Resources

196 resources about Workforce ×

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  1. 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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  2. 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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  3. 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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  4. 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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  5. Part of: Flexible working to support work-life balance

    Southport and Ormskirk Hospital NHS Trust optimised their e-rostering software to tackle multiple nursing workforce challenges.

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  6. Part of: Flexible working to support work-life balance

    West Hertforshire Hospitals NHS Trust investigated its e-rostering data to productivity, workforce deployment and ward-to-board visibility and worked with us to find improvement opportunities.

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  7. Part of: Flexible working to support work-life balance

    King’s College Hospital NHS Foundation Trust optimised their e-rostering systems to solve a range of issues facing their nursing workforce.

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  8. Part of: Flexible working to support work-life balance

    Isle of Wight NHS Trust applied an evidence-based approach to setting ward staffing establishments.

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  9. Part of: Flexible working to support work-life balance

    Basildon and Thurrock University Hospital NHS Foundation Trust implemented e-rostering software to support workforce deployment and reduce temporary staffing.

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  10. Part of: Career planning and development

    These tools are part of a selection of retention improvement resources developed and shared by Royal Berkshire NHS Foundation Trust.

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  11. We have developed levels of attainment and meaningful use standards to help NHS providers implement and use e-rostering and e-job planning software to its fullest potential, ensuring the right staff are in the right place at the right time, delivering high quality patient care.

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

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  13. Part of: Interim NHS People Plan case studies and resources

    Our Interim NHS People Plan, developed collaboratively with national leaders and partners, sets a vision for how people working in the NHS will be supported to deliver care and identifies the actions we will take to help them.

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  14. Part of: Developing a retention strategy

    This framework is part of a resource bundle developed and shared by Royal Berkshire NHS Foundation Trust as part of their retention improvement plan.

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  15. We have designed this programme with the NHS Leadership Academy to provide developmental support to those considered to have the potential to take on a medical director role.

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