Resources

127 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 programme supports senior cross-system leadership teams who are responsible for delivering major change programmes.

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

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  4. We have established a network of acute trusts sharing good practice, learning and insight in relation to the Model Hospital. We are now looking for staff within mental health and ambulance trusts to become Trust Ambassadors.

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

    A case study of how East Lancashire Hospitals NHS Trust are using a modern, supportive approach to staff development to successfully combat longstanding recruitment challenges and rising rates of staff turnover and absence.

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  6. Part of: Career planning and development

    A case study of how Warrington and Halton Teaching Hospitals (WHH) NHS Trust developed new nursing career pathways to improve retention and recruitment.

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  7. An initiative to support providers and systems in removing waste from day-to-day activities.

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

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  10. 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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  11. 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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  12. 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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  13. 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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  14. 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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  15. 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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