NHS-qualified-nurse-supply-and-demand-survey-12-May1

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Table 1d Direct quotes from the survey – further supportSupport for Returnto Practice SchemesMore National initiatives aroundReturn to Practice.Some idea of whether there is aReturn to Practice population.Co-ordinated approach tocareers campaigns/recruitmentand retention initiativesMore secure funding for CPDfrom central NHS funds.Funding to support recruitmentinitiatives.Education and trainingMore flexible ways to train to bean RGN whilst in service.Directed ring fence funding forspecific post registration training.Return to Practice support. Innovative options for recruitment. Greater exposure to PaediatricOncology during training.Materials to use in targetingReturn to Practice.Return to Practice and rotationfunding.Increase in RTP course numbers.Financial support for return tonursing and adaptation courses.Further Return to Practiceprogrammes commissioneddirectly through HEE.National campaigning andcollective support arrangementsfor initiatives such as Return toPractice.Increased, continual andfinancially supported Returnto Practice schemes.Mental Health Return to Practiceprogrammes and nationalawareness raising/campaigns.More national recruitmentcampaigns to encourage movinginto nursing, return to practice etc.Open days and recruitmentinitiatives in rural areas to attractnurses who would like to live andwork in rural areas.Coordinated approaches acrosstrusts within regions, similar toDeanery arrangements.Links with local schools andcolleges to promote working inthe NHS.Generally, to promote medicalspecialities as a valuable careeroption.Better analysis of the impact ofpolicies such as pension changeson the profession.More emphasis on retention withflexible working arrangementssuitable for older workers in highpressure posts.National media coverage andadvertising campaigns to supportReturn to Practice similar to thePublic health nursing campaigns.Increased specialty training andsupport for older adult care.Investment in education andtraining to develop new roles.Development and registrationof new roles.Regional co-ordination ofplacements from Universitiesto allocate on need in line withdemand.We also require specific trainingprogrammes for HCAs to allowthem to take on additional dutieswhich will give a new skill mix.Review of nursing training toreturn to allocation by Trust toenable closer relationship withfuture workforce.Bursaries to support AssociatePractitioners in nurse trainingprogrammes.Backfill monies to supportsecondments to undertake nursetraining.24 May 2014NHS Qualified Nurse Supply and Demand Survey – findings
Support for Returnto Practice SchemesReturn to Practice provision whichis easy to access and flexible tomeet organisational needs.More attention to the fit of trainingplacements and support for RTPtogether with pre-registrationnursing.We do NOT anticipate benefittingfrom Return to Practiceprogrammes as we have not doneso in the past – many of our staffwho leave e.g. for children willwork locally rather than returnto work in London; and would notopt to return to a highly specialistworking environment if they havebeen out of the profession.Developing more Return toPractice courses for nurses whohave been out of the professionfor some time, our most local RTPorganisation is some miles awayand a more local provision mayattract local residents back intothe profession (we receive regularenquiries about RTP).Co-ordinated approach tocareers campaigns/recruitmentand retention initiativesNational advertising to attractnurses into training or Returnto Practice (like the military).Nationally drive initiativestowards substantive employmentaway from temporary resourcesolutions.For nurses free travel on all trainsinto and out of London, similar tothe Metropolitan Police.Further focus groups with nursesnationally to understand what wecan do nationally to attract nursesinto the service i.e. pay, flexibleworking, schools etc.Nationally I think there needs tobe something that promotes thenursing profession (it has receivedso much negative press recently).National initiatives (e.g. currentvalue based recruitment) havingdetail from a central hub, so eachemployer isn’t left to work out itsown way of doing something.Regional wide campaigns wouldsurely provide better economicand resourcing sense, value formoney – rather than competingwith neighbouring Trusts.Education and trainingDH instruction to requireuniversities to offer two intakesof nurses a year.Keep secondments to branch,the blanket removal of allsecondments has impacted onour workforce development plans.As a community trust it would bebeneficial if training providerscould cover more in relation toskill and competency of managingout of hospital care.That on completion of theirtraining, newly qualified nursesare expected to work a first yearin the hospital that provided theirtraining.It would be helpful to look atsponsorship of health careassistants to nurse training(something which has beenreduced in recent years).A national career developmentand competency based frameworkbringing into alignment KSF, bandspecific competencies and skillsfor health.Emphasis currently seems to beon pre-reg training (i.e. how manynurses are in the system) whenactually we need to be thinkingabout the increasing specialisationof nurses in order to care.May 2014 25NHS Qualified Nurse Supply and Demand Survey – findings
Page 3 and 4: Headlines——90 surveyed organisa
Page 5 and 6: CONTENTSPurpose6Method6Definitions6
Page 7 and 8: Health Education England Local Educ
Page 9 and 10: SECTION A - SUMMARY OF RESPONDENTSH
Page 11: SECTION B - NHS QUALIFIED NURSE STA
Page 14 and 15: SECTION C - NHS REGISTERED NURSE SU
Page 16 and 17: 2019Figure Figure 1.61.6. Hard Hard
Page 18 and 19: SECTION D - ACTIONS TO RESOLVE SUPP
Page 20 and 21: 17% Otherply shortagesce orkforce m
Page 22 and 23: Figure 2.3. Countries targeted for
Page 26 and 27: Support for Returnto Practice Schem
Page 28 and 29: International recruitment initiativ
Page 30: NHS EmployersThe NHS Employers orga

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