Lucina Rolewicz

5. Plan within your means

The previous plan was let down by a commitment to only give extra funding for training places. The wage bill and non-staff costs must also be accounted for.

This time, staffing projections should line up with the money available, otherwise, they'll remain on paper. (6/6)

4. Trial new ideas

There are a range of models that could be considered to attract and keep staff, including:

Preceptorships to give paid work during training 🧑‍⚕️

Tie-ins that subsidise education 🎓

Loans forgiveness schemes for new joiners 💷

These could be trialed at a smaller scale. (5/6)

3. Plan around international recruitment

The 10 Year Health Plan aims to reduce international recruitment to less than 10% of joiners.

But the NHS is very reliant on non-UK/non-EU staff, who average a longer length of service than UK counterparts - they would leave a hole to fill. (4/6)

2. Be mindful of retention

There needs to be better, routine data about what causes staff to leave the NHS early.

There are apparent links to factors like career progression and rates of sickness absence, but there is still more work that needs doing to investigate this. (3/6)

1. Make the training pipeline more efficient

The last plan was overly optimistic in its plans to expand training places - a scaling back of ambition is sensible.

Greater focus on reducing drop-out rates during training could provide near-immediate benefits and make the most of what we have. (2/6)

Plan B: What the forthcoming NHS workforce strategy should not ignore As the government prepares to publish a new 10-year NHS workforce plan, questions remain about how to build a realistic and sustainable approach to staffing the health service. This long read by Lucin...

There's a new workforce plan on the way for the NHS in England. But what's needed to make it a success?

That's what my latest blog considers 👇

The NHS has a history of setting plans that are rightly ambitious but which fail to live up to the hype - there's much to reflect on and learn from 🧵(1/6)

Senior Fellow (SF05/25) We are looking to recruit a Senior Fellow to lead on projects across a range of topics within health and care.

Do you have a track record of producing top quality research and policy analysis?

We are looking to recruit a Senior Fellow to lead on projects across a range of topics within health and care. 👇

#ResearchJobs #ThinkTankJobs #recruiting

if anyone cares, I was part of the first cohort to take up a plan 2 student loan, meaning I am personally affected by RPI being used to calculate the interest rate (as many others are). I will probably never pay it off as I owe more now than I did 10-11 years ago 🤠

3) the point of the analysis is to highlight how sensitive calculations are to the choice of baseline and inflation measure used. Our piece is not to be used to assess what we think the pay settlement should be.

2) we used average levels of CPI and RPI measures of inflation across financial years. This differs from what the BMA used in their 2022 calculations - RPI at year-end. I'm unable to find a more recent methodology doc www.bma.org.uk/media/6134/b...

I've received a few questions on this, so will clarify: 1) this uses - where possible - average uplifts from pay awards, as per the 2022 BMA calculations. But it does not include the big hike to basic pay as per the 2016 contract (while pay for unsocial hours went down).

Diverging paths: How other countries have designed and implemented assisted dying As the assisted dying Bill returns to the House of Commons next week, this in-depth analysis offers evidence from a wide range of contexts to further inform the debate. What can the UK learn from…

NEW ANALYSIS explores how approaches to #AssistedDying vary internationally.

The Nuffield Trust holds a neutral position on the legalisation of assisted dying in the UK.

Our analysis reviews the evidence for jurisdictions where it has been implemented, to help inform debate.
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Will the Autumn Budget push the social care sector beyond breaking point? While the recent budget brought better news for hard-pressed public services, social care was not so lucky. With many organisations fearing that changes to the Employer National Insurance Contribution...

🆕 Will the Autumn Budget push the #SocialCare sector beyond breaking point?

With many organisations concerned about changes to the Employer National Insurance Contributions regime, we assess what the financial impact on the sector will be. www.nuffieldtrust.org.uk/news-item/wi...

What needs to improve for social care to better support people with dementia? The number of people living with dementia in the UK is rising. Even if treatments can be developed quickly, the social care system needs to change in order to better support the growing numbers of peo...

Hello BlueSky! My first post here to talk about a new report we @nuffieldtrust.bsky.social are publishing today on how we can improve social care for people living with dementia. You can read our report & summary here: www.nuffieldtrust.org.uk/research/wha... 🧵