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

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International recruitment initiativesThat the Band 5 is recognised on the skillsshortage list.Support with coordination of overseas recruitment.Fast track and better joined-up routes to recruitoverseas staff, between NMC and UKBA.More fluid movement of registered nurses from EUand other non-UK countries.Support for programmes for overseas nurses whoneed to adapt to UK practices.Specialist areas like Paediatric Intensive care,theatres, Adult Intensive care, Transplant mustbe put back on the UK Border Agency ShortageOccupation List.We consider an adaptation programme for ouroverseas colleagues who are registered butcurrently work in Nursing Homes as carers as theirregistration is not recognised by the NMC.Recruitment of nurses from overseas is limited due toregisterable qualifications. The Nursing and MidwiferyCouncil (NMC) should review those countries, take intoaccount not just training experience, but additionalexperience and qualification gained, and length ofactual time practicing.Miscellaneous (other ideas)Continue with leadership development.Reducing cost of agency workers.More proactive involvement in workforce planningregionally.A local workforce forecasting tool.Region-wide initiatives to reduce use of agencies inlocal areas.Assistance to co-ordinate a regional approach andreduce competition within the NHS for the limitedsupply.Supply information covering the West Midlands tosupport workforce planning and resource planning.More intelligence about potential nurse supply innon-NHS organisations.Support from the commissioners and primary care tofurther support discharge of patients from the Acutehospitals will mean less staff in acute areas andpossibly more beds and staff in the community withdifferent skills.That the NMC improves the time it takes to registernewly qualified nurses.Greater visibility of workforce planning at all levelsorganisation – regional – national level.More emphasis from professional bodies and leadson competency, so that the issue around supply is notabout qualifications but competencies. Competenciesare more in the control of organisations,qualifications are not.It would help if newly qualified nurses that aresubsequently taken on at the Trust did not have togo through all their safer recruitment checks. Thesehave already been carried out by the University inquestion and should be transferred to the new postautomatically.28 May 2014NHS Qualified Nurse Supply and Demand Survey – findings
SummaryThe survey has provided data and analysis on aspects of supply and demandlevels and trends amongst the NHS qualified nurse workforce in England.Report authorNHS EmployersContact: NHS Employers, 2 Brewery Wharf, Kendell Street, Leeds, LS10 1JR0113 306 3000Date of issueMay 2014May 2014 29NHS 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 24 and 25: Table 1d Direct quotes from the sur
Page 26 and 27: Support for Returnto Practice Schem
Page 30: NHS EmployersThe NHS Employers orga

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

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