2015 Workforce Survey Final Report. Prepared by Dr Sharon Hetherington Industry Development Officer Exercise & Sports Science Australia

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1 2015 Workforce Survey Final Report Prepared by Dr Sharon Hetherington Industry Development Officer Exercise & Sports Science Australia

2 Contents Executive Summary Overview Introduction Aims Acknowledgements Methodology Survey respondents Sample size calculations Analysis Exercise and sports science workforce information Gender Age Location Rural and remote Education Experience Industry Profession Workforce status Employer / contractor information Age and gender Business structure Experience Hours worked in the business Staff Turnover Services offered Individual client services Group client services Non-client services Rates Facilities Employee information Age and gender Finding employment P a g e

3 5.3 Employer type Employer size Facility type Employment type Remuneration Job tenure and employee satisfaction Services provided Individual client services Group client services Non-client services Rates Employee benefits Member opinions of the exercise and sports science industry Satisfaction Workforce challenges and career aspirations Current challenges to the industry Industry challenges in the next 5 years Future career aspirations Perceptions of ESSA s role ESSA s primary roles What could ESSA do to keep you in the exercise and sports science industry? Future action P a g e

4 Executive Summary The response rate to the 2015 ESSA workforce survey was not high enough to enable firm conclusions about the exercise and sports science industry to be drawn. Nonetheless, the trends observed and the member feedback from open ended questions can serve as a useful guide to ESSA strategic planning and operational tasks and can be used as a resource by members. General workforce The exercise and sports science workforce is young with 59% of members under 30 years of age and 8 of members being under 40 years of age. There is an even representation of males and females in the industry. New South Wales has the highest workforce numbers followed by Queensland, Victoria and Western Australia. Nearly 8 of survey respondents reported working in a capital city or major metropolitan centre, reported working in a rural or remote area. If this percentage were extrapolated to the whole membership it would represent a rural and remote workforce of about 900 people. 54% of respondents held a post-graduate qualification, 3% of these were doctorates. With regard to major work areas 5 of respondents reported that their work involved chronic disease management and 32% rehabilitation. Employers and contractors The vast majority of ESSA member businesses were sole traders working up to 40 hours a week. Many of these were part time businesses with the owner also working as an employee for someone else. These part time businesses all had an annual turnover less than $ Nearly 5 of respondents had had less than 2 years experience in the exercise and sports science industry before going into business. Qualitative feedback suggests that an inability to find full time employment or a lack of opportunities for career progression are reasons for many to set up their own business. For sole traders there was a strong positive correlation of time spent working in the business with higher annual turnover. Employees Employees tended to be younger than employers / contractors. On average it took just under 4 months to find employment following graduation. Those who returned to further study predominantly did so to further their employment prospects. The main vehicles for finding employment were career websites such as SEEK and networking / word of mouth. The top three employers were; private companies, universities, hospitals and NGOs. Average full time earnings fell within the range of $ to $70 000; 5 of respondents felt they were paid as per their expectations but 4 felt they were underpaid for the skills they brought to their employer. As a result 4 reported seeking alternate employment; 58% weren t sure that they would be working for the same employer in 3 years time. The top three things an employer could do to retain staff were; to provide opportunities to progress professionally, to increase remuneration and to change working conditions. of respondents worked for more than one employer; the main reasons given for having multiple employers were for financial security and for variety of work. Member feedback Less than half of the respondents (42%) were satisfied or very satisfied working in the exercise and sports science industry; this is down from the 2012 survey result (about 5). However, in keeping with the 2012 findings, about two-thirds expected to still be in the industry in 5 years time. A lack of 4 P a g e

5 job opportunities, lack of professional recognition and limited opportunities for advancement were common reasons given for dissatisfaction with the industry. Members felt that the major challenges currently facing the industry were; raising awareness of exercise and sports science professions (with the public, doctors and allied health), providing employment opportunities and better remuneration. Future challenges included those just mentioned as well as increased competition from the fitness industry and other allied health professions in the exercise and sports science space. Starting or expanding a business were commonly cited future aspirations, as were returning to study and making a career change. Other aspirations included finding positions in; management, clinical work, hospitals, research and academia. ESSA s roles were seen to be; promoting awareness, creating opportunities and advocating for the professions. Members also wanted ESSA to provide quality, but cheaper and more frequent, continuing education courses. There was a perception that high membership, accreditation and education costs were barriers to industry participation. Conclusion The results of the 2015 workforce survey closely match the results obtained in the previous survey (2012). ESSA members remain concerned about opportunities for employment and advancement within the industry, as well as continuing encroachment from other professions into the exercise and sports science space. The challenge for ESSA is to continue to advocate for the professions and to more effectively communicate to members the efforts we are making on their behalf. 5 P a g e

6 1. Overview 1.1 Introduction This is the third ESSA national workforce survey conducted, previous surveys were carried out in 2010 and In line with ESSA s commitment to support members, the information from this survey will be used to align projects and resources with members employment and career needs. This data can also be used by members as a resource to compare workforce trends. The 2015 survey targeted ESSA members with an undergraduate degree in exercise and sports science. 1.2 Aims The aim of this survey was to obtain detailed information about the exercise and sports science workforce. The 2015 national workforce survey was designed to achieve the following outcomes: o o o o o Identify the areas of employment of our members Determine rates of remuneration of members Determine educational levels and experience of members Identify emerging workforce trends Identify workforce challenges faced by members 1.3 Acknowledgements ESSA would like to thank all the members who took the time to complete the survey. 2. Methodology 2.1 Survey respondents The survey was promoted to all ESSA members via e-news and Facebook posts during the months of February and March Two ipad minis were offered as prizes to encourage members to complete the survey. Members who had an undergraduate degree in exercise and sports science were invited to complete the survey. 2.2 Sample size calculations 330 ESSA members completed the survey which represents 8% of the total membership. This number is too low to allow the results to be generalised to the broader membership (~800). Therefore, the authors urge caution when interpreting the results. Nonetheless, the trends observed and the member feedback from open ended questions can serve as a useful insight into the profile and attitudes of the ESSA membership. 2.3 Analysis Quantitative data were analysed using SPSS (version 11). Qualitative feedback obtained from responses to open-ended questions was imported into QDA Miner 4 (Lite version) and the text was analysed for emerging themes by multiple readings of the responses. These themes were used to create a coding schema. Responses were re-read and tagged with appropriate codes. Frequency analysis was carried out to provide a quantified summary of member thoughts and opinions. 6 P a g e

7 3. Exercise and sports science workforce information 3.1 Gender Females were over-represented in the survey respondents (66% female, 34% male) compared with the ESSA member database (52% female, 48% male). This over-representation was approaching statistical significance (a Chi-squared test yielded p =.044). 3.2 Age Age distribution Survey Database The age profile of respondents closely matched the age profile of the whole ESSA membership with a slight but not significant over-representation of the younger members. The ESSA membership, as a whole, is quite young with 59% of members being under 30 years of age and 8 of members being under 40 years of age. 3.3 Location QLD NSW ACT VIC TAS SA WA NT Survey Database All states and territories were represented in the survey responses in close proportion to their representation amongst the wider membership. 7 P a g e

8 3.4 Rural and remote Description Population Percentage Capital city 56 Other metropolitan More than Large rural centre to Small rural centre to Other rural area Less than Remote centre to Other remote centre Less than International 0.3 Not currently working Education Highest attainment Percentage Bachelor 37 Bachelor with Honours 9 Graduate Certificate or Graduate Diploma 21 Masters 30 PhD Experience Years of experience in the exercise & sports science industry < 1 year 1-5 years 6-10 years years years 21+ years 2015 survey 2012 survey Database 8 P a g e

9 3.7 Industry Respondents were asked, What best describes your area of employment? Multiple answers were allowed and so this graphic illustrates the percentage of respondents whose work role includes these areas of employment. 3.8 Profession Professional affiliation I am an exercise scientist I am an accredited exercise physiologist I am an accredited sports scientist I am both an accredited exercise physiologists and accredited sports scientist 2015 survey 2012 survey Database 3.9 Workforce status Status Percentage Employee 65 Employer / contractor 19 Both employee and employer / contractor 16 9 P a g e

10 4. Employer / contractor information The information in this section refers to responses from those who indicated that they were an employer or contractor - defined as providing services under an Australian business number (ABN). One third of survey respondents (n=107) indicated that they were an employer or contractor. 4.1 Age and gender Employee Employer The age profile of employers / contractors was older than that of employees who completed the survey. There was also a higher representation of males amongst business owners however a Chisquared analysis revealed that this was not a statistically significant difference from the population percentages. Gender Employee Employer Male Female Business structure Partnership 11% Company Trust 3% Sole trader 81% 10 P a g e

11 78% of employers / contractors said they operated one business, 17% operated two businesses and 6% said they operated more than two businesses. 4.3 Experience Years of industry experience prior to opening the business > 6 years < 1 year 3-5 years 31% 1-2 years 24% Number of years operating the business < 1 year 1-2 years 3-5 years 6-10 years years years 21+ years 11 P a g e

12 4.4 Hours worked in the business hours per week hours per week hours per week hours per week hours per week hours per week >60 hours per week 4.5 Staff 22% of businesses employed or contracted other staff. The most common staff employed were: o o o Administration assistants Other exercise physiologists Other allied health professionals (these being dietitians, physiotherapists and massage therapists) The most common staff on contract were: o o o o An administration assistant One other exercise physiologist One other allied health professional A personal trainer 12 P a g e

13 4.6 Turnover < $25k $26 - $50k $51 - $100k $101k - $150k $151 - $250k $251k - $500k $501k - $1 million 74% of those who declared a turnover of less than $ were employees of another business as well as operating their own business (part time). Businesses with a turnover up to $ were sole traders whereas businesses with a turnover of more than $ were partnerships, companies or trusts. For sole traders there was a strong positive correlation between time working in the business and turnover (r 2 = 0.51). 4.7 Services offered 98% of businesses offered client services. Client services were defined as - working directly with individuals or groups including, but not limited to, exercise prescription, exercise programming, exercise testing, workplace assessment, monitoring, rehabilitation, strength and conditioning training Individual client services 98% of businesses offered individual client services, 93% of these services were rebated. Percentage of businesses providing individual consultation services rebated under Medicare, DVA, Workers compensation or private health insurers Individual service type Percentage Medicare 93 Private health insurance 84 Department of Veterans Affairs 73 Workers compensation P a g e

14 On average, how many individual client services would your business provide each week? Medicare services 4 of businesses reported bulk-billing for Medicare individual client services. For those who charged a gap the average gap fell within the range of $10 to $30. Chronic disease management plans On average, how many team care sessions for chronic disease management do you receive on referral from a general practitioner? Group client services 58% of businesses reported offering group client services, 69% of these group services were rebated. Percentage of businesses providing group services rebated under Medicare, DVA, Workers compensation or private health insurers Group service type Percentage Private health insurance 57 Medicare 48 Department of Veterans Affairs 37 Workers compensation P a g e

15 On average, how many group client services would your business provide each week? Medicare services 53% of businesses reported bulk-billing group services under Medicare, for those who charged a gap the average gap payment was between $6 and $ Non-client services 28% of businesses reported providing non-client services, these were defined as - management, coordination, health policy, health promotion, procedure consultation or project management tasks. What best describes the type of non-client services your business provides? Sporting safety and Student supervision were the other responses received. 15 P a g e

16 4.8 Rates What does your business charge a client for an initial individual consultation lasting up to one hour in duration? 3 1 What does your business charge a client for a follow up individual consultation usually lasting between 30 and 45 minutes in duration? P a g e

17 What does your business charge an individual to participate in a group service session lasting up to an hour in duration? < $15 $16 - $30 $31 - $40 $41 - $50 $51 - $60 $61 - $70 $71 - $80 $81 - $90 $91 - $100 $101+ What hourly rate does your business charge for non-client services? P a g e

18 How do you feel about the rates that you charge? I am paid well for the service I provide, As per my expectations, 47% Underpaid for the service I provide, 43% 4.9 Facilities What best describes the facilities where your business most frequently provides services? Other (please specify) Purchased own premises (mortgage) Purchased own premises (owner) Hiring / leasing space from a gym or other fitness centre Hiring a council / government owned facility Renting or co-located across multiple general practices Renting or co-located within a general practice Renting or co-located as part of a multidisciplinary Renting in a stand alone facility 3 4 Other responses received included (from most frequent to least): Mobile business / in home visits, home office / gym, hire public facilities, take clients to gym facility, retirement homes and an ecommerce business. 18 P a g e

19 What type of access arrangements do you have for your workspace? Other (please specify) Service mortgage repayments No payment required for site Pay per usage, percentage of turnover Pay per usage, hourly rate arrangement Long-term lease arrangement, for office or clinic 1 3 Other responses could more correctly be redistributed into the two pay per usage categories bringing these both up to of responses. 19 P a g e

20 5. Employee information 5.1 Age and gender Employee Employer Employees tended to be younger than employers. Females were more highly represented amongst employees however a Chi-squared analysis revealed that this was not a statistically significant difference from the population percentages. Gender Employee Employer Male Female Finding employment The average time to find employment on graduation was just under four months, however there was a wide variation in reported times (3.7 ± 6.1 months). Those who reported taking periods longer than 6 months to find employment tended to also report undertaking further studies or completing practicum hours to attain accreditation. Which statement best describes your career path immediately after completing your undergraduate degree? I commenced work outside the industry and worked for a period of time before enrolling in further study I commenced working in the industry and worked for a period of time before enrolling in further study I commenced working in the industry at the same time as enrolling in further study I enrolled in further studies (Graduate certificate / Masters / PhD) I commenced working or continued working in the industry P a g e

21 If you returned to study, which statement best describes your reason for doing so? I completed additional study for personal gain I attempted to gain employment and was unsuccessful so I returned to study I did not feel suitability qualified to gain employment after completing my undergraduate degree I completed additional study to progress my career options How did you find your current position? Facebook, LinkedIn or other industry website I approached the company directly A position was created for me I created a position I secured this role while volunteering I secured this role while on university practicum I secured this role while studying Through my university alumni Newspaper advertising Networking / word of mouth Job recruitment agency Online via ESSA's job opportunities Online via an employment website -such as SEEK P a g e

22 How many employers do you work for? or more If you work for more than one employer, what are your reasons for doing so? Financial - I need to work across multiple employers to obtain a wage I am satisfied with Variety - Multiple employers allows me greater variety in my work duties Convenience - Multiple employers suits my current circumstances Hours - I wish to work more hours than I can obtain from one employer Employer type Sporting club Fitness facility Healthcare organisation Hospital NGO / Not for profit Medicare Local Private company TAFE University Local government State government organisation Federal government organisation P a g e

23 5.4 Employer size Large - more than 200 employees Medium - between 20 and 200 employees Small - less than 20 employees Facility type Home office Onsite, within a workplace not belonging to my employer Mobile services Within a gym or other fitness centre Within a educational facility Within a council / government owned facility Rented room / co-located across multiple general practices Rented room / co-located within a general practice Rented room / co-located as part of a multidisciplinary clinic Within my employer's clinic / facility P a g e

24 5.6 Employment type What is your employment status? Full time Part time Casual 5.7 Remuneration Full time employees 3 1 Less than $15,000 $15,000 - $30,000 $31,000 - $40,000 $41,000 - $50,000 $51,000 - $60,000 $61,000 - $70,000 $71,000 - $80,000 $81,000 - $90,000 $91,000 - $101,000 - $120,000 $100,000 $120,000 + Part time employees 1 Less than $15,000 $15,000 - $30,000 $31,000 - $40,000 $41,000 - $50,000 $51,000 - $60,000 $61,000 - $70,000 $71,000 - $80,000 $81,000 - $90,000 $91,000 - $100,000 $101,000 - $120,000 $120, P a g e

25 Casual employees 1 Less than $15,000 $15,000 - $30,000 $31,000 - $40,000 $41,000 - $50,000 $51,000 - $60,000 $61,000 - $70,000 $71,000 - $80,000 $81,000 - $90,000 $91,000 - $100,000 $101,000 - $120,000 $120,000 + Part time and casual incomes should be read with some caution. Respondents were asked to calculate their full time equivalent (FTE) salary using the following equation: (1 / proportional workload) * gross salary. The multiple peaks observed in the part time and casual graphs suggest that some respondents have calculated the FTE correctly and some have not. In future surveys it may be more accurate to ask for the respondent s hourly rate of pay. Income as a function of educational level $31,000 - $40,000 $41,000 - $50,000 $51,000 - $60,000 $61,000 - $70,000 $71,000 - $80,000 $81,000 - $90,000 $91,000 - $100,000 $101,000 - $120,000 $120,000 + Degree Degree with Honours Graduate Certificate Masters PhD 25 P a g e

26 5.8 Job tenure and employee satisfaction How do you feel about your employment income? Paid well for the knowledge & skills I bring to my employer, 11% Paid as per my expectations, 49% Underpaid for the knowledge & skills I bring to my employer, 4 How long have you worked for your current employer? < 1 year 1-2 years 3-5 years 6-10 years years years 21+ years Are you happy with your current employment? Yes Mostly, but actively seeking other opportunities No 26 P a g e

27 Do you see yourself working for the same employer in three years time? Yes No Unsure If you are thinking of changing employment, is there anything your current employer could do to retain your services? Other Change work location Alter work environment Provide opportunities to progress professionally Provide more flexible work conditions Change type of services provided Change work duties Change working conditions Increased remuneration or salary package No Other comments included the inevitable loss of positions due to the transition from Medicare Locals to Primary Health Networks as well as the loss of positions due to the end of fixed term funding agreements for those positions. 27 P a g e

28 Previous employment 76% of respondents had previously worked for another employer, 14% of these positions were not in the exercise and sports science industry. If your previous employment was not in the exercise and sports science industry, why was this so? Other (please specify) My career goal necessitated me taking a role outside the exercise and sports science industry My degree was not understood by prospective employers My degree was not recognised by prospective employers The remuneration for employment in the exercise and sports science industry was unsatisfactory I was unable to find employment in the field Other comments were predominantly that the respondent was still studying and sought employment outside of the industry to fund those studies. What were your main reasons for leaving your previous employer? Other Personal circumstances Discrimination Unfair work practices Professional conflict with employer Lack of opportunity to progress professionally My employer relocated I relocated I wanted a change in type of work Remuneration / salary package offered Other response were: returning to study, redundancy, change in personal circumstances and business insolvency. 28 P a g e

29 5.9 Services provided 83% of employees reported providing client services. Client services were defined as - working directly with individuals or groups including, but not limited to, exercise prescription, exercise programming, exercise testing, workplace assessment, monitoring, rehabilitation, strength and conditioning training Individual client services 94% of those who provided client services offered individual client services. How many individual client services would you provide in a normal week? Group client services 72% of employees facilitated client group services. How many group service sessions would you provide in a normal week? P a g e

30 5.9.3 Non-client services 66% of employees reported that they provided non-client services, these were defined as - management, coordination, health policy, health promotion, procedure consultation or project management tasks. What type of non-client services do you provide? Other Research services Project management Management Health promotion Expert consultant to a third party Educator (outside the university sector) Educator (within university sector) Administration Other responses included marketing, manual handling & safety training, student supervision, rehabilitation consultant, clinical coordinator, staff training and quality improvement projects Rates What does your employer charge for an initial individual client service lasting up to an hour? P a g e

31 What does your employer charge for a follow up individual client service lasting between 30 and 45 minutes? < $30 $31 - $40 $41 - $50 $51 - $60 $61 - $70 $71 - $80 $81 - $90 $91 - $100 $101 - $115 $116 - $130 $131 - $145 $146 - $160 $161 + What does your employer charge each individual participant attending a client group session, lasting up to 1 hour in duration? < $15 $16 - $30 $31 - $40 $41 - $50 $51 - $60 $61 - $70 $71 - $80 $81 - $90 $91 - $100 $ P a g e

32 What hourly rate does your employer charge for non-clinical services? Employee benefits Library access Travel allowances Performance incentives / bonuses Laptop Vehicle Additional superannuation Maternity / Paternity leave Sick leave Annual leave Recognised leave for attending CE Financial support for CE Workplace / in-service learning opportunities P a g e

33 6. Member opinions of the exercise and sports science industry 6.1 Satisfaction Overall, how satisfied are you working in the exercise and sports science industry? Very Dissatisfied Very Satisfied How likely is it that you will be working in the exercise and sports science industry in 5 years time? Very Unlikely Very Likely A lack of job opportunities, lack of recognition of their profession and limited opportunities for advancement were common responses from those who were dissatisfied with the industry or who thought it was unlikely they would be in the industry in five years time. Several also commented that the reality of working in the industry did not align with their thoughts of what the industry would be like while they were studying. 33 P a g e

34 6.2 Workforce challenges and career aspirations Three open ended questions were put to the respondents asking about current and future challenges in the exercise and sports science industry and about the respondent s future career aspirations. Textual analysis was conducted to identify common themes amongst responses and typical responses are presented here as examples Current challenges to the industry Raising awareness of the work of ESSA members with the public, general practice and amongst other allied health professions was the most oft cited challenge currently facing the exercise and sports science industry. Providing opportunities and increasing employment options for members were also seen as major challenges along with concerns about funding and remuneration. There is uncertainty around career progression. I feel that Exercise Physiology is so young, that myself and the current group of AEPs employed are the people paving the way, and creating the roles that graduates in years to come are going to benefit from. Whilst 'we' are the ones putting in the time and effort to create such roles. It's the nature of where AEP is as an allied health profession. [Male, 21-25, VIC] Making people understand what a Sports Scientist, Exercise Scientist and AEP do. More and more people know what an AEP does now (even to the point that people ask for an AEP when they actually need an ASp or Exercise Scientist). [Male, 26-30, WA] Lack of work I enjoy doing in the [town] area as it is mostly workers compensation. Other jobs are a significant reduction in pay compared to what I get now. [Female, 31-40, NSW] 34 P a g e

35 6.2.2 Industry challenges in the next 5 years Awareness of our professions was seen as remaining a problem into the future and there were concerns expressed about growing competition from the fitness industry and other allied health professions in our members work space. Opportunities, employment and remuneration were seen as remaining challenges into the future. More and more personal trainers are flooding the workforce, and education is needed to help communities understand the difference and benefits of employing Exercise & Sport Scientists and Accredited Exercise Physiologists. [Female, 26-30, VIC] Overcoming personal training and physiotherapy conflicts of interest. [Female, 31-40, NSW] 35 P a g e

36 6.2.3 Future career aspirations A large number of respondents were looking to start or grow their own business in the near future. Many others were considering, or implementing, a return to study and / or a change of career. This may, in part, be due to a perceived lack of job opportunities for exercise and sports graduates (as expressed in responses to the previous two questions). Respondents were also hoping to find positions in management, clinical work, hospitals, research and academia. 36 P a g e

37 6.3 Perceptions of ESSA s role ESSA s primary roles Other (please specify) Generating increased job prospects Marketing campaigns to consumers about the profession Marketing campaigns to other health professionals about the profession Developing resources and tools for member use (including business support) Providing quality professional development opportunities Advocacy to government and other organisations Other comments could more correctly be re-classified into increasing job prospects, more marketing and more advocacy. Support for the roles that ESSA should undertake was fairly uniform and these results are supported by member responses to the open-ended question that follows about how ESSA could help members to remain in the exercise and sports science industry. 37 P a g e

38 6.3.2 What could ESSA do to keep you in the exercise and sports science industry? Promoting awareness, creating opportunities and advocating for the professions were all mentioned as ways in which ESSA could assist members to remain in the industry. High accreditation fees and availability and cost of CPD opportunities were also mentioned as barriers to continued industry participation. Make it more affordable, I am a mother and only work part time, with the cost to be accredited and the CPD points, I can't afford to stay in the industry. [Female, 31-40, QLD] I find the cost of accreditation and CE high considering I work less than 0.5 FTE (10 hrs/ week currently) due to family commitments. The cost of keeping my accreditation whilst on maternity leave and the yearly cost of maintaining my CE mean that I have to think seriously each year as to whether it is worth remaining an AEP when it is expensive to maintain accreditation in these years of leave / reduced hours. I have to choose my CE based on cost rather than interest. [Female, 31-40, QLD] Work with others in our industry and beyond to improve the reputation and image of AEPs. Look at extended scope of practice issues. Look at ways to incentivise employers to increase starting salaries to commensurate allied health levels; I have friends working full time for $40K a year. AEP needs to be spoken on par with physio and OT if we want to keep AEPs in the game. [Male, 31-40, WA] 38 P a g e

39 6.3.3 Information from past ESSA non-renewal surveys In order to further understand the reasons why members do not stay with ESSA, data has been included below from the three non-renewal surveys conducted in 2010 (N=54), 2011 (N=135) and 2013 (N=30). What were your primary reasons for not renewing your ESSA membership? Unsatisfied with professionalism of ESSA Too expensive Taking leave of absence from profession such as Professional needs are met by another organisation Not required for my current role Not value for money Limited networking opportunities Do not access member benefits Difficulty in obtaining employment in industry Continuing education program not to my liking Commenced university study Change in career / industry : What could ESSA do to influence you to re-join? Simplify membership / accreditation process Reduce continuing education costs Reduce membership fees Improve linkages with healthcare stakeholders Increase organisational expenditure on public Increase public awareness of profession : What could ESSA do to influence you to re-join? Nothing will influence me to rejoin Increased member benefits Business support Provision of more networking opportunities Offer more promotional materials and/or merchandise Broader range of professional development Improve linkages with healthcare stakeholders Increase industry development activities Increase public awareness of profession P a g e

40 7. Future action ESSA members remain concerned about opportunities for employment and advancement within the industry, as well as continuing encroachment from other professions into the exercise and sports science space. The challenge for ESSA is to continue to advocate for the professions and to more effectively communicate to members the efforts we are making on their behalf. 40 P a g e

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