This toolkit aims to educate and empower staff to improve professionalism within their workplace, helping organisations move towards making the NHS the best place to work. The toolkit is based on tried and tested work undertaken by Hull University Teaching
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,
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.
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
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.
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
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
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