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

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