Website of the Department of Health
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Human resources and training
- More staff
- Model employer
- Model career
- Modernising pay
- Modernising professional regulation
- Education, training and development
- Workforce capacity
- NHS workforce scorecard
- Improving staff morale
- Building people management skills
- Performance management and research and development
- National Task Force on Violence
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Model employer
A management style that is both involving and facilitating will result in NHS staff feeling more valued, which benefits patients in turn. This section outlines the ways that the NHS is aiming for model employer status.
Mentoring for doctors
This guidance is based on current views about mentoring for doctors and the experience of doctors and managers of schemes that are already in operation. There are considerable variations in how mentoring is perceived and practised. However, despite these differences, the central concepts are consistent - mentoring helps doctors to help themselves, to find their own solutions to indeterminate problems.
Improving working lives
The Improving Working Lives Standard (IWL) sets out a model of human resources practice. NHS employers will be kite-marked against their ability to show that they are providing a better deal for NHS staff in their working lives.
Equality and diversity
The NHS must be able to communicate with the communities it serves. In order for this to happen, NHS organisations must value diversity and be able to reflect it in the workplace. More about equality and diversity and the Positively Diverse programme.
NHS childcare strategy
The development of a Childcare Strategy for the NHS plays a key role in the recruitment and retention of staff. More on-site nurseries are being built to offer extra childcare cover. Other care initiatives are also being developed to meet the needs of staff with older children.
Zero tolerance
NHS employees have the right to a healthy and safe working environment. Zero Tolerance is the Department of Health's campaign to stamp out abuse and harassment of NHS staff, led by the Counter Fraud and Security Management Team.
Occupational health
Good occupational health and safety can improve staff performance and reduce ill health and accidents. Select this page for more information about occupational health in the NHS.
Pensions
This page contains more information on pension options for NHS staff, as well as advice for employers about how to use pensions in recruitment and retention.
Staff involvement and partnerships
The NHS promotes a culture of staff involvement and partnership working. These projects ensure good intentions translate into active participation in the workplace.
NHS Professionals
The NHS Professionals network integrates temporary staff into the NHS, with access to the same opportunities as permanent staff. This page outlines the benefits for employers, staff, and patients alike.
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Flexible careers and returner schemes
The Flexible Careers and Returner Schemes for hospital doctors and GPs have enabled flexible working arrangements, including support to those wanting to return to work, to be embedded in the NHS. Strategic health authorities are now responsible for defining the future arrangements for the schemes in their locality.
NHS Golden Hello scheme
The Golden Hello Scheme for General Practitioners was replaced by the The Primary Care Development Scheme.
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