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 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
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
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,
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
This letter provides details of the General Practice Pay Awards 2018/19.
These frequently asked questions have been produced to help support the understanding and use of Workforce Race Equality Standard (WRES).
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
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
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
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’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.
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
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
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
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
This infographic illustrates some of the key areas of progress, two years into the implementation of the General Practice Forward View programme.
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