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  1. Part of: Staff engagement and communication , Supporting new starters and newly qualified staff

    This case study is a good example of how effective branding and communications can be in distributing information to the workforce.

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  2. Part of: Staff engagement and communication , Career planning and development , Recruiting, developing and retaining staff

    In this case study, University College London Hospitals NHS Foundation Trust shares how it tackled its high rate of nurse leavers.

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  3. A case study from The Royal Marsden NHS Foundation Trust outlining how they released capacity through its breast open access follow-up programme.

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  4. Royal Free London NHS Foundation Trust has developed a single, simplified, standardised pathway for term and late preterm infants, allowing the neonatal and maternity teams to easily identify more vulnerable babies and provide enhanced postnatal care alongside their mothers.

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  5. This updated guide is an approved document by mental health nurse leaders and directors forum. This document has been developed to support trusts that are developing or updating their supportive observation/engagement policy.

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  6. Part of: Staff engagement and communication , Supporting new starters and newly qualified staff

    North Tees and Hartlepool NHS Foundation Trust reported a nursing vacancy rate between 4 and 5% in spite of their recruitment efforts both in the UK and overseas.

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

    A report and set of resources aimed at supporting the NHS and higher education providers in reducing the level of student attrition from Health Education England (HEE).

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  8. Part of: Effective use of data and diagnostics , Staff engagement and communication

    Working collaboratively, staff from Buckinghamshire Healthcare NHS Trust used data to reduce nurse turnover by 2 per cent and the costs relating to recruitment of temporary and agency staff.

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  9. Part of: Supporting the experienced workforce

    This is a tool created by the retention and engagement team at Southend University Hospital NHS Foundation Trust.

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  10. Part of: Health and wellbeing, rewards and benefits

    Useful resources to help managers support working carers in the NHS.

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  11. Part of: Flexible working to support work-life balance , Career planning and development , Recruiting, developing and retaining staff

    This case study explores how a focus on flexible working and staff development helped a trust improve their staff retention.

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  12. Part of: Developing a retention strategy

    This case study explores how a retention improvement strategy can be implemented in a trust undergoing major change.

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  13. Part of: Career planning and development , Health and wellbeing, rewards and benefits

    This brochure details the fantastic opportunities available to nurses working at Mid Yorkshire, and is a great example of what providers can do to provide a supportive and caring environment in which staff enjoy working and are able to thrive.

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  14. Part of: Flexible working to support work-life balance , Recruiting, developing and retaining staff

    This guide produced by Essex Partnership University NHS Foundation Trust provides a detailed look into the trust's approach to flexible working, outlining the many advantages for the individual and the employer.

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  15. Part of: Staff engagement and communication , Supporting the experienced workforce , Recruiting, developing and retaining staff

    Two case studies highlighting the work Southend University Hospital NHS Foundation Trust have done to improve staff retention.

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