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Even with the advancement of technology, the world is not training enough medical resources to meet the future healthcare need of an ageing population….is one side of the story.

NHS organisations have the unenviable task to try and design services for an ageing population with a finite pool of highly skilled and motivated resource. With the recent, slap in the face, 1% pay rise for NHS nurses in England, their task has just become exponentially more difficult.

Some of the findings by the Kingsfund include:

  • 28% of the medical workforce currently employed in the NHS are categorised as “International”- i.e. Another country made the investment in their training
  • 25% attrition rate of nurses in training (only 75% complete their nurse training
  • Only 58% of nurses take up the profession for every 100 nurse places commissioned.
  • For doctors, 25% don’t progress to senior positions of which a large proportion could not progress due to a lack of training places.
  • Of the doctors who progress through the training, an average of 7% leave the profession, don’t complete the training or emigrate.
  • It cost an average of £70,000 to train a nurse over a period of 3 years
  • It cost £500,000 to train a consultant over a period of 14 years.

Additional strain is placed on Employers to find resources to deliver a world class service

  1. Physical about, bullying, discrimination, and racial abuse: It is sad that highly skilled, passionate and dedicated staff and volunteers must be subjected to unwanted behaviour.
  2. Stress: Senior management staff are required to do more with less and often don’t have access to the best resources or support.
  3. Long Term sickness: A high percentage of employees booked off on long term sickness don’t return back to their positions…further adding strain to their payroll.
  4. Diversity targets: With a finite pool of qualified resources, it is a challenge to meet diversity targets…diversity targets should be met at training stage.

We read in the press and we can research the data to suggest that the future of the NHS is dependent upon its ability to train and retain high quality staff. We can also assume there is a net immigration of qualified staff, which comes at a similar cost to countries that can ill afford to lose their resources.

It is therefore critical to spend the time fixing this broken training line.