Recruitment and retention plans
Absence of clear implementation timetables with measurable deliverables for recruitment and retention strategies.
44 items
1 source
19 inquiries
Strongest theme matches
Mixed across source types and ranked by classifier confidence plus text match strength.
Inquiry recommendation
83match
8 - Develop recruitment and retention strategy
The University Hospitals of Morecambe Bay NHS Foundation Trust should identify a recruitment and retention strategy aimed at achieving a balanced and sustainable workforce with the requisite skills and experience. This should include, but not be limited to, seeking links with one or more other centre(s) to encourage development of specialist and/or academic practice whilst offering opportunities in...
Matched on
terms: recruitment, retention
Inquiry recommendation
62match
R98 - AHP and social care workforce recruitment
The DoH must devise ways to recruit and retain more allied health professionals and social care staff in the community for autistic people and people with learning disabilities.
Matched on
terms: recruitment
Inquiry recommendation
62match
R9 - Integrated workforce plans
Each facility or service should have an integrated workforce plan that includes all allied health professionals (AHPs) and all staff involved in patient care. This should be based upon the assessed needs of the service user and must include protected time for staff to consult with each other.
Matched on
terms: plan
Inquiry recommendation
62match
RHI-8 - Job-Specific Recruitment
A fundamental shift is needed in the approach used within the Northern Ireland Civil Service with regard to recruitment and selection for government jobs. This must involve an up-front assessment of the skills that are required to fulfil the specific role in question, rather than matching a person to a role according to an individual's grade and level...
Matched on
terms: recruitment
Inquiry recommendation
56match
COVID-M3.5 - Scale Up Urgent and Emergency Care
The UK government, Scottish Government, Welsh Government and Northern Ireland Executive, in conjunction with organisations responsible for delivering services, should plan for surge capacity in urgent and emergency care during a pandemic. Plans must ensure that there is sufficient workforce capacity and the ability to surge, including the number and type of staff required, recruitment and training provision....
Matched on
terms: plan, recruitment
Inquiry recommendation
53match
F191 - Recruitment for values and commitment
Healthcare employers recruiting nursing staff, whether qualified or unqualified, should assess candidates' values, attitudes and behaviours towards the well-being of patients and their basic care needs, and care providers should be required to do so by commissioning and regulatory requirements.
Matched on
terms: recruitment
Inquiry recommendation
48match
COVID-M6.8 - Voluntary Adult Social Care Workforce Register
The UK government should implement a voluntary workforce register for adult social care workers in England, in order to strengthen the professionalisation and recognition for those working in the care sector. This should be developed in conjunction with social care staff, providers, commissioners and oversight bodies. This should formalise the ongoing work to improve workforce progression and retention...
Matched on
terms: retention
Inquiry recommendation
48match
38 - Improve transport to and from Preston
To assist visiting by relatives and recruitment of staff there should be a considerable improvement in transport facilities to and from Preston and the surrounding area.
Matched on
terms: recruitment
Inquiry recommendation
48match
R102 - Centralised workforce intelligence function
DoH should establish a comprehensive, centralised workforce intelligence function, similar to those in the rest of the UK, within 12 months of the publication of this report. The learning disability service model must include a fully funded, comprehensive workforce model, together with a transition plan to enable the current workforce to deliver the new model.
Matched on
terms: plan
Inquiry recommendation
47match
MACP-66 - Require HMIC to inspect and report on police minority ethnic staff progress
That HMIC include in any regular inspection or in a thematic inspection a report on the progress made by Police Services in recruitment, progression and retention of minority ethnic staff.
Matched on
terms: recruitment, retention
Inquiry recommendation
44match
12 - Inspectorate scientific expertise review
The current review of NII should examine whether they are sufficiently equipped with scientific expertise to check the designs for the proposed plant (para 11.24).
Matched on
terms: plan
Inquiry recommendation
41match
8 - Monitor driver transfers and numbers trained
Railtrack and ATOC should monitor the transfer of drivers between operators and the numbers of drivers trained by each TOC and consider whether there are any safety implications involved (paras 5.5, 16.5).
Matched on
classifier match
Inquiry recommendation
41match
26 - Recruit social workers with local authorities
A strong group of social workers should be recruited in association with the Local Authority Social Service Departments of Preston County Borough and Lancashire County and services built up along the lines set out in Chapter 7.
Matched on
classifier match
Inquiry recommendation
41match
24 - Separate domestic and nursing duties
Domestic duties should, so far as possible, be separated from nursing duties and a special programme started for recruiting and training domestic workers.
Matched on
classifier match
Inquiry recommendation
41match
21 - Nursing staff selection and appraisal
Procedures for the selection and appointment of nursing staff (including internal promotions) should be brought into line with the recommendations of the Report of the National Nursing Staff Committee and a staff appraisal system, as recommended by that Committee, introduced as soon as possible. In particular, all posts at Ward Sister/Charge Nurse level or above should be advertised...
Matched on
classifier match
Inquiry recommendation
41match
10 - At least four new consultant psychiatrists
At least four new consultant psychiatrists should be appointed to Whittingham Hospital, with appropriate junior staff, and in making appointments the special needs of long-stay psychiatric and geriatric patients should be borne in mind. There will need to be an equitable reallocation of sessions to ensure that all consultants obtain a suitable variety of work.
Matched on
classifier match
Inquiry recommendation
41match
95 - SWSG to increase foster carers
SWSG should take urgent steps to assist all local Social Work Departments in a positive initiative to increase their stock of foster carers (17.33).
Matched on
classifier match
Inquiry recommendation
41match
94 - Recruit foster carers in Orkney
Orkney Islands Council should take immediate steps to recruit more foster carers within the islands (17.32).
Matched on
classifier match
Inquiry recommendation
41match
81 - Sufficient supply of safeguarders
All local authorities should explore the sufficiency of their supply of persons able and willing to serve in the capacity of safeguarders and if that supply is deficient should take steps to recruit a greater number and arrange training for them (17.13).
Matched on
classifier match
Inquiry recommendation
41match
FP37 - Recommendation 37
The training and use of specialist fingerprint photographers should be considered by SPSA.
Matched on
classifier match
Inquiry recommendation
41match
12 - Paediatric and perinatal pathologists
DHSC and NHS England must ensure that, by June 2033, there are 37 doctors in training posts as paediatric and perinatal pathologists, in line with the workforce requirement set out by the Royal College of Pathologists in the November 2025 Paediatric and Perinatal Pathology Workforce Report. The incentive scheme should remain in place and funded until at least...
Matched on
classifier match
Inquiry recommendation
38match
185 - Sufficient qualified staff
Local authorities should give serious consideration to securing that there is a sufficient number of staff with the appropriate qualifications to deal with the growing burden of work of suspected child abuse (19.21).
Matched on
classifier match
Inquiry recommendation
36match
22 - Fair representation in clinical academic posts
The appointment of clinical academics shall be approached with fair representation on each side reflecting the proposed split between clinical and academic sessions.
Matched on
classifier match
Inquiry recommendation
36match
179 - Skilled staff in every department
No Social Work Department should be without a sufficient proportion of its staff adequately skilled and knowledgeable in the identification, investigation and management of problems of child protection (19.14).
Matched on
classifier match
Inquiry recommendation
36match
85 - Independent race relations liaison officers
The Prison Service and the CRE should investigate the desirability and feasibility of race relations liaison officers being recruited from outside the Prison Service.
Matched on
classifier match
Inquiry recommendation
36match
R73 - Band 4 associate practitioners
Consideration should be given to enhancing the post of healthcare assistant by creating Band 4 associate practitioners in both hospital and community settings in order to increase the skills of those providing the majority of direct care, and also to provide a career pathway that will retain these staff. Such posts must be in addition to, and not...
Matched on
classifier match
Inquiry recommendation
36match
RHI-1 - Policy Skills Assessment
A new policy at its earliest stage should be subject to a rigorous process to determine whether the Northern Ireland devolved administration has (or is prepared to assign) the necessary skills and resources to deliver the policy safely and competently. The scope for economies of scale through working in partnership with another administration (for example a Westminster Department,...
Matched on
classifier match
Inquiry recommendation
34match
188 - Public support for social workers
The press and the public should give social workers the support which they need to continue in the work which the public requires of them (19.24-25).
Matched on
classifier match
Inquiry recommendation
34match
183 - Specialist courses in social work
Every encouragement and support should be given to the creation and development of specialist courses in social work in Scotland with the involvement of practitioners from all agencies (19.18-19).
Matched on
classifier match
Inquiry recommendation
34match
170 - Child protection as specialist area
The whole area of work in child protection requires to be seen as a specialist area to be undertaken by practitioners with specialist skills and knowledge with adequate training and support (19.5-6).
Matched on
classifier match
Inquiry recommendation
32match
75 - Standing contracts for railway experts
Standing contracts for the provision of consulting services by recognised railway experts should be amended to make provision for HMRI to require any appropriate individual to provide expert services for the immediate accident investigation, including the services of any appropriate laboratory or testing house (para 15.23).
Matched on
classifier match
Inquiry recommendation
32match
33 - Review building and engineering staff
The complement of building and engineering staff should be reviewed.
Matched on
classifier match
Inquiry recommendation
32match
22 - Service after retirement age
The extension of service after retirement age should be most carefully considered in each individual case and regularly reviewed.
Matched on
classifier match
Inquiry recommendation
32match
33 - Central resource for expertise and support
While practical assistance by way of extra staff may be obtained from geographically adjacent regions or failing that from other parts of Scotland (15.81) a central resource should be established to provide a high level of expertise for guidance, advice and support in particular cases where such assistance may be of service (15.70-79).
Matched on
classifier match
Inquiry recommendation
32match
93 - Crew numbers for standby vessels
As regards the appropriate numbers for the crew of standby vessels, the DoT should take into account the evidence given in the Inquiry when reviewing the code in this respect (para 20.50).
Matched on
classifier match
Inquiry recommendation
32match
BRIS-95 - Review incentives for senior clinicians in managerial roles, enabling return to practice
The professional and financial incentives for senior clinicians to undertake full-time senior managerial roles should be reviewed: the aim should be to enable senior clinicians to move into a full-time managerial role, and subsequently, if they so wish, to move back into clinical practice after appropriate retraining and revalidation.
Matched on
classifier match
Inquiry recommendation
32match
20 - National review of maternity care in challenging circumstances
There should be a national review of the provision of maternity care and paediatrics in challenging circumstances, including areas that are rural, difficult to recruit to, or isolated. This should identify the requirements to sustain safe services under these conditions. In conjunction, a national protocol should be drawn up that defines the types of unit required in different...
Matched on
classifier match
Inquiry recommendation
32match
RHI-17 - Professional Development
The Northern Ireland Civil Service should take steps to draw on best practice from other jurisdictions to provide more support for professions within the civil service. The Inquiry specifically recommends: (a) the establishment of a project management profession with a named senior leader and a comprehensive programme of professional development; and (b) the development of improved professional opportunities...
Matched on
classifier match
Inquiry recommendation
27match
BRIS-97 - Differentiate revalidation for managers maintaining clinical practice and those restarting after retraining
To facilitate the movement of clinicians in and out of managerial positions, the proposed systems for the revalidation (and re-registration) of doctors, nurses and professions allied to medicine should distinguish between professionals who are managers and also maintaining a clinical practice and those who are not. Those who are not maintaining a clinical practice should be entitled to...
Matched on
classifier match
Inquiry recommendation
27match
HIDD-93 - Adequately staff and resource the Railway Inspectorate for increased responsibilities
Government shall ensure that the Railway Inspectorate is adequately staffed and resourced to match the increased responsibilities incurred as a result of recommendations made in this Report.
Matched on
classifier match
Inquiry recommendation
27match
21 - Consider extending review to other rural services
The challenge of providing healthcare in areas that are rural, difficult to recruit to or isolated is not restricted to maternity care and paediatrics. We recommend that NHS England consider the wisdom of extending the review of requirements to sustain safe provision to other services. This is an area lacking in good-quality research yet it affects many regions...
Matched on
classifier match
Inquiry recommendation
23match
FENN-129 - Bring Railway Inspectorate to full establishment to fulfil safety responsibilities.
The Railway Inspectorate must be brought up to establishment to carry out its responsibilities under section 3 of the Health and Safety at Work etc. Act 1974.
Matched on
classifier match
Inquiry recommendation
23match
MACP-65 - Facilitate initiatives to increase qualified minority ethnic recruits in police services
That the Home Office and Police Services should facilitate the development of initiatives to increase the number of qualified minority ethnic recruits.
Matched on
classifier match
Inquiry recommendation
23match
CR3 - Regular assessment of assets and resources
There should be regular assessments by HM Coastguard of the adequacy of the available assets and human resources to respond to both current and reasonably foreseeable levels of small boat activity. Where the forecast level of resourcing need cannot be delivered within budget, the position must be escalated rapidly to the Department for Transport.
Matched on
classifier match