The RACGP is committed to continuously improving the placement process and experience for registrars, supervisors and training sites. Our annual placement process survey is an important part of this work, helping us to understand what is working well and where improvements are needed.
At the end of 2025, we received nearly 3,000 responses from registrars, supervisors, practice managers, operations and medical educator staff. This is our highest response rate to date. Thank you to everyone who took the time to share their insights and experiences.
Encouragingly, overall external satisfaction with the placement process continues to improve, increasing from 52% in 2024.1 to 67% in 2026.1.
What is working well
Feedback highlights several strengths across the placement process:
- 84% of respondents agreed the RACGP operations teams provided helpful and responsive support.
- 80% agreed RACGP communications were clear, timely and responsive and useful.
- 79% agreed that the Training Management System (TMS) portal supported the process well.
- Satisfaction with training intention and capacity updates increased to 79% and 78% respectively, up from 73% and 67% in 2025.1.
- 86% of registrars secured a placement at their preferred training site, consistent with 2025.1 and up from 81% in 2024.1.
These results reflect our ongoing focus on improving communication, strengthening system functionality and supporting practices to plan their training capacity with confidence.
Areas for improvement
While the survey responses are encouraging, feedback also identified opportunities to improve the placement process.
The hiatus, timelines and offer period remain a challenge
The current hiatus, timeline and offer arrangements continue to present challenges for registrars and training sites.
The hiatus week is a planned pause at the start of the six-week applications and interviews window, during which placement offers cannot be made. It is designed to ease pressure at the beginning of this phase of the placement cycle, support a fairer and more considered process, and give registrars and training sites time to progress through applications and interviews before offers commence.
Survey feedback suggests the purpose and expectations of the hiatus week are not always understood or adhered to. Although offers can only be made through the TMS, informal offers and out-of-process negotiations have still been reported. This can disadvantage those who follow the process and add unnecessary stress to the placement experience.
In the 2024 placement survey, nearly 80% indicated a preference to retain or even extend the hiatus period, reinforcing its value when applied as intended.
What we are doing
- Reviewing how the hiatus period is described so its purpose is clearer and more consistently understood.
- Strengthening national and local communications to reinforce shared expectations and adherence to the process.
- Exploring refinements to the placement timeline to reduce pressure and improve the experience for registrars and training sites.
- Improve guidance on informal offers and out-of-process negotiations to promote a fair and transparent placement process.
- Continuing to monitor stakeholder feedback to inform future improvements.
Supporting wellbeing throughout the process
Across all cohorts, the placement process was described as inherently stressful. Registrars, in particular, reported anxiety related to securing placements, with flow-on effects for financial planning, family arrangements and training continuity.
Training sites also highlighted time pressures, with limited opportunity to conduct comprehensive interviews and reference checks. At the same time, registrars reported applying broadly and making decisions quickly, often with incomplete information.
While some level of pressure is unavoidable in a competitive placement environment, we recognise the importance of supporting wellbeing and reducing stress wherever possible.
What we are doing
- Reviewing training site capacity to improve alignment between registrar demand and available placements.
- Embedding wellbeing considerations into placement process, with proactive support at key transition points.
- Ensuring every registrar has access to a dedicated training coordinator and medical educator.
- Providing a structured framework of financial, emotional, social and professional support, including peer networks, registrar liaison officers, webinars and the RACGP Wellbeing Hub
- Delivering tailored support for registrars who are experiencing difficulty securing a placement.
- Maintaining a coordinated national communication plan to keep registrars informed and connected throughout the placement process.
Looking ahead
We remain committed to improving the placement process. Insights from this survey will inform both immediate improvements and longer-term system design.
We will continue to provide updates as initiatives progress. In the meantime, if you have questions about the placement process or upcoming changes, please contact your local training team.