Best practice in social media – measurement and evaluation – NHS Employers – 28 October 2014

Posted on October 29, 2014. Filed under: Uncategorized | Tags: , |

Best practice in social media – measurement and evaluation – NHS Employers – 28 October 2014

“Collectively the NHS is no longer new to social media. Increasingly, clinical and managerial staff are becoming experienced at using social media for work. Many NHS staff now want to be able to show, through measurement and evaluation, how their social media work brings value to their roles.

This briefing discusses how to plan and manage social media measurement and evaluation helping you to answer the following questions:

What should I measure?
How do I use these measurements to evaluate my social media work?”

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The importance of effective partnership working on health, safety and wellbeing – NHS Employers – 22 May 2014

Posted on May 26, 2014. Filed under: Occupational Hlth Safety | Tags: |

The importance of effective partnership working on health, safety and wellbeing – NHS Employers – 22 May 2014

New guidance on why partnership working on health, safety and wellbeing is key

“The Health, Safety and Wellbeing Partnership Group (HSWPG) has today published new guidance on the importance of partnership working on health, safety and wellbeing issues. The guidance includes information on workplace inspections, the functions of a safety representative, what an effective health and safety committee looks like and the legal requirements to consult on health and safety matters. There are useful checklists throughout the guidance so you can see what progress your organisation is making and what needs to be done, as well as a short case study.

This guidance is aimed at managers and trade union safety representatives. It is also a useful reference for senior managers to assist them in meeting their legal duties to consult with the workforce on health and safety matters, and to have a better understanding of the role trade union safety representatives can play in improving the working environment.”

… continues on the site

Full text of the report

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Improving SAS appraisal: a guide for employers [specialty and associate specialist] – NHS Employers – June 2013

Posted on June 19, 2013. Filed under: Medicine, Surgery | Tags: , |

Improving SAS appraisal: a guide for employers [specialty and associate specialist] – NHS Employers – June 2013

Extract from the Introduction

“Effective annual appraisal is the cornerstone of medical revalidation. Doctors need to be able to discuss and reflect on their practice and performance during their appraisal to demonstrate that they are keeping up to date and are fit to practise. This is key for patient safety-improved appraisal makes good doctors better, and leads to improved patient care.

The England Organisational Readiness Self Assessment (ORSA) return in March 2012 indicated that only 53.5 per cent of specialty and associate specialist (SAS) and staff grade doctors had been appraised in 2011 – 2012. This was an improvement from the March 2011 ORSA return, which indicated that only 35.6 per cent of this group of doctors had been appraised in 2010 – 2011. Appraisal rates for trust doctors are similarly low.

These results suggested that there may have been unidentified barriers to appraisal for SAS and trust doctors.”

… continues on the site

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Modernising healthcare science and quality patient care – making the connection – NHS Employers – 11 April 2013

Posted on April 16, 2013. Filed under: Pathology, Workforce | Tags: , , |

Modernising healthcare science and quality patient care – making the connection – NHS Employers – 11 April 2013

“Modernising healthcare science and quality patient care – making the connection explores the contribution of healthcare science and the opportunities Modernising Scientific Careers (MSC) provides to delivering patient-led services that enhance the quality and outcomes of care.

The Francis report emphasised the need for an NHS culture where the patient is always the priority. Healthcare science can play a major role in improvements in efficiency and effectiveness and delivering high quality services – helping to meet the twin challenge of securing financial savings at the same time as improving quality of care.

Key aims of the briefing

reflect on the progress of MSC to date and how it fits within the new NHS architecture
make the connection between modernising healthcare science and the delivery of quality patient care.
suggest how NHS trust boards might want to engage with healthcare science
demonstrate how in practice healthcare science services are being delivered differently, with positive impacts on patient care and service delivery.”

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Increasing staff engagement with social media – NHS Employers – 9 March 2013

Posted on March 12, 2013. Filed under: Workforce | Tags: , |

Increasing staff engagement with social media – NHS Employers – 9 March 2013

“This briefing looks at how you can use social media in your organisation to improve staff engagement. It is aimed at the HR community but will also be of interest to communications teams and line managers.

It discusses how social media platforms can be used to engage staff and provides examples of engaging staff using social media. It looks at what you can do now to improve staff engagement and and things you need to consider.”

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Engaging your staff: the NHS staff engagement resource – NHS Employers – Updated January 2013

Posted on February 5, 2013. Filed under: Workforce | Tags: |

Engaging your staff: the NHS staff engagement resource – NHS Employers – Updated January 2013

Supporting you to increase staff engagement in your organisation

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Workforce planning tools – NHS Employers – 23 November 2012

Posted on November 27, 2012. Filed under: Pathology, Workforce | Tags: |

Workforce planning tools – NHS Employers – 23 November 2012

“Background

NHS Employers is hosting these tools on behalf of the Department of Health to ensure that HR, workforce and healthcare science departments have easy access to them.

What do the tools do?
The tools were developed for three areas of the healthcare science workforce; pathology, physiological sciences and physical science and engineering. They are designed to be used by staff responsible for collecting and analysing healthcare science workforce data to support employers with the healthcare science modernisation agenda.

The tools provide employers with a method for analysing the activity of the current healthcare science workforce and the services provided.

What should I use the tools for?
The tools will enable you to simulate the workforce you require by modelling different scenarios for service delivery. They can help you understand the demand for scientific services and plan your healthcare science workforce accordingly.”

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Modernising Scientific Careers (MSC): updated training pathways – NHS Employers – 24 August 2012

Posted on August 28, 2012. Filed under: Pathology, Workforce | Tags: |

Modernising Scientific Careers (MSC): updated training pathways – NHS Employers – 24 August 2012

“NHS Employers has produced a factsheet that provides information on the updated Modernising Scientific Careers training pathways.”

“This factsheet summarises the training routes available to the healthcare science workforce within the Modernising Scientific Careers (MSC) programme. It highlights the new training pathways currently available, and indicates those still in development. Work is underway to develop an employer focussed framework for employing healthcare scientists to reflect these updated job roles and assist with streamlined workforce planning. This is expected to be completed by spring 2013.”

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Model staff engagement policy published – NHS Employers – 2 July 2012

Posted on July 4, 2012. Filed under: Workforce | Tags: |

Model staff engagement policy published – NHS Employers – 2 July 2012

“We have developed a model staff engagement policy based good examples from that exist already and based on learning from those organisations who already have a policy in place.

In many cases organisations have already developed their own policies and approaches and a locally developed approach is preferable. In areas where there is no existing polices or a new approach is needed this model policy may be helpful.

It can be used to refresh an existing policy as part of wider changes, for example after a  merger or major service change when a new approach is needed.

It needs to be adapted and customised locally where indicated.”

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Changes to nursing education: sharing local experiences – NHS Employers – 13 February 2012

Posted on February 17, 2012. Filed under: Educ for Hlth Professions, Nursing | Tags: |

Changes to nursing education: sharing local experiences – NHS Employers – 13 February 2012

“In September 2010, the Nursing and Midwifery Council published new Standards for pre-registration nursing education, which provide the framework for nursing education programmes and are central to how nurses will be trained. To support employers, we have conducted some research with trusts who are implementing the new standard so that others can learn from their experiences.

The NHS Employers organisation conducted interviews with a number of employers throughout autumn 2011 to indentify how they had approached the introduction of the changes to nursing education. This brochure compiles the results of those interviews, identifying common trends and brings together local experiences and offers advice to help other employers implement the changes.”

Getting started guide –  NHS Employers – 9 February 2012

“The Nursing and Midwifery Council launched new Standards for pre-registration nursing education in September 2010. The size of the change required means it has been necessary to undertake a phased approach to implementation.”

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Human rights and human resources in the NHS: implications for the workplace – NHS Employers – January 2010

Posted on January 20, 2010. Filed under: Workforce | Tags: |

Human rights and human resources in the NHS: implications for the workplace – NHS Employers – January 2010

This briefing outlines a human rights approach to managing workplace practices, which can not only keep organisations operating within the law, but can help further the reputation of the NHS as a model employer. It shows some of the ways the Human Rights Act could be used to challenge human resource decisions, and provides a useful decision making tool to ensure compliance.

NHS Employers – publications

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