Prioritisation of system and employer-led actions

Below are the prioritises of system and employer-led actions. These support national led actions for the next 3 to 6 months.

Priority Action
Our people are safe and supported to be physically and mentally healthy and well

Employer/system action by end March 21

  • Ongoing risk assessments
  • COVID-19 (and flu) vaccination
  • Access to psychological and physical support
  • Encourage health and wellbeing conversations

Supporting national actions

  • Maintain national HWB offer
  • Mental health hubs
  • Enhanced OH&WB offer
  • Extend support to HWB Guardians and line managers

Employer/system actions by end June 21

  • Embed health and wellbeing conversations (including training and support to line managers and a means of tracking delivery)
We are open and inclusive, and staff have a voice

Employer/system actions by end March 21

  • Staff networks prominent in contributing to and informing decision-making processes (e.g. on COVID-19 vaccination and health and wellbeing of staff at greatest risk)

Supporting national actions

  • EDI Inside – resources and support to priority actions
  • Senior systems leader support offer and increase in digitally delivered training

Employer/system actions by end June 21

  • Delivering against Model Employer goals
  • Eliminating the ethnicity gap in formal disciplinary processes
  • Overhaul of recruitment practices
Making the most of the skills in our teams

Employer/system actions by end March 21

  • Safe deployment and CPD investment to support critical care capability and COVID-19 vaccination programme

Supporting national actions

  • COVID-19 vaccination programme
  • National support for safe deployment in critical care (and other settings under particular pressure) Employer/system actions by end June 21
  • Digital and remote working plans including technology-enhanced learning

Recruiting and retaining our people

  • Employer/system actions by end March 21
  • Develop workforce sharing agreements locally to enable rapid deployment of our people across localities
  • Develop system-level models of recruitment and retention

Supporting national actions

  • Workforce planning
  • Digital passports
  • Growing the numbers of clinical support workers
  • Retention initiatives focused on ‘at risk’ cohorts (e.g. over 50s)

Employer/system actions by end June 21

  • Develop competency-based workforce modelling and planning

Actions for closing the gap in recruitment and promotion outcomes – six national actions:

  • Ensure Executive Senior Managers own the agenda
  • Introduce a system of ‘comply or explain’
  • Organise talent panels
  • Enhance equality, diversity, and inclusion support.
  • Overhaul interview processes
  • Adopt resources, guides, and tools for productive conversations about race