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Claire Leader discusses the three-year delivery plan for maternal and neonatal services in England, focusing on the goal to grow the maternity workforce [ABSTRACT FROM AUTHOR]

The functioning of the European Union - like the functioning of a nation state - is unimaginable without one attendant consisted of loyal experts. The Union institutions recruit the manpower from the nation states, which has the role to supply the public challenge beyond the frames of the nation states, so on the union level. The Treaty of Rome declares the free movement of labour and in pursuance of this the Union citizens can enter employment on same conditions, like the citizen of the member state, so in this way prohibiting the bias between certain employees. The exceptions to the free movement of the labour are the filling vacancies in member states, in which the employee personalizes the member states' public authority, namely he fills his/her vacancy in possession of the public authority. In favour of the defence of the state sovereignty, the article 39. (4) of the Treaty of Rome provides facilities for the member states, that it is possible for the member states to tailor a criterion of citizen assuring the creating of a loyal public sphere of the member state . The objective of the EU is also the creating of a loyal public sphere of the employing institution (so accordingly for the EU too), where the public officers work exclusively with this end in view of the EU and they utilize their expertises on behalf of EU. Out of consideration for the frequent conflicts of interest between certain member states and the Union it is a serious hazard for the EU, if the interests of the member states are prevailing among the employees in the institutions and not in the forums(for example in the Council) which are made for it. Because of the elimination of this problem was born the individual legal status assuring regulation, which is inspired to ensure the independence of the employees in the institutions and to ensure the expert functioning of the institutions The aim of the presentment is to demonstrate this special legal actuality, to disclose the specialities in peculiar consideration of the institution of the competition examination. [ABSTRACT FROM AUTHOR]

Sam Foster, Chief Nurse, Oxford University Hospitals, reflects on her experience visiting Kerala to interview overseas candidates for nursing recruitment [ABSTRACT FROM AUTHOR]

Migrant nurses form an increasing proportion of the nursing workforce, with the United Kingdom (UK) being the third most popular destination for overseas nurses in the world. The migrant nurse workforce is highly susceptible to policy changes at the macro or professional level of the donor and recipient countries. Freedom of information requests were issued to 19 National Health Service [NHS] Trusts in England to determine their involvement in overseas nurse recruitment activity from 1998 onwards. These indicate a notable shift away from active European Union (EU) recruitment and towards overseas countries particularly the Philippines and India. Reasons given were as follows: diminishing returns from EU sources, high attrition among EU nurses and the introduction of English language tests for EU nurses in July 2016. This led to Trusts revisiting their recruitment strategies by increasing more direct/less resource‐intensive methods and expanding their focus outside of the EU. Trusts frequently utilised private recruitment companies for their recruitment drives, including consulting and influencing the Trusts' workforce strategies. Policy adjustments have numerous influences on the composition of the overseas nursing workforce. While the NHS continues its efforts in expanding its international nursing workforce, this should not be at the expense of ethical and sustainable recruitment practices, which may be compromised indirectly as a result. [ABSTRACT FROM AUTHOR]