Resources

1052 resources

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  1. This guide is to support trusts with the 2018/19 data collection process and help improve electronic staff record (ESR) data quality.

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  2. Part of: Flexible working to support work-life balance , Health and wellbeing, rewards and benefits

    The Royal College of Emergency Medicine has produced guidance to help organisations engage and retain their emergency department (ED) workforce in an energised, positive and productive way ahead of winter.

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  3. This programme provides evidence-based knowledge and resources to help you improve the health and wellbeing of your people.

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  4. The ear, nose and throat (ENT) national report from the Getting It Right First Time (GIRFT) programme makes 23 recommendations to improve how ENT services can be delivered for patients through shorter stays, fewer admissions, fewer repeat visits and potentially shorter waiting times.

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  5. This strategy sets out a proposal for implementing collaborative imaging networks on a national basis across England, delivering better quality care, better value services for patients and providing NHS staff opportunities to develop their career and increase their productivity.

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  6. We have been working with the 29 identified pathology networks, allowing for the transformation of pathology services across the country.

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  7. Part of: Developing the national tariff

    We are seeking feedback on some of the most significant policies we are considering proposing for the 2020 national tariff.

  8. A guide to professional development opportunities and possibilities to support allied health professionals (AHPs) lead at all levels.

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  9. Acute frailty services are for patients with an acute illness or injury who may have other age-related health concerns which can significantly impact on their clinical needs and recovery.

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  10. This remuneration structure seeks to align the remuneration for chairs and non-executive directors of NHS trusts and NHS foundation trusts.

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  11. One of the actions in the interim NHS People Plan was to develop competency frameworks for senior NHS leadership roles to assist in the recruitment, development and appraisal of our leaders.

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  12. One of the actions in the interim NHS People Plan was to develop competency frameworks for senior NHS leadership roles to assist in the recruitment, development and appraisal of our leaders.

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  13. One of the actions in the interim NHS People Plan was to develop competency frameworks for senior NHS leadership roles to assist in the recruitment, development and appraisal of our leaders.

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  14. Part of: Staff engagement and communication , Recruiting, developing and retaining staff , Developing a retention strategy , Effective use of data and diagnostics , Supporting new starters and newly qualified staff , Flexible working to support work-life balance , Supporting the experienced workforce , Career planning and development , Health and wellbeing, rewards and benefits

    This revamped retention improvement resource outlines key steps to improving retention of clinical staff. We have distilled advice from interviews with trust HR directors, directors of nursing and medical directors.

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  15. Advice for trusts to ensure that their approach to job planning for allied health professionals (AHPs) is consistent with best practice.

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