Recruitment and retention plans
Absence of clear implementation timetables with measurable deliverables for recruitment and retention strategies.
Source spread
Where this theme appears
This theme appears across 21 independent accountability sources, so the source mix matters as much as the headline total.
43 inquiry recs
1 PFD report
465 committee recs
12 HSSIB recs
136 CQC actions
12 HMICFRS recs
1 IOPC rec
11 NAO recs
1 PHSO rec
140 IMB recs
1 Scottish FAI
2 detention investigation recs
40 DHR recs
3 LGO/SPSO decisions
4 CJINI reports
2 ISC reports
Browse by source
Source-grouped records are useful for tracing where a concern came from. Large sections show the 50 strongest matches for that source; counts still show the full theme total.
Inquiry recommendations(43)
8 — Monitor driver transfers and numbers trained
Recommendation: Railtrack and ATOC should monitor the transfer of drivers between operators and the numbers of drivers trained by each TOC and consider whether there are any safety implications involved (paras 5.5, 16.5).
Unknown
26 — Recruit social workers with local authorities
Recommendation: A strong group of social workers should be recruited in association with the Local Authority Social Service Departments of Preston County Borough and Lancashire County and services built up along the lines set out in Chapter 7.
Unknown
24 — Separate domestic and nursing duties
Recommendation: Domestic duties should, so far as possible, be separated from nursing duties and a special programme started for recruiting and training domestic workers.
Unknown
21 — Nursing staff selection and appraisal
Recommendation: Procedures for the selection and appointment of nursing staff (including internal promotions) should be brought into line with the recommendations of the Report of the National Nursing Staff Committee and a staff appraisal system, as recommended by that Committee, introduced …
Unknown
10 — At least four new consultant psychiatrists
Recommendation: At least four new consultant psychiatrists should be appointed to Whittingham Hospital, with appropriate junior staff, and in making appointments the special needs of long-stay psychiatric and geriatric patients should be borne in mind. There will need to be an …
Unknown
95 — SWSG to increase foster carers
Recommendation: SWSG should take urgent steps to assist all local Social Work Departments in a positive initiative to increase their stock of foster carers (17.33).
Unknown
94 — Recruit foster carers in Orkney
Recommendation: Orkney Islands Council should take immediate steps to recruit more foster carers within the islands (17.32).
Unknown
81 — Sufficient supply of safeguarders
Recommendation: All local authorities should explore the sufficiency of their supply of persons able and willing to serve in the capacity of safeguarders and if that supply is deficient should take steps to recruit a greater number and arrange training for …
Unknown
FP37 — Recommendation 37
Recommendation: The training and use of specialist fingerprint photographers should be considered by SPSA.
No response yet
12 — Paediatric and perinatal pathologists
Recommendation: DHSC and NHS England must ensure that, by June 2033, there are 37 doctors in training posts as paediatric and perinatal pathologists, in line with the workforce requirement set out by the Royal College of Pathologists in the November 2025 …
Gov response: No formal government response published. The Secretary of State for Health and Social Care's oral statement of 15 September 2026, made on the day the Inquiry's report was published, names neither this recommendation nor its …
Unknown
R98 — AHP and social care workforce recruitment
Recommendation: 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.
No response yet
R9 — Integrated workforce plans
Recommendation: 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 …
No response yet
8 — Develop recruitment and retention strategy
Recommendation: 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 …
Gov response: [A] Recommendations for the Trust Recommendations for the Trust: 1-18 1. The Morecambe Bay Investigation found that there were serious failures in clinical care at University Hospitals Morecambe Bay NHS Foundation Trust, causing avoidable harm …
Unknown
RHI-8 — Job-Specific Recruitment
Recommendation: 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 …
Gov response: These recommendations can be accepted in full. They have been addressed through work to date, including: • job-specific appointments within the NICS generalist grades; • the piloting of Cabinet Office’s “Commercial Skills Assessment and Development …
Accepted
185 — Sufficient qualified staff
Recommendation: Local authorities should give serious consideration to securing that there is a sufficient number of staff with the appropriate qualifications to deal with the growing burden of work of suspected child abuse (19.21).
Unknown
38 — Improve transport to and from Preston
Recommendation: To assist visiting by relatives and recruitment of staff there should be a considerable improvement in transport facilities to and from Preston and the surrounding area.
Unknown
22 — Fair representation in clinical academic posts
Recommendation: The appointment of clinical academics shall be approached with fair representation on each side reflecting the proposed split between clinical and academic sessions.
Unknown
179 — Skilled staff in every department
Recommendation: No Social Work Department should be without a sufficient proportion of its staff adequately skilled and knowledgeable in the identification, investigation and management of problems of child protection (19.14).
Unknown
85 — Independent race relations liaison officers
Recommendation: The Prison Service and the CRE should investigate the desirability and feasibility of race relations liaison officers being recruited from outside the Prison Service.
Unknown
R102 — Centralised workforce intelligence function
Recommendation: DoH should establish a comprehensive, centralised workforce intelligence function, similar to those in the rest of the UK, within 12 months of the publication of this report. The learning disability service model must include a fully funded, comprehensive workforce model, …
No response yet
R73 — Band 4 associate practitioners
Recommendation: Consideration should be given to enhancing the post of healthcare assistant by creating Band 4 associate practitioners in both hospital and community settings in order to increase the skills of those providing the majority of direct care, and also to …
No response yet
RHI-1 — Policy Skills Assessment
Recommendation: A new policy at its earliest stage should be subject to a rigorous process to determine whether the Northern Ireland devolved administration has (or is prepared to assign) the necessary skills and resources to deliver the policy safely and competently. …
Gov response: These recommendations can be accepted in full. Some elements are addressed in existing guidance, including: • the role of the Senior Responsible Officer in respect of the delivery of a project or programme; • existing …
Accepted
188 — Public support for social workers
Recommendation: The press and the public should give social workers the support which they need to continue in the work which the public requires of them (19.24-25).
Unknown
183 — Specialist courses in social work
Recommendation: Every encouragement and support should be given to the creation and development of specialist courses in social work in Scotland with the involvement of practitioners from all agencies (19.18-19).
Unknown
170 — Child protection as specialist area
Recommendation: The whole area of work in child protection requires to be seen as a specialist area to be undertaken by practitioners with specialist skills and knowledge with adequate training and support (19.5-6).
Unknown
75 — Standing contracts for railway experts
Recommendation: Standing contracts for the provision of consulting services by recognised railway experts should be amended to make provision for HMRI to require any appropriate individual to provide expert services for the immediate accident investigation, including the services of any appropriate …
Unknown
33 — Review building and engineering staff
Recommendation: The complement of building and engineering staff should be reviewed.
Unknown
22 — Service after retirement age
Recommendation: The extension of service after retirement age should be most carefully considered in each individual case and regularly reviewed.
Unknown
33 — Central resource for expertise and support
Recommendation: While practical assistance by way of extra staff may be obtained from geographically adjacent regions or failing that from other parts of Scotland (15.81) a central resource should be established to provide a high level of expertise for guidance, advice …
Unknown
93 — Crew numbers for standby vessels
Recommendation: As regards the appropriate numbers for the crew of standby vessels, the DoT should take into account the evidence given in the Inquiry when reviewing the code in this respect (para 20.50).
Unknown
12 — Inspectorate scientific expertise review
Recommendation: The current review of NII should examine whether they are sufficiently equipped with scientific expertise to check the designs for the proposed plant (para 11.24).
Unknown
COVID-M3.5 — Scale Up Urgent and Emergency Care
Recommendation: 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 …
Gov response: The government agrees with the Inquiry that it is important to continue to prepare to scale up urgent and emergency care capacity.
Accepted in part
BRIS-95 — Review incentives for senior clinicians in managerial roles, enabling return to practice
Recommendation: The professional and financial incentives for senior clinicians to undertake full-time senior managerial roles should be reviewed: the aim should be to enable senior clinicians to move into a full-time managerial role, and subsequently, if they so wish, to move …
Unknown
F191 — Recruitment for values and commitment
Recommendation: Healthcare employers recruiting nursing staff, whether qualified or unqualified, should assess candidates' values, attitudes and behaviours towards the well-being of patients and their basic care needs, and care providers should be required to do so by commissioning and regulatory requirements.
Gov response: Accepted. The Government’s Mandate to Health Education England contained a requirement to ensure that selection into all new NHS-funded training posts incorporates testing of values-based recruitment. NHS England is working with Health Education England and …
Accepted
20 — National review of maternity care in challenging circumstances
Recommendation: There should be a national review of the provision of maternity care and paediatrics in challenging circumstances, including areas that are rural, difficult to recruit to, or isolated. This should identify the requirements to sustain safe services under these conditions. …
Gov response: 7. We accept this recommendation. A review of maternity care, which will also consider neonatal care and paediatrics in the context of maternity care, is underway. 8. In its report to Cumbria Clinical Commissioning Group, …
Accepted
RHI-17 — Professional Development
Recommendation: The Northern Ireland Civil Service should take steps to draw on best practice from other jurisdictions to provide more support for professions within the civil service. The Inquiry specifically recommends: (a) the establishment of a project management profession with a …
Gov response: These recommendations can be accepted in full. They have been addressed in work to date through: • initial steps to establish a project delivery profession which will, once in place, take forward the recommended programme …
Accepted
BRIS-97 — Differentiate revalidation for managers maintaining clinical practice and those restarting after retraining
Recommendation: To facilitate the movement of clinicians in and out of managerial positions, the proposed systems for the revalidation (and re-registration) of doctors, nurses and professions allied to medicine should distinguish between professionals who are managers and also maintaining a clinical …
Unknown
HIDD-93 — Adequately staff and resource the Railway Inspectorate for increased responsibilities
Recommendation: Government shall ensure that the Railway Inspectorate is adequately staffed and resourced to match the increased responsibilities incurred as a result of recommendations made in this Report.
Unknown
21 — Consider extending review to other rural services
Recommendation: The challenge of providing healthcare in areas that are rural, difficult to recruit to or isolated is not restricted to maternity care and paediatrics. We recommend that NHS England consider the wisdom of extending the review of requirements to sustain …
Gov response: 11. We accept this recommendation in principle. NHS England are establishing Vanguard sites to explore how new models of care can address the challenges faced by services that are rural, geographically isolated or difficult to …
Accepted in part
FENN-129 — Bring Railway Inspectorate to full establishment to fulfil safety responsibilities.
Recommendation: The Railway Inspectorate must be brought up to establishment to carry out its responsibilities under section 3 of the Health and Safety at Work etc. Act 1974.
Unknown
MACP-66 — Require HMIC to inspect and report on police minority ethnic staff progress
Recommendation: That HMIC include in any regular inspection or in a thematic inspection a report on the progress made by Police Services in recruitment, progression and retention of minority ethnic staff.
Unknown
MACP-65 — Facilitate initiatives to increase qualified minority ethnic recruits in police services
Recommendation: That the Home Office and Police Services should facilitate the development of initiatives to increase the number of qualified minority ethnic recruits.
Unknown
CR3 — Regular assessment of assets and resources
Recommendation: There should be regular assessments by HM Coastguard of the adequacy of the available assets and human resources to respond to both current and reasonably foreseeable levels of small boat activity. Where the forecast level of resourcing need cannot be …
Gov response: HMCG recognises the importance of regular assessments and has the following operational measures in place for the review of assets: • SAR asset availability (surface vessels and aircraft) is assessed daily, and every watch assesses …
Accepted
Select committee recommendations(465)— showing 50 strongest matches
#85 —
Recommendation: In Chapter 3, we highlighted the pressures facing the construction skills workforce, the challenges of attracting and retaining talent, poor educational outcomes, and differences between expectations and the reality of working on a construction site. Mr Hopkins said that factory …
#70 —
Recommendation: 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 …
#67 —
Recommendation: 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
#66 —
Recommendation: We heard that the reasons for high drop-out rates are complex with many contributing factors, including poor access to mentoring, especially for women, 107 differences in expectations and reality onsite, 108 and a perceived poor quality of education. 109
#65 —
Recommendation: Rebecca Larkin, Head of Construction Research at the Construction Products Association, said that there is a 50% drop-out rate for male construction trainees and a 70% female drop-out rate. 105 Once in employment, we were told that the sector experiences …
#62 —
Recommendation: While student places are often oversubscribed at training colleges, Ms Egan told us that there is difficulty filling construction teaching roles due to low pay compared with similar roles in the sector, compounding the perception of a poorer quality of …
#60 —
Recommendation: The under supply and incorrect mix of onsite and professional construction skills are a risk to the successful delivery of new towns and expanded settlements. Training and education
#59 —
Recommendation: 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 …
#58 —
Recommendation: Mr Mitchell told us that “there is no question that skills shortages are a real delivery risk for new towns”. 89 He added that the issue is not just the number of people entering the construction sector, but also achieving …
#57 —
Recommendation: The Government intends the next generation of new towns and expanded settlements to be exemplars in their design and construction. 87 Creating true exemplars will demand a robust, highly skilled workforce both at an onsite and professional level, which David …
#56 —
Recommendation: A 2026 report by the Built Environment Futures Assembly argued that the built environment faces a “permacrisis” in skills, as “demand outpaces the workforce’s ability to adapt.” 84 A lack of construction skills is a stubborn issue for the sector, …
#10 —
Recommendation: The under supply and incorrect mix of onsite and professional construction skills are a risk to the successful delivery of new towns and expanded settlements.
#131 —
Recommendation: The slower pace for introducing biodiversity net gain, and the national impact, has seen the announcement of several waves of funding support for LPAs. Following an initial commitment of £4 million, a further £9 million was announced in July 2023 …
Response attribution not verified
#125 —
Recommendation: 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 …
Response attribution not verified
#124 —
Recommendation: 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 , …
Response attribution not verified
#120 —
Recommendation: 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.
Response attribution not verified
#117 —
Recommendation: The Environment Agency and Natural England confirmed that they have received funding increases after a period of cuts. 159 We heard that the skills they have recruited are not as expert as those they had lost and it will take …
Response attribution not verified
#36 —
Recommendation: 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.
Response attribution not verified
#34 —
Recommendation: 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 , …
Response attribution not verified
#32 —
Recommendation: Statutory consultees should ensure sufficient resource is available for them to work with developers to address issues raised during the statutory process in a timely manner .
Response attribution not verified
#31 —
Recommendation: Additional funding has been provided for statutory bodies. In 2024, a review should be undertaken of the availability and accessibility of expertise in Natural England and the Environment Agency to identify and address any remaining gaps in expertise.
Response attribution not verified
#30 —
Recommendation: 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.
Response attribution not verified
#18 —
Recommendation: 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 …
Response attribution not verified
#16 —
Recommendation: There is insufficient evidence that fixed five-year tenure has had any general impact on churn at permanent secretary level, notwithstanding the notable dip between 2019 and 2023. Nonetheless, it serves as a valuable check on a permanent secretary’s continuation in …
Response attribution not verified
#9 —
Recommendation: External appointments to the civil service can fill skills gaps and refresh organisational culture. There may be great benefit in encouraging inward and outward moves, both for the career development of individuals and to ensure the civil service is as …
Response attribution not verified
#5 —
Recommendation: 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 …
Response attribution not verified
#21 —
Recommendation: The NCA’s resourcing challenges are exacerbated by the Government’s failure to allow them to offer salaries that might attract those with specialist skills. It will always be difficult for the NCA to compete with the private sector, particularly for roles …
Response attribution not verified
#200 —
Recommendation: 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 …
Response attribution not verified
#199 —
Recommendation: The Probation Service is understaffed. The National Audit Office told us that âin December 2022, 1,762 out of 6,158 Probation Officer roles were unfilled, a vacancy rate of 29%â. 373 Academics from Sheffield Hallam University confirmed that, as of March …
Response attribution not verified
#198 —
Recommendation: Throughout our inquiry, we heard that the Probation Service is facing a range of challenges. It suffers from staff shortages, resulting in unmanageable caseloads, and its mission is being questioned as its focus has shifted from the supervision of low-level …
Response attribution not verified
#132 —
Recommendation: 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 …
Response attribution not verified
#131 —
Recommendation: In the first instance, we heard about the importance of âmanageable caseloadsâ. 245 Kim Thornden-Edwards told us that a youth offending officer may be supervising â10 to 12 casesâ at a time, whereas Justin Russell said that âthe typical caseload …
Response attribution not verified
#128 —
Recommendation: Initiatives for mentoring should be scaled up. Mentors can be people who have previously been on probation themselves or volunteers from the community. The Government should launch a national campaign to recruit mentors from the community. Charitable organisations should be …
Response attribution not verified
#38 —
Recommendation: Recent recruitment and training waves should be sustained until vacancies are filled and the service effective. Efforts should be targeted at those areas where recent recruitment waves have been least successful. (Paragraph 215) An identity crisis (paragraphs 216 to 238
Response attribution not verified
#36 —
Recommendation: The Probation Service found itself understaffed when it unified in 2021. This results in unmanageable caseloads and the profession being unattractive. Despite impressive recruitment campaigns in recent years, vacancy rates remain high. New recruits are inexperienced.
Gov response: 125. The Probation Service is working to attract and retain a strong and diverse workforce: supporting every individual to continually build their skills, whilst ensuring they feel valued for their work. 126. We have injected …
Position Not Stated
#23 —
Recommendation: Initiatives for mentoring should be scaled up . Mentors can be people who have previously been on probation themselves or volunteers from the community. The Government should launch a national campaign to recruit mentors from the community. Charitable organisations should …
Response attribution not verified
#65 —
Recommendation: We recommend that resourcing within HMRC for these measures be kept under review so that any lack of capacity can be remedied as quickly as possible. (Paragraph 277) Doubling the Maximum Sentence for Tax Fraud
Response attribution not verified
#64 —
Recommendation: We are concerned that, in the context of its present difficulties, HMRC lacks the capacity to undertake the extra work entailed by these measures to deal with promoters of tax avoidance schemes
Response attribution not verified
#29 —
Recommendation: The Committee sees merit in regulators setting up centres of excellence to pool their resources. Seconding industry staff to centres of excellence could help reduce the potential for conflicts of interest by providing an intermediate step between them and their …
Response attribution not verified
#28 —
Recommendation: Where regulators face common issues and struggle to recruit the necessary staff individually, they should consider pooling their resources. The Government should consider what measures it could take to facilitate this pooling .
Response attribution not verified
#27 —
Recommendation: When conducting Public Body Reviews of regulators, the Government should assess whether regulators can attract the necessary staff within their current funding regimes and payscales. If they are unable to do so, the Government should allow regulators greater discretion to …
Gov response: 28. Response to HoL recommendations 10-12: The resources of regulators and challenges in recruiting the right skills were issues highlighted in responses to the call Smarter Regulation and the Regulatory Landscape Call for Evidence. Some …
Position Not Stated
#26 —
Recommendation: Regulators face a challenge to recruit and retain more specialised staff due to the higher rates of pay available for the same skills in the private sector, and in some instances at other regulators. Industry secondees may help to address …
Response attribution not verified
#46 —
Recommendation: The Government should work with industry to determine and set out an assessment and estimate of the numbers of skilled individuals that will be needed to deliver on its hydrogen targets, and across which professions, and work with industry to …
Response attribution not verified
#45 —
Recommendation: As with many other Net Zero ambitions, the availability of relevant skills, including all types of engineers and particularly those with experience of hydrogen, will be a barrier to scaling up technologies.
Response attribution not verified
#58 —
Recommendation: The new Government should work together with the private sector to formulate options for attracting high-tech talent to the defence sector and design flexible career paths that build skills and grow Defence’s expertise in cyber and electromagnetic warfare.
Response attribution not verified
#36 —
Recommendation: As part of the rollout of Universal Support, the Government should take steps to link Universal Support offers to supported internships to ensure that young disabled people with the highest needs do not drop out of work at the end …
Response attribution not verified
#12 —
Recommendation: The Government should give the BBC an objective to engage with local news providers as strategic partners. This should involve expanding the Local Democracy Reporting Service and increasing the proportion of journalists allocated to small (including online-only) outlets. The BBC …
Response attribution not verified
#10 —
Recommendation: As part of its local media strategy the Government should seek partnership funding to support attraction and training schemes for local news, including apprenticeships .
Response attribution not verified
#9 —
Recommendation: The financial precarity of many jobs in journalism is not conducive to attracting a diverse workforce representative of the UK’s population. We welcome schemes from industry and the National Council for the Training of Journalists to attract and train under-represented …
Response attribution not verified
#41 —
Recommendation: The use of remote interpreting, if done correctly, can increase opportunities for interpreters to undertake more work, retain more of their take-home pay, and help stabilise the number of interpreters leaving the profession.
Response attribution not verified
HSSIB safety recommendations(12)
Mental health: attempted suicide while under the care of community services
Organisational support for protected time, resources and assistance for staff to mitigate and respond to the distress and demands they experience in their role.
Area of Improvement
Oxygen issues during the COVID-19 pandemic
It may be beneficial if national NHS recruitment and training programmes for engineering and estates professionals were developed to address existing challenges with the estates and facilities workforce.
Safety Observation
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.
Safety Recommendation
Workforce and patient safety: temporary staff - integration into healthcare providers — HSSIB
How do you ensure that you are clearly advertising the skills required of a temporary worker to fill a rota gap?
Learning Prompt
The diagnosis of ectopic pregnancy
There is insufficient capacity to meet the demand for sonography if early pregnancy units are to deliver a seven-day-a-week service. It may be beneficial for NHS England/Improvement and Health Education England to carry out a workforce review to identify a …
Safety Observation
Variations in the delivery of palliative care services to adults
Include palliative and end of life care in strategic workforce plans to ensure staffing of services is appropriately capable and can provide the capacity needed to meet demand.
Safety Action
Variations in the delivery of palliative care services to adults
HSIB recommends that NHS England commissions palliative and end of life care career pathways, ensuring that they include staff from the allied health professions, in order to build specialist workforce capacity.
Safety Recommendation
Mental health: investigating under the Patient Safety Incident Response Framework (PSIRF)
Organisational support for protected time, resources and assistance for staff to mitigate and respond to the distress and demands they experience in their role.
Area of Improvement
The role of clinical pharmacy services in helping to identify and reduce high-risk prescribing errors …
It is recommended that the Royal Pharmaceutical Society, supported by NHS England and NHS Improvement, should provide guidance on models of hospital clinical pharmacy provision. The guidance should provide information on the models’ ability to enhance safety and healthcare resilience …
Safety Recommendation
Wrong site surgery – wrong patient: invasive procedures in outpatient settings
It would be beneficial if trusts trained or employed suitably qualified and competent patient safety specialists to align with the national Patient Safety Syllabus currently under development
Safety Observation
12-lead electrocardiograms (ECGs) in ambulance services: paramedic education, training and competence
Ambulance services and national organisations can improve patient safety by providing and supporting protected time and resources for paramedic training and continuous professional development, while understanding the potential impact on operational performance.
Safety Observation
Mental health inpatient settings
HSSIB recommends that The Shelford Group reviews and updates the Mental Health Optimal Staffing Tool on a regular basis following collection of recent data from mental health inpatient settings. This is to ensure the tool remains valid for potential changes …
Safety Recommendation
CQC inspection actions(136)— showing 50 strongest matches
University Hospital of Hartlepool
The service must ensure systems are put into place to ensure staffing is actively assessed, reviewed and measures put in place to improve retention.
Must Do
The Royal Oldham Hospital
The trust should consider reviewing the service’s healthcare support worker fill rates once the newly recruited staff are in post to determine if this has had a positive impact on the fill rates.
Should Do
Royal Preston Hospital
The Trust should continue to recruit allied health professions within medical care.
Should Do
Royal Hallamshire Hospital
The trust should continue with the recruitment programme to ensure they maintain safe staffing levels.
Should Do
Rochdale Infirmary
The service should continue to take action to enlist a clinical director of general and oral surgery and ensure that all required staff have job plans in place.
Should Do
Queen Elizabeth Hospital
The services should continue to address the vacancy rates in the service.
Should Do
North Manchester General Hospital
The trust should ensure it continues with the business plan to recruit more pharmacy and allied health professional staff to meet best practice guidance.
Should Do
North Manchester General Hospital
The service should ensure it continues to address shortages of staff in theatre to minimise the number of cancelled operations.
Should Do
North Manchester General Hospital
The trust should ensure there is a formal on call system if a second emergency theatre team is required and plans to recruit a second team are followed through.
Should Do
North Manchester General Hospital
The trust should ensure that it continues to work towards increasing medical staffing numbers in line with recommendations for consultant to patient ratios.
Should Do
Northern General Hospital
The trust should continue with the recruitment programme to ensure they maintain safe staffing levels.
Should Do
Medway Maritime Hospital
The service should continue to improve staffing and recruitment to ensure a fully staffed service.
Should Do
Lister Hospital
The service should continue working on recruitment and retention of staff.
Should Do
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 …
Should Do
Leicester General Hospital
The trust must ensure there are always enough suitably qualified and skilled staff on duty.
Must Do
King George Hospital
The service should continue to review and implement existing strategies to decrease the reliance on bank and agency staff.
Should Do
Kettering General Hospital
The service should continue its recruitment campaign to increase the number of registered children's nurses it employs.
Should Do
Jessop Wing
The trust should continue with the recruitment programme to ensure they maintain safe staffing levels.
Should Do
Glenfield Hospital
The trust should ensure that they continue to increase staffing levels by improving the recruitment and retention of nursing staff.
Should Do
Diana Princess of Wales Hospital
The service must ensure that there are sufficient staff with the right qualifications, skills and training to keep people safe from harm.
Must Do
Diana Princess of Wales Hospital
The trust must ensure that they have enough maternity staff with the right qualifications, skills, training and experience to keep women safe from avoidable harm and to provide the right care and treatment.
Must Do
Diana Princess of Wales Hospital
The service must ensure there are appropriate numbers suitably qualified, competent, and experienced medical staff to enable them to meet the needs of patients in their care.
Must Do
Diana Princess of Wales Hospital
The service must continue to appropriately recruit staff (specifically registered sick children’s nurses (RSCN) and ensure that there are sufficiently suitably qualified, competent and experienced staff on duty to meet the needs of patients. The emergency department was not meeting …
Must Do
Diana Princess of Wales Hospital
The service must continue to appropriately recruit medical staff to ensure that there are sufficiently suitably qualified, competent and experienced staff on duty to meet the needs of patients and to ensure there is a consistent and sustainable workforce available.
Must Do
Croydon University Hospital
The trust should continue to address the high vacancy and turnover rates in maternity staffing.
Should Do
Chorley and South Ribble Hospital
The Trust should continue to recruit allied health professions within medical care.
Should Do
Broomfield Hospital
The trust should ensure that recruitment of staff continues to meet the needs of the department.
Should Do
Royal Papworth Hospital NHS Foundation Trust
The service should continue to address recruitment to ensure a permanent workforce of radiographers.
Should Do
Moorfields Eye Hospital
The service should continue with their recruitment programme, devised to reduce their reliance on agency staff.
Should Do
Homerton University Hospital
The service should ensure it continues to improve workforce levels within maternity services.
Should Do
Fairfield General Hospital
The service should continue to take action to enlist a clinical director of general and oral surgery and ensure that all required staff have job plans in place.
Should Do
Yorkshire Ambulance Service NHS Trust HQ
Continue to recruit to additional staff vacancies to reduce operational pressures on the service.
Should Do
Trust HQ
Continue with the ongoing recruitment of staff.
Should Do
Trust Headquarters
Continue to proactively monitor call demand to ensure staffing levels are appropriate.
Should Do
South East Coast Ambulance Service NHS Trust Headquarters
Continue working towards supporting the workforce in order to reduce the pressure and improve staff morale.
Should Do
School Health
The service should continue to work on filling all vacant posts.
Should Do
Royal Blackburn Hospital
The service should continue to improve the staffing of its patient champion roles within the emergency department.
Should Do
Royal Blackburn Hospital
The service must continue with plans to improve staffing levels for nurses to full establishment.
Must Do
Penrith Community Hospital
The serviceshouldcontinuetoaddressstaffingandrecruitmentchallengestoensurethatsufficientnumbersofsuitablyqualified,competent,skilledandexperiencedstaffaredeployedinmaternityservices.
Should Do
Durham Diagnostics and Treatment Centre
The service should ensure they have sufficient numbers of dedicated pharmacists in line with the GPICS standards.
Should Do
Durham Diagnostics and Treatment Centre
The service should ensure they have sufficient numbers of allied health professionals to meet the guidelines for the provision of intensive care services (GPICS) standards.
Should Do
Durham Diagnostics and Treatment Centre
The service should ensure it has sufficient numbers of registered nurses within the establishment.
Should Do
Clifton Hospital
The trust should ensure it takes steps to improve the culture and morale within the service and ensure staff feel valued and supported.
Should Do
Birmingham Children's Hospital
The trust should ensure there are enough suitably qualified staff across all clinical areas, to make sure the service can meet people's care and treatment needs. This includes medical, registered nursing and non-registered nursing staff.
Should Do
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.
Should Do
Worthing Hospital
The trust must ensure there are enough nursing staff to keep patients safe.
Must Do
Worthing Hospital
The trust must ensure there are sufficient numbers of suitably qualified staff to keep patients safe.
Must Do
University Hospital Lewisham
The service should continue to address the vacancy rates in the service.
Should Do
The York Hospital
The service must ensure that there are enough midwifery and medical doctors to meet minimum staffing levels and they should mitigate against the risks of short staffing.
Must Do
Royal Shrewsbury Hospital
The trust should consider increasing the exposure of direct reports to trust board in order that succession planning and empowerment continues to develop within the senior team.
Should Do
HMICFRS recommendations(12)
FRS 2023-25 CoC Recommendations: Hampshire and Isle of Wight Fire and Rescue …
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. …
Recommendation
FRS 2023-25 CoC Recommendations: Hampshire and Isle of Wight Fire and Rescue …
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. …
Recommendation
FRS 2023-25 CoC Recommendations: Hampshire and Isle of Wight Fire and Rescue …
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. …
Recommendation
FRS 2021-22 CoC Recommendations: North Yorkshire Fire and Rescue Service
Cause of concern: The service doesn't have in place adequate workforce planning processes. This means that areas such as safety-critical training, succession planning, absence and work-time management don't support its current and future integrated risk management plan. Recommendation: By September …
Recommendation
FRS 2021-22 CoC Recommendations: North Yorkshire Fire and Rescue Service
Cause of concern: The service doesn't have in place adequate workforce planning processes. This means that areas such as safety-critical training, succession planning, absence and work-time management don't support its current and future integrated risk management plan. Recommendation: By September …
Recommendation
FRS 2021-22 CoC Recommendations: North Yorkshire Fire and Rescue Service
Cause of concern: The service doesn't have in place adequate workforce planning processes. This means that areas such as safety-critical training, succession planning, absence and work-time management don't support its current and future integrated risk management plan. Recommendation: By September …
Recommendation
FRS 2021-22 CoC Recommendations: North Yorkshire Fire and Rescue Service
Cause of concern: The service doesn't have in place adequate workforce planning processes. This means that areas such as safety-critical training, succession planning, absence and work-time management don't support its current and future integrated risk management plan. Recommendation: By September …
Recommendation
FRS 2018-19 CoC Recommendations: Hampshire and Isle of Wight Fire and Rescue …
Cause of concern: Isle of Wight Fire and Rescue Service doesn’t do enough to be an inclusive employer. We found signs of low morale in the workforce. People have little confidence that they will be treated fairly or that senior …
Recommendation
FRS 2021-22 CoC Recommendations: Buckinghamshire Fire and Rescue Service
Cause of concern: The service hasn’t made enough progress since the last inspection to improve equality, diversity and inclusion. Recommendation: By 31 January 2022, the service should:- be more ambitious in its efforts to attract a more diverse workforce which …
Recommendation
FRS 2021-22 CoC Recommendations: North Yorkshire Fire and Rescue Service
Cause of concern: The service doesn't have in place adequate workforce planning processes. This means that areas such as safety-critical training, succession planning, absence and work-time management don't support its current and future integrated risk management plan. Recommendation: By September …
Recommendation
Efficiency spotlight report: The impact of recruitment and retention on the criminal …
Invest more in understanding why staff left and use this information to inform future changes to improve recruitment and retention
Recommendation
The policing response to antisocial behaviour: PEEL spotlight report
ASB training and mandatory process for collecting, analysing and publishing data on antisocial behaviour
Recommendation
NAO audit recommendations(11)
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 …
Partially accepted
Employment support: The Kickstart Scheme
l) conducting proactive routine monitoring of what employment support organisations participating in Kickstart are providing; and
Accepted
Employment support: The Kickstart Scheme
To help ensure Kickstart participants receive high-quality support alongside their jobs, the Department should monitor the support provided, by: k) establishing standards to benchmark the quality and quantity of employability support it expects Kickstart participants to receive;
Accepted
Resilience to animal disease
e work with stakeholders in the veterinary sector to develop a workforce strategy that addresses the challenges currently facing the veterinary workforce, particularly in government but also considering the private sector;
Accepted
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 …
Accepted
Public Service Pensions
c) in conjunction with the Cabinet Office, work closely with employers to understand how public service pensions can best support their workforce planning, to ensure pensions are an effective tool in recruiting and retaining the staff they need;
Partially accepted
Investigation into the Bounce Back Loan Scheme
The Scheme achieved its initial objective of quickly supporting small businesses, but a lack of more detailed Scheme-specific objectives will make it difficult to measure its ultimate success. Systems and processes have evolved since the Scheme launch but much hard …
Accepted
Support for pupils with special educational needs and disabilities in England
The Department should set quantified goals, for 2020-21 onwards, including outcome measures such as metrics relating to preparing young people for adulthood, to make clear what level of performance would constitute success for the support provided for pupils with SEND. …
Partially accepted
NHS England’s modelling for the Long Term Workforce Plan
Recommendation 3: Given NHSE's commitment to update the LTWP at regular intervals, it should assign responsibility for understanding the entire modelling pipeline to a small team and ensure that there is sufficient knowledge of the Python and triangulation models available …
Accepted
Civil service leadership capability
b. The Cabinet Office should work with departments, professions and functions to set out more clearly the specific outcomes that it wants to achieve from leadership capability as a whole system, and criteria for judging success. The Cabinet Office should …
Accepted
Support for vulnerable adolescents
We recommend that those central government departments involved should, through formal governance, work together to: c) agree some cross-government objectives and outcome measures for supporting those vulnerable adolescents most in need of support, along with data sources and methods of …
Accepted
IMB individual recommendations(140)— showing 50 strongest matches
Brook House (2020)
Keep staff recruitment and retention as a priority.
NHS / Healthcare Provider
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 that in …
HMPPS
Partially Accepted
Garth (2021)
Staff retention problems throughout HMPPS have increased throughout this period in large part because of the erosion of staff salaries and conditions of service. This matter needs to be urgently addressed and rectified.
HMPPS
In Progress
Eastwood Park (2021)
What action is being taken to improve officer recruitment and retention at Eastwood Park?
Governor / Director
In Progress
Yarl’s Wood (2022)
Keep staff recruitment and retention as a priority.
Governor / Director
Woodhill (2022)
To work with colleagues across government departments to develop a meaningful plan for the recruitment and retention of prison staff.
Ministry of Justice
In Progress
Winchester (2022)
What measures can the minister outline to improve staff recruitment, motivation and retention?
Other
In Progress
Whitemoor (2022)
Will HMPPS give priority to improving the training and support given to prison officers in their early years in post in order to halt the haemorrhaging of staff in the first five years after their appointment?
HMPPS
Wetherby (2022)
Recruitment and retention of officers is a serious problem. What are the short- and long-term plans to address this?
HMPPS
Wormwood Scrubs (2023)
HMPPS should outline actions to improve recruitment, turnover, and retention of staff.
HMPPS
Garth (2023)
Staffing shortages have meant that the key worker system cannot work effectively. The Board believes the key worker system is essential for the good management and support of prisoners. It is presently not working effectively because of staff shortages. When will the Minister increase staffing levels and funding to rectify this problem?
HMPPS
In Progress
Birmingham (2023)
Retaining staff is a concern particularly when experienced staff are leaving. How will HMPPS improve staff retention rates?
HMPPS
Implemented
Aylesbury (2023)
Deliver a robust, imaginative and flexible new recruitment strategy across the prison estate, backed by the resources needed to increase and sustain higher staffing levels.
HMPPS
Brinsford (2024)
Recruitment and retention of staff across the Prison Service.
HMPPS
In Progress
Feltham (2025)
Take proactive steps to reduce staff absence and provide support for those on sick leave.
Governor / Director
Feltham (2025)
Address staff absence and improve retention.
HMPPS
Feltham (2025)
What is being done to recruit staff to the Probation Service?
Ministry of Justice
Feltham (2025)
Implement dedicated national campaign to recruit youth justice workers.
HMPPS
Feltham (2025)
What steps will you take to improve staffing levels in the wellbeing team?
Governor / Director
Feltham (2025)
What steps will you take to improve staffing levels in the resettlement team?
Governor / Director
Feltham (2025)
What steps will you take to support the A side Governor in recruiting more staff for resettlement and well-being teams?
HMPPS
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.
HMPPS
Partially Accepted
Guys Marsh (2020)
What steps will the minister take to ensure that properly supported recruitment, training and professional development of a sufficient number of competent prison officers will continue to be a priority?
Ministry of Justice
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 there any …
Ministry of Justice
Rejected
Bullingdon (2020)
What steps is the minister taking to ensure that probation services will have the number of staff that they need, both in prisons and in the community? How will he address the problems that have arisen because of the amount of experience and knowledge that has been lost as a result of past staff cuts and subsequent attrition?
Ministry of Justice
In Progress
Exeter (2021)
Exert influence to help the retention of prison officers by recognising the work they do and ensuring parity with other public servant roles (see 3.2.4).
Ministry of Justice
Woodhill (2022)
To increase the recruitment and retention of uniformed and non-uniformed staff.
HMPPS
In Progress
Whitemoor (2022)
Will the minister give a clear lead to addressing the staffing crisis in the prison service by undertaking a fundamental review of the career opportunities and pay offered to its staff?
Ministry of Justice
Portland (2022)
What steps will the minister take to ensure that the prison service is an attractive profession with competitive remuneration, training and professional development?
Ministry of Justice
Hollesley Bay (2022)
Supports the reunification of the Probation Service. Nevertheless, it is recognised that there is a need to recruit more trained staff and a national plan should be established for this purpose. This comment is equally applicable to prison officers.
Ministry of Justice
Hollesley Bay (2022)
Supports the reunification of the Probation Service. Nevertheless, it is recognised that there is a need to recruit more trained staff and a national plan should be established for this purpose. This comment is equally applicable to prison officers.
Ministry of Justice
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?
HMPPS
Altcourse (2022)
Timely recruitment of a complaints clerk and family unit social worker to ensure that the current level of service in those areas is maintained.
Governor / Director
Ranby (2023)
What steps can the Prison Service take to ensure that the numbers of experienced staff are maintained at adequate levels?
HMPPS
Lewes (2023)
Will the Minister improve the funding to enable the prison to recruit and retain an adequate number of staff?
Ministry of Justice
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 that new …
HMPPS
In Progress
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?
Other
Bullingdon (2023)
Continuing staff shortages and a continuing increase in the proportion of inexperienced staff remain concerns to the Board. While various initiatives have aimed to improve retention and training of staff with limited experience, are there any other measures which the Minister could take to alleviate the Board’s concerns?
Ministry of Justice
In Progress
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?
Governor / Director
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?
Governor / Director
In Progress
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.
HMPPS
In Progress
Garth (2024)
it is strongly recommended that applicants who are interest in joining the staff at Garth should visit the prison before interview and should be interviewed face-to-face by a panel that includes senior staff of the prison. It is essential that applicants fully understand what they are coming into and that management are as sure as possible that they have the …
Ministry of Justice
Partially Accepted
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.
HMPPS
In Progress
Garth (2024)
The whole policy and process of staff recruitment needs to be reviewed and revised as a matter of urgency, because many of the operational problems within the prison derive from the inadequacies of the current process.
Ministry of Justice
In Progress
Feltham (2025)
The IMB understands that recent changes to visas for overseas workers will prevent many foreign national people who have recently joined the Prison Service from continuing to work in the UK. These trained and operational working prison officers face deportation. The changes will also prevent current overseas applicants from being successfully recruited. In this situation, where else will the Government …
Other
Feltham (2025)
What is being done to recruit staff to the Probation Service? The shortage of probation staff hampers delivery of resettlement services in prisons and will be a serious impediment to the proposed community sentence proposals in the Government’s Sentencing Bill.
Other
Coldingley (2025)
The Prison Service should outline what is being done to improve and stabilise staff retention, as Coldingley has witnessed an extreme case of operational staff attrition.
HMPPS
In Progress
Berwyn (2022)
The Board is concerned at the lack of sufficient staff, which is the biggest destabilising factor in the prison. We hope to see increased funding to help recruit and retain frontline operational staff.
Other
Lancaster Farms (2022)
To conduct a wide-ranging review of prison staffing, to address the loss of experienced staff and of a large percentage of new staff that leave within 12 months of recruitment.
HMPPS
In Progress
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?
Governor / Director
Health investigations(55)
Independent investigation: Lewis Hodge, Birmingham (1999) — Rec aa.
That managers of mental health services should seek to ensure that their employees are well treated and within resources that they receive those periodic rewards for good work, perquisites and other gestures of recognition that an employee of a non-public body of equivalent size and resources might reasonably expect to …
midlands
Independent investigation: Carla Thompson, Merton (1998) — Rec 9
The Inquiry Panel recommends that the Department of Health should review the current arrangements for the recruitment, training, and retention of specialist staff to work in mental health services for deaf people, with a view to addressing the identified difficulties in these areas.
london
Independent investigation: Tina Stevenson&2 babies, Hull (2005) — Rec 19.1
The MH Trust should produce and widely publish the strategy for medical services required by the newly appointed Director of Human Resources and Diversity. It should describe how it intends to aid locum consultants develop into substantive consultant positions. It should inform readers how clinical governance, continuing professional development, appraisal, …
north_east_yorkshire
Independent investigation: Simran Sidhu (5)Aman Raj (23 mths), Southall Station … — Rec 5
The Nurse Lead Practitioner plays an integral and important role in the day to day running of a CMHT and greater efforts must be made to ensure the post is covered whether this is through enabling a suitable team member to act up or offering the post as a development …
london
Independent investigation: Odessa Carey, Washington (2019) — Rec 6
a) CNTW must ensure that the CPA Policy is embedded in practice and supported by relevant training addressing the quality of risk assessment, management plans, discharge planning and involvement of carers. b) CNTW must ensure their workforce strategy addresses and monitors the clinical risks associated with CTT medical and nursing …
north_east_yorkshire
Independent investigation: Michael Galloway, Illingworth (1999) — Rec 6.8
The panel recommends that the Trust and the commissioners of service consider the recruitment of substantive consultant cover.
north_east_yorkshire
Independent investigation: Lee Pomeroy, Horsley, Guildford (2019) — Rec 134
We have one recommendation to make with the aim of addressing our comments in paragraph 136 above. That is, we recommend that the trust develop a stable, cohesive, well-led and nurturing multi-disciplinary team within LaCFT, addressing three areas: • Staffing profile. • Performance. • Cultural ethos. It is a matter …
london
Independent investigation: Gwendoline SmithDavid Smith, Sandiacre (1995) — Rec 18
The employee specification should set out the competencies required of the post holder and identify the appropriate grade.
midlands
Independent investigation: Eshun Marnade Chattun, Springfield hospital Tooting (2003) — Rec 15
The Trust should consider urgently the resources devoted to and structure of the clinical audit team to offer career progression and to improve retention of staff.
london
Independent investigation: David Kemp, Great Yarmouth (2008) — Rec 13
A robust strategy for monitoring the Recruitment and Retention of all staff in the FIPT Service, especially Waddon Ward, should be produced and monitored monthly and include the involvement of the MDT. This strategy should include meaningful feedback from staff that leave the service and must be fed back into …
london
Independent investigation: David Kemp, Great Yarmouth (2008) — Rec 12
Nursing leadership and historically high churn rates within the nursing team is a known risk to the Trust for this service. A contingency plan should be in place for managing the risks incurred when senior positions in the team are vacant to ensure stability on the unit. The practice of …
london
Independent investigation: Caroline WillsAshley Wills, Cramlington, North-umberland (2000) — Rec 11
Demonstrate that the recruitment and retention of dedicated and appropriately qualified staff at all levels with reasonable caseloads is prioritised.
north_east_yorkshire
The Christie NHS Foundation Trust Rapid Review: Published November 2021 — Rec 3.3.1.2
Through an external organisation, the Trust should examine how BAME colleagues have been treated in recruitment, promotion, disciplinary and grievance hearings over the last three years.
Christie NHS Foundation Trust
north_west
The Christie NHS Foundation Trust Rapid Review: Published November 2021 — Rec 2.5.6.4
In view of the comments received about the turnover of staff from BAME backgrounds in the CRF it is recommended that a look back exercise is undertaken to establish the actual position.
Christie NHS Foundation Trust
north_west
An Independent Review into the care and treatment provided by … — Rec 4
The Trust must work with its current and future workforce levels to recognise, adapt to and manage the safety challenges that a staffing shortfall may pose, including ensuring the stability of nursing staff. The Trust must develop a representative, competent and culturally sensitive workforce which is supported to provide services …
Greater Manchester Mental Health NHS Foundation Trust
north_west
An Assurance Review of the Independent Review into the care … — Rec 4
The Trust must work with its current and future workforce levels to recognise, adapt to and manage the safety challenges that a staffing shortfall may pose, including ensuring the stability of nursing staff. The Trust must develop a representative, competent and culturally sensitive workforce which is supported to provide services …
Greater Manchester Mental Health NHS Foundation Trust
north_west
Independent investigation into the care and treatment of Mr Y — Rec 134
We have one recommendation to make with the aim of addressing our comments in paragraph 136 above. That is, we recommend that the trust develop a stable, cohesive, well-led and nurturing multi-disciplinary team within LaCFT, addressing three areas: • Staffing profile. • Performance. • Cultural ethos. It is a matter …
london
Accepted
Independent investigation into the care and treatment of M — Rec 3
Integrated Care Boards, working with regional NHS England (NHSE), teams should work with providers to understand the workforce needed to provide support to people with a learning disability and autistic people and families in the community and to take active steps to address the gap between what is needed and …
london
Accepted
Independent investigation into the care and treatment of DO — Rec 4
Commissioners should consider conducting an impact assessment prior to the commissioning of ‘new’ services in order to establish the potential impact upon existing services in terms of staffing and recruitment in existing services.
DO who committed a homicide in 2013. DO was in receipt of services from South London and Maudsley NHS Foundation Trust
london
Accepted
Independent investigation: Alan Geddes, Aberdeen (2019) — Rec 3
The Scottish Government’s national mental health workforce strategy should take full account of the individual impact of lack of continuity of care as highlighted in Mr TU’s case relating to recruitment and retention of consultant psychiatrists/senior medical staff in health boards.
scotland
Independent investigation: Valerie Thomas, Cardiff (2005) — Rec 6
A review of the staffing made available to the CMHTs within Cardiff and Vale NHS Trust should be undertaken. In particular the number of medical, nursing and social work staff and the provision of a broader range of support staff and services should be considered. The guidelines referred to in …
wales
Independent investigation: Tom Easton, Old St, London (2006) — Rec 1
The ELFT should undertake a joint strategic needs assessment of the population of each CMHT catchment area and link this to a review of the workload of each of the four CMHTs to determine the actual workload of each and then adjust the staffing to better reflect the known needs …
london
Independent investigation: Simon Widger, Eastbourne, Sussex (2000) — Rec 5
That the Children and Family Court Advisory Support Service (CAFCASS) is encouraged and enabled to: - a) arrest the decline in the number of Children’s Guardians; b) encourage suitably experienced people to continue in and take on this work; c) ensure that adequate funding is authorised for particularly complex cases; …
south_east
Independent investigation: Simon Sutton, Birkenhead (2007) — Rec R6
The trust should ensure that they have the appropriate number of consultant psychiatrists in post - in line with the Royal College of Psychiatrists’ guidelines. If necessary, a review of locum staff use should be conducted.
north_west
Independent investigation: Lisa Sullivan, Walton on the Naze (2005) — Rec 11
NHS organisations should be alert to the inherent risks of a long period with a shortage of senior medical staff, or a rapid turnover of such staff. In such circumstances the Human Resources Strategy should ensure that the caseload in psychiatric outpatients is reviewed to make certain that all cases …
east_of_england
Independent investigation: John Uttley, Huddersfield (2017) — Rec 4
At Sancus Solution’s quality assurance review SWYPFT should have completed a further audit of the forensic community service and be able to evidence that they have considered the following Sancus Solutions’ recommendations: - the introduction of rehabilitation outreach forensic psychologist and psychiatrist posts - the allocation of administrative and dual …
north_east_yorkshire
Independent investigation: Jayne Poppy, Leigh on Sea (2002) — Rec 17
The Trust should ensure that there is a system in place for ensuring that the Trust carries out a further investigation into the robustness of medical care at the time of the December 2002 incident, covering the point of a shortage of substantive Consultants or of suitable candidates for vacant, …
east_of_england
Independent investigation: James Fortey, Newport, Gwent (2007) — Rec 1
In relation to Leadership / Management Aneurin Bevan Health Board should, in collaboration with its Local Authority partners: a) Put in place systems to inform senior managers in both organisations about issues arising in relation to workload, team capacity, performance management. b) Take steps to improve the leadership and management …
wales
Independent investigation: Gwendoline SmithDavid Smith, Sandiacre (1995) — Rec 32
Standard requirements, also set out in the Job Specification, including the duty to attend training and discussion sessions, should also be included in contracts offered to Counsellors. The current support for counsellors should be extended to include trainees and qualified counsellors on professional placement.
midlands
Independent investigation: Gwendoline SmithDavid Smith, Sandiacre (1995) — Rec 2
There should be adequate social work resources available to support the implementation of Recommendation 1.
midlands
Independent investigation: Caroline Evans, Llangadog, Camarthen (2003) — Rec 8.4.5
Efforts should be made to ensure staffing (to include medical, nursing, psychology, and occupational therapy) in the mental health field is up to establishment level and that the establishment level is sufficient. This could take the form of a brief research programme to evaluate the causes of any deficiencies.
wales
The Christie NHS Foundation Trust Rapid Review: Published November 2021 — Rec 3.3.1.1
The Trust should seek feedback from BAME staff on their experiences and examine information provided in exit interviews f rom the last three years.
Christie NHS Foundation Trust
north_west
The Christie NHS Foundation Trust Rapid Review: Published November 2021 — Rec 3.1.4.2.2
The new RD should be supported to develop a strong, knowledgeable, and inclusive leadership team.
Christie NHS Foundation Trust
north_west
The Christie NHS Foundation Trust Rapid Review: Published November 2021 — Rec 2.5.6.5
That the use and effectiveness of exit interviews be reviewed.
Christie NHS Foundation Trust
north_west
The Christie NHS Foundation Trust Rapid Review: Published November 2021 — Rec 2.5.6.2
The Trust should undertake an audit of the use of FTCs and review their policy with a view to developing a more supportive approach to this dedicated and often long-serving group of staff. This could include appropriate briefing and guidance documents for line managers on the use of FTCs.
Christie NHS Foundation Trust
north_west
Stage 2 Independent Investigation into Southern Health NHS Foundation Trust: … — Rec 33
SHFT should develop a co-produced Patient Safety Plan, which includes a long-term strategy for the recruitment of Patient Safety Specialists and Patient Safety Partners and a commitment to continuous improvement.
Stage 2 Independent Investigation into Southern Health NHS Foundation Trust
south_east
Investigation into matters relating to Jimmy Savile at Leeds General … — Rec 18
A unified HR system should be established across the Trust that fulfils the recruitment and employment requirements for all employees, volunteers and contractors in a consistent manner (source: chapters eight, nine and ten).
Leeds Teaching Hospitals NHS Trust
north_east_yorkshire
Independent investigation into the care and treatment of P in … — Rec 3
The Trust should review the risk register thoroughly to assure itself that the identified risks, risk scores and therefore the mitigation are correct, with particular attention to risks where staffing and recruitment are the underlying factors.
Hertfordshire Partnership University NHS Foundation Trust
east_of_england
*Independent investigation into the care and treatment of Mr P: … — Rec 7
The Trust should ensure that within the Early Warning Trigger Tool, consistently high use of locum CMHT and medical staff is included as a potential warning for teams at risk of poor performance. For those teams where this occurs the Trust should ensure that the appropriate risk registers reflect the …
south_east
An assessment of a mental health trust’s internal investigation of … — Rec R8
The Trust should undertake a comprehensive review of its staffing and capacity within community mental health services, particularly in relation to the management of complex cases, to assess the impact on service users’ diagnosis, treatment, and risk management. This review should inform workforce planning and resource allocation to ensure safe …
north_east_yorkshire
This Independent Investigation into concerns and issues raised relating to … — Rec 45
All NHS organisations should ensure that demand management and specialty development are proactively planned and managed, with clear strategies for workforce planning, skill mix, and the development of sub-specialties to meet the needs of the population.
University Hospitals of Morecambe Bay NHS Foundation Trust
north_west
Independent investigation into the care and treatment of M — Rec 5
We recommend that St Andrew’s Healthcare (SAH) undertake a review of the approaches to working with children who have a combination of learning disability, autism and behaviour that challenges. This will require a shift towards a behavioural approach to intervention, which will require clinical leadership from a learning disability specialist, …
london
Accepted
Independent investigation: Robert MitchellArthur WilsonShirley Wilson, Bramford, Suffolk (1994) — Rec B
The Department of Health should ensure the funding of adequate numbers of training places for Clinical Psychologists.
east_of_england
Independent investigation: Liaquat Ali, Bury (1999) — Rec 2.ii.d
Consideration should be given to the appointment of a Nurse Consultant with a particular focus on inpatient services in Bury.
north_west
Independent investigation: Liaquat Ali, Bury (1999) — Rec 2.i.e
Whilst we understand the pressures on the time of the Medical Director, we believe that until it is possible to appoint new Consultants to Bury, there will need to be time set aside to become more involved in the services in Bury. We cannot find evidence that the situation with …
north_west
Independent investigation: Carla Thompson, Merton (1998) — Rec 4
The Inquiry Panel recommends that all NHS Trusts providing mental health services should ensure that their staff receive appropriate training in deaf awareness and communication skills, including access to BSL training, and that the acquisition of such specialist skills is recognised and rewarded.
london
Independent investigation: Michael Galloway, Illingworth (1999) — Rec 6.4
The panel recommends that the Trust should ensure that individual performance appraisal is taking place, and that the IPR system used is robust, and that it permits staff to register their individual needs for training and support.
north_east_yorkshire
Independent investigation: Melanie Welch (Ms B), Redhill, Surrey (2001) — Rec 7.5
We recommend:- That the Trust initiates a debate amongst its senior clinicians to review their roles within the organisation and with clinical teams. Part of this review must include workload and numbers of consultants, with reference to the Royal College of Psychiatrists’ guidelines.
south_east
Independent investigation: Caroline Evans, Llangadog, Camarthen (2003) — Rec 8.5.2
Staff should be given support structures and advice to enable them to move on with confidence if the standards of mental health care in Carmarthenshire are not to fall.
wales
Stage 2 Independent Investigation into Southern Health NHS Foundation Trust: … — Rec 38
SHFT should adopt the NHS Just Culture Guide and put in place an implementation plan to ensure its uptake through its ongoing organisational development and staff training programme. It should ensure that it is well placed within the SHFT recruitment strategy and within all induction programmes for all staff, to …
Stage 2 Independent Investigation into Southern Health NHS Foundation Trust
south_east
Scottish Fatal Accident Inquiries(1)
Detention investigations(2)
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)
Immigration Detention
Independent Investigation into Concerns about Brook House Immigration Removal Centre — Rec R42
G4S Health Services should develop a career pathway for nurses working in Care and Justice. This should be accompanied by the development of customised training materials. (To be completed within 3 months)
Immigration Detention
Independent reviews(50)
Youth Justice Board Review — Rec 9
The YJB should seek inward secondments from local authority partnerships and frontline staff.
Justice & Legal
Youth Justice Board Review — Rec 8
A board that retains its current overall size and which places emphasis on the recruitment of members with current or very recent senior leadership of roles carried out by statutory partners, that is, policing, children’s services, probation, NHS, a multi-academy trust or similar, and an academic from the youth justice …
Justice & Legal
National workload action group: reports on social worker workload — Rec 12
DfE should commission further work to understand more about the impact of flexible working arrangements so employers understand how to support the workforce effectively.
Health & Social Care
National workload action group: reports on social worker workload — Rec 10
DfE should, with the children’s social care sector, develop and implement a national workforce strategy for social workers and the wider social care workforce to inform national workforce planning, focusing on retention of the existing workforce and career pathways in non-social worker roles, including career pathways into social work from …
Health & Social Care
Keep Britain Working Review: Final report — Rec 1
Launch a three-year scaling of the Vanguard - Create the pathway for employer-led solutions to develop a Healthy Working Standard and Workplace Health Provision by 2029 - a framework of evidence-based practices that deliver: • Better retention of people with physical or mental health conditions, and those who are neurodivergent …
Health & Social Care
Cunliffe Water Commission — Rec 32
Recommendation 32: The UK and Welsh governments should ensure that their regulators are equipped with sufficient powers, operational flexibility, and the ability to recruit and retain high-quality technical staff. This should include establishing the new regulator outside of public sector pay controls.
Other
Corry Defra Regulation Review — Rec 6
Assess potential for regulators to have targeted pay flexibility so they can employ and retain staff, particularly specialist staff. This should be considered as part of the Spending Review settlement and involve seeking specialist pay rates, or more flexible pay bands, especially for positions that require unique skills or are …
Other
Newman CAA Review — Rec 5.2
Subject to Cabinet Office guidance, either the Secretary of State should appoint a Deputy Chair (typically this would be one of the NEDs on the Board), or the Senior NED should have an outward-facing role as well as the current internal role. The CAA should continue to be fully supported …
Other
Newman CAA Review — Rec 5.1
The skill requirements of the board should be reviewed to reflect the changing needs of the organisation and inform NED appointment decisions. As a minimum, in addition to the existing range of skills, the board should include NEDs with significant experience of working in a consumer-facing business and experience in …
Other
Narey-Owers Foster Care Review — Rec 29
If the register of adopters recommended in Chapter 4 were not to be introduced we must have, at the very least, a vacancy management system to remove the randomness and - sometimes the lottery - of finding the right carers for children.
Other
Narey-Owers Foster Care Review — Rec 23
We recommend that larger local authorities or the consortia should consider making a determined attempt to become self-sufficient in carer recruitment or, alternatively, consider partnering with one or more IFAs to provide their complete fostering service. Either of these options is likely to be cheaper and provide greater assurance of …
Other
Narey-Owers Foster Care Review — Rec 15
We believe that greater regional cooperation could concentrate marketing expertise and make better use of marketing budgets and we urge local authorities to consider combining their recruitment efforts.
Other
Narey-Owers Foster Care Review — Rec 12
We do not believe current payments to carers - when considered in the context of HMRC's helpful tax and benefit arrangements - are inadequate. Nor are they an obstacle to recruiting high quality carers, particularly if the tax and benefit treatment of fostering income is better publicised.
Other
Carter NHS Productivity Review — Rec 1
NHS Improvement should develop a national people strategy and implementation plan by October 2016 that sets a timetable for simplifying system structures, raising people management capacity, building greater engagement and creates an engaged and inclusive environment for all colleagues by significantly improving leadership capability from "ward to board", so that …
Health & Social Care
Kerslake Birmingham Review — Rec 6
Birmingham City Council should strengthen their Human Resources (HR) function in the following ways: a. the strategic role of workforce planning and HR should be vested in an existing Cabinet member. The Cabinet should not delegate this role. Members' role in workforce issues, beyond the Cabinet, should be limited to …
Other
Henley Music Education Review — Rec 26
The Conservatoires should work with Teach First to create a Teach Music First programme, which enables our best musicians to spend two years teaching in schools before they move onto their performance career.
Education
Hodgson Charities Act Review — Rec 16
Umbrella bodies should, working with the Charity Commission and Government, investigate ways to draw together and promote a centralised portal for trustee vacancies.
Other
Hodgson Charities Act Review — Rec 14
Businesses should explore the potential for loaning or seconding staff to charities.
Other
Hodgson Charities Act Review — Rec 13
The Government should lead the way in demonstrating good practice by encouraging staff to consider trusteeship and enabling them to use volunteering days in this way.
Other
Hodgson Charities Act Review — Rec 12
The Government, working with business, should produce best practice guidance for employers on what trusteeship is, the benefits for employees, and how to effectively support employees who are trustees to meet the commitments of their role.
Other
Hodgson Charities Act Review — Rec 11
The Charity Commission should work with umbrella bodies and other groups in the sector (e.g. infrastructure organisations) to promote their best practice guidance on trustee recruitment.
Other
Hodgson Charities Act Review — Rec 9
Trustees of all charities should consider reimbursing trustees’ expenses, especially if they consider this would result in a wider range of individuals taking on the role.
Other
Chapman Police Disciplinary Review — Rec 7
Conduct further work around the concept of voluntary exit windows and future manning models.
Policing & Security
Levene Defence Reform Report — Rec 6d
DG Finance and the TLB holders should jointly appoint TLB Directors of Resources (formerly Command Secretaries). The post should report to them jointly. The Directors of Resource must have the necessary financial skills and experience and be properly supported.
Other
Cantle Report — Rec 6.56
New and more radical measures need to be taken in respect of ethnic minority recruitment and several suggestions were put forward to us which should be evaluated.
Other
Cantle Report — Rec 6.53
It is important that the lack of financial rewards and career progression within, the field of community policing, especially in difficult inner city areas, is addressed.
Other
Cantle Report — Rec 6.43
The recruitment of ethnic minority teachers and governors also requires review, as does diversity training for all staff and governors. The problem of the lack of male teachers also needs to be addressed and could help significantly with later problems of disaffected youth
Other
Cantle Report — Rec 6.9
The community cohesion strategy for each area should include a new and vigorous approach to recruitment, and career progression, in all key agencies, such as the police, local authorities, health authorities and regeneration agencies. Challenging and measurable targets should be set. This work should be co-ordinated at a local level …
Other
Bean Economic Statistics Review — Rec E16
Recommended Action 16: Introduce recruitment and training schemes to raise analytical skills across ONS, including offering opportunities for specialists to progress in their careers by contributing to research and development of value to the organisation.
Other
Willis Commission on Nursing 2012 — Rec 28
A long-term, sustainable funding model should be developed across the UK to support the education and training of future nurses, including adequate financial support for students and bursaries to support mature students.
Health & Social Care
Willis Commission on Nursing 2012 — Rec 18
A national nursing career framework must be implemented urgently by all partners and properly resourced. It should be based on the four governments' existing policies of building career frameworks and pathways that support movement between, and synthesis of, practice, management, education and research; that value and reward different career paths; …
Health & Social Care
Willis Commission on Nursing 2012 — Rec 10
A national clinical-academic career structure should be established, to ensure time and opportunity to teach in care delivery settings as well as the classroom, support engagement in research focused on improving care, and ensure education is patient-centred. Incentives should be introduced for establishing joint university-healthcare provider roles.
Health & Social Care
Willis Commission on Nursing 2012 — Rec 9
Urgent action is needed to support the nursing academic workforce and guarantee its future quality: halt the decline in numbers, raise morale, and attract new staff.
Health & Social Care
Willis Commission on Nursing 2012 — Rec 8
The public needs to know what it can expect of registered nurses educated at degree level. Stakeholders should scale up recruitment campaigns and other measures, including dialogue with the media, to promote better understanding of contemporary nursing and nursing education and dispel the myth that better educated nurses are less …
Health & Social Care
Willis Commission on Nursing 2012 — Rec 7
Governments, education institutions and employers must fulfil longstanding policy commitments to develop educational and employment models that widen access to nursing education, and provide career pathways for healthcare support workers including those who wish to train as nurses or midwives.
Health & Social Care
Tooke MMC Inquiry — Rec 45
The length of training in General Practice should be extended to five years, (three years in Core plus two years as a GP Specialist Registrar supervised by a Director of Postgraduate GP Education). Extension to five years would bring GP training in line with the other developed European countries. Opportunities …
Health & Social Care
Tooke MMC Inquiry — Rec 38
Staff grade positions must be destigmatised and contract negotiations rapidly concluded. A new nomenclature should be agreed with those in such positions. The advantages of the grade (accrual of experience in chosen area of practice, consistent team environment) need to be made clear. Doctors in these posts should have access …
Health & Social Care
Tooke MMC Inquiry — Rec 22
Recognising i) the importance of linking workforce supply and demand, ii) the very recent devolution of workforce commissioning function to SHAs in England, we recommend that this situation prevails for the moment for initial Postgraduate Medical Training subject to the forging of closer links at all levels with the Higher …
Health & Social Care
Tooke MMC Inquiry — Rec 17
Career aspirations and choices should be informed by accurate data on likely employment prospects in all branches of the profession and the likely competition ratios based on historical data, supplemented by professionally agreed foresight projections. Such information should be updated annually by the redesigned medical workforce advisory machinery and made …
Health & Social Care
Tooke MMC Inquiry — Rec 16
DH should recognise the burgeoning supply of medical graduates it has commissioned and make explicit its plans for the optimal use of their skills for the benefit of patients. It is recommended that sufficient numbers of Core Specialty training posts (see Recommendation 33) should be made available to accommodate doctors …
Health & Social Care
Tooke MMC Inquiry — Rec 15
Explicit policies should be urgently developed and implemented to manage the transitional ‘bulge’, caused by the integration of eligible doctors into the new scheme, with appropriate credit for prior competency assessed experience.
Health & Social Care
Tooke MMC Inquiry — Rec 12
DH Workforce should urgently review its medical workforce advisory machinery to ensure that it receives integrated and independent advice on medical workforce issues to inform/complement SHA and local deliberations. Both national and devolved workstreams must be adequately resourced. The medical workforce advisory machinery should also take account of national policies …
Health & Social Care
Tooke MMC Inquiry — Rec 11
DH should have a coherent model of medical workforce supply within which apparently conflicting policies on self-sufficiency and open- borders/overproduction should be publicly disclosed and reconciled. We recommend that overseas students graduating from UK medical schools should be eligible for postgraduate training as should refugee doctors with the right to …
Health & Social Care
Mental Health Taskforce 2016 — Rec 32
HEE should work with NHS England, PHE, the Local Government Association and local authorities, professional bodies, charities, experts-by-experience and others to develop a costed, multi-disciplinary workforce strategy for the future shape and skill mix of the workforce required to deliver both this strategy and the workforce recommendations set out in …
Health & Social Care
Shape of Caring Review — Rec 34
HEE should work with HEIs to develop a standardised exit tool to explore in greater depth the causes for leaving the pre-registration programme. Such data should be reviewed and analysed urgently by HEE to inform future student nurse commissioning intentions and processes.
Health & Social Care
Shape of Caring Review — Rec 15
HEE should expect its LETBs to explore a model of guaranteed employment for nursing graduates that includes robust preceptorship.
Health & Social Care
Foster FE Review — Rec 73
The Government should introduce new, radical approaches to bring effective leaders in from outside and ensure their success and impact. In the first instance it would be prudent to devise a programme to recruit and train 50 new senior middle managers a year from other sectors.
Education
Foster FE Review — Rec 71
The Government, with the AoC and FE colleges and other key stakeholders, should develop a clear and targeted workforce development plan within the next twelve months which is published and consulted on prior to implementation.
Education
Foster FE Review — Rec 57
The Government should ensure that the new qualifications requirement on all college lecturers is not placing too many barriers in the way of vocational specialists entering teaching. The qualification framework should be reviewed and a new category of vocational tutor should be developed.
Education
Foster FE Review — Rec 30
Colleges should work with the Government on a programme to introduce new, radical approaches to develop leadership and to bring in effective leaders in from outside the college system. In the first instance it would be prudent to devise a programme to recruit and train 50 new senior middle managers …
Education
LGO / SPSO decisions(3)
PSOW-202502399 — Betsi Cadwaladr University Health Board
Mr C complained that Betsi Cadwaladr University Health Board withdrew an offer of a place on a training programme because it could not fund the Sponsorship Certificate that Mr C required. The Ombudsman found that the advert and recruitment pack had not made it clear that sponsorship was not available …
PSOW (Public Services Om…
Health
Oct 2025
23-015-052 — East Sussex County Council
Summary: Mr and Mrs B complained about the Council’s handling of their application to become respite foster carers. They say the Council unreasonably refused their application despite the fact they have fully cooperated with the process and given as much as information as they can. We do not find fault …
LGO (Local Government & …
Children S Care Services
Not Upheld
Jun 2024
24-005-139 — Kent County Council
Summary: We will not investigate Mrs X’s complaint about an unsuccessful appeal for a school place. This is because there is not enough evidence of fault for us to be able to question the panel’s decision.
LGO (Local Government & …
Education
Jul 2024
Domestic Homicide Reviews(40)
West Berkshire — recommendation 6
Staff welfare should receive a greater priority from senior management and a renewed focus on staff retention and health should be increased in areas with repeated high turnover with risks of staff burnout.
Berkshire Healthcare NHS Foundation Trust
Berkshire Healthcare NHS Foundation …
West Berkshire — recommendation 5
Permanent staff should be recruited and supported to manage caseloads based upon evidence-based guidelines and ensuring patient safety at all times.
Berkshire Healthcare NHS Foundation Trust
Berkshire Healthcare NHS Foundation …
Nottingham — recommendation Equation 1
Policies and procedures, staff induction/training/management is in place to ensure Referral timeframes are met. However, management can monitor Helpline capacity/waiting lists to ensure Equation has resources to meet this requirement.
Equation
Solihull — recommendation SWMCRC-R-1
Planned local management team driven restructuring in cluster to improve staff access to support and build operational resilience.
Staffordshire and West Midlands Community Rehabilitation …
Durham — recommendation 10.2.5
Staffing-Licensing function to be part of constabulary’s operational core business, with long term investment of operationally capable staff.
Durham Constabulary
Durham Constabulary
Brent — recommendation Brent Housing
Create a post within the Housing Options Team to be the lead officer for Domestic Violence
Brent Housing
Norfolk — recommendation 10
The National Probation Service has identified a number of service specific recommendations which this review recommends are undertaken: • To plan and implement effective measures to reduce caseloads and workload pressure on staff working at the relevant office • To widen and improve the recruitment campaign/package to encourage new applicants …
National Probation Service
National Probation Service
Norfolk — recommendation 9
It is recommended that the Ministry of Justice review the adequacy of staffing in the National Probation Service to ensure realistic caseloads, so that there is effective monitoring of high risk offenders and public protection is not compromised
Ministry of Justice
Ministry of Justice
Leicester — recommendation 6
Explore the possibility of securing additional funding to recruit a permanent IDVA to work across UHL, alongside the UHL safeguarding teams
University Hospitals of Leicester NHS Trust
University Hospitals of Leicester …
Harrow — recommendation 14
Make recommendations to commissioners about their role in proactively overseeing the transfer of services to reduce the risk of staff leaving if there are anxieties about TUPE being applied.
Compass
Hammersmith and Fulham — recommendation WLT9
Medical vacancies within the service should be filled and appropriate mechanisms in place with the Medical HR department of the Trust to ensure that recruitment strategies are in place to reduce vacancies. The Training Programme Director should also be sighted on trainee gaps.
West London NHS Trust
West London NHS Trust
Welwyn Hatfield — recommendation R17
Hertfordshire Domestic Abuse Partnership should consider current trends in domestic abuse, anticipated future demands and the resourcing implications.
Hertfordshire Domestic Abuse Partnership
East Sussex — recommendation 7
That the report is shared with the Ministry of Justice in order that: • the implications of shortages of probation officers on professional standards are noted • consideration is given, within the restructure of the probation services, to the professional registration of probation officers to ensure that individual standards of …
Ministry of Justice
Ministry of Justice
Torfaen — recommendation 3
The local commissioning of older persons specialist staff and the work of the Older Person’s commissioner on abuse of older adults to be promoted to aid recognition of domestic abuse within older relationships and referral routes for support. With family consent this report and findings could be utilised as a …
Local Authorities | NHS
Local Authorities
Basildon — recommendation 11.7.10
That Essex Police review staff levels within the MOSOVO teams in order to ensure that these teams adopt an effective, proactive and investigative approach to the management of dangerous offenders, in line with authorised professional practice (APP).
Essex Police
Essex Police
Haringey — recommendation National 4
That the Department of Health considers defining the specific role of practice manager (with appropriate job descriptions and person specifications) and provide appropriate guidance and support to GP practices that utilise this function to ensure that such guidance is embedded in any contractual arrangements.
Department of Health
Department of Health and …
Kingston upon Thames — recommendation 27
Ensure that there are the right number of high risk trained DV volunteers across the Division
Victim Support
Somerset — recommendation 17.4.2
This agency to continue with plans to employ a Homeless Health Support Worker for the Trust to assist with co-ordinating multi-agency intervention (including where domestic abuse identified) when required following attending the Emergency Department.
Taunton and Somerset NHS Foundation Trust
Taunton and Somerset NHS …
Wiltshire — recommendation 4
SWITCH Staff needs to be adequately trained to identify and deal with RISK and the strategic lead in force needs to ensure that staff has the requisite skills. Consideration should be given by the police to adopt a tenure policy for SWITCH police staff in line with the Wiltshire Probation …
Swindon & Wiltshire Integrated Targets for …
Wiltshire Police
Southampton — recommendation 23
Review effectiveness of induction process for new starters
Sovereign Kingfisher
Lancaster — recommendation 4
To review the potential for isolation in the current environment of the Single Point of Access team in Lancaster and Morecambe – small office, lone working
Lancashire Care NHS Foundation Trust
Lancashire and South Cumbria …
Stoke-on-Trent — recommendation D2.1
For Staffordshire Police to review the structure and the staffing of the Violent and Sex Offender Management (VSOM) team.
Staffordshire Police
Staffordshire Police
St Helens — recommendation 11
The impact of temporary/short term funded posts be evaluated and sustainable funding be secured as part of a co-ordinated approach to domestic abuse and suicide prevention across St Helens.
St Helens Community Safety Partnership | …
St Helens — recommendation 7
Funding be secured to appoint more Complex Needs IDVA’s in St Helens
St Helens Community Safety Partnership
St Helens — recommendation 2
Funding has been secured to appoint a Complex Needs IDVA in St Helens via CGL.
St Helens Community Safety Partnership | …
Cornwall — recommendation 21.11.5
The Devon and Cornwall Police Public Protection Unit’s Serious Case Review Team should consistently be fully staffed to ensure that incidents warranting a statutory review are correctly identified and referred to the specific authorities responsible for initiating statutory reviews.
Devon and Cornwall Police
Devon and Cornwall Police
Peterborough — recommendation 9
Safer Peterborough Partnership to review their funding streams and posts to ascertain whether a dedicated Community safety officer for DHRs is required to assist the DASV.
Safer Peterborough Partnership
Kingston upon Thames — recommendation 25
Ensure there is always adequate IDVA/DV support and advice available across SW London Division
Victim Support
Brent — recommendation Ealing ICO Hospital
To work in line Harrow community services CSB should consider a specialist Health Visitor to caseload victims of current or historical domestic violence
Ealing ICO Hospital Trust
Ealing Hospital NHS Trust
Newcastle-Under-Lyme — recommendation c
Operational Communications Department managers ensure that ACR positions are adequately staffed to ensure operator efficiency.
Staffordshire Police
Staffordshire Police
Manchester — recommendation 7.3.3
To ensure that supervisors make proper use of an up to date induction package for newly appointed domestic abuse specialists when they start in post.
Greater Manchester Police
Greater Manchester Police
Harrow — recommendation 4
Review coordinator resource against demand to provide quality service
Hestia
Sandwell — recommendation 3
That the Safer Sandwell Partnership review current plans to provide domestic abuse services locally to ensure that they have a clear strategic direction, are adequately resourced, are robustly managed and that operational staff are appropriate trained and supported to provide a high quality protective service.
Safer Sandwell Partnership
Sandwell — recommendation 2
That Safer Sandwell Partnership re-affirms its commitment to domestic abuse services locally and supports the Domestic Abuse Strategic Partnership in delivery such services by adequately resourcing the necessary activity.
Safer Sandwell Partnership
Sefton — recommendation 1
Introduce time parameters for creating a full and meaningful entry on PROtect for gold victims, with risk assessment and appropriate referrals. To meet such deadlines, all FCIU would need dedicated risk assessors.
Merseyside Police
Merseyside Police
Gloucestershire — recommendation D
Re-introduce Trust Domestic Abuse Lead role that sits within the Safeguarding Team.
Gloucestershire Health and Care NHS Foundation …
Gloucestershire Health and Care …
South Worcestershire — recommendation 19
Review current attachment programme to expand and include opportunities for new recruits and CPD training for existing staff / officers for role experience within vulnerability teams and HAUs to enhance understanding of referral requirements and agency requirements
West Mercia Police
West Mercia Police
Gloucestershire — recommendation 4.1.12
The Police and Office for the Police and Crime Commissioner should review resource for the police and crisis team partnership to ensure it meets the demand needs and incorporated specific recognition of more complex cases where the individual may require an interpreter.
Police | Office for the Police …
Police Services
Stafford — recommendation 20.3
For Staffordshire Women’s Aid to increase its capacity to support victims through mental health problems via the one-year secondment with a mental health practitioner and an increasing partnership relationship with the mental health trust.
Staffordshire Women’s Aid
Lambeth — recommendation 9
Lambeth Together to consider the learning from this DHR in relation to meeting the needs of local communities, including the provision of culturally appropriate services, a diverse workforce and creating opportunities to build trust with communities.
Lambeth Together
CJINI inspection reports(4)
Matching human resources with priorities in the Police Service of Northern Ireland
Policing, Police Internal Operations
May 2013
An Inspection of Probation Practice in Northern Ireland
Probation Board for Northern Ireland (PBNI), Probation and …
Dec 2020
Leadership development and wellbeing support within the criminal justice system in NI
Governance, The Criminal Justice System
Feb 2023
A Review of Probation Approved Premises in Northern Ireland
Probation and Public Safety, Approved Premises (Offender Ho…
Mar 2023
ISC reports(2)
Women in the UK Intelligence Community
Review of the representation and progression of women across the UK intelligence community.
Special Report
Mar 2015
Diversity and Inclusion in the UK Intelligence Community
Review of diversity and inclusion across the UK intelligence community.
Special Report
Jul 2018