Source · Select Committees · Public Accounts Committee
Recommendation 17
17
The Long Term Plan signalled the need for a “step change in the recruitment of...
Conclusion
The Long Term Plan signalled the need for a “step change in the recruitment of international nurses”. In 2019, there were 51,000 overseas nurses working in the NHS (17% of the nursing workforce), with overseas nurses already making up between 20% to 25% of new joiners since 2012.42 HEE confirmed that its global learners programme that supports trusts to bring overseas nurses to work in England had missed previous recruitment targets; over the two years 2018 and 2019, it attracted around 1,600 nurses compared with a target of 2,500.43 NHSE&I told us that COVID-19 and the resulting travel restrictions had delayed international recruitment. It said that providers report that there are over 6,000 overseas nurses in the pipeline who are willing to work in England and it anticipated that overseas recruitment will “open-up very rapidly”.44 However, it recognised that expanding the domestic supply of nurses is a more sustainable route to securing the nursing workforce. In response to our questions about the ethical implications of recruiting from overseas, NHSE&I told us that it follows the World Health Organisation’s code of practice which includes a list of 43 counties that it does not recruit from. It considered that its “earn, learn and return” programme offers an opportunity for overseas nurses to develop skills which can be taken back to the countries that nurses are recruited from.45
Government Response
Not Addressed
HM Government
Not Addressed
3. 1 The government agrees with the Committee’s recommendation. Ta rget implementation date: Autumn 2021 3.2 The commitment to 50,000 more nurses is underpinned by a robust costed delivery programme which will be achieved through increased domestic recruitment (including undergraduates, postgraduates, reduced attrition, blended degrees, apprenticeships and nursing associate conversions to registered nurses), increased international recruitment and improved retention. 3.3 The latest UCAS (Universities and Colleges Admissions Service) data show a 23% increase in placed applicants to nursing and midwifery courses when compared to last year, meaning the department is likely to see more domestically trained nurses complete training in 2023. In contrast, international recruitment has been disrupted, in the short term, as a result of the COVID-19 pandemic. 3.4 The department has responded to these changes by adapting the programme to flex across workstreams, to ensure the maximum supply and the best value for money. The department will publish plans as soon as practicable, taking account of the impact of the COVID-19 pandemic on the programme. 3.5 On national pay, a three-year pay and contract reform deal was agreed in 2018 for all Agenda for Change staff increasing the starting salary for newly qualified nurses by over 12%. Outside of multi-year deals the department plan to rely on the independent NHS Pay Review Body. Pay Review Bodies consider evidence provided by multiple stakeholders including NHS trade unions, system partners and government. In making recommendations, Review Bodies consider affordability and what is needed to recruit, retain and motivate the workforce.