NHS 10 Year Plan 

This month saw the release of the 10 Year Health Plan, and the commitment to a refreshed workforce plan to be published later this year. Delivery of the plan will require a skilled, supported, sustainable health and care workforce. Through our collective work across London and in collaboration with the London People Board we must continue to work to create a culture where people feel supported and valued through unprecedented transformation and change. 

Delivery of the digital transformation set out in the plan will require skills to transform and reform the health and care system at scale and pace whilst maintaining and improving service delivery. We must embrace digital transformation at all levels – through skills, scaling, automation, and AI. The Digital Workforce subgroup of the London People Board meets this month and is driving this work forward with stakeholders from region, systems and providers. 

We must also protect equity and reduce health and wider inequalities through this change, supporting our current and future workforce into neighbourhood teams with new skills, roles and ways of working and reforming education to meet the future healthcare vision. Our Integrated Neighbourhood Teams workforce workshop on 24th July will be key to shaping our workforce response to delivering this exciting programme of change across the capital. 

Please visit this website to read the plan in full.

Neighbourhood Health Service 

Alongside workforce, the move towards neighbourhood health services is a central theme in the 10 Year Health Plan. Work is already underway with initial planning stages for London being led by Andrew Bland, CEO of NHS South East London Integrated Care Board (ICB). To read more, please visit this web page. 

Further details of how to get involved will be shared in future editions of this newsletter.

I hope you find this update helpful and would welcome any feedback on how to improve our future stakeholder briefings.

Pharmacy

London continues to be a training destination of choice for pharmacy learners. Training offers commissioned by WT&E Pharmacy in the capital, are helping to grow the workforce across the region to better meet the health and care needs of Londoners.  

In line with strategic policy direction and the shared ambition to make London the world’s healthiest global city, we are supporting the development of pharmacy professionals to deliver services fit for the future.  

• Over 500 independent prescribing places have been commissioned this year for pharmacists based in the capital to access 

• London has greatest number of Foundation Trainee Pharmacists (FTPs) in the country!  

• In the 2025/26 academic year there will be 738 FTPs in the region 

• Following a recent call for community-based Pre-registration Trainee Pharmacy Technician (PTPT) training places, we were inundated with expressions of interest and expect to fill over the 100% of planned placements   

To get in touch with the pharmacy team, please email: england.wtepharmacy.london@nhs.net  

Specialty and Specialist Doctors (SAS) 

June SAS Tutor Update Meeting  

It was wonderful to host the SAS tutors at our NHS England headquarters at Canary Wharf. Everyone was delighted to be able to network, with those early in their role able to buddy up with the more experienced tutors and leads.

Best practice that came up during conversation included:  

• SAS induction program: East London Foundation Trust   

• Specialist appointment panel: to support current specialty doctors to move to the specialist role
  

It was a great opportunity for us to discuss regional and national updates and sharing systems and resources to further strengthen our SAS London network. The group are looking forward to SAS Week – 6th to 10th of October 2025, and the GMC SAS Educators Away Day on the 9th of October 2025.

The group are keen for a London SAS Conference, and this is something we will be taking forward along with systems group meetings and more face-to-face opportunities to support each other. Further updates to follow.   

SAS Excellence in Development (SEiD) Award Roundtable Launch   

The SEiD award was launched in June.

The NHS Long Term Workforce Plan (2023) committed NHS England to work with the Government and employers to support SAS doctors by improving equitable promotion and options, for this group to diversify their careers. In response, NHS England has been working with stakeholders to establish and deliver the SEiD recognition award, that will formally recognise NHS trusts in England that are meeting specific outcomes in promoting an inclusive culture and supporting the development of their SAS workforce. This recognition award will be a valuable tool for employers to demonstrate their continuous support and commitment to this group, enabling them to continue to recruit and retain SAS doctors as an important part of its medical workforce.

Professor Sir Stephen Powis, National Medical Director of NHS England, discussed the importance of the SAS workforce and Dr Navina Evans, Head of Workforce, Training and Education, discussed the role of SAS doctors in the 10-year workforce planning. Professor Geeta Menon, National Dean for inclusive integrated careers who has led on this project presented the SEiD awards.

NHS organisations will be able to apply for three levels: bronze, silver, and gold. They will apply against specific criteria including practices and policies based on the three pillars- Train, Retain and Reform. Criteria and applications will be open in Autumn. Further information about this will be disseminated.

Marion Norbrook, Associate Dean for SAS Workforce, London, England.SASDoctors@nhs.net   

PULSE Network Launch: Supporting the Next Generation of Medical Leaders 

On the 17th of June, we launched the PULSE network (Pipeline for Upcoming Leaders in Supporting Excellence), a collaboration between the Medical Directorate and WT&E aimed at improving cross sector collaboration and developing a diverse, sustainable pipeline of future medical leaders across London.

Designed to bring together a diverse range of clinicians from primary and secondary care, the network offers bespoke leadership development to its participants, including coaching, mentoring, action learning sets and networking opportunities.  

The launch event featured keynote contributions from Dr Nnenna Osuji, Dr Agatha Nortley-Meshe and Dr Zoe Penn, who reflected on their leadership journeys and the importance of inclusive leadership pathways. Participants also heard from Dr Savita Ghattaora on her research underpinning the network’s design.

The energy in the room was powerful, and with strong engagement and enthusiasm from attendees, we are planning five further events this year.

We’re also beginning work to identify and address further gaps in the clinical leadership pathway, and we welcome collaboration from those with insight or interest in this area!

Savita Ghattaora, PULSE Network Lead  

England.pulsenetwork@nhs.net

Foundation Recruitment   

This is the second year of Preference Informed Allocation (PIA) where individuals can preference the 18 national Foundation Schools (15 in England plus 3 devolved nations) with the subsequent allocation to school based on an algorithm.   

PIA this year enabled 84% of individuals to be matched to their first-choice school and 95% to get their top 5 school. https://foundationprogramme.nhs.uk/wp-content/uploads/sites/2/2025/02/UKFP2025-Comparison-of-FP-allocation-results.pdf 

Also of note, 100% of candidates allocated to London Foundation school put London as their first choice school.

Placeholder Programmes  

This year London was able to offer 106 Specialised Foundation Programmes and 1,042 standard programmes, total 1,147 programmes – our largest cohort yet.   

In February, we were then allocated 1,238 candidates. This meant that in March, we had 91 placeholder candidates – incoming F1 doctors who did not initially match to a programme.   This did leave some foundation doctors in holding placements.   In London, we have now been able to identify programmes through withdrawals, deferrals, less than full time slot share, and a few new programmes. Thank you so much to all the trusts who have aided us with pro-active communications to the school about incoming candidates not engaging. This has helped identify vacancies early.

This has been a huge team effort, and we wanted to extend our thanks to all trusts and their medical education teams for their support.

Jobs for Newly Qualified Nurses and Midwives

On the 3rd of June 2025, the refreshed graduate offer to support nursing and midwifery learners within the region to apply for roles on graduation was launched: CapitalNurse Newly Qualified Nurse (NQN) Graduate Offer – FutureNHS Collaboration Platform. This webinar invited employers and universities within the region to an event to understand the wraparound resources which are available for them and learners during their transition into the workforce to ensure there is a consistent message for them at this time.  

The offer provides guidance around the process of moving into the workforce, what to expect, and how to apply for roles and prepare for interview.

Actions Taken:  

• In response to the concerns being raised with regards to sufficient roles being available for learners within the London region, we have undertaken a piece of work with our workforce planning and intelligence colleagues to identify if there is a match between the number of graduating learners from the region compared with the anticipated vacancies identified within NHS organisations on Electronic Staff Record (ESR).
  

Our analysis is based on an assessment to assume a proportion – based on past numbers and staff flows – of newly qualified joiners in London and then compare with expected vacancies.

Whilst we acknowledge that a reduction in turnover or alteration in vacancy rates will impact the data, it suggests that for nursing (all branches) and midwifery, there should be sufficient vacancies within the region for all those who wish to apply.

Due to the work to retain staff in the region these roles may not always be in the areas of the learners first choice which is addressed within the graduate offer toolkit that was launched.

• We have held a series of events across the region to discuss this work in more depth including with:  

• Review of midwifery and roundtable: 24th of April 2025  

• Learning Disability Assembly: 4th of June 2025  

• CPO (Chief People Officer) London region Network meeting: 17th of June 2025 

• Review of Child pre-registration nursing roundtable: 23rd of June 2025  

• CNO (Chief Nursing Officer) London region meeting: 24th of June 2025 

• SFP (Social Partnership Forum): 26th of June 2025  

• ICS CPO network: 7th of July 2025
  

• We have developed the Student Movement Dashboard which follows the student journey.  It includes the movement of students from The Universities and Colleges Admissions Service (UCAS) application through to starting in NHS as newly qualified joiners. The data generated has been used to carry out an analysis that is available in the dashboard.
  

• While the dashboard does not yet include the alignment to the trusts’ turnover and vacancy rates, it does provide an estimation of expected newly qualified students to enter the workforce. This is based on the historic trend of student to employment transition rates and is intended to be used to aid conversations rather than predict exact starter numbers.  This has been utilised in a variety of forums, in conjunction with our nursing and midwifery colleagues in the NHS England region to provide an analysis of newly qualified nurses and midwives and the likelihood of them securing a job in the next 12 months.  

Other Workforce Training Updates

• We have recently confirmed and allocated a training grant to support multi-professional non-medical prescribing within the region following scoping undertaken by the ICB to determine organisational need for this in November last year.   

• Continuous Professional Development (CPD) has also been identified and will be allocated to NHS organisations and Primary Care Training Hubs in July to support them with the development of their allied health professionals, nursing, nursing associate and midwifery staff in this financial year.  

• We have also had a training grant agreed to support organisations to upskill their nursing associate or assistant practitioner workforce to achieve their nursing registration. Scoping was undertaken regarding organisational demand for this by ICBs in November last year and commissioning letters have been sent to those organisations who indicated they would like to utilise this to develop their workforce. 

Cancer and Diagnostics  

Imaging Upskilling  

Building on last year’s successful programme, which supported over 100 radiographers, we are pleased to confirm the renewal of funding for upskilling the imaging workforce.   

This flexible funding supports registered practitioners progressing to enhanced practice, aligned with regional priorities. While the main focus remains clinical upskilling, development in leadership, research, and education is also supported.  

Key aims:  

• Support development goals identified through appraisal/preceptorship  

• Improve retention of early career radiographers  

• Build workforce capacity in imaging and oncology services  

For more information contact Gabri Massa.

Mental Health, Learning Disabilities and Autism  

Psychological Professions Workforce Development Programmes  

We are pleased to announce that additional funding has been agreed in 2025/26 for the Psychological Professions Workforce Development programme. The programme outlined is aimed at increasing the specialist skills, as well as the diversity of the psychological professions workforce. Last year’s bidding process unearthed a huge amount of demand for these programmes which we will be using this year’s funding to address. No further action is required for trusts or services who submitted demand last year. The relevant programmes are:  

• Family and systemic psychotherapy  

• Clinical neuropsychology  

• Paid work experience for aspiring clinical psychologists  

• Funding support for trust mentorship programmes for clinicians from disadvantaged backgrounds  

Psychological Professions Network (PPN)  

In the last edition of the newsletter, we shared that funding for the London PPN had been approved for the first quarter of 2025/26 while we awaited confirmation of funding for the rest of the financial year. We are delighted to announce that this funding has now been approved so the PPN can continue with its activities.  

The PPN plays a vital role in maximising the impact of psychological professions for the public by providing clinical and professional advice to the NHS England regional team and by bringing together communities of practice that connect professional and the public.

Oliver McGowan Training for Learning Disabilities and Autism 

The Oliver McGowan draft code of practice on statutory learning disability and autism training has now been published. The code of practice sets out the standards for training on learning disability and autism for Care Quality Commission (CQC)-registered health and social care providers and their staff.  

Anchor Institution Programme  

Widening Access Demonstrator Programme   

The NHS London Anchors team have the opportunity to be part of the Widening Access Demonstrator Programme. Supporting NHS England Workforce & OD, we will be part of the regional support for NEL and SEL ICBs who were selected along with 8 other ICBs nationally to participate.   

We are looking forward to working together on this important area in support of the Government’s ambitious target to achieve an 80% employment rate within the next decade as set out in the ‘Get Britain Working’ White Paper.   

As the largest employer in the UK and globally, the NHS is uniquely positioned to support this ambition by helping people into work, giving young people a strong start, and contributing to a healthier population and economy.  

The Secretary of State for Health and Social Care, Wes Streeting below emphasizes the importance of these kinds of programmes, as well as the value of Anchor institutions and maximising their potential impact for communities.   

https://www.gov.uk/government/speeches/health-and-social-care-secretary-speech-on-health-inequalities

London Living Wage   

Claire Southwood, Project Manager, in the NHS London Anchors team has won a London Living Wage Champions Award for 2025 in Health and Social Care. The award is in recognition of the work she has led in London as well as her role in NHS England’s accreditation. Claire went to the awards ceremony in Newcastle on Thursday 3 July, accompanied by Lizzie Smith, Director of Workforce, Training and Education London region as well as the Anchor Senior Responsible Officer.  

This is a brilliant and well-deserved achievement! Well done Claire!

NHS Careers Untapped  

We are delighted to share with you that the NHS Careers Untapped resources are now available on the Healthcare Horizons Platform via this link. You will need to register for a free account. A flyer is attached with the full details.   

Summary of project  

NHS Careers Untapped was established in the London region 2021/22 and ran over 3 academic years until 2023/24.  The purpose of NHS Careers Untapped was to showcase clinical and non-clinical careers on lesser-known roles in healthcare, using videos, podcasts, and webinars to young people. The rationale for establishing the project was firstly because during Covid-19 there were minimal/ no face-to-face work opportunities available for young people and secondly to improve perceptions in young people and careers advisors about the range of roles available in the NHS.   

This project was primarily focused on young people aged between 13-19 and aimed to support them to learn more about careers in the healthcare sector in an accessible, equitable and flexible way to both widen participation and provide opportunity to young people from disadvantaged backgrounds.  It aimed to encourage and promote awareness of careers in healthcare to all young people, thus contributing to the development of the future NHS workforce.   

Over the duration of the Careers Untapped project, over 100 out of the 350 different careers in the NHS were showcased.  

Public Health  

We are pleased to announce our support for seven London-based organisations in placing ten Level 6 Public Health Practitioner apprentices, commencing in January 2026. The primary aim of this initiative is to enhance accessibility to public health roles for under-represented groups. Currently, we are supporting six apprentices who began their journey in January of this year.  

Our 2024 Practitioner Registration Scheme is nearing completion, with twelve practitioners submitted to the UK Public Health Register (UKPHR) for registration, and an additional six awaiting their verification panels. The 2025 scheme is already in progress, with twenty-two practitioners working towards their initial commentary.  

We have successfully recruited five new verifiers for the scheme, which is a significant achievement given our limited pool of verifiers. This expansion will greatly facilitate the registration process for practitioners who have completed their portfolios.  

In April, we hosted the second event of 2025 for the London Practitioner Network. The theme was ‘networking,’ providing an opportunity for practitioners from across the region to engage in discussions, share their programs and practices, and exchange successes and challenges. The event fostered a strong sense of community, with many participants continuing to connect afterwards.  

The next session is scheduled for August.

Women of Colour  

On the 11 June 2025, the Women of Colour Leadership Development Network was proud to deliver a high-impact session at NHS Confed Expo 2025. This year marked the first time NHS Confed introduced dedicated network sessions, with our team selected as one of only 10 featured across the event – a recognition of the importance and growing influence of this work.

The session was designed to create a safe, inclusive space for women of colour and their allies to connect, reflect, and strengthen their agency in shaping their careers and leadership pathways within the NHS.  

The session received excellent engagement and strong feedback from attendees.  

Participants valued the interactive, peer-led format and the opportunity to be heard in a supportive environment.  

Many reported a renewed sense of confidence, clarity of purpose, and connection to a wider leadership community.  

This session was a significant milestone in amplifying the voices of women of colour within the NHS and exemplifies our continued commitment to inclusive leadership development at scale.  

On Thursday, the 19th of June 2025, the second NHS Women of Colour Conference took place under the theme ‘Still I RISE’, inspired by Maya Angelou’s renowned poem. The event brought together 250 participants from across the NHS in London for a powerful day of learning, connection, and leadership development.  

The conference aimed to amplify the voices of women of colour within the NHS, focusing on four key pillars: restore, inspiration, strength, and empowerment. Attendees engaged in a dynamic programme featuring keynote speakers, interactive workshops, and panel discussions on leadership, intersectionality, and allyship.  

Key achievements of the event included:  

• Restoring confidence and encouraging self-worth among women of colour in leadership pathways  

• Inspiring action through the stories and insights of established role models  

• Strengthening networks across NHS organisations and communities  

• Empowering attendees with tools and strategies to progress their careers  

With overwhelmingly positive feedback, the conference served as both a celebration of progress and a catalyst for continued action towards equity, inclusion, and representation within NHS leadership.  

Parent Leaders  

The survey and interviews for the parent and carer research are now complete. There has been an even split between clinical and non-clinical staff responses with several common themes emerging. The London School of Economics MSC students undertaking this research will now analyse these results and compare and contrast with other industries and literature before making recommendations about support for parents and carers within the NHS.  

Talent Board

The first board meeting of the London Talent Board took place on the 8th of July, with a number of professional representatives from across the London region from NHS England, providers, and systems.  The Board set out London’s ambitious and necessary approach to strengthen its pipelines of executive board level leadership across the capital.  We want a ‘once for London’ approach recognising the urgent need for skilled inclusive, resilient system leaders to navigate the NHS’s complex and evolving landscape.

The Board will continue to meet bi-monthly to discuss, influence and support the capital with this agenda.  Our programme will implement the recommendations of the recent independent talent review, commissioned by NHS London region to support governance arrangements, develop further offers, assessments for readiness, and succession planning. 

London General Practice Nurse (GPN) Celebration Event

The London Annual GPN Celebration recently took place on the 6th of June at Regent’s University in Regent’s Park, London, with over 300 General Practice Nurses (GPNs) in attendance. The event was organised by the South East London Primary Care Workforce Academy and was a moment to reconnect, reset, and reaffirm the shared commitment to patient care and professional growth. It also provided opportunities for professional development and networking, with clinical sessions, Nursing and Midwifery Council (NMC) updates and celebratory items on the agenda.  

Professor Michelle Bateman, Deputy Chief Nursing Officer for England, and Karen Bonner, Chief Nurse for London, addressed the attendees, emphasising the crucial role of GPNs in the healthcare system.   

On behalf of NHS England, we extend our gratitude to all participants for their dedication and enthusiasm.  

Performance Monitoring Tools Updates  

NHS England London Performance Monitoring Dashboard

Our new dashboard is now live and has been shared across the London Chief People Officer (CPO) network.  It provides insight into provider, integrated care board, and regional level data, allowing chief people officers consistent and timely access to headline assessments of workforce performance data including staff in post (WTE), performance against plan including substantive & non-substantive (bank and agency), sickness, turnover and vacancy.  Trusts will be ranked by performance metrics, allowing interventions to be tailored to the organisations with the most critical workforce issues.

The dashboard was further enhanced at the end of June to include the latest workforce position using Electronic Staff Record (ESR) data as at (month 1) the 30th of April 2025. The Provider Workforce Return (PWR) data (including staff in post, bank and agency use, and vacancy) is now available earlier and is included in the dashboard with workforce position as at (month 2) the 31st of May 2025.  The next update will be due on the 25th of July. This will include ESR workforce as at (month 2) May 2025 and PWR data as at (month 3) June 2025 with the addition of finance reporting against operational plan.  

Workforce Movement Tool

NHS England, London region has developed a product to provide insights into the movements of London’s NHS workforce. The tool can be used to draw out information relating to a provider’s joiners, returners, internal movers, newly qualified staff, leavers, international recruits and more. Users can also explore and identify trends by integrated care system, organisation, staff group, and profession.

For more information, and access to the tool, follow this link and create an account: workforce-movement-tool.   

Student Movement Dashboard  

The Student Movement dashboard has also been developed which follows the student journey. It includes the movement of students from University College and Administration Service (UCAS) application through to starting in NHS as newly qualified joiners. This has been road tested in London with a view to sharing nationally.

The dashboard provides an estimation of expected newly qualified students to enter the workforce. This is based on the historic trend of student to employment transition rates and is intended to be used to aid conversations rather than predict exact starter numbers. This has been utilised, along with vacancy and turnover data, in a variety of forums, in conjunction with our Nursing and Midwifery colleagues in the NHS England region to provide an analysis of Newly Qualified Nurses and Midwives and the likelihood of them securing a job in the next 12 months.  

Developing Capabilities in Workforce Design   

To date, over 1,500 NHS staff have been upskilled in workforce redesign methodology to increase capabilities that systems and providers urgently require.

The London Workforce Redesign Resource Hub continues to build its membership – now with 1,140+ members, we encourage all recipients of this newsletter to join and gain instant access to the full range of workforce tools & resources that support strategic workforce planning – such as working to the top of licences, using the full breadth of roles for multi-disciplinary teams and considering how workforce modelling and data insights can support evidence-based improvements. 

The hub can be accessed using the following link: FutureNHS. Please note, you will need to register for an account if you have not already done so in order to log in.

During July 2025, the North West London (NWL) Workforce Redesign Programme (a collaborative between NWL Integrated Care System & NHS England London) has onboarded its second cohort of members to the programme. Stages include establishing a baseline knowledge of workforce planning via a 3-day intensive ‘Fasterclass’ of simulated workforce planning and ‘Applied Workforce Redesign Sessions’ that practically support participants from an idea to a viable business case. NWL members interested in joining this programme with a workforce issue to address can contact the team at england.workforceintelligence.london@nhs.net.

In August 2025, we look forward to developing capabilities in workforce redesign in South-West London, with participants from St Georges, Epsom and St Helier Hospital Group.  

Temporary Staffing

The regional programme aims to achieve a significant reduction on spend in all areas, as well as improvements in data, monitoring and assurance, and sharing good practice in across the capital.  

• Band 2/3 elimination of agency was be added to agency rules on the 1st of July 2025, with a deadline for removal by the 30th of September 2025 

• The national team are compiling guidance and FAQs for trusts 

• Monthly meetings are being scheduled to support trusts with most off-plan usage based on month 1 and month 2 performance data against agency and bank targets 

• A supporting pack and checklist have been developed and will be used to guide these discussions 

SUPPLY  

1. Overhauling Recruitment (OHR) Programme

The OHR programme remains a priority for the Workforce and Organisational Development (WF&OD) team, in collaboration with Anchor colleagues. Current efforts focus on analysing Time to Hire (TTH) data across London trusts, with improvement strategies being discussed at the London Heads of Resourcing Group.  

Attendance at the National Community of Practice on the 15th of July 2025 will support a deeper understanding of the TTH dashboard and its implications.  

Meetings with Barts Health colleagues are underway to explore new innovations in modernising recruitment. A future session is also planned to assess options for creating a London employee staff passport.

2. Universal Family: Care Leavers Programme 

North Central London (NCL) is involved in 25/7 Spectra programme and the regional team are feeding into the national TRAC programme which is due to be launched to coincide with Care Leavers month taking place in November 2025.  

The quarter 1 (2025/26) data return has been circulated to the London ICBs with a deadline of Friday the 18th of July.

3. Widening Access Demonstrator Programme 

Two London ICBs were successful in gaining funding for this programme and will be attending the national launch event taking place on the 8th of July 2025. We have set up follow-up meetings with the individual ICBs to gain an understanding of their widening access objectives and delivery plans following the launch event.  

4. London Supply Steering Group  

This group meets monthly, and we are currently compiling a survey for London Supply Steering Group members to inform priorities and future utilisation of this group.  

5. London Supply Data / Reporting  

We are currently exploring data available in the Workforce Performance Monitoring Framework to gain an understanding of vacancy rates and workforce gaps across London to inform the workings of the London Supply Steering Group.  

Careers Events   

The team hosted a large Virtual Careers Event Pilot for all of London health and care providers on the 22nd of May. The event attracted 2,800 attendees from the unemployed population, those in education, those working in other industries and staff currently in the NHS. 38 NHS and partner organisations took part providing 20 webinars and an extensive collection of in-depth information and resources for candidates exploring a wide range of careers in health. We have undertaken an evaluation of the event which has been submitted to the national team.  

Consultant Job Planning
This programme aims to enhance the maturity of medical consultant job planning across the majority of trusts in the region by March 2026. Regular programme meetings are underway, with medical consultants already appointed and recruitment in progress for a medical workforce lead to support delivery. An initial meeting with the regional team has taken place, and collaboration with the South East region is ongoing. A joint event is being planned for the autumn.  

RETENTION  

1. Flexible Working: Getting it Right for Your Team   

The first cohort of training to equip ward managers to lead and sustain flexible working practices within their teams has now finished. Resources for this training can be found here: https://future.nhs.uk/gettingitrightforyourteam   

2. People Promise Exemplar Programme   

The second cohort is drawing to a close. Ongoing support will continue through the regional community of practice (and individual meetings with the remaining People Promise managers at Chelsea and Westminster Hospital NHS Foundation Trust,  Oxleas NHS Foundation Trust, Great Ormond Street Hospital for Children NHS Foundation Trust, St George’s, Epsom and St Helier Hospital Group, King’s College Hospital NHS Foundation Trust, East London Foundation Trust, and Barking, Havering and Redbridge University Hospitals NHS Trust.  

3. Retention Scoping Group   

The Regional Retention Steering Group is concluding its first round of meetings in July, having covered all seven People Promise themes and identified related retention initiatives across the region. The group will now focus on how to effectively communicate existing support offers to providers, Primary Care Networks, and social care settings.   

Human Resources Statutory Functions  

The team has been supporting ICB HR directors with the operational implementation of the cost reduction change programme. This includes NHS England approval of redundancy papers as well as supporting ICBs to ensure the statutory requirements of the change programme are being met. Regular audit exercises are conducted to ensure that ICB and trust severance payments comply with the relevant NHS England or HMT statutory and regulatory requirements.   

Industrial Action   

Resident doctors have voted to strike in England and are requesting a 29.2% pay increase. The British Medical Association (BMA) said 55% of its 48,000 resident doctor members voted in the ballot with 90% supporting industrial action.  

A regional incident management team has been established, with representation from teams across the region. This work is currently in the planning phase and will now escalate to a full response as strike action is announced.   

Many of the other unions who represent our staff are currently consulting their members on potential strike action and this situation is also being monitored.

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