Mentions:
1: Alistair Carmichael (LD - Orkney and Shetland) It is part of the culture that the regulator seems to be staffed and driven by people in the big City - Speech Link
2: Bim Afolami (Con - Hitchin and Harpenden) Member mentioned concerns that had been shared with him about the internal culture, and pay decisions - Speech Link
Mentions:
1: Baroness Hamwee (LD - Life peer) same way that the Windrush generation encountered, but failing to recognise that caring is part of the culture - Speech Link
Mentions:
1: Martin, Gillian (SNP - Aberdeenshire East) He talked about a “sick-note culture” alongside an anti-workers’ rights and anti-trade union agenda, - Speech Link
Mentions:
1: Nickie Aiken (Con - Cities of London and Westminster) achieve that at this stage, and, as Sir Michael said in his previous answer, if we can begin to shift the culture - Speech Link
Mentions:
1: Harvie, Patrick (Green - Glasgow) cuts, not defeatism; a bold commitment to equality, not a shabby compromise with the nasty, divisive culture - Speech Link
May. 01 2024
Source Page: Government To Lift Cap on Faith School PlacesFound: structure that truly realises our capacity for deeper collaboration and stronger conditions for building a culture
Asked by: Stephen Morgan (Labour - Portsmouth South)
Question to the Department of Health and Social Care:
To ask the Secretary of State for Health and Social Care, what steps her Department is taking ensure Integrated Care Schemes are able to support staff retention schemes.
Answered by Andrew Stephenson - Minister of State (Department of Health and Social Care)
The NHS Long Term Workforce Plan sets out how to improve culture and leadership, to ensure that up to 130,000 fewer staff leave the National Health Service over the next 15 years. Key to this is the National Retention Programme. The programme builds on the NHS People Promise, and supports integrated care systems (ICSs), regions, NHS trusts, and organisations to improve employee experience to retain their people, and therefore reduce NHS staff leaver rates.
The National Retention Programme provides a suite of evidence-based, targeted, organisational-level interventions, to improve staff engagement and experience, in line with the NHS People Promise. The programme builds on the fundamentals that every organisation should be developing to support a good working environment, providing practical advice and support. It targets activities at the key career points at which staff are most likely to leave, to help improve retention.
Support for organisations and ICSs can be accessed via the Retention Hub, which outlines initiatives mapped against the NHS People Promise, access to tools, guides, and case studies, to enable improvements and contact details for regional colleagues support the retention agenda in each of the seven regions. Further information on the Retention Hub is available at the following link:
https://www.england.nhs.uk/looking-after-our-people/the-programme-and-resources/
Asked by: Karin Smyth (Labour - Bristol South)
Question to the Department of Health and Social Care:
To ask the Secretary of State for Health and Social Care, what discussions she has had with Integrated Care Boards on recruitment and retention of health workers.
Answered by Andrew Stephenson - Minister of State (Department of Health and Social Care)
The NHS Long Term Workforce Plan sets out how we will meet the workforce needs of the future, through increasing training numbers and reforming training, working differently, and taking action to retain more staff.
There are a number of key national programmes aimed at supporting regions, integrated care boards (ICBs), and providers with recruitment challenges, and growing the workforce. For example, the Overhauling Recruitment programme aims to overhaul and modernise National Health Service recruitment, encouraging innovation and wider access into NHS careers, supporting the growth of a diverse and skilled workforce to meet future demands on healthcare. NHS England will soon be engaging with ICBs and providers to support and enable this transformational change, as it prepares to publish the overhauling recruitment strategic delivery framework.
The NHS Long Term Workforce Plan also sets out how to improve culture and leadership to ensure that up to 130,000 fewer staff leave the NHS over the next 15 years. Key to this is the National Retention Programme. The programme builds on the NHS People Promise, and supports integrated care systems (ICS), which are made up of ICBs and integrated care partnerships, regions, NHS trusts, and organisations, to improve employee experience and retain their people, thereby reducing NHS staff leaver rates.
Support for organisations and ICS can be accessed via the Retention Hub, which outlines initiatives mapped against the People Promise, access to tools, guides, and case studies, to enable improvements and contact details for regional colleagues to support the retention agenda in each of the seven regions.
Asked by: Julian Knight (Independent - Solihull)
Question to the Department for Digital, Culture, Media & Sport:
To ask the Secretary of State for Culture, Media and Sport, how many British Library staff have left that organisation in each year since 2015.
Answered by Julia Lopez - Minister of State (Department for Science, Innovation and Technology)
DCMS does not hold this information. As this is an operational matter, the Member should contact the British Library directly.
Asked by: Julian Knight (Independent - Solihull)
Question to the Department for Digital, Culture, Media & Sport:
To ask the Secretary of State for Culture, Media and Sport, how many staff have left The National Archives in each year since 2015.
Answered by Julia Lopez - Minister of State (Department for Science, Innovation and Technology)
The National Archives does not hold data on the number of staff who have left the department every year since 2015.