The Royal College of Nursing (RCN), in partnership with NHS Digital, and the Building a Digital Ready Workforce Programme, is launching a UK-wide consultation to hear about the digital challenges faced by nursing staff. The consultation seeks to learn more about adapting to digital technologies, and the opportunities available to improve patient care.
The RCN will ask nurses across the country, working in different sectors:
What will the digital future of nursing look like?
What will help us to get the best out of the data and technology available?
What are the things that might stand in our way?
What are the great examples where things are working that we should share?
The results will support the RCN’s call for improved education, training and development on digital literacy. The aim is that by 2020 “evey nurse will be an eNurse” – that is every nurse will be able to use technology and data to maximum effect for patients, carers and service users.
Further information on the Digital Ready consultation is available from the RCN’s website
Register now to join the conversation; the online workshop will run until 15 February 2018 link here.
The Health Committee has published The nursing workforce. This report examines the current and future scale of the shortfall of nursing staff and whether the Government and responsible bodies have effective plans to recruit, train and retain nurses. The committee concludes that there has been too little attention given to retaining nurses which has resulted in more nurses now leaving than joining the professional register. There are many causes for this shortfall, including workload pressures, poor access to continuing professional development, pay and a general sense of not feeling valued.
Dignity in health care for people with learning disabilities | The Royal College of Nursing
This guidance aims to improve dignity in health care for people with learning disabilities. It is designed particularly to support the nursing workforce but other health care and social care staff may find this useful.
The guidance concludes with information relating to the particular health needs that people with learning disabilities may have, and provides ideas on working in collaboration with other service providers.
Guidance for commissioners, providers and clinicians on the roles of nurses in alcohol and drug treatment in England. | Public Health England
This resource describes the many potential roles of nurses in alcohol and drug treatment in England to help commissioners and providers of specialist adult alcohol and drug treatment services to recruit the right workforce to meet local needs.
The document outlines:
The roles of nurses working in alcohol and drug treatment including the contribution they can make to health and social care outcomes
The added value nurses can bring to alcohol and drug treatment
The competences and skills that should be expected of nurses working in alcohol and drug treatment
What is required to develop and maintain these competences
New report from the Royal College of Nursing calls for urgent review of Nurse staffing levels to ensure patient safety this winter.
The Royal College of Nursing (RCN) has today published a report, Safe and Effective Staffing: Nursing Against the Oddswhich shows the results of a recent staff survey. The survey, carried out in May 2017 reveals more than half (55%) say shifts did not have the level of nurses planned, and that shortages were compromising patient care (53% ).
Nursing staff in all four UK countries were asked about staffing levels on their most recent shift and the quality of care provided. More than a third (36%) report having to leave elements of patient care undone due to a lack of time, while two thirds (65%) work an unpaid extra hour on average.
Seven in 10 nurses (71%) in England said their last daytime shift exceeded NICE guidelines, which states that more than eight patients to one nurse should act as a ‘red flag’. A quarter (26%) reported shifts with 14 or more patients per nurse.
The respondents also reported that:
patients are no longer afforded enough dignity, even dying alone;
colleagues have burned out and have become sick themselves, unable to come to work;
staff leave work “sobbing” at the impact of shortages on patient care;
many question their future in nursing and contemplate leaving the profession;
they struggle to give their children and families enough support after shifts that can exceed 12 hours.