Your Future Nurses: The Different Routes To Recruiting Your Workforce – NHS Employers

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

Top Tips for healthier providers of health-care in Merseyside and Cheshire: (Observatory Report series no.100) – University of Liverpool Public Health Observatory

Top tips for healthier providers of health-care aims to support organisations in focusing on the actions they can take to improve the health their patients, their staff, and the wider community that they serve. It builds on a previous report

GP Forward View: Assessment of progress Year 2 – Royal College of General Practitioners

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

Which digital skills do you really need?: Exploring employer demand for digital skills and occupation growth prospects – Nesta

Policymakers consider digital skills to be a top priority for investment. They are seen as offering people greater employability and job resilience. But are all digital skills created equal? Finds that demand for those digital skills which involve non-routine tasks,

The Public Health Burden of Alcohol and the Effectiveness and Cost-Effectiveness of Alcohol Control Policies: An evidence review – Public Health England

This updated review looks at the impact of alcohol on the public health and the effectiveness of alcohol control policies. It provides a broad and rigorous summary of the types and prevalence of alcohol-related harm, as well as presenting evidence for

Frequently asked questions on the NHS Workforce Race Equality Standard (WRES) – NHS England

These frequently asked questions have been produced to help support the understanding and use of Workforce Race Equality Standard (WRES).  

Promising practices for health and wellbeing at work: A review of the evidence landscape: (RAND RR2409) – RAND Corporation

Research demonstrates that the support of wellbeing in the workplace has a positive impact on staff, business and organisations. It includes benefits in terms of reduced absenteeism and presenteeism as well as improved productivity. Whilst the landscape of health and

Towards a sustainable health workforce in the WHO European Region: framework for action – World Health Organization Regional Office for Europe

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

The toolkit for a sustainable health workforce in the WHO European Region – World Health Organization

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

Global strategy on human resources for health: Workforce 2030 – World Health Organization

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

Review Body on Doctors’ and Dentists’ Remuneration: Forty-Sixth Report 2018 – Review Body on Doctors’ and Dentists’ Remuneration

Recommendations from the Review Body on Doctors’ and Dentists’ Remuneration on doctors’ and dentists’ pay in England, Wales, Scotland and Northern Ireland. It sets out the DDRB’s analysis of evidence given by relevant organisations and makes recommendations for doctors’ and dentists’ pay

Leadership in today’s NHS: delivering the impossible – The King’s Fund

King’s Fund survey data from 145 trusts shows that executive director vacancies in NHS providers are widespread.  Key findings include: 8 per cent of executive director posts are vacant 37% of trusts have at least one vacant executive director role,

The Government response to the Health and Social Care Select Committee Second Report of Session 2017-19, ‘The Nursing Workforce’ – Department of Health and Social Care

The government’s response to ‘The nursing workforce’ report sets out how the government is working with its arm’s length bodies to make sure the NHS continues to have the nursing workforce it needs, for patient and public benefit.

Common Core Principles to Support Self Care: Outcomes of the Self Care Programme ‘demonstration sites’ – full report – Skills for Health

Examines the impact of self-directed support activities in the three sites regarding team working, individual skills and attitudes and in terms of how their organisations (providers and commissioners) facilitate new ways of working in promoting self care. Finds, it does not appear that self care training

NHS Pay Review Body: Thirty-First Report 2018 – NHS Pay Review Body

This report sets out the NHSPRB’s analysis of evidence provided by relevant organisations and makes observations on the pay of NHS staff paid under Agenda for Change for 2018 to 2019. Executive Summary

The Automation Impact: Which, when and where? – Localis

Automation is a major point of debate in politics and policy. How it will happen, when it will happen and who will be affected are all contentious questions with multiple, often conflicting, answers. Cutting through the various arguments around automation

Double or quits: calculating how many more medical students we need: (Royal College of Physicians Briefing Paper) – Royal College of Physicians

Report that suggests while workforce planning is at best an inexact science, it is possible to make an informed estimate based on accurately understanding the three pillars of supply, demand and loss.  This report suggests 2,840 medical students are required per year for the next five years

General Practice Forward View snapshot infographic – NHS England

This infographic illustrates some of the key areas of progress, two years into the implementation of the General Practice Forward View programme.

Internal transfer scheme to improve nurse retention: University College London Hospitals NHS Foundation NHS Trust – NHS Improvement and NHS Employers

Case study looking at an initiative involving an internal transfer process: a fast-track for nurses interested in a sideways move, reducing the complexity and time taken to fill vacancies. The process was piloted for band 5 nurses in one department, and basic