Source · Select Committees · Public Accounts Committee
Recommendation 20
20
NHSE&I emphasised that retaining staff is a “valid and important” supply route, which represents the...
Conclusion
NHSE&I emphasised that retaining staff is a “valid and important” supply route, which represents the “best investment” for increasing numbers. It told us the main factors affecting retention include staff feeling stressed by the work, lack of flexibility and a lack of continuous learning and development. It told us that its retention programme is focused on these factors, as well as creating an environment that is free from discrimination, bullying and harassment. NHSE&I acknowledged that staff are under increased pressure as a result of the COVID-19 outbreak, which had also made the job of retaining staff more difficult.53 Nursing students
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.