Hopefully its not just getting 'nurses' (anyone who looks like a nurse, difference between registered and non-registered) and those not doing whole shifts of direct patient care. Any numbers published I'd assume is for when the patients are at their most stable - so when patients' acuity levels increases, then staff numbers should increase correspondingly. Also different skills sets of HCAs and Registered Nurses should also be considered. Its no good when someone can't take a full set of observations and understand when there are concerns to be raised, or when you need someone who can give intravenous medication and someone else to check things together, and no good if senior nurses are called away frequently to deal with off-ward problems. Hopefully its going to be just more than a reduction in mortality rates, it should also be an improvement in patients' recovery rates, quality and delivery of care, and improved staff health and well-being, reduced sickness and turnover. May be if the executive team all worked a week, bimonthly, eg. as a porter or HCA, especially those from non-clinical background would spot how to improve things better and then follow up to see if further improvements could be made.
Comment on: 'It’s time to end the understaffing scandals'
tinkerbell | 26-Feb-2014 3:12 pm Anonymous | 26-Feb-2014 10:51 am Yes I agree, the puppets, but who's working their strings? Punch and Judy ;) and someone else has their hands up their...
I agree with above comments. It will take substantially more than urging and nudging. The remuneration for maintaining and improving people's quality of life and helping others to survive is pretty poor compared to other jobs with far less responsibilities for human life. All healthcare workers must be paid much more, with better conditions, protection, and ongoing training + development. Impression is that society doesn't want male carers unless someone has no one else to turn to. Also on top of all the negative stories about care work, males potentially face more allegations of mistreating and not being understanding of their client's / patient's needs. When mud is thrown, some of it tends to stick for a long time. The line 'particularly as men are living longer' is probably true for those who don't abuse their lifestyles, should be said that women are also living longer (and on average longer than men). However I agree the workforce should be much better balanced in terms of gender, equality and diversity at all levels.
what a minefield... Just had a brief look at RCN, Unison + Unite's webpages respectively on: http://www.rcn.org.uk/support/legal/indemnityscheme https://www.unison.org.uk/upload/sharepoint/Policies/UNISON%27s%20Professional%20Indemnity%20Cover%20for%20health%20staff.pdf http://archive.unitetheunion.org/sectors/health_sector/pli.aspx I think it doesn't matter what union you're in, all the similar small print applies. Options could be to change or leave your union (if your in one). If you want to be covered, and your employer isn't covering you (under vicarious liability) then you might need professional indemnity cover, such as Medical Defence Insurance, especially if you're self-employed and/or working in one of the exempted areas. People could gamble and not have insurance. Alternatively everyone can leave the professions.
Comment on: Call for nurses to clock-in with hand scanners
clock in / clock out... so what happens to all those breaks we get short changed on... seems like another loads of presenteeism and which other professions would this also be applied to? clocking systems can be abused by some staff and is only as good as the people doing the clocking, but gives auditors another job for them to process, think this is another waste of money which can be used much better elsewhere... as for those clock watchers ;) if people stopped working 'bank' shifts and started claiming 'overtime' when staffing is short, then those people would get the proper rate for their blood, sweat and tears.