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Found 86 results
  1. Content Article
    The Gloucestershire Hospitals NHS Foundation Trust combined learning from Nottingham’s model and project meetings with education and operational colleagues to determine what would work best for newly qualified staff in Gloucestershire. This programme offered the trust’s most talented newly qualified recruits leadership development, including a diploma in leadership and management, quality improvement training, leadership coaching, facilitated action learning sets and mentoring opportunities with the Chief Nurse. It also resulted in improvements to retention, with all fellows reporting the
  2. Content Article
    The growing global evidence that Anne Marie and academic colleagues have gathered shows we need more nurses, with the right skills and support, if we want to reduce patient mortality and improve nurses’ wellbeing. The RCN has used this research to create the aims of its safe staffing campaign and to tell all four UK governments what nurses and patients need now.
  3. Content Article
    MEs are a key element of the death certification reforms, which, once in place, will deliver a more comprehensive system of assurances for all non-coronial deaths, regardless of whether the deceased is buried or cremated. MEs will be employed in the NHS system, ensuring lines of accountability are separate from NHS Acute Trusts but allowing for access to information in the sensitive and urgent timescales to register a death. This case study outlines the approach of South Tees Hospitals NHS Foundation Trust as one of the early adopter sites. To date, the following learning points have
  4. News Article
    Family doctors are under intense pressure and general practice is running on empty, warns the Royal College of GPs (RCGP). It says severe staff shortages are causing "unacceptable" delays for patients in England. In a letter to Health Secretary Matt Hancock, its chairman says ministers must take urgent action to deal with the lack of GPs. The government said it had recruited a "record number" of GP trainees. Ministers are committed to recruiting 6,000 more GPs in England by 2025. Prof Martin Marshall, who took over as RCGP chairman in November, says GPs are struggling with an es
  5. Content Article
    What will I learn? The report identifies 10 lessons to support providers and commissioners seeking to adopt this new approach: Start by focusing on a specific population. Involve primary care from the start. Go where the energy is. Spend time developing shared understanding of challenges. Work through and thoroughly test assumptions about how activities will achieve results. Find ways to learn from others and assess suitability of interventions. Set up an ‘engine room’ for change. Distribute decision-making roles. Invest in workforce d
  6. Content Article
    Key Points: Analysis of the NHS staff profile and trends in England in 2018 largely confirms the trends identified in our previous reports, showing an ongoing deterioration for some key staff groups. The past year has seen modest growth of 1.8% in the total number of full-time equivalent (FTE) staff. However, this is against a backdrop of more than 100,000 vacancies reported in total by trusts, including more than 41,000 vacant nursing posts. Staffing in some key areas is a problem. The number of GPs is falling, as is the number of nurses and health visitors working in commu
  7. Content Article
    The full impact of COVID-19 has not yet been realised, but what we do know is that we have been navigating with no roadmap or star to guide us. In terms of the three psychological phases of a crisis, we have worked through the initial state of ‘emergency’ where we have had (largely) shared goals and an urgency that made us feel energised, focused and even productive. However, this phase feels like it is in its descendancy and most of us are now in the next phase of ‘regression’ where the future feels uncertain and we have lost that sense of purpose. In my work with colleagues from across
  8. Content Article
    There are three work programmes to explore workforce retention and configuration in healthcare. The first programme will combine and align multiple large datasets from 20 NHS trusts across secondary care and mental health and 10 ambulance trusts. This will enable the analysis of multiple variables and their effect on workforce retention, and how these variables, in combination with workforce retention, subsequently impact patient outcomes. The second work programme will involve designing and testing an infrastructure for the routine extraction, combination and analysis of these large
  9. Content Article
    Among the results reported by the Scan4Safety demonstrator sites, were: the release of 140,000 hours of clinical time back to patient care non-recurrent inventory reductions of £9m recurrent inventory savings worth nearly £5m across the six trusts.
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