The NHS is the UK’s largest employer and stands fifth globally behind the likes of China’s People’s Liberation Army and MacDonalds. Staff are the NHS’ greatest asset, however, managing such numbers, within a complex, multi-faceted organisation, cannot be underestimated.
Open Forum Events are pleased to invite you to the NHS Workforce Development: Meeting Health Needs conference. This conference offers the opportunity to understand how prudent workforce planning and further workforce transformation can not only enhance patient care but can also be the key driver to the financial future of the NHS.
The NHS deals with the needs of one million patients every 36 hours. Such demand is met by 1.4 million staff, trained in 300 different professions, in a 1000 different organisations.
Workforce planning is about ensuring that the right people, with the right skills are in the right place at the right time.
The modern day NHS needs to satisfy not just current demands but to consider the adjusting future needs of patients. To sustain the healthcare system in the longer term will require substantial service transformation which will inevitably require the support of the workforce at large.
The NHS Workforce Development: Meeting Health Needs conference is a timely event to examine how the current workforce is dealing with ever increasing patient demand and how some of the “critical pressures” can be alleviated and individual staff can be supported. The conference agenda will discuss how to develop strategies to overcome some of the challenges such as staff shortages, morale and engagement, recruitment and retention, financial implications, health and wellbeing. With further NHS transformation underway, the future workforce configuration will be explored and its role in delivering the Five Year Forward View’s new models of care and the plans for 7 day working. Practical case studies will serve to share best practice and provide the inspiration for wider adoption across more organisations. Casual networking will offer the opportunity for further knowledge sharing and introductions with fellow professionals. To provide quality, consistent patient care requires a healthy, happy and engaged workforce; this conference is the perfect platform to analyse issues, debate options, offer solutions and aspire to a positive future.
The NHS Integrated Urgent Care Workforce Development Programme, NHS England has been running since April 2015 and it is a joint Programme of work with Health Education England with the aim of supporting the development of the NHS 111 / IUC call centre workforce for the future.
In total, 16.4 million days were lost to sickness absence in 2014/15 – an increase of 1 million days in a year. ONS figures reveal that 4.4 per cent of NHS employees are absent at any one time compared to 2.9 per cent across the whole of the public sector and a rate of 1.8 per cent in the private sector. Simon Stevens has announced funding of £6 million to support organisations promote the health and wellbeing of their staff through initiatives such as serving healthier food, promoting physical activity, reducing stress, and providing health checks covering mental health and musculoskeletal problems.
With the Government stating £500 million pound in employment taxes are lost each year from the in proper treatment of off-payroll workers, it is no wonder managing these risks can seem a daunting task. We will talk through the development of the relevant employment legislation and supporting guidance around this, and then look at future proposed changes for all off-payroll workers from both an NHS Trust and worker point of view delivering some best practice and case study examples
The support workforce in the NHS make up around 40% of its 1.7 million workers, provide around 60% of direct patient contact – and yet do so with less than 5% of the national training budget. Talent for Care is a national strategic framework that is making a difference to the development opportunities available to the support workforce in the NHS.
At a time when the NHS is looking to boost its numbers to provide 7 day working, attracting staff into the NHS is becoming more challenging. Also, according to a survey, of those currently working in the NHS four out of five healthcare workers have considered leaving their job and an overwhelming majority (84%) of those have thought about it more in the past year.
An innovative case study of best practice procurement and recruitment in the NHS, looking at how to secure and reduce the cost of an expert and specialist service. Karen will cover the first part of the presentation, introducing Guy’s and St Thomas’, our current recruitment and retention challenges and our appointment of Omni as a resourcing partner.
Utilising a three tiered approach to staffing that has reduced agency spend whilst maintaining a services that meets demand and delivers safe staffing.
‘Pushing the call button on unsafe staffing: who will come to our aid?’ is the report published in response to UNISON’s staffing levels survey 2016.Conducted on a normal day in February, the survey once again shows that even though staff work through their breaks and stay beyond the end of their shift, there is not enough time to deliver the care they feel their patients need.
There seems to be no stopping the transition to 7 day working in the NHS to meet the ever increasing needs of patients. With staff currently under inordinate pressure and increasing discord amongst the ranks, how can the workforce be engaged to deliver a sustainable service? In terms of workforce planning, is increased funding and numbers enough? With recruitment and retention in crisis where are the extra staff going to come from?
If you are awaiting funding you can request us to hold your place today to ensure you do not miss out.
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