completed and returned. Data were entered onto Excel spreadsheets, and analysed using the SAS System for Windows. RESULTS: The main attractions of veterinary work with horses were the horses themselves and the equine industries, but working outdoors and with rewarding clients, and the satisfaction of successful outcomes were attractions for many. The list of disadvantages was longer, and included unreasonable and disagreeable clients as well as those who provided inadequate facilities, could not control their horses or did not care for them. The physical demands and risks of injury, the amount of time required, low rates of return and difficulties in collecting payment, were other major disadvantages. Some mentioned concerns about litigation, unethical behaviour, and recruiting and retaining veterinarians competent with horses. For many in mixed practice, the difficulties in affording modern equipment, and of developing and maintaining their own competence with horses, was a real concern. More than three-quarters of the respondents reported that their careers had lived up to expectations and that they would become veterinarians again; 70% of equine veterinarians would become an equine veterinarian again. Almost all (93%) of the respondents were either very glad, or 'generally glad though with some misgivings' that they had done the veterinary course. Older veterinarians reported suffering less stress, and being more content with their career, than younger colleagues. CONCLUSIONS: The advantages of doing veterinary work with horses outweigh the disadvantages for most veterinarians, especially those well advanced in their careers.     

Recent veterinary graduates over the last five decades: recollections and perceptions

OBJECTIVE: To describe the attitudes of veterinary graduates over the last 50 years to their experiences as recent graduates DESIGN: A questionnaire, sent by mail. PROCEDURE: A questionnaire seeking information on experiences as a recent graduate was sent to about 100 veterinarians who graduated in or about 1950, 1960, 1970, 1980, 1990 and 2000, and 68% responded. Data were entered onto an Excel spreadsheet, and analysed with the SAS System 8 for Windows. RESULTS: Most veterinarians who graduated in 1970 and earlier were generally satisfied with their conditions, even though these were often taxing. In the 1970s the cattle industry faltered and rural practice suffered a downturn. Veterinary positions became scarce, and there were few opportunities for graduates to move on from an unsatisfactory workplace--as many were at that time. By 1980 many recent graduates were questioning their decision to study veterinary science. Many of them, working long hours under often stressful conditions, felt that that they were not receiving adequate help or support--or remuneration--from their employers, or respect from their clients. This also afflicted many who graduated in 1990, but by 2000 graduates were reporting an improvement. Their hours of work and the expectations placed on them were more manageable, and the level of help and support, and remuneration, were more acceptable. As a result they found their first year much more enjoyable than had those who had graduated since about 1970. Many of the factors contributing to this improvement resulted from changes in society generally. Specifically, both graduates and employers have become more conscious of what might reasonably be expected, an Award specified minimum levels, the AVA started accrediting New Graduate Friendly Practices, publishing a most informative New Graduate Guide, and helping in other ways. Remuneration, especially when compared with comparable professions, continues to be a source of discontent. Furthermore, despite improved conditions on average, many graduates still suffer under substandard conditions, and these can have an adverse effect on their health and their attitude to their career in veterinary science. CONCLUSIONS: Average conditions of employment of recent veterinary graduates have improved somewhat after a nadir in the 1970s and 1980s, but they are still substandard for some. Remuneration remains the greatest source of dissatisfaction for recent graduates.