Enabling staff movement toolkit

Our national programme aims to improve the pre-employment experience of doctors in training by enabling staff to move seamlessly between NHS organisations. It seeks to break down unnecessary bureaucracy, promote standardisation of policies, processes and systems, and reduce burden on HR teams.

Working with Health Education England and national partners, we are jointly leading a programme to improve the induction and rotation process for all staff — starting with junior doctors. Through implementation of this programme, we will support trusts and enable doctors in training to rotate more efficiently and effectively between NHS organisations, with onboarding and induction information only being repeated on rotation when necessary.


All NHS organisations have the same overarching legal, regulatory and national policy framework when employing staff. Each must ensure individuals being employed are:

  • who they say they are
  • fit to be employed
  • competent to fulfil the role offered to them.

However, employing organisations interpret national requirements slightly differently, resulting in marginally different policies, processes, practices and standards. This leads to unwarranted variation, as highlighted in Lord Carter’s report on unwarranted variations in English NHS acute hospitalsopens in a new window.

Enabling staff movement toolkit

This toolkit signposts to recently published, comprehensive guidance from NHS Employers on setting up a workforce sharing agreement.

Doctors in training programme

Doctors in training represent approximately 20-25% of all staff movements, as they rotate around trusts at least once annually. To enable us to drive forward improvements to the pre-employment experience and tackle the issues around mobility within the NHS, our initial scope of work concentrates on resolving issues for the doctors in training, and thereby unblocking the systemic issues that all staff groups face.

Our ambition is to support an agile workforce which will move seamlessly between providers. This means:

  • enabling a more robust new starters process with reduced repeated administration
  • being able to update employment records online instead of using paper forms
  • having an onboarding process that is efficient and professionally managed
  • having previous training and skills records recognised and transferred
  • experiencing a relevant and value-adding induction

Doctors in training programme areas

  • systems and data
  • employment checks and induction
  • core skills training framework
  • lead employers

More information on these programme areas will be published shortly. For more information about our programme, email nhsi.people_strategy@nhs.net.