2015 Workforce Survey
Final Report
Prepared by
Dr Sharon Hetherington
Industry Development Officer
Exercise & Sports Science Australia
Contents
Executive Summary................................................................................................................................. 4
1.
2.
3.
4.
5.
Overview ......................................................................................................................................... 6
1.1
Introduction ............................................................................................................................ 6
1.2
Aims......................................................................................................................................... 6
1.3
Acknowledgements................................................................................................................. 6
Methodology................................................................................................................................... 6
2.1
Survey respondents ................................................................................................................ 6
2.2
Sample size calculations.......................................................................................................... 6
2.3
Analysis ................................................................................................................................... 6
Exercise and sports science workforce information ....................................................................... 7
3.1
Gender .................................................................................................................................... 7
3.2
Age .......................................................................................................................................... 7
3.3
Location................................................................................................................................... 7
3.4
Rural and remote .................................................................................................................... 8
3.5
Education ................................................................................................................................ 8
3.6
Experience ............................................................................................................................... 8
3.7
Industry ................................................................................................................................... 9
3.8
Profession ............................................................................................................................... 9
3.9
Workforce status..................................................................................................................... 9
Employer / contractor information............................................................................................... 10
4.1
Age and gender ..................................................................................................................... 10
4.2
Business structure ................................................................................................................. 10
4.3
Experience ............................................................................................................................. 11
4.4
Hours worked in the business ............................................................................................... 12
4.5
Staff ....................................................................................................................................... 12
4.6
Turnover ................................................................................................................................ 13
4.7
Services offered .................................................................................................................... 13
4.7.1
Individual client services ............................................................................................... 13
4.7.2
Group client services ..................................................................................................... 14
4.7.3
Non-client services ........................................................................................................ 15
4.8
Rates...................................................................................................................................... 16
4.9
Facilities................................................................................................................................. 18
Employee information .................................................................................................................. 20
5.1
Age and gender ..................................................................................................................... 20
5.2
Finding employment ............................................................................................................. 20
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6.
5.3
Employer type ....................................................................................................................... 22
5.4
Employer size ........................................................................................................................ 23
5.5
Facility type ........................................................................................................................... 23
5.6
Employment type .................................................................................................................. 24
5.7
Remuneration ....................................................................................................................... 24
5.8
Job tenure and employee satisfaction .................................................................................. 26
5.9
Services provided .................................................................................................................. 29
5.9.1
Individual client services ............................................................................................... 29
5.9.2
Group client services ..................................................................................................... 29
5.9.3
Non-client services ........................................................................................................ 30
5.10
Rates...................................................................................................................................... 30
5.11
Employee benefits ................................................................................................................ 32
Member opinions of the exercise and sports science industry .................................................... 33
6.1
Satisfaction ............................................................................................................................ 33
6.2
Workforce challenges and career aspirations ...................................................................... 34
6.2.1
Current challenges to the industry ............................................................................... 34
6.2.2
Industry challenges in the next 5 years ........................................................................ 35
6.2.3
Future career aspirations .............................................................................................. 36
6.3
7.
Perceptions of ESSA’s role .................................................................................................... 37
6.3.1
ESSA’s primary roles...................................................................................................... 37
6.3.2
What could ESSA do to keep you in the exercise and sports science industry? ........... 38
Future action ................................................................................................................................. 39
3|Page
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
80% 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 80% of survey respondents reported working in a capital city or major metropolitan centre,
20% 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 50% 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 $25 000. Nearly 50% 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 $51 000 to $70 000; 50% of respondents felt they
were paid as per their expectations but 40% felt they were underpaid for the skills they brought to
their employer. As a result 40% 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. 25% 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 50%). 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|Page
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.
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1. Overview
1.1 Introduction
This is the third ESSA national workforce survey conducted, previous surveys were carried out in
2010 and 2012. 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 2015. 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|Page
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
40%
35%
30%
25%
20%
15%
10%
5%
0%
21-25
26-30
31-40
Survey
41-50
51+
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 80% of members being
under 40 years of age.
3.3 Location
40%
35%
30%
25%
20%
15%
10%
5%
0%
QLD
NSW
ACT
VIC
TAS
Survey
Database
SA
WA
NT
All states and territories were represented in the survey responses in close proportion to their
representation amongst the wider membership.
7|Page
3.4 Rural and remote
Description
Capital city
Other metropolitan
Large rural centre
Small rural centre
Other rural area
Remote centre
Other remote centre
International
Not currently working
Population
Percentage
56
22
10
4.8
2.4
1.5
1.2
0.3
0.9
More than 100 000
25 000 to 99 999
10 000 to 24 999
Less than 10 000
5 000 to 9 999
Less than 5 000
3.5 Education
Highest attainment
Bachelor
Bachelor with Honours
Graduate Certificate or Graduate Diploma
Masters
PhD
Percentage
37
9
21
30
3
3.6 Experience
Years of experience in the exercise & sports science industry
60%
50%
40%
30%
20%
10%
0%
< 1 year
1-5 years
6-10 years
2015 survey
8|Page
11-15 years
2012 survey
Database
16-20 years
21+ years
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
100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
0%
I am an exercise scientist I am an accredited exercise I am an accredited sports I am both an accredited
physiologist
scientist
exercise physiologists and
accredited sports scientist
2015 survey
2012 survey
Database
3.9 Workforce status
Status
Employee
Employer / contractor
Both employee and employer / contractor
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Percentage
65
19
16
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
45%
40%
35%
30%
25%
20%
15%
10%
5%
0%
21-25
26-30
31-40
Employee
41-50
51+
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
Male
Female
Employee
34
66
4.2 Business structure
Company
5%
Trust
3%
Partnership
11%
Sole trader
81%
10 | P a g e
Employer
38
62
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
20%
3-5 years
31%
< 1 year
25%
1-2 years
24%
Number of years operating the business
35%
30%
25%
20%
15%
10%
5%
0%
< 1 year
11 | P a g e
1 - 2 years
3 - 5 years
6 - 10 years 11 - 15 years 16 - 20 years
21+ years
4.4 Hours worked in the business
40%
35%
30%
25%
20%
15%
10%
5%
0%
1-10 hours per 11-20 hours
week
per week
21-30 hours
per week
31-40 hours
per week
41-50 hours
per week
51-60 hours >60 hours per
per week
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
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4.6 Turnover
60%
50%
40%
30%
20%
10%
0%
< $25k
$26 - $50k
$51 - $100k $101k - $150k $151 - $250k $251k - $500k
$501k - $1
million
74% of those who declared a turnover of less than $25 000 were employees of another business as
well as operating their own business (part time). Businesses with a turnover up to $150 000 were
sole traders whereas businesses with a turnover of more than $150 000 were partnerships,
companies or trusts. For sole traders there was a strong positive correlation between time working
in the business and turnover (r2 = 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.
4.7.1 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
60
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On average, how many individual client services would your business provide each week?
60%
50%
40%
30%
20%
10%
0%
1-10
11-25
26-50
51-100
101-150
151-200
201-250
251-300
Medicare services
45% 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?
60%
50%
40%
30%
20%
10%
0%
1
2
3
4
5
4.7.2 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
24
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On average, how many group client services would your business provide each week?
35%
30%
25%
20%
15%
10%
5%
0%
1-3
4-6
7-9
10+
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 $10.
4.7.3 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?
70%
60%
50%
40%
30%
20%
10%
0%
‘Sporting safety’ and ‘Student supervision’ were the other responses received.
15 | P a g e
4.8 Rates
What does your business charge a client for an initial individual consultation lasting up to one hour in
duration?
30%
25%
20%
15%
10%
5%
0%
What does your business charge a client for a follow up individual consultation usually lasting between
30 and 45 minutes in duration?
35%
30%
25%
20%
15%
10%
5%
0%
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What does your business charge an individual to participate in a group service session lasting up to an
hour in duration?
60%
50%
40%
30%
20%
10%
0%
< $15
$16 - $30 $31 - $40 $41 - $50 $51 - $60 $61 - $70 $71 - $80 $81 - $90 $91 - $100
What hourly rate does your business charge for non-client services?
45%
40%
35%
30%
25%
20%
15%
10%
5%
0%
17 | P a g e
$101+
How do you feel about the rates that you charge?
I am paid well
for the service I
provide, 10%
Underpaid for
the service I
provide, 43%
As per my
expectations,
47%
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
0%
10%
20%
30%
40%
‘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
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
0%
5%
10%
15%
20%
25%
30%
‘Other’ responses could more correctly be redistributed into the two pay per usage categories
bringing these both up to 25% of responses.
19 | P a g e
5. Employee information
5.1 Age and gender
45%
40%
35%
30%
25%
20%
15%
10%
5%
0%
21-25
26-30
31-40
Employee
41-50
51+
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
Male
Female
Employee
34
66
Employer
38
62
5.2 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
0%
20 | P a g e
5% 10% 15% 20% 25% 30% 35% 40% 45% 50%
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
0%
10%
20%
30%
40%
50%
60%
70%
80%
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
0%
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5%
10%
15%
20%
25%
30%
35%
40%
How many employers do you work for?
80%
70%
60%
50%
40%
30%
20%
10%
0%
1
2
3
4 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
0%
10%
20%
30%
40%
50%
60%
70%
5.3 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
0%
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10%
20%
30%
40%
50%
60%
5.4 Employer size
Large - more than 200 employees
Medium - between 20 and 200 employees
Small - less than 20 employees
0%
5%
10%
15%
20%
25%
30%
35%
40%
45%
5.5 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
0%
23 | P a g e
20%
40%
60%
80%
5.6 Employment type
What is your employment status?
70%
60%
50%
40%
30%
20%
10%
0%
Full time
Part time
Casual
5.7 Remuneration
Full time employees
30%
25%
20%
15%
10%
5%
0%
Less than $15,000 - $31,000 - $41,000 - $51,000 - $61,000 - $71,000 - $81,000 - $91,000 - $101,000 - $120,000
$15,000 $30,000 $40,000 $50,000 $60,000 $70,000 $80,000 $90,000 $100,000 $120,000
+
Part time employees
25%
20%
15%
10%
5%
0%
Less than $15,000 - $31,000 - $41,000 - $51,000 - $61,000 - $71,000 - $81,000 - $91,000 - $101,000 - $120,000
$15,000 $30,000 $40,000 $50,000 $60,000 $70,000 $80,000 $90,000 $100,000 $120,000
+
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Casual employees
25%
20%
15%
10%
5%
0%
Less than $15,000 - $31,000 - $41,000 - $51,000 - $61,000 - $71,000 - $81,000 - $91,000 - $101,000 - $120,000
$15,000 $30,000 $40,000 $50,000 $60,000 $70,000 $80,000 $90,000 $100,000 $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
60%
50%
40%
30%
20%
10%
0%
$31,000 $40,000
$41,000 $50,000
Degree
25 | P a g e
$51,000 $60,000
$61,000 $70,000
Degree with Honours
$71,000 $80,000
$81,000 $90,000
Graduate Certificate
$91,000 - $101,000 - $120,000 +
$100,000 $120,000
Masters
PhD
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%
Underpaid for the
knowledge & skills I
bring to my
employer, 40%
Paid as per my
expectations, 49%
How long have you worked for your current employer?
35%
30%
25%
20%
15%
10%
5%
0%
< 1 year
1 - 2 years
3 - 5 years
6 - 10 years
11 - 15 years
16 - 20 years
Are you happy with your current employment?
70%
60%
50%
40%
30%
20%
10%
0%
Yes
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Mostly, but actively seeking other
opportunities
No
21+ years
Do you see yourself working for the same employer in three years’ time?
45%
40%
35%
30%
25%
20%
15%
10%
5%
0%
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
0%
5%
10% 15% 20% 25% 30% 35% 40% 45% 50%
‘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
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
0%
10%
20%
30%
40%
50%
60%
‘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
0%
5%
10%
15%
20%
25%
30%
35%
40%
Other response were: returning to study, redundancy, change in personal circumstances and business
insolvency.
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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.
5.9.1 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?
45%
40%
35%
30%
25%
20%
15%
10%
5%
0%
1-10
11-25
26-50
51-100
5.9.2 Group client services
72% of employees facilitated client group services.
How many group service sessions would you provide in a normal week?
30%
25%
20%
15%
10%
5%
0%
1-3
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4-6
7-9
10+
101-150
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
0%
10%
20%
30%
40%
50%
60%
70%
Other responses included marketing, manual handling & safety training, student supervision,
rehabilitation consultant, clinical coordinator, staff training and quality improvement projects.
5.10 Rates
What does your employer charge for an initial individual client service lasting up to an hour?
35%
30%
25%
20%
15%
10%
5%
0%
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What does your employer charge for a follow up individual client service lasting between 30 and 45
minutes?
35%
30%
25%
20%
15%
10%
5%
0%
< $30
$31 $40
$41 $50
$51 $60
$61 $70
$71 $80
$81 $90
$91 $100
$101 - $116 - $131 - $146 - $161 +
$115 $130 $145 $160
What does your employer charge each individual participant attending a client group session, lasting
up to 1 hour in duration?
70%
60%
50%
40%
30%
20%
10%
0%
< $15
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$16 - $30 $31 - $40 $41 - $50 $51 - $60 $61 - $70 $71 - $80 $81 - $90 $91 - $100
$101+
What hourly rate does your employer charge for non-clinical services?
45%
40%
35%
30%
25%
20%
15%
10%
5%
0%
5.11 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
0%
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10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
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?
50%
45%
40%
35%
30%
25%
20%
15%
10%
5%
0%
Very Dissatisfied
Very Satisfied
How likely is it that you will be working in the exercise and sports science industry in 5 years’ time?
50%
45%
40%
35%
30%
25%
20%
15%
10%
5%
0%
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.
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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.
6.2.1 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]
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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]
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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.
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6.3 Perceptions of ESSA’s role
6.3.1 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
0%
10% 20% 30% 40% 50% 60% 70% 80% 90%
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.
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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]
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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
0%
10%
2010
2011
20%
30%
40%
50%
60%
2013
2011: 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
0%
20%
40%
60%
80%
2013: 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
0%
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10%
20%
30%
40%
50%
60%
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.
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