The free version of Hospify is available right now and is in daily use at over 150 clinical sites around the country including London North West University Healthcare Trust, County Durham and Darlington, University Hospitals North Midlands, Frimley Park and Lincolnshire Community NHS Trust. Hospify is also backed by Innovate UK, Wayra Velocity Health (in partnership with Telefonica and MSD Pharmaceutical), Kent Surrey Sussex AHSN and the UNISON and Managers in Partnership Unions.
A premium version of Hospify specifically designed for healthcare teams is also now available. Called the Hospify Hub, it features an online admin portal for onboarding staff, a web app that syncs with users’ phones, broadcast messaging/paging with document attachments and a survey and data collection tool.
Please email email@example.com for more details or visit hub.hospify.com to set up a Hub and give it a try for yourself.
This document outlines the seven Caldicott Principles to be adhered to with in all sectors of the NHS:
Principle 1 - Justify the purpose(s) for using confidential information.
Principle 2 - Don't use personal confidential data unless it is absolutely necessary.
Principle 3 - Use the minimum necessary personal confidential data.
Principle 4 - Access to personal confidential data should be on a strict need-to-know basis.
Principle 5 - Everyone with access to personal confidential data should be aware of their responsibilities.
Principle 6 - Comply with the law.
Principle 7 - The duty to share information can be as important as the duty to protect patient confidentiality.
In this report the CQC have seen much good and outstanding care, in particular around:
staff interactions with patients
leadership and engagement with staff and patients.
However, there were a number of areas where services needed to make substantial improvements:
This report is not exclusive to the NHS, they set out recommendations for all industries.
In this report, the APPG sets out its findings as follows:
The UK regulatory framework of whistleblower protection is complicated, overly legalistic, cumbersome, obsolete and fragmented.
The remedies provided by PIDA are mainly retrospective and largely not understood.
A general obligation for public and private organisations to set up whistleblowing mechanisms and protections is missing.
The definition of whistleblowing and whistleblowers is too narrow. Consequently, the protections set by the law apply only to a limited number of citizens and do not properly reflect existing working practice or protect the public.
As a result of the excessive complexity and fragmentation of the regulatory frame work, there is little public knowledge or understanding of the existing legal protections for whistleblowers.
That policy and procedure, while looking good on paper, bears no resemblance to actual practice.
There is a disconnect between what is understood to be and what is the role of the prescribed persons leading to confusion, mistrust on both sides and allowing crimes and other wrongdoing to escape scrutiny.
The cost of litigation is too great for most citizens and this is known and exploited by employers.