This conference focuses on the delivery of ambitions in the newly published NHS People Plan, and wider priorities for the health workforce.
It also takes place with:
intensification of the recruitment drive for health and social care staff
unprecedented personal and professional challenges for those working across the NHS in the face of the COVID-19 pandemic.
Assessing what will be needed for ambitions in the newly published NHS People Plan to be achieved, including:
improving health and wellbeing support for all staff
tackling discrimination and fostering a se
Online psychological toolkit for challenging times | from Scotland's National Wellbeing Hub
Staff wellbeing initiatives at adult acute care sites | from NHS Lothian
What we learned about improving frontline staff health and wellbeing | from The Mungo Foundation
Valuing our social care colleagues | from Blackwood Homes and Care
Can a wellbeing 'Extreme Team' promote patient safety? | from NHS Ayrshire & Arran
Going the extra mile for colleagues | from NHS 24
Many voices more powerful than one | from the Scottish Student Mental Health Nurse Forum
The Covid-19 pandemic has put the UK health and care workforce under unprecedented pressure. The workforce had been struggling to cope even before the pandemic took hold. Staff stress, absenteeism, turnover and intentions to quit had reached alarmingly high levels in 2019, with large numbers of nurse and midwife vacancies across the health and care system. And then the pandemic struck.
The impact of the pandemic on the nursing and midwifery workforce has been unprecedented and will be felt for a long time to come. The crisis has also laid bare and exacerbated longstan
This resource is intended to help leaders guide conversations with colleagues to:
Provide and elicit needed information and problem-solving to ensure staff well-being and the best care possible
Use this time during the COVID-19 pandemic to break unnecessary rules and build more robust systems
Tap into creative solutions identified by staff for both immediate needs and in an ongoing way
Promote joy in work through healthy relationships and environments that support teams and personal growth while diminishing, as much as possible, current and future stress
In using th
Freedom to Speak Up Guardians are required to record all cases of speaking up that are raised to them. Your records:
help you keep track of individual cases
promote consistency in the handling of cases
provide a measure of the speaking up culture in your organisation and the use of the Freedom to Speak Up Guardian route
act as a source of intelligence enabling trends in, and barriers to, speaking up to be identified.
Cases should be recorded:
in a consistent and systematic way
with due regard for confidentiality
in compliance with lo
Whilst the principle aim of the guide is to support Guardians’ training needs, reflective practice and self-development, it could also be useful for:
Regional and National Networks who might like to use the resources to support a local conversation about aspects of good practice
Induction and other training programmes, for which the guide provides easily accessible materials to use and download.
Organisations keen to support their Guardians by understanding the nature and complexity of the role.
Informing Guardian’s organisational appraisals and PDPs.
The Guide offe
Actions the National Guardian's Office will take:
Improve the office’s offer of support and guidance.
Further enable existing guardians to support each other.
Take positive action to support guardians in trusts with less positive speaking up cultures.
Improve understanding of the impact of the guardian role, and Freedom to Speak Up culture in the NHS .
Develop governance arrangements and explore further the office’s standing and role in the wider system.
Increase reach into the primary care landscape.
Join-up cross system drivers for improving fre