Resources

316 resources from source The user community ×

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  1. Part of: Supporting new starters and newly qualified staff

    The recruitment team at Pennine Care NHS Foundation Trust developed this questionnaire to find out how they could improve their recruitment process.

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  2. Part of: Supporting new starters and newly qualified staff

    This resource lays out how to implement a preceptorship scheme and provides a good example of how to communicate this to staff in a clear, concise, one-page flyer.

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  3. Part of: Flexible working to support work-life balance

    Gloucestershire Hospitals NHS Foundation Trust implemented new e-rostering software to maximise availability of both permanent and temporary staff by capturing all staff deployment on one e-rostering system.

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  4. Part of: Flexible working to support work-life balance

    The Royal Liverpool and Broadgreen University Hospitals NHS Trust developed an enhanced care assessment tool to better understand patients’ needs — ensuring e-rostering is more efficient and effective.

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  5. Part of: Flexible working to support work-life balance

    Southport and Ormskirk Hospital NHS Trust optimised their e-rostering software to tackle multiple nursing workforce challenges.

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  6. Part of: Flexible working to support work-life balance

    West Hertforshire Hospitals NHS Trust investigated its e-rostering data to productivity, workforce deployment and ward-to-board visibility and worked with us to find improvement opportunities.

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  7. Part of: Flexible working to support work-life balance

    King’s College Hospital NHS Foundation Trust optimised their e-rostering systems to solve a range of issues facing their nursing workforce.

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  8. Part of: Flexible working to support work-life balance

    Isle of Wight NHS Trust applied an evidence-based approach to setting ward staffing establishments.

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  9. Part of: Flexible working to support work-life balance

    Basildon and Thurrock University Hospital NHS Foundation Trust implemented e-rostering software to support workforce deployment and reduce temporary staffing.

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  10. Part of: Career planning and development

    These tools are part of a selection of retention improvement resources developed and shared by Royal Berkshire NHS Foundation Trust.

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  11. Part of: Developing a retention strategy

    This framework is part of a resource bundle developed and shared by Royal Berkshire NHS Foundation Trust as part of their retention improvement plan.

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  12. Part of: Supporting new starters and newly qualified staff , Career planning and development

    This case study by University Hospitals Birmingham NHS Foundation Trust details their improved offer for junior midwives.

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  13. Part of: Guide to reducing long hospital stays

    This case study shows how South Warwickshire NHS Foundation Trust removed wasted time for patients by reviewing processes for internal and external delays and updating staff mindset to 'home first'.

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  14. Part of: Guide to reducing long hospital stays

    This case study shows how Northern Lincolnshire and Goole NHS Foundation Trust worked to reduce the number of patients with a length of stay of 21 days or more by 25% — in line with the national target.

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  15. Part of: Guide to reducing long hospital stays

    This case study shows how Leicester, Leicestershire and Rutland used driver diagrams as part of their approach to tackling DTOCs at both system and individual organisational level.

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