Resources

203 resources about Workforce ×

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  1. Part of: Allied Health Professionals

    Allied health professionals (AHPs) are the third largest clinical workforce in the NHS. Made up of 14 unique and diverse professions, their practice is integral to most clinical pathways

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  2. Our updated guide covers all in patient care settings across acute, community and mental health and help trusts to more productively deploy nursing associates and AHPs who are increasingly becoming part of the inpatient establishment and rostered as part of the team delivering patient care.

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  3. These resources will support advancement through workforce deployment systems’ levels of attainment to ensure the right staff are in the right place at the right time, delivering high quality patient care.

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  4. 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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  5. We’re taking steps to support NHS providers to reduce their agency staff bills and encourage workers back into substantive and bank roles. This will help ease the financial pressure facing the NHS.

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  6. Part of: Allied Health Professionals

    Our guide summarises insights from trust executives on the role of the chief allied health professionals and associated key questions/recommendations. It will enable boards and clinicians to review and improve leadership arrangements for their allied health professions (AHP) workforce.

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  7. Advice for trusts to ensure that their approach to job planning for allied health professionals (AHPs) is consistent with best practice.

  8. 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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  9. We've designed this programme with NHS England to support NHS communicators across all levels.

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  10. Commissioned by Health Education England, this framework has been produced by Tavistock and Portman NHS Foundation Trust's national workforce skills development unit to help organisations minimise the impact of workforce stress.

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  11. Part of: Effective use of data and diagnostics , Staff engagement and communication , Developing a retention strategy , Interim NHS People Plan case studies and resources

    Read this improvement resource to learn how West London NHS Trust improved retention of allied health professionals (AHPs).

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  12. 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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  13. 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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  14. 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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  15. 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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