Search

In the UK, student nurses, nursing associates and midwives are supervised by practice supervisors and practice assessors while completing the placement-based component of their training. Because of increased clinical commitments, staff shortages and rising student numbers, demands for the supervision and assessment of student nurses have increased in recent years and this was exacerbated by COVID-19. The Nursing and Midwifery Council's Standards for Student Supervision and Assessment separated the roles of practice supervisor and assessor, giving rise to opportunities to assess students in a different way. Some integrated care systems are exploring the new role of roaming assessor. Roaming assessors can fulfil the role of practice assessors while providing additional support for student nurses. This role could be expanded to other health professions. This article explores the use of practice learning facilitators as roaming assessors for student nurses in the UK and evaluates the potential benefits and limitations of this approach. Roaming assessors may provide a useful service to deliver practice assessments, increasing the reliability and availability of assessments. [ABSTRACT FROM AUTHOR]

Background: Redeployment in health care can have a negative impact on the mental wellbeing of staff. Advanced planning and provisions for wellbeing support for health professionals has been recommended following previous pandemics. At the authors' institution nurses were redeployed overnight from a specialist cystic fibrosis ward to a COVID-19 high-dependency unit. Aim: To evaluate nurses' wellbeing following this redeployment during the first wave of the COVID-19 pandemic. Method: A mixed online survey, consisting of both open and closed questions, based on literature, preliminary results of the Impact of COVID-19 on the Nursing and Midwifery Workforce (ICON) study and staff feedback. This was sent to 28 nurses to explore their feelings and experiences of redeployment to a COVID-19 environment. Purposive sampling was used to select study participants while thematic analysis and descriptive statistics were used to analyse the data. Findings: The survey had an 86% response rate. Using thematic analysis three key themes emerged: redeployment anxiety, lack of organisational preparedness and newfound teamworking. More than half (57%) of respondents expressed anxiety and concern when told of their redeployment; 52% reported that they did not receive adequate support from senior staff and management. However, 74% reported that they felt their nursing was positively influenced by support and teamwork from those in patient-facing roles. Twenty-five percent reported that they were looking for a new job or leaving their current role. Conclusion: This study examines the effects that redeployment to a COVID-19 environment has had on nurses. It highlights the need for further improvement to ensure redeployed staff are supported to safeguard their mental wellbeing. [ABSTRACT FROM AUTHOR]

John Tingle, Lecturer in Law, Birmingham Law School, University of Birmingham, discusses what stakeholders in health and patient safety want the next government to deliver [ABSTRACT FROM AUTHOR]

Background: During the COVID-19 pandemic, healthcare organisations around the world had to optimise resources and redeploy staff to meet unprecedented demands on services. This service evaluation aims to establish the experiences of nurses redeployed to a COVID-negative Nightingale ward during the first wave of the pandemic in the UK. Methods: Purposive sampling using a survey was used to capture nurses' experiences. Data were extrapolated to meet the aims of the thematic line of enquiry and descriptive statistics used to analyse the data set. Results: The response rate was 34.0% (n=30). The majority of redeployees (76.7%; n=23) strongly agreed or agreed the trust induction had been beneficial. Informal learning, including from colleagues, was said to be very helpful by 50.0% (n=15) and helpful by 36.7% (n=10) of participants. Most (90.0%; n=27) agreed they were able to maintain safety, with 93.3% (n=28) satisfied with the quality of their care. Regarding giving the care they aspired to, 46.7% (n=14) strongly agreed and 40.0% (n=12) agreed they had been able to do this. Conclusion: The advanced clinical practitioner role was central to successful redeployment, in preparing redeployees through induction and education. These practitioners facilitated the acquisition of the knowledge and skills to deliver competent care, ensuring staff had the capacity and capability to undertake their job. Patient safety was not compromised by redeployment. [ABSTRACT FROM AUTHOR]

The article focuses on the reliance of the National Health Service (NHS) on international recruitment to address workforce shortages, emphasizing the growing proportion of internationally educated nurses and midwives in the British healthcare system. Topics include the scale of international recruitment in healthcare, regional disparities in reliance on international staff, and the strategic investment in training, development, and retention efforts to ensure a sustainable healthcare workforce.

The article focuses on the ASPIRE project, which addresses nursing shortages in the United Kingdom by offering a fast-track education program for healthcare assistants to enter the second year of the Bachelor of Science (BSc) Nursing course in Mental Health and Learning Disabilities. Topics include the project's initiation, its emphasis on practical experience and recognition of prior learning, and the positive impact observed on both healthcare workforce expansion and professional development.

An introduction is presented in which the editor discusses articles in the issue on topics including the critical issue of rising staff illness within the NHS, attributing the alarming increase to unrelenting pressures, emphasizing the urgent need for improved working conditions.

Claire Osborne, Paediatric Advanced Practitioner, Oxford University Hospitals (Claire.Osborne@ouh.nhs.uk), reflects on the reasons behind the nursing strikes and the level of support for action [ABSTRACT FROM AUTHOR]

Sam Foster, Executive Director of Professional Practice, Nursing and Midwifery Council, considers strategies for reforming social care and recognising and rewarding the work of nurses in the sector [ABSTRACT FROM AUTHOR]

The author offers observations on staff shortages and recruitment crisis in the United Kingdom (UK). Topics discussed include findings of the National Centre for Social Research's (NatCen) British Social Attitudes (BSA) survey taken between September 7-October 30, 2022, decline in overall public satisfaction with the National Health Service (NHS), according to The King's Fund and Nuffield Trust analysis, and importance of addressing the major problems with staff retention.

The authors offer observation on the second National Cancer Clinical Nurse Specialist (CNS) awareness day on March 15, 2023, created by the Greater Manchester Cancer Alliance. Topics discussed include role of CNS in the United Kingdom (UK), reason the CNS role is often misunderstood and undervalued in many healthcare services, and key emerging theme among specialist nursing teams.

The author comments on shortage in male nurses in the United Kingdom (UK). Topics discussed include proportion of men working in nursing in 2002, views attributed to low male numbers in nursing, and discriminatory behaviors and practices that contribute to effectively excluding men. He also offers suggestion for nursing to reflect the improvements achieved in gender accessibility and diversity by other public service professions.

A personal narrative is presented which explores the authors experience of improving the treatment and care of patients through in-depth review of services.