Source · Select Committees · Public Accounts Committee
Recommendation 25
25
NHSE&I acknowledged that there are worrying signs of stress and burnout amongst NHS staff since...
Conclusion
NHSE&I acknowledged that there are worrying signs of stress and burnout amongst NHS staff since the COVID-19 outbreak. It cited figures from a Nursing Times survey, 56 C&AG’s Report, para 2.6. Based on England-domiciled applicants, UK universities, and includes midwifery degrees. The withdrawal of the NHS bursary applied to students on courses in England. NHS bursary schemes continued in the other home nations after 2017, but eligibility was limited either to those already resident, or committing to work, in that country. Where possible, we examine English-domiciled applicants applying to English universities, as the group potentially most affected by the bursary withdrawal, but available data do not always separate out this group. 57 C&AG’s Report, para 2.9, figure 12. Based on UK-domiciled students, English universities, and excludes midwifery degrees. 58 Q 81 59 C&AG’s Report, figure 11. Based on England-domiciled applicants, UK universities, and includes midwifery degrees. 60 Q 43 61 University Colleges and Admissions Service (UCAS), 2020 cycle applicant figures – 30 June deadline, analysis of applicants for nursing and midwifery degrees domiciled in England and applying to English universities; C&AG’s Report, figure 11. 62 C&AG’s Report, para 2.6, 2.16 63 Qq 33, 42, 71–72 NHS nursing workforce 15 which reported 90% of nurses as experiencing higher rates of anxiety than before the COVID-19 pandemic.64 In a Royal College of Nursing survey, some 36% of respondents indicated that they are considering leaving nursing in the next year, compared with 28% from before the pandemic. When asked about why they are considering leaving, nurses reported that it was pay (64%), low staffing levels (45%), the way nursing staff had been treated during the pandemic (45%) and lack of management support (44%).65
Government Response
Not Addressed
HM Government
Not Addressed
6. 1 The Government agrees with the Committee’s recommendations. Ta rget implementation date: Spring 2021 6.2 It is important that as a health and care system, the department and NHS continue to assess the potential challenges and impact of COVID-19, including on the recruitment and retention of nurses. 6.3 The impact of COVID-19 will be different on each of the supply routes into the profession and therefore it is appropriate for individual assessments to be undertaken. This work is already underway and will continue to form a key part of the ongoing delivery and monitoring of the 50,000-nursing target and more widely through our continuous work on the People Plan Programme. 6.4 During the initial surge of COVID-19, the NHS introduced a comprehensive package of health and wellbeing support for staff, including confidential support via phone/text, specialist bereavement support, free access to mental health and wellbeing apps, and training and support for line managers. Over 400,000 staff have accessed NHSE&I’s physical and psychological health and wellbeing offer to support them through the COVID-19 response and a quarter of a million visits have been made to the NHS’ dedicated website people.nhs.uk. 6.5 As the COVID-19 pandemic develops and 2020-21 winter approaches, the NHS will continue to review and refine its national health and well-being offer with an emphasis on supporting psychological and physical safety. It is working closely with regional colleagues to develop mental health wellbeing hubs in seven regions. These will provide proactive outreach and access to psychological support for those where there is an identified need.