Case study of the use of rota re-design to make improvements around the delivery of education and training within core medical training (CMT). The trust engaged its junior doctors to understand what was needed to accommodate the new three-year curriculum requirements
Report from the Royal College of Physicians that aims to help doctors improve their professionalism in practical ways. The report focuses on seven key aspects of professional practice: doctor as healer patient partner team worker manager and leader learner and
Finds difficulties with the delivery of nursing apprenticeships. The rate of progress in the development of nursing degree apprenticeships has been slow. The Government expects over 400 nursing associates to progress to nursing degree apprenticeships from 2019, with this figure expected to grow, yet it
Report that indicates many doctors are considering career changes to step away from the heavy workload placed upon doctors in primary and secondary care. Around a third of 2,600 doctors surveyed are considering reducing their hours in the next three
This document is a full review of the General Medical Council’s latest annual national training surveys, which collate the views and experiences of more than 70,000 doctors in training and senior doctors who act as trainers. It found that while
This publication explores how ‘invitational’ learning environments can be created in clinical settings, and in doing so, poses two key questions: How do we create learning opportunities in the clinical workplace? How do we maximise the impact of these opportunities?
This national report for 2017/18, is a routine annual summary of the implementation and management of the Responsible Officer regulations as they relate to the healthcare organisations and doctors that connect to NHS England’s National Medical Director.
Report from BPP University School of Nursing looking at nurse recruitment. It finds while it is clear that NHS trusts are having to deal with budgetary pressures and a skills shortage which may be exacerbated by Brexit, they are also
Checklist designed to help recruitment and development of medical associate professions (MAPs) in NHS organisations, and support them to deliver excellent patient care.
White trainee doctors are applying for fewer consultant posts at the end of their training than black and minority ethnic (BME) trainees, but are more likely to be shortlisted and offered a post according to the 2017 survey reporting the
Report that finds the incidence of mental health problems among doctors is increasing alongside the growing demands and diminishing resources experienced in the healthcare sector. GPs, trainee and junior doctors appear to be particularly vulnerable, experiencing distress and burnout early in their career. The stigma associated with disclosing mental
Workforce census that shows only 3% of NHS histopathology departments have enough staff to meet clinical demand. The report identifies an approaching retirement crisis – a quarter of all histopathologists are aged 55 or over. Ensuring pathology services can cope with
Report that finds: The UK currently needs another 1,004 full-time diagnostic radiologists – by 2022 the shortfall will be at least 1,610, a third of the number of doctors needed to keep up with scanning workload NHS hospitals across the
NHS Employers infographic exploring different routes into nursing for employers. Until recently, the routes to developing registered nurses within the workforce have been limited, with the university degree being the main way to train this group of staff. The introduction of
This letter is to all CCG Clinical Leaders and Accountable Officers and is a reminder of their responsibility to commission training support for GP specialist registrars in the out of hours setting, in advance of guidance from Health Education England
Report that finds several key areas where progress is being made, including: promises of a state-backed medical indemnity for GPs in England more GPs in training than ever before the establishment of the NHS GP health service, which is highly rated
The framework for action translates the Global Strategy on Human Resources for Health: Workforce 2030 to the regional context. The overall goal of the framework is to accelerate progress towards achieving the population health objectives of Health 2020, and the
Toolkit is aimed at policy-makers, human resources for health (HRH) planners and professionals, and other stakeholders, such as education institutions and those implementing policy. It supports ‘Towards a sustainable health workforce in the WHO European Region: framework for action’, which adapts
The Global Strategy on Human Resources for Health: Workforce 2030 is primarily aimed at planners and policy-makers of WHO Member States, but its contents are of value to all relevant stakeholders in the health workforce area, including public and private
Guidance on safe medical staffing working party report aims to help those planning and organising core hospital medical services to answer the question: ‘How many doctors or their alternatives, with what capabilities, do we need to provide safe, timely and