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
GIRFT recommendation
77match
Respiratory Medicine
Address variations in service delivery and meet the needs of the local population by staffing respiratory departments with the appropriate numbers and skill mix of doctors, specialist nurses, physiologists and allied health professionals. a) Review the trainee numbers for respiratory medicine to ensure the specialty evolves in line with ambitions set out for respiratory care in the NHS...
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
GIRFT recommendation
69match
Children and Young People's Mental Health Services
Recruitment and retention of skilled staff must be a focus for all inpatient units. Data on staffing levels, vacancy rates, turnover and agency use for all urgent care and inpatient services should be collected at NHS-led provider collaborative level to support sharing of best practice and enable the challenges to be addressed as a systems issue. It is...
Matched on
terms: recruitment, retention
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
#125 - 2nd Report - The impact of environmental regulations on development
The Government told us that the funding shortfall for planning application services is “estimated to be in the region of £225 million annually”. 165 Where funding to recruit is available it can be difficult to attract applicants: one council had to undertake three recruitment rounds before a Senior Planning Officer could be appointed. 166
Matched on
terms: plan, recruitment
HSSIB recommendation
65match
Medicine omissions in learning disability secure units
HSIB recommends that NHS England and NHS Improvement develops the ongoing work to improve the retention of learning disability nurses, in line with the intent of the All-England plan for learning disability nursing.
Matched on
terms: plan, retention
GIRFT recommendation
65match
Stroke
Increase awareness of and delivery of the NHS People Plan – Our NHS People Promise. Use ISDN leadership and governance structures and the Stroke Specific Educational Framework (SSEF) to support the delivery a regional 'Stroke People Plan' to meet the needs of the stroke workforce and improve staff experience and retention. a) ISDNs to work with local services...
Matched on
terms: plan, retention
GIRFT recommendation
65match
Radiology
All radiology services should review their workforce requirements to ensure their establishment is correct. All services should maximise recruitment and retention and all staff should be supported to work to the top of their licence.
Matched on
terms: recruitment, retention
CQC action
65match
Lister Hospital
The service should continue working on recruitment and retention of staff.
Matched on
terms: recruitment, retention
CQC action
65match
Leicester Royal Infirmary
The trust should continue to build on the work on staff recruitment and retention and look for support from other departments, such as rotational work with children’s nurses, as an option to build stronger and more flexible teams in the department.
Matched on
terms: recruitment, retention
CQC action
65match
Glenfield Hospital
The trust should ensure that they continue to increase staffing levels by improving the recruitment and retention of nursing staff.
Matched on
terms: recruitment, retention
CQC action
65match
Andover War Memorial Hospital
The service should continue to review nursing staffing in the medical care wards and focus on recruitment and retention to ensure safe staffing levels can be consistently achieved across all wards.
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
Inquiry recommendation
62match
RHI-8 - Job-Specific Recruitment
A fundamental shift is needed in the approach used within the Northern Ireland Civil Service with regard to recruitment and selection for government jobs. This must involve an up-front assessment of the skills that are required to fulfil the specific role in question, rather than matching a person to a role according to an individual's grade and level...
Matched on
terms: recruitment
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
#70 - 1st Report - New Towns: Commit and Build
The long-term outlook of the new towns programme allows a clear pipeline of demand for skilled workers, providing confidence for investors in construction skills. 114 City & Guilds stressed that long-term workforce planning for new towns will be critical, identifying the number of workers needed and the mix of skills. 115
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
#67 - 1st Report - New Towns: Commit and Build
We welcome the commitment made by Matthew Pennycook (Minister for Housing and Planning), during our evidence session, to publish a construction jobs plan later this year. 110
Matched on
terms: plan
Committee recommendation
53match
#59 - 1st Report - New Towns: Commit and Build
The challenges of construction skills shortages are compounded by the fragmented nature of the sector, which is heavily reliant on small and medium enterprises (SMEs), including micro-businesses. 92 Mr Mitchell said that as the sector is highly project-based there is a fragmented demand for skills, making long-term workplace planning even more challenging. 93
Matched on
terms: plan
Committee recommendation
53match
#124 - 2nd Report - The impact of environmental regulations on development
The Environment Agency and Natural England should support the formalisation of a role for those experts who are part of the Nationally Qualified Mark Scheme. They should explore using this resource to provide independent reviews of relevant environmental assessments , funded by the developer, where the capacity is unavailable internally . Local planning authorities
Matched on
terms: plan
Committee recommendation
53match
#120 - 2nd Report - The impact of environmental regulations on development
Public bodies are facing challenges recruiting and retaining ecological expertise. It is necessary to bring expertise into the system through recruitment or training current staff.
Matched on
terms: recruitment
Committee recommendation
53match
#36 - 2nd Report - The impact of environmental regulations on development
The Government should complete its proposed fees review within the next 12 months to provide greater long-term certainty for planning departments and applicants. The proposed skills and resources strategy should be published by the end of 2023.
Matched on
terms: plan
Committee recommendation
53match
#30 - 2nd Report - The impact of environmental regulations on development
Public bodies are facing challenges recruiting and retaining ecological expertise. It is necessary to bring expertise into the system through recruitment or training current staff.
Matched on
terms: recruitment
Committee recommendation
53match
#18 - 17th Report - Permanent secretaries: their appointment and removal
We recognise that for a permanent secretary fostering a positive relationship with the secretary of state is, in itself, a matter of performance. The Recruitment Principles require panels to assess a candidate’s ability to work with the minister as part of the permanent secretary appointment process and it is rare that a breakdown in relationship occurs. However, forming...
Matched on
terms: recruitment
Committee recommendation
53match
#5 - 17th Report - Permanent secretaries: their appointment and removal
In our view “merit” includes having the right personality and characteristics to carry out the tasks required at a particular time. We are not convinced the Recruitment Principles need to be amended to reflect this. But it should be implicit in the preparation of a good job description and person specification. It would also help give ministers confidence...
Matched on
terms: recruitment
Committee recommendation
53match
#200 - 1st Report - Cutting crime: better community sentences
Academics at Sheffield Hallam University told us that âThe impact of Transforming Rehabilitation (TR) has been disastrous for the retention of staff and experienced staffâ. They explained that âthe departure of a generation of qualified and experienced staff including Probation Officers and Probation Services Officers ⦠who could not accommodate the changes resulting from TR and chose to...
Matched on
terms: retention
Committee recommendation
53match
#132 - 1st Report - Cutting crime: better community sentences
Besides caseloads, Justin Russell told us that the Youth Offending Services have âvery stable staff groups, very low vacancy ratesâ, and âstaff remaining in post for long periods of timeâ, including senior members of staff being in post since YOSs were first set up in 2001. 249 By contrast, we were told that âthe impact of Transforming Rehabilitation...
Matched on
terms: retention