Resources

124 resources about Culture and leadership ×

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  1. A new medical examiner system is being rolled-out across England and Wales to provide greater scrutiny of deaths.

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  2. This scheme helps current and former NHS workers who are having difficulty finding suitable employment in the NHS as a result of raising a concern in the public interest.

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  3. Sets out the segmentation of NHS trusts and foundation trusts and the level of support we'll provide.

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  4. The NHS Oversight Framework for 2019/20 outlines the joint approach NHS England and NHS Improvement will take to oversee organisational performance and identify where commissioners and providers may need support.

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  5. We’re part of a five-year partnership with Virginia Mason Institute and five NHS trusts to support them to develop a ‘lean’ culture of continuous improvement which puts patients first.

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  6. The QSIR programmes focus on service improvement and are delivered to a range of staff involved in healthcare.

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  7. Part of: Developing a retention strategy

    Our Workforce Race Equality Standard (WRES) team developed these resources to help support local practices in outlining targets for black and ethnic minority (BME) representation in leadership teams and promoting equity, fairness and joy at work to ensure people want to stay in the NHS.

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  8. 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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  9. 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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  10. 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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  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. 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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  13. 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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  14. 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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  15. Our revised expectations of boards and board members in relation to Freedom to Speak Up plus supplementary resources and a self-review tool.

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