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.

Sleep-ins – A tipping point?: An independent survey to assess the impact of the sleep in pay crisis on the future of social care – Voluntary Organisations Disability Group

This report sets out the results from the independent survey to assess the impact of the sleep in pay crisis on the future of social care. It finds 30% of people are likely to have their services disrupted in the next year

The adult social care workforce in England – National Audit Office

This report considers the Department of Health & Social Care’s role in overseeing the adult social care workforce and assesses whether the size and structure of the care workforce are adequate to meet users’ needs for care now, and in

The risks to care quality and staff wellbeing of an NHS system under pressure – The Picker Institute

Report  jointly authored by The Picker Institute and The King’s Fund on the impact of pressure on staff as a result of the current pressures on the NHS.  It finds that staff experience was associated with sickness absence rates, spend on agency

Left to chance: the health and care nursing workforce supply in England – Royal College of Nursing

Report from the Royal College of Nursing that finds the current approach to workforce planning in England is fragmented and incomplete, with no clear national accountability for ensuring that nursing staff with the right skills arrive in the right parts of the health

Brexit and mental health – NHS Confederation Mental Health Network

This briefing outlines analysis relating to future workforce supply and legislation, research, regulation, cross border healthcare and public health.

The nursing workforce: Second Report of Session 2017–19: Report, together with formal minutes relating to the report – House of Commons Health Committee

Report from the House of Commons Health Select Committee that finds too little attention has been given to retaining the existing nursing workforce.  It finds there are many causes for the shortfall in the nursing workforce, including workload pressures, poor access to continuing professional

NHS Agency Staffing and the Impact of Recent Interventions: (Seminar Briefing 22) – Office of Health Economics

Report on an Office of Health Economics Seminar on NHS staffing markets and the use of temporary staff, specifically in the NHS provider sector, i.e. foundation trusts and NHS trust. (which include hospitals). It provides an overview of the NHS labour

Good work, wellbeing and changes in performance outcomes: illustrating the effects of good people management practices with an analysis of the National Health Service – What Works Wellbeing

This report illustrates the effect of good people management with an analysis of the National Health Service.  The report found Trusts that made the most extensive use of good people management practices were over three times more likely to have the

Retaining your clinical staff: a practical improvement resource – NHS Improvement

This improvement resource outlines key steps to improving retention of clinical staff. It has distilled our advice from interviews with trust HR directors, directors of nursing and medical directors.  It recognises that no one action will boost retention on its own – sustained action

The state of medical education and practice in the UK 2017 – General Medical Council

General Medical Council report that analyses data on the medical workforce across the UK. It identifies a raft of challenges facing the medical profession today against a backdrop of an increasing and older population, and highlights four priorities for the

Gender Pay Gap Report 2016 – 2017 – Department of Health

The gender pay gap shows the difference in the average pay between all men and women in a workforce. If a workforce has a particularly high gender pay gap, this can indicate that there may be a number of issues to deal

Sandwell and Birmingham Hospitals NHS Trust: Reward to Support Staff Retention – NHS Employers

NHS Employers case study that describes how Sandwell and West Birmingham Hospitals NHS Trust used reward strategically to improve staff retention and reduce spending on temporary and agency staff.

Facing the Facts, Shaping the Future: A draft health and care workforce strategy for England to 2027 – Health Education England

Health Education England draft strategy that sets out the current workforce landscape, what has been achieved since 2012, the work underway and describe an approach to shaping the face of the NHS and social care workforce for the next two