Recruitment and retention plans
Absence of clear implementation timetables with measurable deliverables for recruitment and retention strategies.
16 items
1 source
9 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
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
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
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
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
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