Workforce Intelligence Research Articles

Psychiatry may need run-through training programmes, says Centre for Workforce Intelligence

Health Education England (HEE) should consider creating run-through training programmes for old age, general adult, and child and adolescent psychiatry, the Centre for Workforce Intelligence has said. In its in-depth review of the psychiatrist workforce, the centre said that although the number of consultant psychiatrists had grown in the past decade it was proportionally 10% lower than the overall growth in consultant numbers in England.1 The report said that more consultant psychiatrists aged over 53 left the workforce than consultants as a whole …

Call to cap orthopaedic training posts is based on “flawed” evidence, surgeons say

Recommendations to cap the number of recruits into trauma and orthopaedic surgery specialty training are based on flawed evidence, surgeons have warned. Last month the Centre for Workforce Intelligence (CFWI) said that recruitment into trauma and orthopaedic surgery in the third year of specialty training (ST3) should be capped at 122 posts a year in 2014-15 and 2015-16.1 Paul Manning, chair of the British Orthopaedic Association’s forum of training programme directors, and Tim Briggs, former president of the British Orthopaedic Association, have warned that …

Cap training posts in trauma and orthopaedics, government advisers say

Numbers of recruits to training in the trauma and orthopaedic surgery specialty should be capped until 2016, government advisers on workforce planning have said. Recruitment into trauma and orthopaedic surgery in the third year of specialty training (ST3) should be capped at 122 posts a year in 2014-15 and 2015-16, the Centre for Workforce Intelligence has said in a report on the specialty’s workforce.1 The centre is commissioned by the Department of Health in England, Health Education England, and Public Health England to inform policy decisions on health workforce planning. The report said …

Governing health professional mobility in the European Union

Health professional mobility in Europe has become a fast-moving target for policy-makers. It is evolving rapidly in direction and magnitude as a consequence of fundamental change caused by European Union (EU) enlargement and the financial and economic crisis. Health professional mobility changes the numbers of health professionals in countries and the skill-mix of the workforce, with consequences for health-system performance. Many of the so-called pull and push factors influencing mobility of individuals are in the remit of countries and organizations. In Europe, these pull and push factors are co-determined by EU policies on free mobility, the qualifications directive and many soft-law initiatives. This presentation is reviewing the current mobility trends in Europe and provides clues on how to strengthen governance for human resources for health at European and country level. A particular reference is made to mobility monitoring, workforce intelligence, workforce policies/ strategies, skills-initiatives and coordination mechanisms across sectors and levels.

Half of public health consultants in local authorities want to leave their jobs, survey finds

Half of public health consultants and specialists working for local authorities are looking for work elsewhere in the public health system, a survey by the Centre for Workforce Intelligence has found.1 The centre carried out its survey of public health consultants and specialists after it was commissioned by Public Health England, Health Education England, and the Department of Health to gather data to inform workforce decisions. The survey received 574 responses from …

Orthopaedic Education in the United Kingdom

Graduate medical education in the United Kingdom recently restructured with the goal of improving trainee experience. In 2007, the Modernizing Medical Careers program changed the organizational structure of all postgraduate medical training in the United Kingdom due to concerns about excess length of training and a lack of supervision. The goals were to include standardization of education and training to produce “high quality, well trained, accredited doctors” [4]. A more formalized structure of feedback and assessment was also implemented to document the progress of trainees [4]. Additionally, the European Union’s European Work Time Directive reduced the number of hours any employee could work (including those in graduate medical education training)—from 56 hours to 48 hours per week. The purpose of this article is to introduce the reader to the educational structure of the United Kingdom, how assessment and feedback are conducted, and just how the European Work Time Directive has influenced orthopaedic surgery education.

Introducing the Institute of Physics in Engineering and Medicine (IPEM)

Introducing the Institute of Physics in Engineering and Medicine (IPEM)

Introducing the Institute of Physics in Engineering and Medicine (IPEM)

Introducing the Institute of Physics in Engineering and Medicine (IPEM)

Medical ophthalmology training places should be increased, says Centre for Workforce Intelligence

The Centre for Workforce Intelligence has recommended an increase in medical ophthalmology third year specialty training (ST3) places in England. In a report published last month the centre recommended that in 2014 ST3 posts in medical ophthalmology should be increased to five and maintained at that level until 2018.1 Medical ophthalmologists are trained to specialist level in general medicine and ophthalmology. They diagnose and manage …

GP induction and refresher and retainer schemes: are they cost-effective?

There are many reasons why doctors may not wish to commit fully to a lifetime’s work in the NHS. However, the early loss of GPs is contributing to the impending GP workforce crisis. The Retainer and Induction & Refresher (I&R) schemes help to keep or reintroduce GPs in the workforce, but at a time of intense budgetary restrictions there is pressure to review the limited funding that supports them. This article analyses how cost-effective they are. The Department of Health (DoH) has set a target that one-half of all UK medical graduates entering postgraduate specialty training should go into GP training.1 However, according to the Centre for Workforce Intelligence (CfWI),2 we are 550 short of the target, therefore undertraining GPs by approximately 18% per year. It is possible to increase the number of UK GPs by: 1. increasing the number of students in UK medical schools and then GP training; 2. raising the number of medical graduates who go through GP training; 3. attracting more EU-trained GPs and providing them with an induction to prepare them for UK general practice; 4. bringing more GPs back to practice after a career break; and 5. retaining more GPs who, principally because of domestic commitments, can only undertake a small amount of paid professional work. The first two options have significant time and cost implications. It costs £488 730 for a student to complete undergraduate medical school and then GP training,3 while the cost of a GP training programme for a medical graduate is £196 500 (£11 600 per subsequent working year using …

Public health consultants to be asked how NHS reforms have affected their work

Public health consultants are being surveyed on how the government’s changes to the NHS have affected their work. The Centre for Workforce Intelligence is asking all consultants and specialists in public health in England about their roles and any issues arising since local authorities took responsibility for public health in April (www.smartsurvey.co.uk/s.asp?i=93785XGUPM). The survey aims to offer insight into the public health workforce since the formation of Public Health England (PHE) and …

Training should focus on shift to community care, report urges

Nurse education needs to be redesigned urgently to meet the increasing needs of older people in the community, according to the Centre for Workforce Intelligence (CfWI). a cfWi report, commissioned by the department of Health (dH) and published last week, is based on interviews with various experts, including nurse educators. a major concern emerged that universities are not preparing students for careers in which more care will be provided in the community. at a time when the numbers of older people are rising and there is a government drive to keep people out of hospital, it says much more nursing will be delivered round-the-clock in patients’ homes. the report describes the main nursing workforce challenge up to 2030 as making changes to the education and training system. By 2030, many older people with complex requirements could be left struggling at home with unmet needs because of a mismatched workforce, says the report. the office for national Statistics predicts that the population will continue to rise in the next 20 years, which will generate more demand for nursing, the report says. in addition, there will be more older people, and more people with heart disease and diabetes, as a consequence of obesity. Much more community nursing is likely to involve 24-hour care, which may have an effect on the number of people who want to do this work. the cfWi report states that community

RCN demands urgent talks with ministers over staffing numbers

Warnings that nurse numbers could plummet can no longer be dismissed by the government after its own research shows there will be a considerable drop in the number of NHS nurses within three years. A government-commissioned report by the Centre for Workforce Intelligence (CfWI) says numbers could fall by 11 per cent, or 63,800, in England by 2016. The report had been passed to the Department of Health (DH) in January, but was published only last week. The findings echo those of the RCN-commissioned research undertaken at Queen Margaret University in Edinburgh and published in 2011 that estimated a potential nurse shortfall of 99,000. James Buchan, who co-authored the RCN study, told Nursing Standard:

GP workforce numbers will not meet demand until 2030

England will not have enough GPs to meet patient demand in primary care until 2030, a preliminary analysis by the Centre for Workforce Intelligence has found. At a minimum the government will need to take on 3250 new GP specialty trainees a year from 2015 onwards to meet this goal, 22% more than it took on in 2012 (2669 trainees). This target should be supplemented by other measures to boost workforce supply, the centre added, such as changing medical training and increasing the supply of practice nurses. The …

Clinical radiology trainee numbers must rise, says Centre for Workforce Intelligence

The number of specialty training places in clinical radiology in England should be increased by 17% so that the specialty can cope with rising demand, the Centre for Workforce Intelligence has said. The number of radiology examinations conducted in England rose by 26% from 2004-5 to 2010-11. The biggest rises were in those that involved the most …

Significance of the HCA and AP

British Journal of Healthcare AssistantsVol. 7, No. 1 PolicySignificance of the HCA and APRhidian HughesRhidian HughesSearch for more papers by this authorRhidian HughesPublished Online:16 Aug 2013https://doi.org/10.12968/bjha.2013.7.1.46AboutSectionsView articleView Full TextPDF/EPUB ToolsAdd to favoritesDownload CitationsTrack CitationsPermissions ShareShare onFacebookTwitterLinked InEmail View article References Care Quality Commission (2012): The State Of Health Care And Adult Social Car In England. An Overview of Key Themes in Care in 2010/11. www.cqc.org.uk/download-our-state-care-report-2010/11 (accessed 12 December 2012) Google ScholarCentre for Workforce Intelligence (CfWI) (2011) Shape of the Medical Workforce: Informing Training Numbers. www.cfwi.org.uk/publications/medical-shape-2011 (accessed 3 December 2012) Google ScholarDepartment of Health (DH) (2012) Caring for Our Future: Reforming Care and Support. www.dh.gov.uk/health/2012/07/careandsupportwhitepaper/ (accessed 3 December 2012) Google ScholarHouse of Commons Health Committee (2012) Education, Training And Workforce Planning. First Report Of Session 2012-13. Volume 1. http://tiny-url.com/ap8n6ba (accessed 3 December 2012) Google ScholarHughes R (2011) QIPP workstreams and care. British Journal of Healthcare Assistants 5(5): 252–3 Link, Google ScholarHurst J, Williams S (2012) Can NHS Hospitals Do More With Less? Nuffield Trust, London Google ScholarNHS Employers (2010) The Support Workforce: Developing Your Patient-Facing Staff For The Future. http://tinyurl.com/cb48ro7 (accessed 3 December 2012) Google ScholarRoyal College of Nursing (RCN) (2012) Overstretched. Under-Resourced. The UK Nursing Labour Market Review 2012. http://tinyurl.com/c93vfov (accessed 3 December 2012) Google ScholarSkills for Health (2011) England Skills and Labour Market Intelligence Assessment 2011. www.skills-forhealth.org.uk/workforce-planning/research-and-labour-market-intelligence-services/research-and-intelligence-library/ (accessed 13 December 2012) Google ScholarStokes J, Warden A (2004) The changing role of the healthcare assistant. Nursing Standard 18(51): 33–7 Crossref, Google Scholar FiguresReferencesRelatedDetailsCited byA Cloud-Scale View of the Molecular Gas Disk in the Whirlpool Galaxy and Beyond7 September 2022 | EPJ Web of Conferences, Vol. 265Fundamental care in practice series: 1. Introduction31 March 2014 | British Journal of Healthcare Assistants, Vol. 7, No. 12 1 January 2013Volume 7Issue 1ISSN (print): 1753-1586ISSN (online): 2052-4420 Metrics History Published online 16 August 2013 Published in print 1 January 2013 Information© MA Healthcare LimitedPDF download

The subconsultant may actually see you now

Four years ago, the first article I edited for BMJ Careers looked at the issue of subconsultants. And it was a long way from being the first that we had carried on the issue. In the intervening years it has been a subject that has constantly loitered around our pages as a threat, but real action and change have never materialised. Most recently, we published research from the Centre for Workforce Intelligence highlighting a 60% oversupply of consultants by 2020.1 Among its recommendations was for a “consolidation period” to be introduced between attaining a certificate of completion of training and taking up a consultant post and for “a multilevel career structure that recognises different levels of expertise, competence, and intensity of work”—we can argue the semantics, but basically these are types of subconsultant. These were just ideas, however, …

Improving delivery - the need for empowered HCAs

British Journal of Healthcare AssistantsVol. 6, No. 7 Health MattersImproving delivery - the need for empowered HCAsBryan McIntosh, Agi HollandBryan McIntoshSearch for more papers by this author, Agi HollandSearch for more papers by this authorBryan McIntosh; Agi HollandPublished Online:16 Aug 2013https://doi.org/10.12968/bjha.2012.6.7.346AboutSectionsView articleView Full TextPDF/EPUB ToolsAdd to favoritesDownload CitationsTrack CitationsPermissions ShareShare onFacebookTwitterLinked InEmail View article References Aiken L, Cimiotti J, Sloane D (2011) The effects of nurse staffing and nurse education on patient deaths in hospitals with different nurse work environments. Medical Care 49:1047–53 Crossref, Google ScholarCookson G (2012) A critical review commissioned by the Centre of Workforce Intelligence comparing the delivery of healthcare services in nine different countries. King's College London, London Google ScholarDepartment of Health (2010a) Equity and Excellence: Liberating the NHS. DH, London Google ScholarDepartment of Health (2010b) Department of Health draft Structural Reform Plan. DH, London Google ScholarHawkes N (2012) Achieving the Nicholson challenge. BMJ 344: e4175 Crossref, Google ScholarGlasper A (2012) Nursing and Midwifery Council criticised for supporting HCAs. British Journal of Healthcare Assistants 6(6): 304–5 Link, Google ScholarRichardson G, Maynard A, Cullum N, Kindig D (1998), Skill-mix changes: substitution or service development. Health Policy 45(2): 119–32 Crossref, Google ScholarSpitzer WO, Sackett DL, Sibley JCet al. (1974) The Burlington randomised controlled trial of the nurse practitioner. New England Journal of Medicine 290(5): 251–6 Crossref, Google Scholar FiguresReferencesRelatedDetailsCited bySkill maximisation: the future of healthcare16 August 2013 | British Journal of Healthcare Management, Vol. 19, No. 3Optimising productivity, quality and efficiency in community nursing16 August 2013 | British Journal of Community Nursing, Vol. 17, No. 8 1 July 2012Volume 6Issue 7ISSN (print): 1753-1586ISSN (online): 2052-4420 Metrics History Published online 16 August 2013 Published in print 1 July 2012 Information© MA Healthcare LimitedPDF download

Too far, too long, too few: workforce planning in dermatology

Conflict of interest: none declared. The 2010 British Association of Dermatologists (BAD) annual workforce survey identified 73 vacant consultant posts in the UK, with 52 consultant posts occupied by locums.1 The UK government agency, the Centre for Workforce Intelligence (CfWI), consults with stakeholders to mathematically model future workforce demands, and has allocated six new dermatology trainees between 2011 and 2013.2 However, workforce calculations are limited by lack of data about trainees’ current career plans relating to part‐time work, academic careers and work abroad. An anecdotal perception exists that many trainees are unwilling to move away from the region in which they have trained, making it difficult to fill consultant posts in regions with lower trainee numbers. We conducted a study to explore the plans of UK dermatology trainees completing training for part‐time work, work abroad and academic work, and to investigate their likely future geographical mobility. All 201 current UK dermatology trainees1 [trainee specialty registrar (StR) grade 3 and higher] were contacted by e‐mail, and asked to complete an anonymous web‐based workforce questionnaire between 28 March and 10 April 2011.

Too many doctors

The Centre for Workforce Intelligence is predicting a 60% rise in the number of consultants by 2020. In an attempt to raise awareness and debate about the associated problems, the centre has published seven possible scenarios. Ingrid Torjesen investigates