By Samantha Ashenhurst
NSDA Communications Manager

As the old proverb goes, “an ounce of prevention is worth a pound of cure,” and this is certainly true in dentistry. Indeed, proper preventative care is the most important step patients can take for a lifetime of good oral health. This includes daily brushing and flossing, and, of course, regular checkups.

For dentists, key to your ability to provide patients with consistent checkups is a strong team. From front office staff to dental hygienists to dental assistants, teamwork truly makes the dream work in the clinic. Everyone has a role to play and every role is vital.

Unfortunately, however, many practices in Nova Scotia are facing challenges when it comes to finding (and retaining) registered dental assistants and registered dental hygienists. A quick glance at the NSDA Job Bank confirms this in real-time, with dozens of clinics across the province urgently posting openings for these roles each and every week.

Worse still, for some clinics, being understaffed is disrupting patient care. In a 2022 Census Survey of dentists, 50% of Nova Scotia dentists reported needing to cancel at least one appointment per month due to unavailability of staff.¹

As the Canadian Dental Care Plan (CDCP) and its influx of potential patients looms, it is essential for the industry to address the issue of staff shortages and strategize what can be done to fix it.

Planting dentistry seeds

Key to increasing the number of working dental assistants and hygienists in the province is promoting these careers as good options for those seeking work, says Ramona Buda, Chief Operating Officer for CBBC Career College, which offers a dental assisting diploma program.

“Building campaigns that highlight the job duties, work/life balance, and the importance of dental assistants in the healthcare sector can help undecided individuals consider this career path,” Buda tells Nova Scotia Dentist.

Due to regulatory requirements, dental assisting class sizes at CBBC are limited to 18 students, with three intakes scheduled throughout the year. However, if demand for the program grows, the college has the flexibility to increase the number of intakes to accommodate more students.

To maximize the program’s reach, the college now offers two learning options for prospective dental assistants: An in-person class in Sydney and a distance education class suitable for students in HRM or rural Nova Scotia. With these programs, students can obtain a diploma in less than a year.

Increasing opportunity further, Dalhousie is readying to launch a new dental assisting program in Halifax, says Leigha Rock, Director of the Dalhousie Dentistry School of Dental Hygiene.

“Training dental assistants in-house will help us to provide skilled support for our own clinics and for other professional practices in Nova Scotia,” she says. “We hope to accept the first students into this program in 2025.”

In the workplace

While access to education is one piece of the puzzle, so, too, are competitive wages and employee benefits.

“The most common concern we hear from our dental hygiene grads as they enter the workforce is the size of their debt load,” Rock says. “They are also looking for good conditions and a supportive work environment, but repaying their debt as quickly as possible is high on their list of priorities.”

There is also the issue of grads opting to pursue work outside of the province once they graduate. To help address this trend, the Dalhousie School of Dental Hygiene recently implemented priority admissions for students who are residents of Nova Scotia.

“The hope is that these students will be more likely to remain in Nova Scotia to practice,” Rock explains.

Long-term, an industry-wide appeal for tuition support from the Government of Nova Scotia may also help keep homegrown talent in province, as well as ease financial burden for new grads.

“Addressing training costs could make the profession more accessible to potential students,” Buda says. “As seen with pilot projects in Nova Scotia like the free tuition for Continuing Care Assistants, removing the burden of training costs can significantly increase interest in the profession.”

Team spirit

When it comes to staff retention, Buda explains, there are many tactics dentists and office managers can explore.

“Improving staff retention requires a multi-faceted approach that focuses on creating a positive workplace culture and providing opportunities for growth and development,” she says. “One key piece of advice for dental professionals is to ensure that everyone feels like a valued member of the team. Regular check-ins from dentists and office managers can go a long way in fostering this sense of belonging and open communication.”

Rock agrees, adding that it’s also important to utilize staff members’ complete skillsets.

“Feeling valued by peers, employers, and clients is important to job satisfaction,” she says. “[Dental hygienists] are also looking for opportunities to practice to their full scope of practice, with decision-making authority over dental hygiene assessment, treatment planning, delivery of services, and treatment.”

Offering training opportunities and promoting from within is another effective strategy for building a strong, dedicated team.

“If a receptionist, for example, shows potential, offering to sponsor his or her education to become a dental assistant or dental hygienist in exchange for a three-year employment commitment can be a win-win-win solution,” Buda says. “Not only does this help retain talented staff, but it also creates a pathway for career advancement within the practice.”

“Providing opportunities for professional development and advancement within the practice can motivate employees and demonstrate a commitment to their growth,” she continues. “Mentoring programs, regular feedback, and creating a positive work environment that fosters learning and collaboration can help ease the transition for new graduates and set them up for success in their careers.”

Reference
¹ Impact Economic Consultants NSDA Census Survey (2022)