Northamptonshire Healthcare NHS Foundation Trust (NHFT) have made significant improvements to their Workforce Race Equality Standard (WRES) indicators. They have done some great work to improve equality within their workforce. This is making a real difference in the working environment and the quality of care they provide.
Created by the Centre for Ageing Betteropens in a new window, these resources contain information about how to help this staff group to plan for their future, and to think about their future aspirations, wants and needs. By showing this level of support and compassion to staff in this group, leaders can increase the likelihood these members of staff will stay at work for longer.
In this series of case studies, we highlight what providers have done to take a flexible approach to staffing.
The case studies show different ways of organising services. They focus on the quality of care, patient safety, and efficiency, rather than just numbers and ratios of staff.
They illustrate how providers have redesigned services to make the best use of the available range of skills and disciplines. Or they found new ways to work with others in the local health and care system.
A new report has been launched which outlines recommendations to help modernise recruitment practices in your organisation.
The report includes tips on a wide range of topics, including encouraging equality and diversity through recruitment processes, advice on how to run assessment centres, and recommendations on how to advertise job roles and attract the right staff for your organisation
As part of the Autumn immigration rule changes, all medical practitioners have been added to the shortage occupation list.
Other roles that have been added include:
occupational therapists
psychologists
radiographers
speech and language therapists
all social workers.
There is no change for nurses, who have been on the list since 2018. Nurses will still require a resident labour market test (RLMT), whereas the newly added professions will not. The changes were accepted by the government in July this year following recommendations by the Migration Advisory Committee (MAC).
This case study shows how Cumbria, Northumberland, Tyne and Wear NHS Foundation Trust developed an approach to 'grow its own' nursing workforce, rather than rely exclusively on recruitment of existing nurses.
This resource provides extra support and examples of good practice to those organisations seeking further help with staff engagement — it was developed in partnership with NHS Employers.
The RCN has published a report outlining the evidence behind its calls for specific legal responsibilities for workforce planning and supply across the health and care system.
The report, titled Standing Up for Patient and Public Safety, follows the release of recent NHS figures showing there are now a record 43,617 vacant nursing posts in the NHS in England.
West Suffolk NHS Foundation Trust were competing for healthcare support workers (HCSWs) with larger, better-known hospitals nearby.
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In addition, a number of HCSWs were leaving as a result of being overwhelmed by the busy working environment. To mitigate this, the trust made efforts to prepare new starters more effectively in order to make them more resilient. As a result, the percentage of staff leaving employment within 12 months fell from 27% to 10%.
We have launched new guidance that outlines optional local measures that employers can take to support staff who are likely to be affected by pension tax issues.
On 7 August 2019, the government announced it will act to introduce pension changes to enable senior clinicians (ie those in a registered clinical profession) to take on additional clinical activities without incurring unexpected pension tax bills.
The Home Office has confirmed the immigration arrangements for EU citizens in the event that the UK leaves the EU without a deal.
The arrangements will apply to EU citizens and their family members who arrive in the UK after Brexit, on 31 October 2019, when free movement officially ends.
NHS Employers has published a new resource to support recruiting managers to follow best practice when an applicant declares a criminal conviction or when a conviction or caution is disclosed following a Disclosure and Barring Service (DBS) check.
Danny Mortimer, chief executive of NHS Employers, said: “We welcome this new consultation and the commitment from government to reform the scheme to address the impact of pension taxation on NHS staff, organisations and our patients.
We have developed a new employer toolkit, a series of videos, and a health passport to help you attract and retain disabled talent in your organisation.
These resources have been created with the input from NHS colleagues along with the views of disabled staff
New guidance is now available for employers of staff under the NHS terms and conditions of service (Agenda for Change) around occupational shared parental leave (section 15, England & Wales) and child bereavement leave (section 23, England & Wales).
Watch our new top tips for developing a reward strategy film to learn more about how taking a strategic approach to reward in your organisation can help you realise the full potential of your reward offer.