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)
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)
November 6, 2025 at 4:41 PM
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)
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)
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)
November 6, 2025 at 4:41 PM
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)
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)
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)
November 6, 2025 at 4:41 PM
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)
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)
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)
November 6, 2025 at 4:41 PM
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)
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)
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)
November 6, 2025 at 4:41 PM
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)
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)
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 🤠
June 9, 2025 at 3:03 PM
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.
June 9, 2025 at 3:03 PM
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...
June 9, 2025 at 3:03 PM
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...