Clinical psychology

  • ​Clinical psychologists are psychologists with an area of practice endorsement and are trained in the assessment, diagnosis and treatment of mental illnesses and psychological problems in children and adults and deliver a range of evidence-based interventions. "They hold particular skills for applying psychological theory and scientific research to solve complex clinical psychology problems requiring individually tailored interventions" (APS College of Clinical Psychologists). NSW Health also employs other endorsed psychologists such as clinical neuropsychologists, forensic psychologists and educational and development psychologists.
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    Workforce characteristics for NSW Health clinical psychology workforce in 2040

    1260
    Headcount

    86.7%
    Female

    27.2
    Work hours per week

    42.4
    Years average age

    8.7%
    Future 60+

    3.4%
    Aboriginal workforce target

    ​​Demand is expected to grow 1.6% (low demand scenario) to 1.9% (high demand scenario).


    *Significant career opportunities

    ​​Workforce modelling indicates the need to grow the NSW clinical psychology workforce by around 14 to 19 new professionals per annum to meet community need in 2040 across both demand scenarios.


    Projected FTE growth for NSW Health clinical psychology workforce to 2040

    20212022202320242025202620272028202920302031203220332034203520362037203820392040
    High Demand644657669692714733752768784798811824836847857867877885893901
    Status Quo644657669678687695704711718725731737743748754759764768772776
    Low Demand644657669688706722737752764776787798808818827835843851858864

    Workforce characteristics for NSW Health clinical psychology workforce in 2021

    900
    Headcount

    26.19
    Work hours per week

    43.84
    Years average age

    83.7%
    Female

    3.4%
    Aged 60+

    0.6%
    Aboriginal

    Metropolitan Sydney

    654
    Headcount

    25.6
    Work hours per week

    43.2
    Years average age

    1.9%
    Aged 60+

    Non-Metropolitan Sydney

    274
    Headcount

    27.3
    Work hours per week

    45.4
    Years average age

    1.5%
    Aged 60+

    Clinical psychology junior entrant positions into NSW Health

    Year20172018201920202021
    Graduates41
    		72617569

    Workforce distribution for NSW Health clinical psychology workforce in 2021

    The geographic distribution of the public workforce by local health district/network, by facility and per 100,000 population.

Legends

Per local health district

0 1-25 26-50 51-75 76-100 100+

Per 100,000 population

0 1-5 6-10 11-15 16-20 20+

Per facility

0 1-25 26-50 51-75 76-100 100+

Other networks

  • Sydney Children's Hospitals: 50 to 100 | 1 to 10 per 100,000
  • Enable NSW: 0 | 0 per 100,000
  • Justice Health and Forensic Mental Health: 1 to 20 | 50 to 100 per 100,000

  • Workforce considerations

    • Population demographics and increasing complex health and social needs which includes our older Australians; people with histories of psycho-social distress or trauma; people with disability and people at risk of violence and harm may increase demand for clinical psychology workforce.
    • New government funding initiatives, services, and policy reform will influence the clinical psychology role and the way clinical psychology models of care are delivered in NSW Health.
    • Natural disasters, pandemics and economic factors increase psychosocial issues in the community and demand on the clinical psychology workforce.
    • Improvements in data capture and demand (met and unmet) is a prioritised need for the workforce.
    • Growing the Aboriginal psychology workforce is seen as a priority under the ‘Good Health Great Jobs’ framework, and investment in workforce pipelines needs development.

    Notes

    • Data included is limited to the workforce employed under the relevant health professional award.
    • Specialty health networks are not displayed geographically in the workforce distribution maps.
    • LHD/SHN may engage in sessional arrangements in selected circumstances.
    • Workforce that cannot be aligned to a physical location have been attributed to a pre-determined facility within each LHD/N. This may impact on Headcount shown at these facilities within the distribution map.
    • NSW Health does not make any representations or warranties whether expressed or implied with respect to the accuracy and completeness of the information contained in the fact sheet.

    Note: The inclusion of added qualitative inputs within career opportunities varies from standard modelling methodology calculations and hence differs to standard modelling outcomes.


Current as at: Monday 29 May 2023
Contact page owner: Workforce Planning and Talent Development