United Kingdom

Sustaining Innovation in the Health Care Workforce: a Case Study of Community Nurse Consultant Posts in England

Recruiting, retaining and meeting increasing demand for experienced, qualified nurses is an issue of concern for all health care systems. This paper considers the factors that sustain or curtail workforce innovations through the case example of a cohort of nurse consultants established in one community health service in England.

Integrating Telecare for Chronic Disease Management in the Community: What Needs to be Done?

This study aimed to identify factors inhibiting the implementation and integration of telecare systems for chronic disease management in the community. [from abstract]

Non medical Prescribing Leads Views on Their Role and the Implementation of Non Medical Prescribing from a Multi-Organizational Perspective

In the United Kingdom, non-medical prescribing (NMP) has been identified as one way to improve healthcare quality and efficiency. Healthcare organisations are charged with overseeing the clinical governance of NMP and guidance recommends the identification of a lead director to be responsible for its implementation. The aim of this research was to explore the role of the organisational NMP lead across a range of practice settings and consider the development of NMP from a multi-organisational perspective. [from abstract]

Evaluating the Strengths and Weaknesses of NHS Workforce Planning Methodes

This article examines the different methods used in National Health Service (NHS) workforce planning and development. It is designed to help nurse managers select and apply methods for evaluating or estimating their staffing needs and looks at the future for workforce planning and development. [from abstract]

NHS Workforce Planning: Limitations and Possibilities

This report considers the degree to which National Health Service workforce planning in England is likely to support the delivery of a workforce that is fit for the future. To inform this assessment, the authors examine current developments at national and regional level, highlight relevant international experience, and propose ways in which planning could be made more effective. [from summary]

Front Line Care: Report by the Prime Minister's commission on the Future of Nursing and Midwifery in England 2010

The Commission developed a value-based vision of the future that sees nurses and midwives in the mainstream of service planning, development and delivery, backed up by the necessary education, continuing professional development and supervision, and by supportive management and workplace cultures. This report endorses important existing effots, and where necessary proposes to accelerate the pace of change. It adds new thinking about how best nursing and midwifery can support service users, families and local communities. [from author]

Factors Predicting Team Climate and Its Relationship with Quality of Care in General Practice

Quality of care in general practice may be affected by the team climate perceived by its health and non-health professionals. This study aimed to explore individual and practice factors that were associated with team climate, and to explore the relationship between team climate and quality of care. [from abstract]

Using Bilateral Arrangements to Manage Migration of Health Care Workers: the Case of South Africa and the United Kingdom

This presentation from the 2004 Seminar on Health and Migration details factors contributing to international migration of healthcare workers and strategies to counter this trend.

Internationally Trained Pharmacists in Great Britain: What do Registration Data Tell Us About Their Recruitment?

Internationally trained health professionals are an important part of the domestic workforce, but little is known about pharmacists who come to work in Great Britain. This paper explores the extent to which Great Britain is relying on the contribution of internationally trained pharmacists and to explore their routes of entry and demographic characteristics and compare them to those of pharmacists trained in Great Britain. [adapted from abstract]

Losing out Twice? Skill Wastage of Overseas Health Professionals in the UK

This presentation details issues surrounding the recruitment and utilization of foreign health professionals in the UK.

Going Global? The Regulation of Nurse Migration in the UK

This presentation addresses issues pertaining to nurse migration in the UK including trends, patterns and the impact of soft regulation.

Migrant Care Workers in the UK Labor market

This presentation explores the primary characteristics of the migrant labor force in the UK healthcare sector, including the implications for policies regulating migration and the care sector.

Primary Care Groups: Improving the Quality of Care Through Clinical Governance

This article discusses the agenda for monitoring and improving the quality of health care through the use of clinical governance in National Health Service organizations in the UK. [adapted from introduction]

Trends in London’s NHS Workforce: an Updated Analysis of Key Data

This working paper aims to outline the evolving picture of how London’s health care labour market is performing within the context of these changes by comparing previous findings with more recent data. It also looks at the challenges ahead and some possible ways forward. [adapted from introduction]

Internationally Recruited Nurses from India and the Philippines in the United Kingdom: the Decision to Emigrate

The United Kingdom has recruited nurses from countries with a reported surplus in their nursing workforce, such as India and the Philippines. However, little is known about the decision to emigrate made by nurses from these countries. One theory suggests that individuals weigh the benefits and costs of migration: the push and pull factors. This paper challenges the restricted economic focus of this predominant theory and compares the diverse motivations of nurses from different countries as well as those of nurses with previous migratory experience and first-time migrants. [from abstract]

What Can Health Care Professionals in the United Kingdom Learn from Malawi?

This commentary article is focused on encouraging debate and discussion as to how health care professionals in the developed world might wish to re-think the relationship with colleagues in other health care environments and consider how to work together on a theme of two-way shared learning rather than one-way aid. [adapted from abstract]

Does a Code Make a Difference - Assessing the English Code of Practice on International Recruitment

International recruitment of health professionals has been high on the policy debate agenda in recent years with increasing advocacy for the development of an international code of practice, notably the current draft for a WHO global code. This paper assesses the effect of the first national code, which has been in place in England since 2001 and as such has lessons for current initiatives in other countries and globally. [from introduction]

Pay for Performance in Primary Care in England and California: Comparison of Unintended Consequences

This study undertook an in-depth exploration of the unintended consequences of pay-for-performance programs In England and California. The authors interviewed primary care physicians in California and England and compared unintended consequences in each setting. [adapted from abstract]

Modern Supervision in Action: a Practical Guide for Midwives

The aims of this publication are to encourage midwives and student midwives to make the most of supervision by working in partnership with their supervisor; provide clear information about the supervisory process and the interface between supervision and midwifery practice; and inform midwives and student midwives about the changing role of the supervisor of midwives. [from introduction]

Healthcare Workers' Attitudes to Working During Pandemic Influenza: a Qualitative Study

The UK healthcare system's ability to cope during an influenza pandemic will largely depend on the number of healthcare workers (HCWs) who are able and willing to work through the crisis. This paper includes the results of a qualitative study exploring the views of UK HCWs on working during an influenza pandemic in order to identify factors that might influence their willingness and ability to work. [from abstract]

Diagnostics: Key Issues for Workforce Planning

The objective of this paper is to identify the future workforce challenges that will have a profound impact on the capacity to recruit and retain staff. In addition, issues that pertain to key staff groups for this care group will be identified. [from introduction]

Staying the Course: Reducing Attrition in Diagnostic and Therapeutic Radiography Degree Courses

This report discusses attrition rates in diagnostic and therapeutic radiography degree courses, and includes recommendations on how these rates could be reduced. [from introduction]

Long-term Conditions: Key Issues for Workforce Planning

The objective of this report is to identify future workforce challenges that will have a profound impact on the capacity to recruit and retain staff. In addition, issues that pertain to key staff groups for this care group will be identified. [from introduction]

Orthopedics: Key Issues for Workforce Planning

The objective of this paper is to identify the future workforce challenges that will have a profound impact on the capacity to recruit and retain staff. In addition, issues that pertain to key staff groups for this care group will be identified. [from introduction]

Migration of Health Workers: the UK Perspective to 2006

Most healthcare in the UK is delivered through the National Health Service (NHS). Shortages of skilled staff led to policy changes including international recruitment of health professionals. Subsequent changes in the UK migration policy have impacted international recruitment, leading to a significant reduction in the inflow of international clinicians to the NHS. [adapted from summary]

Assessing the Impact of a New Health Sector Pay System Upon NHS Staff in the United Kingdom

This paper reports on the design and implementation of a completely new pay system in the National Health Service (NHS) in England.Pay and pay systems are a critical element in any health sector human resource strategy. Changing a pay system can be one strategy to achieve or sustain organizational change. [from abstract]

Workforce Participation Among International Medical Graduates in the National Health Service of England: a Retrospective Longitudinal Study

Balancing medical workforce supply with demand requires good information about factors affecting retention. Overseas qualified doctors comprise 30% of the National Health Service workforce in England yet little is known about the impact of country of qualification on length of stay. We aimed to address this need. [from abstract]

Comprehensive Review of the Pharmacy Workforce

This is a comprehensive review of the Pharmacy Workforce in Northern Ireland undertaken between February and April 2001. It outlines themethodology and discusses the results obtained with regard to the areas of recruitment and retention, demand and models of deployment. [adapted from author]

Career Intentions of Pharmacy Students

In light of pharmacy workforce shortages in Great Britain, the profession’s regulatory body commissioned a programme of longitudinal work to explore pharmacy career decision-making in relation to influences on career choice and intended career paths. Our objective was to gather data on career intentions that could be used to produce robust predictions about pharmacist supply. [from abstract]

Securing Medical Personnel: Case Studies of Two Source Countries and Two Destination Countries

In order to highlight the driving forces determining the international allocation of medical personnel, the cases of four countries (the Philippines and South Africa as source countries, and Saudi Arabia and the United Kingdom as destination countries) are examined. The paper concludes that changes in demand generated in major destination countries determine the international allocation of medical personnel at least in the short run. [from abstract]