Recruitment and retention plans
Absence of clear implementation timetables with measurable deliverables for recruitment and retention strategies.
Strongest theme matches
Mixed across source types and ranked by classifier confidence plus text match strength.
Inquiry recommendation
83match
8 - Develop recruitment and retention strategy
The University Hospitals of Morecambe Bay NHS Foundation Trust should identify a recruitment and retention strategy aimed at achieving a balanced and sustainable workforce with the requisite skills and experience. This should include, but not be limited to, seeking links with one or more other centre(s) to encourage development of specialist and/or academic practice whilst offering opportunities in...
Matched on
terms: recruitment, retention
Committee recommendation
81match
#1 - 1st Report - A sustainable veterinary workforce
Workforce pressures in the veterinary profession are no longer driven primarily by an overall shortage of qualified individuals, but by challenges in retention, distribution and alignment with specific roles. At our evidence session at Harper Adams University, all four senior veterinary representatives on the panel emphasised that veterinary training produces a highly transferable skillset, supporting careers across industry,...
Matched on
terms: plan, recruitment, retention
IMB recommendation
77match
Woodhill (2022)
To work with colleagues across government departments to develop a meaningful plan for the recruitment and retention of prison staff.
Matched on
terms: plan, recruitment, retention
IMB recommendation
77match
Wetherby (2022)
Recruitment and retention of officers is a serious problem. What are the short- and long-term plans to address this?
Matched on
terms: plan, recruitment, retention
IMB recommendation
72match
Gartree (2022)
Can the Prison Service confirm what are the attraction, recruitment, and retention plan for prison officers to ensure that staffing levels at Gartree do not suffer because of the new private sector prisons due to open in close proximity to Gartree, which may appear to offer more attractive employment?
Matched on
terms: plan, recruitment, retention
IMB recommendation
72match
Wymott (2024)
Does HMPPS have any plans to address the issue of recruitment and retention of officers within the prison service? The Board is concerned about the current imbalance between experienced officers and new recruits.
Matched on
terms: plan, recruitment, retention
HMICFRS recommendation
69match
Efficiency spotlight report: The impact of recruitment and retention on the criminal justice system
Invest more in understanding why staff left and use this information to inform future changes to improve recruitment and retention
Matched on
terms: recruitment, retention
Committee recommendation
69match
#16 - 6th Report - The Access to Work scheme
Following the evidence session, in May 2026, the Department announced a plan of action to clear the backlog of applications by September 2027. It said that it would recruit an additional 480 case staff to process the higher volume of applications – the recruitment process had begun, and new case managers would receive extensive training to handle complex...
Matched on
terms: plan, recruitment
IMB recommendation
68match
Guys Marsh (2020)
Recruitment and retention of competent and experienced prison officers is a challenge. How are plans for mentoring and professional development schemes progressing?
Matched on
terms: plan, recruitment, retention
Committee recommendation
65match
#26 - 5th Report - MoD follow-up Spring 2026
The Department said that ideally it would want to know which of the measures it has taken to improve recruitment and retention are having which of the effects. It has not, however, analysed this. Instead, the Department said it should be doing all these things, because a modern employer should be imaginative and creative about engaging with the...
Matched on
terms: recruitment, retention
Committee recommendation
65match
#22 - 5th Report - MoD follow-up Spring 2026
After many difficult years with both recruitment and retention, the latest public statistics for the year to October 2025 point to a corner being turned, with the number of people joining the Armed Forces exceeding the number leaving. All three services have recorded a reduction in the number of trained personnel leaving compared to the previous year, with...
Matched on
terms: recruitment, retention
Committee recommendation
65match
#6 - 5th Report - MoD follow-up Spring 2026
The Department does not know whether a recent improvement in recruitment and retention is a result of changes it has made, or whether it can sustain these improved trends. After many difficult years for both recruitment and retention, the latest public statistics for the year to October 2025 point to a corner being turned, with the number of...
Matched on
terms: recruitment, retention
Committee recommendation
65match
#4 - 1st Report - A sustainable veterinary workforce
The veterinary profession remains reliant on international recruitment to fill critical roles, particularly in public health and official veterinary services. While international vets have made a vital contribution, this “learned dependency” has masked underlying weaknesses in domestic workforce planning and training pipelines. Recent changes to visa thresholds and the phasing out of the mutual recognition for EU veterinary...
Matched on
terms: plan, recruitment
Committee recommendation
65match
#22 - 1st Report - An analysis of the asylum system
On caseworking capacity, the Home Office told us that caseworker numbers had fluctuated in recent years, rising from 623 in 2021 to 2,547 in 2024 before reducing to 2,168 in 2025. The NAO found that increased demand for caseworker capacity to tackle a backlog of claims awaiting decisions in 2023 meant the Home Office relaxed its recruitment arrangements,...
Matched on
terms: recruitment, retention
Committee recommendation
65match
#6 - 1st Report - Rewiring the state: Delivering digital government
The public sector needs more of the right people to deliver the government’s ambitions for the digital transformation of the state. There are 100,000 digital and data professionals but not enough are in leadership roles, which are too often filled by generalists. Enthusiasm from non-experts at the top and insufficient skills at the coalface is a dangerous combination....
Matched on
terms: recruitment, retention
IMB recommendation
65match
Brook House (2020)
Keep staff recruitment and retention as a priority.
Matched on
terms: recruitment, retention
IMB recommendation
65match
Onley (2021)
Ways should be explored as to how to retain good long-standing officers in HMPPS. We see all too often good officers leaving to pursue careers outside HMPPS due to better progression and increased salaries. These losses unfortunately lead to more new, inexperienced officers at HMP Onley. As mentioned in last year’s report, increasing the local pay allowance to...
Matched on
terms: recruitment, retention
IMB recommendation
65match
Eastwood Park (2021)
What action is being taken to improve officer recruitment and retention at Eastwood Park?
Matched on
terms: recruitment, retention
IMB recommendation
65match
Yarl’s Wood (2022)
Keep staff recruitment and retention as a priority.
Matched on
terms: recruitment, retention
IMB recommendation
65match
Winchester (2022)
What measures can the minister outline to improve staff recruitment, motivation and retention?
Matched on
terms: recruitment, retention
IMB recommendation
65match
Wormwood Scrubs (2023)
HMPPS should outline actions to improve recruitment, turnover, and retention of staff.
Matched on
terms: recruitment, retention
IMB recommendation
65match
Brinsford (2024)
Recruitment and retention of staff across the Prison Service.
Matched on
terms: recruitment, retention
HMICFRS recommendation
64match
FRS 2023-25 CoC Recommendations: Hampshire and Isle of Wight Fire and Rescue Service
Cause of concern: The service lacks adequate organisational level plans that set out and bring together current and future workforce and skills requirements. The service doesn’t have in place adequate service-level processes to direct its recruitment and succession planning work. This means that the service can’t be assured that it will have enough staff with the right skills...
Matched on
terms: plan, recruitment
NAO recommendation
63match
Progress in improving mental health services in England
b) Either separately or as a distinct part of the overall NHS workforce plan due in 2023, DHSC and NHSE should publish a longer-term mental health workforce recruitment and retention strategy and a costed plan, that reflects the volume and skills required to meet future service ambitions. They will need to engage closely with HM Treasury in this...
Matched on
terms: plan, recruitment, retention
Inquiry recommendation
62match
R98 - AHP and social care workforce recruitment
The DoH must devise ways to recruit and retain more allied health professionals and social care staff in the community for autistic people and people with learning disabilities.
Matched on
terms: recruitment
Inquiry recommendation
62match
R9 - Integrated workforce plans
Each facility or service should have an integrated workforce plan that includes all allied health professionals (AHPs) and all staff involved in patient care. This should be based upon the assessed needs of the service user and must include protected time for staff to consult with each other.
Matched on
terms: plan
Committee recommendation
61match
#3 - 1st Report - A sustainable veterinary workforce
Defra should, within six months, commission a sector-wide review, working in partnership with the Royal College of Veterinary Surgeons, veterinary schools, and other major employers and representative bodies, including the British Veterinary Association, to build a robust evidence base on the drivers of retention challenges across the profession. This review should: • establish a consistent, data driven understanding...
Matched on
terms: retention
IMB recommendation
60match
Onley (2020)
Given the competition for jobs in the local area (Warwickshire Police, HS2, etc.), it is felt that the local pay allowance at Onley should be increased to the London level to support recruitment and retention of staff needs to be urgently addressed, in order to help the governor with staff retention.
Matched on
terms: recruitment, retention
IMB recommendation
60match
Downview (2020)
Despite being raised in three previous annual reports, the London weighting issue and its impact on recruitment and retention in the education department has still not been resolved and remains a real concern (see section 7.1). Given that this issue continues to have such a significant impact on the performance of the education department in the prison, is...
Matched on
terms: recruitment, retention
IMB recommendation
60match
Garth (2023)
How and when does the Minister propose to tackle the urgent issue of uniformed staff recruitment and retention? Specifically, it is strongly recommended that applicants who are interested in joining the staff at Garth should visit the prison before interview and should be interviewed by a panel that includes senior staff at the prison. This should help ensure...
Matched on
terms: recruitment, retention
IMB recommendation
60match
Feltham (2023)
The lack of staff in the Probation Service negatively impacts sentence and resettlement planning. This results in more work for prison staff. What steps are being taken to affect recruitment to the Probation Service?
Matched on
terms: plan, recruitment
IMB recommendation
60match
Altcourse (2023)
Recruitment and retention of staff have been major concerns this year, particularly in the context of the transfer to Sodexo. These issues could undermine the stability and safety of the prison. Can the Board be reassured therefore that the recruitment and retention of staff remain the highest priority?
Matched on
terms: recruitment, retention
IMB recommendation
60match
Garth (2024)
The whole process of recruitment and retention needs to be addressed with the Governor and senior management being included in the process and able to determine suitability of individual applicants for this prison.
Matched on
terms: recruitment, retention
Detention investigation recommendation
60match
Independent Investigation into Concerns about Brook House Immigration Removal Centre - Rec R7
G4S managers should undertake a comprehensive review of matters affecting staff retention at Brook House including remuneration, shift patterns and working hours and G4S needs to develop plans to address the matters arising from such a review. (To be completed as a matter of urgency)
Matched on
terms: plan, retention
Committee recommendation
57match
#2 - 6th Report - The Access to Work scheme
The Department’s expectation that it will take at least 18 months to clear the applications backlog means hardship for individuals and businesses will continue for some time. The backlog of applications for Access to Work support has built up over a number of years, with the number of cases awaiting a decision growing from 21,700 in March 2022...
Matched on
terms: plan
Committee recommendation
57match
#6 - Second Report: Merging success: Bringing together the FCO and DFID
The strength and reputation of the UK’s world-class aid delivery is in large part due to the skills and experience of DFID staff. We recommend that the Government makes staff retention a priority and implements a clear strategy for retaining DFID staff with valuable technical and programming expertise. This will require recognising DFID’s unique character as a Whitehall...
Matched on
terms: retention
Committee recommendation
57match
#24 - Sixteenth Report - Progress in remediating dangerous cladding
We raised concerns with the Department about the ability to complete remediation work by the end of 2021 with the current skills capacity. The Department told us that it believes there is sufficient capacity, but recognised the timescale as “challenging”.77 The Department told us that the additional construction and consultancy expertise that it has brought in this year...
Matched on
terms: plan
Committee recommendation
57match
#7 - Eighteenth Report - NHS nursing workforce
NHSE&I told us that the advent of COVID-19 meant that workforce planning over a horizon of three to four years was not currently possible, and at the moment the main focus of the system was on winter planning. It thought it would be possible to make a longer-term plan after winter, once the impacts of COVID-19 on service...
Matched on
terms: plan
IMB recommendation
57match
Feltham (2025)
Address staff absence and improve retention.
Matched on
terms: retention
NAO recommendation
57match
Planting Trees in England
Defra and the Forestry Commission should: a) set clear milestones for nursery and forestry workforce capacity from 2025 onwards based on the long-term trajectory for tree-planting set by the net zero strategy, and use these milestones to provide a target for these aspects to be achieved between now and 2025;
Matched on
terms: plan
Inquiry recommendation
56match
COVID-M3.5 - Scale Up Urgent and Emergency Care
The UK government, Scottish Government, Welsh Government and Northern Ireland Executive, in conjunction with organisations responsible for delivering services, should plan for surge capacity in urgent and emergency care during a pandemic. Plans must ensure that there is sufficient workforce capacity and the ability to surge, including the number and type of staff required, recruitment and training provision....
Matched on
terms: plan, recruitment
Committee recommendation
53match
#10 - 1st Report – Employment support for disabled people: Connect to Work
In response to this report, DWP should outline what assessment it has made of workforce capacity for Connect to Work. This should include whether workforce planning is in place, whether it thinks there are enough appropriately trained people to deliver CtW in line with the supported employment models, how emerging capacity gaps will be identified, and whether there...
Matched on
terms: plan
Committee recommendation
53match
#15 - 7th Report - Financial resilience of government-sponsored museums and galleries
There are indications that some museums and galleries may not have the financial management capability to manage future risks. For example, many have experienced significant churn in their senior financial leadership in recent years, while some have struggled to produce their annual accounts for audit on a timely basis. Weaknesses in this capability can contribute to 31 Qq...
Matched on
terms: plan
Committee recommendation
53match
#11 - 1st Report - Courts and Tribunals Bill
The Ministry of Justice and HMCTS must publish quarterly statistics on magistrate recruitment, aligned with reporting to the Justice Performance Board. (Recommendation, Paragraph 44) Appeals from the magistrates’ court
Matched on
terms: recruitment
Committee recommendation
53match
#14 - 6th Report - The Access to Work scheme
The Department told us that its plan was to arrest the growth in the applications backlog over the next few months, as it increased the number of staff working on the scheme, and then for the backlog to be back down to where it should be within 18 months to two years.24 The Department more than doubled the...
Matched on
terms: plan
Committee recommendation
53match
#4 - 6th Report - The Access to Work scheme
The Department does not know how many cases its case managers can feasibly process in a day, which hampers its workforce planning. Based on a 2021 work study, the Department expected its case managers to be able to process 2.8 cases per day. However, it no longer considers 4 this standard to be achievable because assessing what support...
Matched on
terms: plan
Committee recommendation
53match
#24 - 5th Report - MoD follow-up Spring 2026
Initiatives that have helped improve retention include a new housing strategy, wraparound childcare and improved pay, and the Department particularly flagged the importance of housing.46 Day-to-day maintenance and servicing of the estate has begun to improve, albeit from a very poor starting point, with satisfaction with repairs increasing from 23% in January 2023 to 66% by the end...
Matched on
terms: retention
Committee recommendation
53match
#23 - 5th Report - MoD follow-up Spring 2026
Data indicates that the time taken to recruit new personnel has fallen. Overall, the average time between someone applying to join and them starting basic training reduced from 496 days in 2023 to 290 days in 2024, and the Department said that this needs to come down further.43 In 2024, to tackle long application waiting times the Secretary...
Matched on
terms: recruitment
Committee recommendation
53match
#9 - 1st Report - A sustainable veterinary workforce
Defra and the RCVS should, within 18 months, begin work with veterinary schools to develop and implement sector wide guidance on contextual and flexible admissions. This should: • support consistent use of contextual offers and alternative access routes; • encourage recruitment from rural and underserved areas; and • include annual monitoring of student intake by background and geography,...
Matched on
terms: recruitment
Committee recommendation
53match
#8 - 1st Report - A sustainable veterinary workforce
While high academic standards in veterinary school admissions are justified, we are concerned that current entry routes may unintentionally exclude applicants who would excel in the profession. It takes more than academic excellence at 18 to be a good vet, and the profession is strengthened by a diversity of skills, experiences and perspectives. Barriers such as limited access...
Matched on
terms: retention