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,

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.

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

Encouraging hiring of returners: an email trial: Research report – Government Equalities Office

A report on the findings of a trial to understand how different email messages to employers can influence interest in engaging people who are returning to work.

Redesigning Care Delivery: Building The Team Around The Patient: Chesterfield Royal Hospital NHS Foundation Trust – NHS Employers

Case study from Chesterfield Royal Hospital NHS Foundation Trust on approach that uses team structure redesign wrapped around patient care to facilitate the adoption of assistant practitioners.  The approach involved staff involvement, piloting the new structures and a recognition that cultural

Start Well: Stay Well – a model to support new starters: Cambridge University Hospitals NHS Foundation Trust – NHS Employers

The Start Well: Stay Well model formalises the approach to meeting, greeting and supporting all new starters. It engages with new starters at various touch points, including on appointment and before they arrive at CUH as part of the on-boarding process. A key

Global Future: Our International Health Service – Our Global Future

Report that looks at future staffing in the NHS following the Brexit referendum. It identifies that the NHS is finding it increasingly difficult to attract the clinical staff it needs from the EU. The number of EU nurses is already

Local General Practitioners Retention Fund: Guidance for NHS England regional and local office teams – NHS England

This guidance document sets out the availability of new funding in 2018/19 to further support delivery of the commitment set out in the General Practice Forward View (GPFV) to ensure an additional 5,000 extra doctors working in general practice by 2020.