Since the UK’s EU referendum vote in June 2016 there have been many discussions in the media, in parliament, in health and care organisations and with the public about the impact of leaving the EU on workforce supply.
This briefing for HR professionals in the NHS highlights the changing context and policies designed to incentivise increased investment in the skills of the UK population.
It illustrates the various elements that contribute to a sustainable workforce supply strategy and provides examples and signposts to help you get started.

Download the file here

Details have been released by Health Education England (HEE) regarding the arrangements for funding additional clinical placements in nursing, midwifery and allied health pre-registration education.
Following a government announcement in which it committed to fund an additional 10,000 clinical placements by 2020, HEE has now written to higher education institutions with the detail of how the money will be allocated. 

The placements will give universities flexibility to deliver extra places for students across a range of roles and includes an additional 1,500 places for courses starting from 1 August 2017.
For more details about the announcement, please visit HEE

This infographic provides an at-a-glance summary of the Brexit Health Alliance's key areas of focus.
The Brexit Health Alliance aims to make sure that patients, and the healthcare sector that support them, are in the strongest position once the UK leaves the EU. Collectively, the Alliance is concentrating its efforts on five key areas:

• Research
• Regulation
• Reciprocal healthcare
• Public health and disease prevention
• Funding.

This infographic provides a useful summary to share with colleagues. For more detail, download the full asks document.

My name is Gareth and I work as an Infection Prevention & Control Nurse for the Betsi Cadwaladr University Health Board (BCUHB) in North Wales and I wondered if you might be interested to hear about the Clostridium difficile themed educational board game that I have developed?

Read more here

Welcome to our weekly newsletter! 

HASO:

• The proposal has been approved to develop a Degree Apprenticeship Standard for Prosthetist and Orthotist - read more
• Degree Apprenticeship Standard for an Operating Department Practitioner - standard being drafted
• Consultations are still open for: Physiotherapist, Occupational Therapist, Podiatrist and Health and Social care apprenticeships - click here to take part 

Tip of the week: 

• The Our Health Heroes Awards 2017 are looking for apprentices who make a significant contribution within their organisation. Do you work with a healthcare apprentice who goes above and beyond the call of duty? They could be the next Our Health Heroes Apprentice of the Year 2017. To find out more visit Skills for Health #OurHealthHeroes

Quick links:

• Institute for Apprenticeships How to Guide for Trailblazers
• Register of Apprenticeship Training Providers
• Register of Apprenticeship Assessment Organisations
• The levy

Been forwarded this bulletin and want to sign up for the newsletter? Click here.

Today's bosses need better help to deal with new technologies, working practices and generational shift.

Read more here

*Credits Management Today

Health Education England (HEE) has launched a new report looking at the mental health workforce plan for England Stepping Forward to 2020/21: the mental health workforce plan for England.
This report has been developed to support the delivery of the Five Year Forward View for mental health, which sets out the improvements needed in mental health services by 2020/21. 
Stepping Forward to 2020/21: the mental health workforce plan for England sets out a high level road map and reflects the additional staff required to deliver this transformation. It provides a summary of the shape of the current workforce, including vacancy rates, recommendations for mental health providers in thinking about their workforce pipeline, and recommendations for arm’s length bodies and the wider NHS to identify the best skill mix to deliver evidence-based care in the optimal way. Broadening the traditional workforce and using a comprehensive skills mix will enable the NHS to fulfill the plan and the wider strategy. 
The report shows how nurses, occupational therapists, psychiatrists, peer support workers and other professionals can help deliver the care needed. It highlights that the NHS will establish 21,000 posts and hire 19,000 additional members of staff by 2020. 11,000 of these will be from the traditional pools of professionally regulated staff. In addition, there will be 8,000 people recruited into new roles such as peer support workers, personal wellbeing practitioners, call handlers, or nursing associates.
This report follows the same ambitions as the recent report by the Nuffield Trust, Reshaping the workforce to deliver the care patients need, commissioned by NHS Employers, which emphasised the value of and the need for new and extended roles in the NHS workforce.
Learn more about the report on the HEE website.
You can find good practice and more information about reshaping the workforce on our new reshaping the non-medical workforce webpages.

The ‘Implementation Guide and resource pack for dementia care’ has now been published and can be found on the NHS England website here for future reference https://www.england.nhs.uk/wp-content/uploads/2017/07/dementia-care-short-guide.pdf.

This Guide sets out the policy drivers and strategic context for transforming dementia care, and why it is of importance to commissioners, providers and STP partners in supporting the delivery of the Department of Health’s ‘Prime Minister’s Challenge on Dementia 2020’ and ‘Implementation Plan’.

Following a drop in staff engagement levels, a new focus was needed to re-connect and re-ignite passion for working at Imperial College Healthcare NHS Trust. A number of new and innovative methods have been implemented to improve staff engagement and take staff on a journey, where they become a valuable part in the whole process.
Find out how a refreshed survey, a listening initiative and a you said, we did approach have all helped to increase staff engagement levels and reignite the spark for working at Imperial.

Read the article here