Future-proofing departments against an ageing workforce.
Retirement in medical physics is concentrated at exactly the seniority level departments find hardest to replace.
Where the pressure sits
The supply issue is not entry-level. Residency output is steady. The constraint is the band with ten to twenty-five years of experience, chief-level scope and commissioning depth, and that band is thinning through the second half of this decade.
Succession as an operating habit
Departments that come through this well treat succession as continuous rather than event-driven: a named deputy for each critical programme, documented commissioning knowledge, and deliberate rotation so that no single programme depends on one person's memory.
Building a bench before you need one
Relationships with three or four credible successors, maintained over years rather than weeks, turn an unplanned retirement into a two-month transition instead of a nine-month vacancy.
- The shortage is concentrated in senior, commissioning-heavy roles.
- Name a deputy for every critical programme and document the knowledge.
- Maintain a warm bench continuously, not at the point of resignation.
Turn market intelligence into a hire.
If this reflects a gap in your department, we can map the live market for the role and show you exactly who is reachable, and on what terms.
Does this reflect a gap in your department?
Tell us about the role and we will map the live market for it, showing who is reachable and on what terms.