United Kingdom
Maternity Workforce Resource Pack
This pack contains workforce planning checklists, together with case studies and frequently asked questions (FAQs) that other organisations have developed to solve common issues. This pack includes examples of good practice and the contact details of teams working in maternity services to enable organisations to follow up any issues raised. [from introduction]
- 5341 reads
Comparison of a Web-Based Package with Tutor-Based Methods of Teaching Respiratory Medicine: Subjective and Objective Evaluations
The aim of this study was to establish whether a web-based package on the diagnosis of respiratory disease would be as effective and as acceptable to final year medical students as tutor-led methods of teaching the same material. [from abstract]
- 1744 reads
Midwives' Competence: Is It Affected by Working in a Rural Location?
Rising health care costs and the need to consolidate expertise in tertiary services have led to the centralisation of services. In the UK, the result has been that many rural maternity units have become midwife-led. A key consideration is that midwives have the skills to competently and confidently provide maternity services in rural areas, which may be geographically isolated and where the midwife may only see a small number of pregnant women each year. Our objective was to compare the views of midwives in rural and urban settings, regarding their competence and confidence with respect to competencies identified as being those which all professionals should have in order to provide effective and safe care for low-risk women.
- 7709 reads
Internationally Recruited Nurses in London: a Survey of Career Paths and Plans
The paper reports on a survey of recently arrived international nurses working in London, to assess their demographic profile, motivations, experiences and career plans. [from abstract]
- 2104 reads
Good Practice in Managing the Use of Temporary Nursing Staff
This good practice guide is intended as a practical guide for trust boards and managers to help them to use temporary nursing staff effectively. The guide comprises a narrative of the salient points in the use and management of temporary nursing staff and includes a number of good practice checklists. It also provides case studies drawn from study visits and the work of the Department of Health’s National Agency Staffing Project. [from preface]
- 2534 reads
National Workforce Plan 2006
The purpose of this document is primarily to articulate and describe workforce supply. The aim of this is two-fold. First, it will help NHS Boards and other employers to understand where their future workforce is likely to come from and second, it provides a vehicle for setting medical, dental and nursing training numbers and helps inform education providers about future workforce needs and likely supply pathways. This is turn will impact the workforce itself, thus workforce planning and development is a continual cyclical process. [from introduction]
- 1572 reads
Framework for Developing Nursing Roles
The NHS in Scotland is facing unprecedented change and is looking to transform existing models of health care. It also reinforces that improvements in healthcare will be achieved by new and more efficient ways of working, such as using the skills of nurses and allied health
professionals to take on more roles and give patients more choice. This document presents a generic framework to guide the development of new roles. It can be used to assist in the planning process to ensure that roles are needs led, meet governance requirements, are sustainable, as well as ensuring that the development is supported by the whole team thus ensuring its success.
- 2130 reads
Outcomes of Variation in Hospital Nurse Staffing in English Hospitals: Cross-Sectional Analysis of Survey Data and Discharge Records
Despite growing evidence in the US, little evidence has been available to evaluate whether internationally, hospitals in which nurses care for fewer patients have better outcomes in terms of patient survival and nurse retention. The objectives of this article are to examine the effects of hospital-wide nurse staffing levels (patient-to-nurse ratios) on patient mortality, failure to rescue (mortality risk for patients with complicated stays) and nurse job dissatisfaction, burnout and nurserated quality of care. [from abstract]
- 2850 reads
UK Wide Workforce Planning Competence Framework
This framework encompasses the healthcare workforce planning skills and competences required at both strategic and operational level, for all types of staff, including chief executives, directors, clinicians, service development managers, ward managers, workforce planners, and contributes to the building of capability in human resource management identified in the HR in the NHS Plan. [publisher’s description]
- 2374 reads
International Recruitment of Nurses: Policy and Practice in the United Kingdom
This article synthesizes information about nurse migration into and out of the United Kingdom in the period to 2005, and assesses policy implications. [from abstract]
- 2420 reads
Black and Minority Ethnic and Internationally Recruited Nurses: Results from RCN Employment/Working Well Surveys 2005 and 2002
In order to help improve Royal College of Nursing understanding of the employment experiences of internationally recruited nurses and UK trained black and minority ethnic (BME) nurses, the RCN commissioned a secondary analysis to draw together commentary and analysis from previous surveys.
- 2027 reads
At Breaking Point: a Survey of the Wellbeing and Working Lives of Nurses in 2005
The RCN commissioned a survey of 6,000 members in 2000 to explore nurses’ wellbeing and working lives. The results subsequently helped shape RCN policy and materials for members on topics such as bullying and harassment, violence, needlestick injury and employee-friendly working practices. Five years later, the RCN has commissioned a second survey looking at a similar range of issues. This report documents the findings of that survey, and describes differences between the 2000 and 2005 survey findings. [introduction]
- 3048 reads
New Role, New Country: Introducing USA Physician Assistants to Scotland
This paper draws from research commissioned by the Scottish Executive Health Department (SEHD). It provides a case study in the introduction of a new health care worker role into an already well established and ‘mature’ workforce configuration. It assesses the role of USA style physician assistants (PAs), as a precursor to planned ‘piloting’ of the PA role within the National Health Service (NHS) in Scotland. The evidence base for the use of PAs is examined, and ways in which an established role in one health system (the USA) could be introduced to another country, where the role is ‘new’ and unfamiliar, are explored.
- 2171 reads
Retention Strategies for Nursing: a Profile of Four Countries
A seven-point framework was used to analyze retention strategies in four countries: Uganda, the United Kingdom, Canada, and Thailand. This framework draws upon available country data and includes GDP and investment in health, mix of private/public investment, international migration, health policy frameworks, countrywide strategies, provincial/regional strategies, and professional associations/regulatory bodies. Comparison of the countries demonstrated that progress has been made in nurse retention. [from executive summary]
- 4700 reads
Worlds Apart? the UK and International Nurses
This commentary examines the significance of international links as a major contributor to growth of the nursing workforce in the UK, and also highlights more recent indicators of a rapid decline in international nurses registering in the UK. [from introduction]
- 1624 reads
Guidance for Mentors of Student Nurses and Midwives: an RCN Toolkit
This Royal College of Nursing (RCN) publication is designed to assist you in your role as a mentor to pre-registration nursing and midwifery students. It outlines your responsibilities alongside those of the student, higher education institutions (HEIs) and placement providers. [introduction]
- 16703 reads
Success with Internationally Recruited Nurses: RCN Good Practice Guidance for Employers in Recruiting and Retaining
This guidance sets out some of the key issues faced by IRNs, and suggests good practice for managers in overcoming these problems to create a new workforce whose wellbeing and professional status is at the forefront of recruitement policies. [from introduction]
- 2867 reads
International Recruitment of Nurses: United Kingdom Case Study
This paper assesses the reasons for recent growth in recruitment of registered nurses from other countries to the United Kingdom (UK). It aims to examine trends in inward recruitment of nurses to the UK, assess the impact of free mobility of registered nurses in the European Union from a UK perspective, examine the impact of the introduction of ethical guidelines on international recruitment of nurses to the UK, and explore the reasons why registered nurses are internationally mobile. [from introduction]
- 3367 reads
Information Needs of Nurses: Summary Report of an RCN Survey
This report summarizes a UK-wide survey to find out what information nurses, health visitors,midwives and health care assistants need to support their practice and lifelong learning. [adapted from author]
- 2017 reads
Here to Stay? International Nurses in the UK
The Royal College of Nursing commissioned this report into the employment policy and practice implications of the rapid growth in the number of internationally recruited nurses working in the UK. [from summary]
- 2812 reads
Nursing Workforce Profile
This yearly profile is a summary of statistics about the nursing workforce in Canada, Denmark, Germany, Iceland, Ireland, Japan, New Zealand, Norway, Sweden, UK and USA.
- 7621 reads
Guidelines on Workplace Violence in the Health Sector: Comparison of Major Known National Guidelines and Strategies: United Kingdom, Australia, Sweden, USA (OSHA and California)
The present study reviews and analyses major known national guidelines and strategies for prevention and management of workplace violence. The purpose is to get a detailed picture of strategies recommended, a better knowledge on existing guidance for employers and employees. Another objective is to obtain information on the implementation processes and the impact of the reviewed guidelines. Identification of good practices as well as gaps shall serve as a basis for lessons learnt for the development of future guidance materials.
- 10838 reads
London Calling? International Recruitment of Health Workers to the Capital
London is more reliant than other parts of England on the international recruitment of health professionals. This raises several questions. How can employers support and develop such a diverse workforce? How can they retain hard-won international health care staff in the face of increasing international competition? And is it ethical to recruit workers from developing countries experiencing their own shortages? This research summary profiles the capital’s international health care workforce for the first time, with case studies detailing the experiences of three London NHS trusts.
- 2865 reads
Internationally Recruited Nurses in London: Profile and Implications for Policy
The main objectives of this paper are to report on the country and demographic profile, motivations, experiences and career plans of recently recruited international nurses working in London, and to give a detailed insight into why they have come to the UK, and what are their future intentions. In order to put these findings in context, the paper also outlines the overall trends in numbers of nurses coming to the UK, and examines the policy context in which international recruitment activity has been conducted. [from introduction]
- 2510 reads
Grow Your Own: Creating the Conditions for Sustainable Workforce Development
Since 2000, [National Health Service] NHS workforce policy has focused on increasing the size of the health care workforce. However, as financial investment in the NHS slows down, expanding capacity by simply increasing workforce numbers is no longer viable. Instead, alternative approaches are needed to develop a sustainable workforce that is flexible enough in its work practices to manage the complex changes facing the NHS. ‘Grow-your-own’ workforce approaches have the potential to address some of these challenges.
- 3105 reads
We Need Respect: Experiences of Internationally Recruited Nurses in the UK
The Royal College of Nursing (RCN) commissioned this report into the experiences of internationally recruited nurses (IRNs) working in the UK. The study explores the motivations and experiences of IRNs in order to understand why overseas nurses come to work in the UK, what experiences they undergo and whether they plan to stay in the UK, return to their countries of origin or go to another country to work after a short period. [from executive summary]
- 18495 reads
Skills Drain of Health Professionals from the Developing World: A Framework for Policy Formulation
This paper should be read in association with its companion paper on migration and human rights (Bueno de Mesquita and Gordon 2005). Our aims are conceptual and agenda-setting. In essence, we argue that current policy responses to migration of health professionals from low income developing countries underestimate the pressures and misidentify the reasons for rising migration, overestimate the impact of recruitment policies on migration flows while ignoring unintended side effects, and mis specify the ethical dilemmas involved.
- 3142 reads
Recognising, Understanding and Addressing Performance Problems in Healthcare Organisations Providing Care to NHS Patients
Measuring, managing and improving organisational performance are key considerations for individuals and teams charged with the responsibility for leading and managing NHS organisations. These are issues that are addressed by this resource, which has been developed specifically to support managers and leaders of NHS organisations to identify and act upon signs of performance decline and failure. [from executive summary]
- 2641 reads
HR High Impact Changes: An Evidence Based Resource
This document is designed as a resource to support the 10 High Impact HR Changes as outlined in “A National Framework to Support Local Workforce Strategy Development.” These include: support and lead effective change management; develop effective recruitment, good induction and supportive management; develop shared service models and effective use of IT; manage temporary staffing costs; promote staff health and manage sickness absence; promote job and service re-design; develop and implement appraisal; involve staff and work in partnership to develop good employee relations; champion good peop
- 2922 reads
Dual Job Holding by Public Sector Health Professionals in Highly Resource-Constrained Settings: Problem or Solution?
This paper examines the policy options for the regulation of dual job holding by medical professionals in highly resource-constrained settings. It draws on the limited evidence available on this topic to assess a number of regulatory options in relation to the objectives of quality of care and access to services, as well as some of the policy constraints that can undermine implementation in resource-poor settings. [from abstract]
- 5901 reads