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<p>Since the introduction of the qualification for rheumatological specialist assistants (RFA) by the German Society for Rheumatology (DGRh) and the Professional Association of German Rheumatologists (BDRh) in 2006, this advanced training has become an established component of rheumatological care. Although more than 2000 medical assistants have since completed the RFA qualification, only limited data have been available on their professional situation after completion of the program. The aim of the present nationwide online survey was to assess the current professional situation, areas of activity, job satisfaction and career paths of RFAs in Germany.</p><p>In October 2024 all graduates from 2006–2024 known to the Rheumatism Academy (Rheumaakademie, <i>n</i> = 677) were invited via email. A&#xa0;total of 263 individuals completed the questionnaire (response rate 39%), of whom 243 provided complete responses.</p><p>At the time of the survey 81% (<i>n</i> = 199/245) of respondents were still working as RFAs, mostly in rheumatology practices (71%). Independent RFA consultation hours were conducted by 44% (<i>n</i> = 86) of participants, with most offering their own appointments, using defined procedures and having separate consultation rooms available. The main reasons cited for leaving RFA work were high workload, lack of development opportunities, and insufficient recognition. Nevertheless, 96% of those who had left the RFA role remained employed in the medical field.</p><p>The results show that the RFA has become firmly established as a&#xa0;key component of rheumatological care in Germany; however, due to voluntary participation and limited reachability of all graduates, selection bias is likely and particularly RFAs no longer working in the profession may be underrepresented.</p><p>To sustainably strengthen and retain this professional group, structural improvements are necessary, especially legal clarification of delegable tasks, the establishment of reimbursement options for RFA consultation hours and the development of advanced qualifications and career pathways.</p>

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Berufliche Situation rheumatologischer Fachassistenzen (RFA, DGRh-BDRh) nach der Ausbildung

  • 期刊论文

  • 发表日期：

    2026年1月28日

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  • Florian Schuch,
  • Klaus Krüger,
  • Anna Voormann,
  • Dorothea John,
  • Luisa Martens,
  • Kirsten Hoeper

摘要

Since the introduction of the qualification for rheumatological specialist assistants (RFA) by the German Society for Rheumatology (DGRh) and the Professional Association of German Rheumatologists (BDRh) in 2006, this advanced training has become an established component of rheumatological care. Although more than 2000 medical assistants have since completed the RFA qualification, only limited data have been available on their professional situation after completion of the program. The aim of the present nationwide online survey was to assess the current professional situation, areas of activity, job satisfaction and career paths of RFAs in Germany.

In October 2024 all graduates from 2006–2024 known to the Rheumatism Academy (Rheumaakademie, n = 677) were invited via email. A total of 263 individuals completed the questionnaire (response rate 39%), of whom 243 provided complete responses.

At the time of the survey 81% (n = 199/245) of respondents were still working as RFAs, mostly in rheumatology practices (71%). Independent RFA consultation hours were conducted by 44% (n = 86) of participants, with most offering their own appointments, using defined procedures and having separate consultation rooms available. The main reasons cited for leaving RFA work were high workload, lack of development opportunities, and insufficient recognition. Nevertheless, 96% of those who had left the RFA role remained employed in the medical field.

The results show that the RFA has become firmly established as a key component of rheumatological care in Germany; however, due to voluntary participation and limited reachability of all graduates, selection bias is likely and particularly RFAs no longer working in the profession may be underrepresented.

To sustainably strengthen and retain this professional group, structural improvements are necessary, especially legal clarification of delegable tasks, the establishment of reimbursement options for RFA consultation hours and the development of advanced qualifications and career pathways.