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Showing results for tags 'Workforce management'.
Found 598 results
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Content ArticleIn this HSJ article, workforce correspondent Annabelle Collins looks at the workforce issues facing the NHS as the Omicron variant of Covid-19 spreads rapidly across the UK. She highlights that staff absences are at their highest since March 2020, with the situation particularly worrying in London, where 1 in 13 doctors are currently off sick. The author discusses the role of PPE in protecting staff and reducing absences and quotes Patient Safety Learning's Chief Executive Helen Hughes, who highlights "inconsistencies" in the UK approach, saying the IPC guidance needs to be “urgently updated” so HEPA/FPP3 masks are provided for NHS staff, in line with World Health Organization recommendations: “Today the World Health Organisation is issuing updated guidance for health workers, recommending the use of either a respirator or a medical mask, in addition to other personal protective equipment, when entering a room where there is a patient with suspected or confirmed covid.” The article also examines the government's lack of workforce plans and the Treasury’s unwillingness to publish workforce predictions, despite repeated calls for them over the past few years.
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Content Article
Implementing a District and Community Nursing workload tool, to determine safe staffing levels and skill mix in a community care provider organisation. An economic assessment of potential benefits for workforce planning (February 2016)
Patient Safety Learning posted an article in Safe staffing levels
Achieving safe district and community nurse caseloads, staffing levels and skill mix in order to deliver the increasing demand for care close to or in the home are a key challenge for primary and community care organisations in the UK. However there is a national crisis in relation to robust workforce evidence due to a lack of tools available to capture the complexity of care being delivered in different geographical locations to meet rural and urban patient population need. This paper presents a case study to illustrate the potential benefits of implementing Cassandra, a community workload analysis tool in one community provider organisation in the south of England. The Cassandra tool provides potential to: i) model the multidimensional complexity of care in different contexts and populations; ii) develop a potential blueprint for robust monitoring of decisions related to safe caseloads, staffing levels and skill mix; iii) when triangulated with other metrics, provides additional value to organisations as it enables an accurate picture to be created to monitor safe caseload, staffing levels, skill mix and competence and impacts on quality of patient care and commissioning of services in different geographies. As a place based demand tool this offers real opportunity to improve the evidence base of workforce planning and development driven by the needs of community populations. -
Content ArticlePandemic and backlog pressures may make candour more challenging but do not make it any less essential, the panel at a recent HSJ webinar argued.
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Content ArticleIn this explainer from the Nuffield Trust, Billy Palmer and Lucina Rolewicz take stock of what is known and not known about the numbers of staff leaving NHS and social care roles, and the reasons given for moving on.
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Content ArticleThis review explores the experiences of international nurses recently recruited to the UK nursing workforce (1995–2007) and the implications for retention. Five main themes emerged from the review: motivation for migration, adapting to British nursing, experiences of first world healthcare, feeling devalued and deskilled, and vectors of racial discrimination. Although some positive experiences are described, significant numbers of nurses describe not feeling personally or professionally valued by the UK nursing establishment, common emotions expressed are disappointment and unmet expectations. This will have implications for job satisfaction and intention to leave or stay. If overseas nurses choose to leave the UK in large numbers, the health services could face a severe staffing shortage. It is important that we listen carefully to their experiences to help identify priorities for policy and practice aimed at improving job satisfaction for migrant nurses and articulating the value that they bring to UK nursing.
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Content ArticleThe District Nursing service typically serves a defined geographical population or neighbourhood. The service is provided in every village, town and city in the UK. It is a nurse-led service, with a team leader who normally holds an NMC recordable specialist practitioner qualification. These new workforce standards for District Nursing were developed by the Queen's Nursing Institute's International Community Nursing Observatory (ICNO) over the past eighteen months, led by its Director, Professor Alison Leary. They safety standards for the District Nursing workforce in the UK, setting out areas of risk and giving examples of major ‘red flags’ that require escalation.
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Content ArticleAs the impact of Long Covid is still very new and we are continuing to learn more about the condition every day, these NHS guidelines have been drafted to help our NHS line managers and leaders understand what Long Covid is and how they can support colleagues who are experiencing its symptoms. These guidelines include information about what Long Covid is, advice on HR elements such as sick pay and how to record Long Covid-related absence, as well as practical tips on the benefits of having regular health and wellbeing conversations with your teams to talk about Long Covid and reasonable adjustments that might need to be made to support colleagues to return to work.
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Content ArticleThis analysis by The British Medical Association (BMA) highlights that the health service has a shortage of hospital beds, and that occupancy rates consistently exceed safe levels. It states that bed capacity will be a critical limiting factor in the NHS recovery from the Covid-19 pandemic. The analysis looks at: NHS bed data compared to other countries. bed stocks over time. the impact of Covid-19. safety breaches. intensive care capacity.
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Content ArticleAn article* from Ehi Iden, hub topic leader, discussing the Nigerian healthcare workforce crisis.
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Content ArticleThis blog for The Kings Fund looks at how chronic excessive workload is damaging staff health, patient care and healthcare workers' long-term ability to provide high-quality and compassionate care for people in their communities. The authors argue that the issue of excessive workload is the major barrier preventing improvements in patient satisfaction, staff retention, financial performance and care outcomes.
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Content ArticleRichard Murray, Chief Executive of The King’s Fund, comments on the NHS elective recovery plan.
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Content ArticleStaff retention is a significant issue for ambulance services across the globe. Exploratory research, although minimal, indicates that stress and burnout, in particular, influence attrition within the paramedic profession. These need to be understood if their impact on retention is to be addressed.
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Content ArticleThis article, published in PLoS One, explores how occupational worker wellness and safety climate are key determinants of healthcare organisations' ability to reduce medical harm to patients while supporting their employees. A longitudinal study was carried out to evaluate the association between work environment characteristics and the patient safety climate in hospital units, and concludes that improvements in working conditions are needed for enhancing patient safety.
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EventuntilThe Cancer Care Conference will be a culmination of Public Policy Projects' year-long programme to develop the Cancer Care Delivery Plan, and will feature a broad range of high-level speakers who are key players in cancer care policy and delivery. This full-day in-person conference in London will give you a unique opportunity to take part in conversations that will shape a broad range of healthcare policy that aims to improve delivery of cancer care. The Conference will also feature delegates from NHS England, NHS trusts, cancer specialists, academics, patient advocacy groups and leading industry partners, providing a space to network and develop relations that can enable substantive improvements in cancer care. Key topics Improving prevention, screening and treatment practices Addressing inequalities in access and outcomes Delivering personalised care and precision medicine Effectively utilising technology and data to improve care Addressing workforce and resource challenges Register for the conference
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EventuntilThe workforce crisis engulfing the health and care system is well documented with the social care staff vacancy rate at its highest since records began and the overall morale of the NHS workforce declining for a second year with significant numbers intending to leave the sector. This King's Fund event will be showcasing projects and case studies aimed at encouraging others to explore innovative and positively disruptive approaches to meeting challenges facing the health and social care workforce. It will cover areas including recruitment, retention, wellbeing, and equity, diversity and inclusion. Sessions will aim to: encourage senior leaders in integrated care systems, providers, public health and social care to think about how innovation becomes possible and what it means to take similarly mould-breaking mindsets into their own organisations inspire and catalyse new, imaginative approaches to seize opportunities as workforce responsibilities are devolved consider the impact of innovative approaches and their potential to be scaled up and replicated by others across health and care. You will hear about how innovative ways of working can be developed into practical approaches in the following areas: recruitment – developing disruptive approaches, using digital tools such as apps and online selection, and how those in health and care have been working with partners across local authorities and the housing sector attracting young people into the workforce – how people and organisations across health and social care have been engaging directly with communities and providing accessible routes into health and social care careers retention – supporting career pathways and development for people in support roles, working across an organisation to increase a sense of belonging, and building effective multidisciplinary teams and team behaviours workforce health and wellbeing – supporting staff following workplace trauma, developing cultures that meet the core needs of staff, and embracing flexibility and new ways of working to help people thrive throughout their careers making a difference to equity, diversity and inclusion in the health and care workplace – by using courageous leadership challenge (at all levels) to disrupt systemic patterns present in the health and care sector, and when diversity has been used as a real strength to create change. Register
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EventuntilThe 2023 Mental Health Network Annual Conference and Exhibition will bring together over 130 senior leaders from the mental health, learning disability and autism sector for lively discussions on the future of services, to share good practice, horizon scan, and network with their peers. The next year brings a range of opportunities and challenges for mental health providers. Organisations are continuing to deliver services whilst facing unprecedented community need, workforce shortages and with the cost of living risking eroding the mental wellbeing of the wider population. Even with these challenges, 2023 presents a year of opportunities. This includes funding secured to continue to deliver the NHS Long Term Plan, a new landscape of integrated care, significant community transformation work underway, and key bills passing through parliament aimed at improving the policy environment mental health providers operate in. The Network’s members will once again come together to focus on the challenges and opportunities the mental health sector faces within the changing context. Register
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EventuntilThe provision of safe and quality care is the most fundamental principle to consider for patients in perioperative practice. Alongside this commitment, is the safety and welfare of all staff and visitors within the setting. Risk assessment, staffing ratios, competency and skill are crucial to ensuring that the intended outcome for patients is achieved as far as is reasonably practicable. The discussion will outline how this can be achieved utilising the recommendations by the Association for Perioperative Practice (AfPP). Learning outcomes: Understanding risk and the process of risk assessment in perioperative practice. The components of a safe perioperative environment. How to calculate a safe staffing model for your environment based on the AfPP standard. Register
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EventuntilThe Covid-19 pandemic has had a profound impact on our lives, including in how we work. While incredible efforts of health and care staff and voluntary and community workers were rightly valued and celebrated at the start of the pandemic, the scale of the workforce crisis in health and care continues to present a significant challenge for staff and leaders. Collaborative and inclusive leadership is key to successfully delivering good-quality care, as underlined by the recommendations from the Messenger Review. Bringing our humanity to the workplace can mean different things to different people, but a greater focus on developing relationships in teams and the practice of collaborative, inclusive and compassionate leadership will be critical in supporting people through recovery from the pandemic. But how can we encourage others to bring their full selves to work at a time of significant challenge?’ The King's Fund's tenth annual leadership and workforce summit provides an established forum for health and care leaders to come together to share their leadership and workforce challenges and to explore practical options to help address them. Register
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EventuntilSir Mike Richards’ review of diagnostics, Diagnostics: recovery and renewal, which was commissioned in response to recommendations in the NHS Long-Term Plan, outlined a new diagnostic model for services. The review identified key enablers to drive and deliver much needed to change to optimise diagnostic capacity and improve efficiency, along with the need for a major expansion of the workforce and improved connectivity and digitisation across all aspects of diagnostics. Demand for almost all aspects of diagnostics has been rising year on year. The public’s familiarisation with swab testing and testing closer to home through the Covid-19 has provided a strong launch pad to change the approach to diagnostics in response to this rising demand This King's Fund event will explore what can be learnt from the NHS reponse to Covid-19, how partners are working to reshape diagnostic pathways through community diagnostic centres, point-of-care testing and increasing workforce capability and capacity. Register
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EventuntilThe concerns about the state and stability of the NHS were deeply entrenched before 2020 and then of course the pandemic hit. The additional pressures and longer waiting times for appointments and treatment have only grown following a time when the NHS staff have experienced stresses like they never have before. The situation has led to increased fears of privatisation and increasing staff shortages as so many seek work elsewhere. But where does this leave our national health service and what does the future hold for a life saving institution which is struggling to survive itself? Join the Independent’s latest panel discussion as part of our virtual event series where our health correspondent Rebecca Thomas will ask a panel of experts including Dr Alexis Paton, director at the Centre for Health and Society, Hannah Barham-Brown, a GP and also deputy leader of the Women’s Equality Party and Dr Suzanne Tyler, RCM's Executive Director, Trade Union, about how they think the NHS can be healed and how it’s future can be secured. Register for the event
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EventuntilThe free, one-day, virtual conference will explore the themes and issues arising from the report recently published by the Authority, Safer care for all – solutions from professional regulation and beyond. It will be an opportunity to hear a range of views, debates and discussions about some of the issues in the report with the aim of moving towards solutions to support safer care for all. Safer care for all – solutions from professional regulation and beyond is the Authority’s contribution to the debate on some of the key patient and service user safety challenges within health and social care, drawing on insights from our role overseeing the ten health and care professional regulators and the Accredited Registers programme. Topics that we focus on within the report include: tackling inequalities regulating for new risks facing up to the workforce crisis accountability, fear and public safety. Register
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Community Post
Better use of data for medication safety in hospitals
Kenny Fraser posted a topic in Medicine management
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NHS hospital staff spend countless hours capturing data in electronic prescribing and medicines administration systems. Yet that data remains difficult to access and use to support patient care. This is a tremendous opportunity to improve patient safety, drive efficiencies and save time for frontline staff. I have just published a post about this challenge and Triscribe's solution. I would love to hear any comments or feedback on the topic... How could we use this information better? What are hospitals already doing? Where are the gaps? Thanks- Posted
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Community PostWay back in March I applied to re-join the NHS to help with COVID-19. I am a mental health nurse prescriber with an unblemished clinical record. I have had an unusual career which includes working in senior management before returning to clinical work in 2002. I have also helped deliver several projects that achieved nation recognition, including one that was highly commented by NICE in 2015, and one that was presented at the NICE Annual Conference in 2018. Several examples of my work can be found on the NICE Shared Learning resource pages. Since applying as an NHS returner. I have been interviewed online 6 times by 3 different organisations, all repeating the same questions. I was told that the area of work I felt best suited to working in - primary care/ community / mental health , specialising in prescribing and multi-morbidity - was in demand. A reference has been taken up and my DBS check eventually came through. I also received several (mostly duplicated) emails. On 29th June I received a call from the acute trust in Cornwall about returning. I explained that I had specified community / primary care as I have no recent acute hospital experience. The caller said they would pass me over to NHS Kernow, an organisation I had mentioned in my application. I have heard nothing since. I can only assume the backlisting I have suffered for speaking out for patients, is still in place. If this is true (and I am always open to being corrected) it is an appalling reflection on the NHS culture in my view. Here is my story: http://www.carerightnow.co.uk/i-dont-want-to-hear-anything-bad-whistleblowing-in-health-social-care/
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Content ArticleThis study in Intensive and Critical Care Nursing examined the association between safety attitudes, quality of care, missed care, nurse staffing levels and the rate of healthcare-associated infection (HAI) in adult intensive care units (ICUs). The authors concluded that positive safety culture and better nurse staffing levels can lower the rates of HAIs in ICUs. Improvements to nurse staffing will reduce nursing workloads, which may reduce missed care, increase job satisfaction, and, ultimately, reduce HAIs.
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Content ArticleGeorgia Stevenson discusses NHS England’s Long Term Workforce Plan, evaluating its potential to alleviate staffing shortages, enhance training routes, and ultimately improve care quality in maternity and neonatal services.
