Acacium Group’s Post

Interesting article here from the Nuffield Trust in relation to productivity in the NHS in context of a younger and more globally diverse workforce. The key takeaway is that the NHS workforce is experiencing a shift towards younger and less experienced staff, which poses challenges for productivity. The article suggests that targeted interventions like training and mentorship are going to be needed if increases in head count are to result in the capacity needed to meet demand. https://lnkd.in/gM8YR3Bg

The healthcare sector is facing a critical workforce crisis, with demoralized doctors and nurses leaving the field at alarming rates. Hospitals are raising concerns about severe staff shortages, which threaten to compromise patient care and safety. Additionally, healthcare employees are increasingly turning to unionization and high-profile strikes as a means to address grievances related to working conditions, pay, and support. These actions highlight the urgent need for systemic changes to support and retain healthcare workers, ensuring they have the resources and environments necessary to provide high-quality care while maintaining their own well-being. Addressing these issues is essential for the sustainability and effectiveness of the healthcare system. #Healthcare #Workforce #LaborShortage #Doctors #Nurses #Culture

Following high NHS leaver numbers in 2021, it is heartening to see the impact retention initiatives can have on the workforce. 14,000 fewer frontline staff have left the NHS in 2022 as compared to 2021 as the result of an innovative and responsive retention programme. As we face record vacancies in the service, the importance of retention cannot be understated – losing qualified and experienced staff is detrimental to the departments and trusts they work in, and recruitment to replace staff is significantly more expensive than investing in their retention. It is essential to look after those who look after us, especially through the challenging winter months and increasing pressures. #Retention #NHSCareer #NHSWorkforce #Remedium https://lnkd.in/eYQvzmCm 

Christopher Friese and team have new evidence showing nurses are faring better in 2023 relative to 2022: less burnout, less job dissatisfaction, fewer experiences of workplace violence, fewer instances of understaffing during a recent shift, and less frequent mandatory overtime. 📢 But the good news ends there... 41% of nurses are still working understaffed 43% of nurses are still experiencing workplace violence in the past year 32% of nurses are still planning to leave their employer within the year See my commentary on how hospital employers and state/federal legislators can ⭐ *leverage evidence based solutions* ⭐ to the ongoing problems hospitals face with turnover and retention: https://lnkd.in/ezB9gYxm

Scotland's NHS has come under scrutiny after it was revealed that £570million has been spent on stop-gap nursing and doctor shifts in the midst of a chronic staff shortage. This alarming figure, reported by the Daily Mail, raises concerns about the sustainability of the healthcare system and the impact on patient care. The reliance on temporary staff highlights the urgent need for long-term solutions to attract and retain qualified healthcare professionals in Scotland. The exorbitant spending on temporary staffing is symptomatic of a larger issue facing the healthcare industry in Scotland. With an aging population and increasing demand for healthcare services, it is essential for the NHS to address the root causes of the staff shortage. This includes investing in recruitment strategies, professional development opportunities, and workplace support to create a more attractive environment for healthcare professionals. By addressing these challenges, the NHS can ensure a stable and competent workforce to deliver high-quality care to patients across Scotland. As recruiters and healthcare professionals, we must work collaboratively to support the NHS in addressing its staffing challenges. By advocating for sustainable solutions and promoting the value of a career in healthcare, we can contribute to the long-term stability and success of the healthcare system in Scotland. #NHS #HealthcareRecruitment #internationalhealthcare

The NHS workforce in numbers The NHS in England directly employs 1.7 million people (equivalent to 1.5 million full-time staff), with employee costs accounting for around two-thirds of NHS providers’ expenditure. The NHS is the country’s biggest employer and one of the largest employers globally by headcount. According to the NHS Long Term Workforce Plan, the projected demand for staff by 2036/37, will be in the region of 2.3-2.4 million and, if this is met, an estimated 1-in-11 of all workers in England will work for the NHS, compared to 1-in-17 now. https://lnkd.in/dKsYUMkT

🚨 Exciting Policy Update for Aged Care Providers! 🚨 The Federal Government has announced a significant policy shift that will benefit aged care providers and the residents they serve. Under the new guidelines, a portion of care minutes provided by Enrolled Nurses will now count towards the Registered Nurse care time targets. This change acknowledges the crucial role ENs play in delivering high-quality care and allows for more flexibility in meeting the mandated care time requirements. I believe this policy shift will have a positive impact on the quality of care in aged care facilities across the country. #AgedCare #ENsAndRns #QualityCare https://lnkd.in/gazmjuQQ.

“New Health Workforce Data Report Confirms Staffing Shortage is Worsening, Particularly in Ontario Long-Term Care Homes.” Personal thoughts: Collaborate with Educational Institutions: Partner with educational institutions to develop programs that meet the specific needs of long-term care homes and ensure a steady supply of qualified healthcare workers. Lets not forget “MONEY”, allocate more funding to long-term care homes to hire additional staff and increase wages to attract and retain workers. Please leave a comment sharing your thoughts on potential solutions to address this issue. #HealthcareStaffingShortage #OntarioHealthcare #LongTermCare #HealthcareWorkforce #StaffingCrisis #HealthcareWorkers #OntarioCareHomes #WorkforceData #HealthcareShortage

Scotland's NHS has come under scrutiny after it was revealed that £570million has been spent on stop-gap nursing and doctor shifts in the midst of a chronic staff shortage. This alarming figure, reported by the Daily Mail, raises concerns about the sustainability of the healthcare system and the impact on patient care. The reliance on temporary staff highlights the urgent need for long-term solutions to attract and retain qualified healthcare professionals in Scotland. The exorbitant spending on temporary staffing is symptomatic of a larger issue facing the healthcare industry in Scotland. With an aging population and increasing demand for healthcare services, it is essential for the NHS to address the root causes of the staff shortage. This includes investing in recruitment strategies, professional development opportunities, and workplace support to create a more attractive environment for healthcare professionals. By addressing these challenges, the NHS can ensure a stable and competent workforce to deliver high-quality care to patients across Scotland. As recruiters and healthcare professionals, we must work collaboratively to support the NHS in addressing its staffing challenges. By advocating for sustainable solutions and promoting the value of a career in healthcare, we can contribute to the long-term stability and success of the healthcare system in Scotland. #NHS #HealthcareRecruitment #internationalhealthcare

Demoralized doctors and nurses are leaving the field, hospitals are sounding the alarm about workforce shortages and employees are increasingly unionizing and even going on strike in high-profile disputes with their employers. Dire forecasts of health care worker shortages often look to a decade or more from now, but the pandemic — and its ongoing fallout — has already ushered in a volatile era of dissatisfied workers and understaffed health care facilities. Some workers and experts say understaffing is, in some cases, the result of intentional cost cutting. Regardless, patients' access to care and the quality of that care are at risk. "There are 83 million Americans today who don't have access to primary care," said Jesse Ehrenfeld, president of the American Medical Association. "The problem is here. It's acute in rural parts of the country, it's acute in underserved communities." Complaints about understaffing, administrative burdens and inadequate wages aren't new, but they are getting much louder — and more health workers are leaving their jobs or cutting back their hours. "Like so many other things in the world, the pandemic just made this stuff super obvious. For a lot of physicians, the treadmill got harder," said Joanne Spetz, director of UCSF's Philip R. Lee Institute for Health Policy Studies. And the pandemic itself triggered a spike in burnout and poor mental health among the workers who bore the brunt of its impact. "The pandemic led a lot of people to say, honestly, for lack of a better way to say it, 'Oh hell no,'" Spetz said. All of this is accelerating two major trends: There aren't enough health care workers, at least in some sectors or parts of the country, and too many of the ones who are left are miserable. Nearly half of physicians say they're burned out, and 20% say they're depressed, according to Medscape's annual survey. In another survey by Doximity, a social networking site for doctors, 4 in 5 physicians said they're overworked, and 3 in 5 said they're considering retiring early, looking for another job or changing careers. Nursing home and elderly care employment took a particularly steep dive during the first couple of years of the pandemic, and unlike hospital, outpatient or physician office employment, remains far below pre-pandemic levels. And overall, employment across the sector remains below pre-pandemic trends, per KFF. Some of the top reasons nurses give for leaving their employer — other than planned retirement — are burnout, emotional exhaustion and insufficient staffing, which the authors of a recent JAMA Network Open study called "systemic features of their employer." Nurses leaving the workforce over staffing concerns inherently leads to worse staffing issues if they're not replaced. "It's just huge risk for death spiral," Spetz said.