Resources

375 resources of type Shared learning ×

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  1. Part of: Supporting new starters and newly qualified staff , Career planning and development , Developing a retention strategy

    This case study shows how Cumbria, Northumberland, Tyne and Wear NHS Foundation Trust developed an approach to 'grow its own' nursing workforce, rather than rely exclusively on recruitment of existing nurses.

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

    West Suffolk NHS Foundation Trust were competing for healthcare support workers (HCSWs) with larger, better-known hospitals nearby.

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

    This case study shows how engaging with staff and the local community helped Northern Lincolnshire and Goole NHS Foundation Trust overcome recruitment challenges and reduce healthcare support worker (HCSW) vacancies.

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  4. Part of: Developing a retention strategy

    This case study shows how the Northern Devon Healthcare NHS Trust developed a new workforce strategy to reduce staff turnover, with a focus on healthcare support workers (HCSW).

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  5. Part of: Criteria-led discharge

    A case study into using criteria-led discharge at South Warwickshire Foundation Trust to improve weekend discharges and reduce patient delays.

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  6. Part of: Staff engagement and communication , Developing a retention strategy

    To address financial pressures and concerns around care quality, East Lancashire Hospitals NHS Trust set themselves the ambitious goal of entirely eliminating agency spend on healthcare support workers.

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  7. Part of: Career planning and development

    This case study shows how Aintree University Hospital NHS Foundation Trust reduced healthcare support worker vacancies through development and nursing career opportunities.

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  8. Part of: Supporting new starters and newly qualified staff , Flexible working to support work-life balance

    Brighton and Sussex University Hospitals NHS Trust found a key challenge in tackling emergency department doctors' low levels of satisfaction, high rates of burnout and high turnover was because of the way shifts were organised.

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  9. Part of: Career planning and development

    This case study shows how Gloucestershire Hospitals NHS Foundation Trust sought to reduce their staff turnover, by adopting a development opportunity created by Nottingham University Hospitals NHS Trust for newly qualified recruits — the chief nurse junior fellowship.

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  10. This model has been developed to support care home staff in North East Lincolnshire prevent and manage pressure ulcers. It links with local Clinical Commissioning Group ambitions for improving standards of care in care homes.

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  11. Part of: Supporting new starters and newly qualified staff , Flexible working to support work-life balance , Career planning and development , Developing a retention strategy

    The South London mental health and community partnership is comprised of Oxleas NHS Foundation Trust, South London and Maudsley NHS Foundation Trust, and South West London and St George’s Mental Health NHS Trust.

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

    This case study shows how Stockport NHS Foundation Trust improved retention of newly appointed staff by enabling clearer progression opportunities.

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

    This case study is an excellent example of how offering flexible working can improve retention. It follows the experience of Ben, an emergency department charge nurse at Sheffield Teaching Hospitals NHS Foundation Trust with a passion for exploring and the outdoors.

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

    This graphic is part of a bundle of resources from Brighton and Sussex University Hospitals NHS Trust.

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  15. Part of: Developing a retention strategy

    This article outlines the retention programme’s progress and key actions on retention in the interim NHS People Plan. It will give you an insight into trusts' initiatives to achieve sustained improvements in their turnover rates.

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