Recommendations & Conclusions
13 items
8
Recommendation
Third Report - Workforce: recruitment, …
Acknowledged
In July 2021, we recommended that NHS England needed an additional 1,932 midwives and 496 obstetricians to operate at a level that Birthrate Plus considered safe. Rather than adding to their headcount, NHS England has lost 552 midwives between March 2021 and March 2022. This indicates a clear problem with …
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In July 2021, we recommended that NHS England needed an additional 1,932 midwives and 496 obstetricians to operate at a level that Birthrate Plus considered safe. Rather than adding to their headcount, NHS England has lost 552 midwives between March 2021 and March 2022. This indicates a clear problem with midwifery retention. Despite requests to NHS England and the Secretary of State for a date by which these safe staffing levels would be reached, no date has been set. This failure to respond demonstrates a lack of responsibility taking and is absolutely unacceptable. Without a clear workforce plan for midwifery staffing, and the wider maternity workforce in general, the public can have no confidence that the Government or the NHS has grasped the seriousness or scale of the situation in which it finds itself. We urge the Government and the NHS to publish a plan for recruiting the recommended additional midwives and obstetricians needed to create safe staffing levels in maternity services.
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Government response AI summary
The government states that the NHS has faced significant challenges, including the COVID-19 pandemic, impacting staffing levels. They outline steps to improve recruitment and retention of midwives, including increasing training places, launching a recruitment campaign, providing financial support for childcare, investing in technology, and offering …
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Department of Health and Social Care
25
Recommendation
Third Report - Workforce: recruitment, …
Acknowledged
It is a national scandal that senior medical staff are being forced to reduce their working contribution to the NHS or to leave it entirely because of NHS pension arrangements. Clearly, the Government’s changes to tax regulations have not gone far enough to remedy this crisis. With mounting waiting lists …
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It is a national scandal that senior medical staff are being forced to reduce their working contribution to the NHS or to leave it entirely because of NHS pension arrangements. Clearly, the Government’s changes to tax regulations have not gone far enough to remedy this crisis. With mounting waiting lists and ever-increasing demands, the NHS cannot afford to lose staff who are willing and able to work, and urgent action is needed to reform NHS pensions and prevent the haemorrhage of senior staff. The Government must act swiftly to reform the NHS pension scheme to prevent senior staff from reducing their hours and retiring early from the NHS.
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Government response AI summary
The government's response acknowledged the issue by referring to "Our Plan for Patients," which mentions increasing pension flexibilities to retain senior clinicians but provides no specific details or commitments regarding the reform of the NHS pension scheme itself.
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Department of Health and Social Care
26
Recommendation
Third Report - Workforce: recruitment, …
Acknowledged
The temporary suspension of regulations governing the administration of NHS pensions, made under the Coronavirus Act 2020, helped to ameliorate this issue during the pandemic. The Government should consider ways to achieve the same outcome now the pandemic is behind us. (Paragraph 104) Workforce: recruitment, training and retention in health …
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The temporary suspension of regulations governing the administration of NHS pensions, made under the Coronavirus Act 2020, helped to ameliorate this issue during the pandemic. The Government should consider ways to achieve the same outcome now the pandemic is behind us. (Paragraph 104) Workforce: recruitment, training and retention in health and social care 61
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Government response AI summary
The government's response acknowledged the issue by referring to "Our Plan for Patients," which includes commitments to increasing pension flexibilities to retain senior clinicians, but provided no specific details or commitment to considering ways to achieve the outcome of suspended pension regulations.
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Department of Health and Social Care
27
Recommendation
Third Report - Workforce: recruitment, …
Acknowledged
NHSE should develop a national NHS “retire and return” policy to replace ad hoc local schemes. In the short term, the Government should instruct NHS England to require NHS Trusts to follow pension recycling guidance it has already issued to help deal with the short-term impact of the pension problem.
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NHSE should develop a national NHS “retire and return” policy to replace ad hoc local schemes. In the short term, the Government should instruct NHS England to require NHS Trusts to follow pension recycling guidance it has already issued to help deal with the short-term impact of the pension problem.
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Government response AI summary
The government states its 'Our Plan for Patients' includes commitments to expand the health and care workforce by supporting senior staff retention, increasing pension flexibilities, and using staff to the full extent of their qualifications, but does not specifically address a national 'retire and return' …
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Department of Health and Social Care
32
Conclusion
Third Report - Workforce: recruitment, …
Acknowledged
Should the Government increase the number of medical school places, they must consider an appropriate increase in the size and resourcing of medical schools, including in their facilities and faculty, as well as increased numbers of clinical placements spread throughout the country, and more speciality training positions for the increased …
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Should the Government increase the number of medical school places, they must consider an appropriate increase in the size and resourcing of medical schools, including in their facilities and faculty, as well as increased numbers of clinical placements spread throughout the country, and more speciality training positions for the increased number of graduates produced.
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Government response AI summary
The government agrees with the need for robust, long term, workforce planning and have commissioned two pieces of work to support this: the HEE led long term strategic framework (Framework 15) and the NHS England Long Term Workforce Plan, and committed to publishing the Long …
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Department of Health and Social Care
33
Recommendation
Third Report - Workforce: recruitment, …
Acknowledged
The 2018 cohort of medical schools are proving a success story in terms of widening participation, and in producing cohorts of local doctors who are more likely to stay local to their training centre once they have graduated. The Government must commit to expanding the number of places available at …
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The 2018 cohort of medical schools are proving a success story in terms of widening participation, and in producing cohorts of local doctors who are more likely to stay local to their training centre once they have graduated. The Government must commit to expanding the number of places available at the 2018 cohort of medical schools, starting in the academic year 2023–24. (Paragraph 127) 62 Workforce: recruitment, training and retention in health and social care
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Government response AI summary
The government agrees with the need for robust, long term, workforce planning and have commissioned two pieces of work to support this: the HEE led long term strategic framework (Framework 15) and the NHS England Long Term Workforce Plan, and committed to publishing the Long …
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Department of Health and Social Care
34
Recommendation
Third Report - Workforce: recruitment, …
Acknowledged
If the 2018 cohort are dependent on international recruitment, the benefit of their placement in under-doctored areas is likely to be eroded. The Government must ensure that the 2018 cohort, and all medical schools, are appropriately funded to train UK students.
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If the 2018 cohort are dependent on international recruitment, the benefit of their placement in under-doctored areas is likely to be eroded. The Government must ensure that the 2018 cohort, and all medical schools, are appropriately funded to train UK students.
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Government response AI summary
The government agrees with the need for robust, long term, workforce planning and have commissioned two pieces of work to support this: the HEE led long term strategic framework (Framework 15) and the NHS England Long Term Workforce Plan, and committed to publishing the Long …
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Department of Health and Social Care
50
Recommendation
Third Report - Workforce: recruitment, …
Acknowledged
In this context, it is important that the Government looks at ways of improving short term efficiency to promote positive mental health and headspace for all frontline workers. It could do this through looking at ways to reduce bureaucracy—perhaps through the use of technology—and reducing the time that frontline workers …
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In this context, it is important that the Government looks at ways of improving short term efficiency to promote positive mental health and headspace for all frontline workers. It could do this through looking at ways to reduce bureaucracy—perhaps through the use of technology—and reducing the time that frontline workers spend on administrative tasks. This could be achieved through reinstating administrative support staff and by investing in adequate ICT infrastructure. The cumulative effect of these measures would be to help give clinicians and frontline workers the capacity for headspace. (Paragraph 176) Retention in Social Care
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Government response AI summary
The government is keen to explore all avenues to improve frontline efficiency, referring to the NHS Long Term Plan's commitment to technology and the 'What Good Looks Like' framework and 'digital playbooks', as well as the Framework for Action to support NHS staff wellbeing.
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Department of Health and Social Care
51
Conclusion
Third Report - Workforce: recruitment, …
Acknowledged
Witnesses to this inquiry left us in no doubt that pay is a crucial factor in recruitment and retention in social care. Social care providers are consistently being outbid by the retail and hospitality sectors. However, whilst pay increases are sorely needed, merely raising wages is not enough. A long-term, …
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Witnesses to this inquiry left us in no doubt that pay is a crucial factor in recruitment and retention in social care. Social care providers are consistently being outbid by the retail and hospitality sectors. However, whilst pay increases are sorely needed, merely raising wages is not enough. A long-term, sustainable strategy is needed which includes the prospect of pay progression, professional development, training, and career pathways.
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Government response AI summary
The government acknowledges the importance of pay and a long-term strategy for social care, noting additional funding of up to £2.8 billion in 23-24 and £4.7 billion in 24-25, and an increase in the National Living Wage. It will publish a plan for adult social …
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Department of Health and Social Care
57
Conclusion
Third Report - Workforce: recruitment, …
Acknowledged
The work that social carers do is essential to the lives of those who are cared for, and to their families. It is vital that they are treated by the Government and by wider society with the same respect as their NHS colleagues. It is not until parity of esteem …
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The work that social carers do is essential to the lives of those who are cared for, and to their families. It is vital that they are treated by the Government and by wider society with the same respect as their NHS colleagues. It is not until parity of esteem between the NHS and social care is achieved that recruitment and retention in the social care sector will improve.
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Government response AI summary
The government agrees on the importance of treating social carers with respect, recognising their commitment, and states its vision for a supported and recognised ASC workforce outlined in the People at the Heart of Care White Paper.
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Department of Health and Social Care
58
Conclusion
Third Report - Workforce: recruitment, …
Acknowledged
The value of continuity of care in social care settings, particularly for people who rely on non-verbal communication, is undeniable. It is essential that the Government acts swiftly to implement the findings of this report to improve retention in the sector.
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The value of continuity of care in social care settings, particularly for people who rely on non-verbal communication, is undeniable. It is essential that the Government acts swiftly to implement the findings of this report to improve retention in the sector.
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Government response AI summary
The government agrees on the vital importance of continuity of care and is committed to working with local authorities and independent providers to address recruitment and retention challenges, with its strategy outlined in the People at the Heart of Care White Paper.
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Department of Health and Social Care
59
Recommendation
Third Report - Workforce: recruitment, …
Acknowledged
Better training and career development pathways in social care will be an essential part of driving recruitment and retention in the sector. The Government must commit to restoring social care staff free access to the same NHS training as community health colleagues by July 2023.
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Better training and career development pathways in social care will be an essential part of driving recruitment and retention in the sector. The Government must commit to restoring social care staff free access to the same NHS training as community health colleagues by July 2023.
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Government response AI summary
The government agrees on the importance of training and development for social care staff, outlining existing funding through Skills for Care and the Workforce Development Fund, and committing to work with partners to identify joint training opportunities.
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Department of Health and Social Care
73
Conclusion
Third Report - Workforce: recruitment, …
Acknowledged
Local Authorities must evaluate the risk of modern slavery in their adult social care supply chains and ensure that the risk of modern slavery is assessed as part of the due diligence processes at the commissioning and contracting stage and in performance monitoring. They should ensure that there is effective …
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Local Authorities must evaluate the risk of modern slavery in their adult social care supply chains and ensure that the risk of modern slavery is assessed as part of the due diligence processes at the commissioning and contracting stage and in performance monitoring. They should ensure that there is effective information sharing between Workforce: recruitment, training and retention in health and social care 67 Local Authorities staff, recruitment agencies, and care workers to reduce occupational risks such as non-enforcement of minimum and living wage, and threats of physical or sexual violence. (Paragraph 235) 68 Workforce: recruitment, training and retention in health and social care
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Government response AI summary
The government agrees with the recommendation and encourages Local Authorities to evaluate the risk of modern slavery in their adult social care supply chains and during due diligence processes. They also highlighted the ongoing engagement of Labour Market Enforcement bodies with external partners, including LAs.
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Department of Health and Social Care