the uk nursing labour market review · pdf filethere is also growing reliance on agency...

A workforce in crisis? The UK nursing labour market review 2015

R C N L A B O U R M A R K E T R E V I E W

A workforce in crisis? The UK nursing labour market review 2015 2

Contents

1. Introduction and commentary 3

2. The UK nursing workforce 5

3. Nursing and Midwifery Council registrants 9

4. The nursing workforce in NHS England, Scotland, Wales and in health and social care in Northern Ireland 12

5. Nursing and earnings 28

6. Nurse education 35


1. Introduction and commentary

This report provides a review of the UK nursing labour market, looking at recent data and trends for nursing staff working in the health sector across the UK, drawing out differences and similarities across the four UK countries. The review uses national data sets to estimate the size, shape and composition of the nursing workforce. The review covers:

• theUKnursingworkforceacrossthewholeUKeconomy

• NursingandMidwiferyCouncilregistrants

• thenursingworkforceinNHSEngland,ScotlandWalesandinhealthandsocialcare, NorthernIreland

• nursingearnings

• pre-registrationeducation.

Lastyear’sLabourMarketReviewdescribedtheimpactoftheculminationofyearsofshort-termworkforceplanning,payrestraintandlackoffocusonworkforceretention.Itpaintedadismalpictureofnursingshortages,recruitmentdrivesinEurope,increaseduseofagencystaff,thedegradationofspecialistandseniornursingaswellasworseningworkload,moraleandstresslevels.Thisyear’s12-monthreviewofdevelopmentsaffectingnursingshowsafurtherdeteriorationinthekeyfactorsnecessaryforplanningasustainableworkforce.

The most dramatic manifestation of failures in workforce planning has been the huge growth in the useofandresourcesallocatedtoagencynursing,acrossboththeNHSandtheindependentsector.TheRCNFrontline First report Runaway Agency SpendingpublishedinFebruary2015projectedthatspendingonagencynursingstaffwouldreach£980millioninEnglandalonebytheendof2014-15.1 Thereisalsogrowingrelianceonagencystaffinginsocialcare,particularlyinresidentialandnursingcarehomesastheyfacechallengesinrecruitingandretainingnursingstaffandmeetregulatoryrequirementsandqualitystandards.WithlittlereliabledataonthenumberofnursingvacanciesintheNHSorsocialcare,thisgrowingrelianceonagencystaffingisaclearindicatorofproblemswithworkforcesupply.

Whilesomeagencynursecapacityisnecessarytocoverunplannedabsencesandvacanciesandmeetunexpectedspikesindemand,relianceonagencystaffisnotjustcostly,butcanresultinlackofcontinuityandlesseffectiveteamworkwhichcanhaveasignificantimpactonpatientcare,asacknowledgedbytheChiefNursingOfficer(CNO)forEngland.In2015,theCNOcalledforimprovedrecruitmentandretentionacrossthewholehealthandcaresystem,streamlinedinternationalrecruitment, flexible working opportunities offered to new and existing staff, and improved support forstaffintheirroles.Theimpactofanyactiononthesemeasuresisyettobeseen.

This report shows how reliance on agencies comes as the full impact of cuts to the number of training placesisnowbeingfelt.AfragmentedandprimarilylocalapproachtoworkforceplanninghasledtosubstantialgapsinthecurrentworkforcecompoundedbytheinabilityofthevariousUKworkforcebodiestorespondtoimmediateworkforcepressuresoraddressanygaps.Theonlyotherviableshort-termsourceisimmigrationfromabroad,withrisingnumbersofnursingstaffbeingrecruited,particularlyfromEuropeancountrieshitbyeconomicslowdown.Meanwhile,thedecisionnottoputnursingonthelistofoccupationsinshortenoughsupplythattheycanbefilledbyoverseasrecruits

1 http://frontlinefirst.rcn.org.uk/sites/frontlinefirst/index.php/blog/entry/nhs-runaway-agency-spending-report/

http://frontlinefirst.rcn.org.uk/sites/frontlinefirst/index.php/blog/entry/nhs-runaway-agency-spending-report/


fromoutsideEuropecomesontopofnewimmigrationrulesaffectingnon-EuropeansalreadyintheUK.ThecombinationofthesedecisionsislikelytoincreasedemandforEuropeannurses.

Securestaffingisperhapsthemostimportantissuefacingtheprofession,yetalackofinvestmentinthesupplyofnursingnumbers,aswellasunderfundedtrainingandremuneration,meansaworkforcein crisis.

Ofcoursethegrowthinagencystaffingisnotjustaffectedbyworkforcedemand.Manynursingstaffareactivelychoosingagencyworkinginsearchofflexibleworkinghoursandtomaximisetheirearningpotential.ThispointstoavitalneedfortheNHSandotherhealthandcareproviderstobothrecruitandretainnursingstaff,yettheworkforceisoverwhelminglyexperiencingunderstaffing,risingworkloadsandpayrestraint.AnalysisofmedianannualearningsintheNHSshowsthatqualifiednursingstaffhavesufferedbetween6.3percentand10.5percentrealtermspayreductionsince2011,whilehealthcareassistantsandnursingauxiliarieshaveseenacutofjustovereightpercentover the same period.

Amongallnursesandnursingauxiliaries/assistantsworkingfulltimeintheeconomyacrosstheNHSandinotherhealthcaresettingstherehasbeenacumulativerealtermsdropof9.6and9.2percentinmedianweeklyearningsbetween2008and2014.Amongpart-timenursesandnursingauxiliaries/assistants,earningshavefallenby6.2percentand7.1percentoverthesameperiod.

Thechallengesfacedbythehealthandsocialcaresectorarewellunderstood:risingdemandcoupledwith squeezed budgets. The plans being formulated to cope with these challenges include the integrationofhealthandsocialcare,theexpansionofsevendayservices,movingcarefromacutetocommunitysettingsandimprovedhealthprevention.Theseallrequireafuturenursingworkforcewiththeskillstoworkacrossprimarycare,communitycareandacutehealthsettingsaswellastheskillsnecessarytoworkinmultidisciplinarysettings.Inshort,tomorrow’schallengeswillnotbemetwithouttakingcareofthenursingworkforcetoday.


2. The UK nursing workforce

The labour market review aims to estimate the size, shape and composition of the nursing workforce usingOfficeofNationalStatisticsdatasetsinadditiontodatacollectedbythefourUKhealthdepartments.Itshouldbenotedthatdatasetsoftenusedifferentterminology,particularlyaroundthedefinitionofregisterednursesandmidwivesandnursingsupportstaffanddataissometimescollectedacrossdifferenttimeframesandthatthesedifferenceshavebeenidentifiedwheresignificant.

Section2providesananalysisoffiguresfromtheLabourForceSurvey(LFS)whichprovidesofficialmeasuresofemploymentandunemploymentfortheUK.Itgivesanindicationofthenumberofnurses,nursingassistantsandauxiliariesandmidwivesworkingacrosstheUKeconomy(asdefinedbytheOfficeforNationalStatistics).

Figure 1: Nurses, nursing assistants/auxiliaries and midwives in employment (2004-2014)

Source:AnalysisofLabourForceSurveysApril-June2004-2014

TheLFSprovidesanestimationofthesizeofindividualsectorsasdefinedbystandardindustrialclassification(SIC)codesandthenumberofpeopleworkingingivenoccupationsasdefinedbystandardoccupationclassification(SOC)codes–inthiscasenurses2, nursing auxiliaries and assistants3 and midwives.4

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2 SOC2231definesnursesasthoseproviding‘generaland/orspecialisednursingcareforthesick,injuredandothersinneedofsuchcare,assistmedicaldoctorswiththeirtasksandworkwithotherhealthcareprofessionalsandwithinteamsofhealthcareworkers.Theyadviseonandteachnursingpractice.’

3 SOC6141definesnursingauxiliariesandassistantsaswho‘assistdoctors,nursesandotherhealthprofessionalsincaringforthesickandinjuredwithinhospitals,homes,clinicsandthewidercommunity.’

4 SOC2232definesmidwivesasthosewho‘deliver,orassistinthedeliveryofbabies,provideantenatalandpostnatalcareandadviseparentsonbabycare.Theyworkwithotherhealthcareprofessionals,andadviseonandteachmidwiferypractice.’


Figure1showsasteadyincreaseinthenumberofnursesworkingacrosstheNHS,otherpartsofthepublicsectorandtheindependentandvoluntarysectorsbetween2004and2014,withtheexceptionofaperiodofdeclinebetween2008and2010.

Thereareestimatedtobeapproximately590,202peopleemployedintheoccupationalcategoryofnursein2014,havingrisenby20percentsince2004.

Thereareanestimated300,201peopleemployedinthecategoryofnursingauxiliariesandassistantsintheUKin2014,havingrisenby32percentsince2004.

Inaddition,thereareestimatedtobeapproximately40,538peopleemployedasmidwivesintheUKin2014,havingfallenfrombysixpercentfrom43,046in2004.

Figure 2: Nurses in employment and sector of work (2014)

Source:AnalysisofLabourForceSurveyApril-June2014

Figure 3: Nursing auxiliaries and assistants in employment and sector of work (2014)

Source:AnalysisofLabourForceSurveyApril-June2014

Health authority or NHS trust2.2%2.3%

81.2%

1.2%13.1%

Charity/voluntary sector

Local government

Other public sector

Private sector

Health authority or NHS trust

2.3%

8.1% 63.4%

1.6%

24.6%Charity/voluntary sector

Local government

Other public sector

Private sector


Broadly,UKhealthservicesaredeliveredviathreemainsectors:publiclyfundedservicesthroughtheNHS;servicesdeliveredbyindependentsectororganisations(privatecompanies,socialenterprises)andservicesdeliveredbyvoluntaryorganisations.5

AnalysisofLFSdataindicatesthesectorsinwhichnursesandnursingauxiliaries/assistantsworkshowthatalargerproportionofnursingauxiliaries/assistantsworkoutsidetheNHSthannurses.Figure2showsthatthemajority(81percent)ofallnursesintheUKworkinhealthauthoritiesorNHStrusts/boards.Oneineight(13percent)workintheprivatesectorandjustovertwopercentworkinthevoluntarysector,andasimilarnumberworkinlocalgovernment.

Figure3estimatesthatjustundertwothirds(63percent)ofallnursingassistants/auxiliariesworkforhealthauthoritiesorNHStrusts/boards;justunderaquarterworkintheprivatesector;aroundeightpercentworkinthevoluntarysectorandaroundtwopercentinlocalgovernment.

AccordingtoLaingBuisson(independenthealth,communitycareandchildcaresectoranalysts)revenuesgeneratedbyindependentsectorprovidersinthehealthandcaremarketstoodat£44.3billionin2013/14,upfrom£40.5billionin2012/13.Itstatesthat‘themaindriverofgrowththroughouthasbeenoutsourcingofpubliclypaidservices,andtoalesserextentaresurgenceofprivatelypaidhealthcareasBritainhasemergedfromtherecession.’6

Figure 4: Proportion of nurses, nursing auxiliaries/assistants and all UK employees working part time (2004-2014)

Source:AnalysisoftheLabourForceSurvey2004-2014

Figure4showsestimatesofpart-timeworkingamongthenursingworkforceascomparedtothewhole UK working population.7

In2004,almosttwofifths(37percent)ofnursesreportedthattheyworkedparttime,droppingto28percentin2013andthenmovingupto32percentin2014.Asimilartrendisevidentamongnursingauxiliariesandassistants,with42percentreportingworkingparttimein2003,decliningto35percentin2013andincreasinglyto39percentin2014.

Part-timeworkingisclearlymoreprevalentinthenursingworkforcethantheworkforceasawhole;justoveraquarterreportedtheyworkedparttimewithbarelyanychangeoverthisperiod.

5 SkillsforHealth(2011)Health Sector Workforce Intelligence: UK report. www.skillsforhealth.org.uk

6 www.laingbuisson.co.uk/MediaCentre/PressReleases/LaingBuissonReview27ed.aspx

7 Full-timeandpart-timestatusisself-classifiedbyrespondentstotheLabourForceSurvey.

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%

http://www.skillsforhealth.org.uk

http://www.laingbuisson.co.uk/MediaCentre/PressReleases/LaingBuissonReview27ed.aspx


Figure 5: Proportion of female nurses, female nursing auxiliaries/assistants and all female UK employees working part time (2004-2014)

Source:AnalysisoftheLabourForceSurvey2004-2014

Figure5looksatpart-timeworkinginmoredetailthoughanalysisoftheincidenceamongfemaleemployeesonly,duetothehighproportionofwomeninthehealthcareworkforce(around90percentofnursesand80percentofnursingauxiliariesandassistantsarefemale).

Part-timeworkingishigheramongthefemaleworkforcethanintheworkforceasawhole.Twofifths(42percent)ofallwomenreportedworkingparttimein2014comparedto26percentofallmenandwomen.

Figure5showsasimilar,downwardtrendinpart-timeworkingamongthefemalenursingworkforcebetween2004and2013withanincreasein2014.In2004,twofifths(42percent)ofnursesreportedworkingparttimecomparedto30percentin2013,risingtoathird(34percent)in2014.Amongnursingauxiliariesandassistants,justunderhalf(47percent)workedparttimein2004fallingto40percent2013beforerisingto45percentin2014.

Since2008,theUKeconomyhasseenageneraltrendofashiftinemploymenttowardsincreasedpart-timeworkaswellasself-employment.Muchofthegrowthinpart-timeworkingwasaccountedforbypeoplewhocouldnotfindfull-timework.In2008,theproportionofpeopleinvoluntaryworkingparttimewas9.5percent;thispeakedat18.5percentinmid-2013andcurrentlyfellto16.5percentin2014.

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%


3. Nursing and Midwifery Council registrants

Section3examinesNursingandMidwiferyCouncil(NMC)registrantdata.AsofMarch2014,therewere680,858nursesandmidwivesontheregister,anincreaseof7,291(1.1percent)since2013.8 AllnursesandmidwiveswhopractiseintheUKmustbeontheNursingandMidwiferyCouncilregister.However,thisdoesnotnecessarilymeantheyareworkingasanurseormidwife.

Figure 6: Number of new entrants to the UK nursing register from UK sources (2004/5 to 2043/15)

Source:NursingandMidwiferyCouncil,obtainedunderFreedomofInformation

Figure 6 shows the trend in numbers of new nurses entering the labour market from UK training between2004/5and2014/15.Itshowsthat2014-15figureshavereturnedtothoseseenin2004/5followingarocky10-yearfallinnumbersfollowedbyasmallrecovery.

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8 NursingandMidwiferyCouncil.Annual Reports and Accounts 2013-14 and 2012-13 www.nmc.org.uk/about-us/reports-and-accounts/annual-reports-and-accounts/

http://www.nmc.org.uk/about-us/reports-and-accounts/annual-reports-and-accounts/


Figure 7: Number of new entrants to the UK nursing register from non-EU and EU sources (2004/5 to 2014/15)


Figure7showsthepatternofannualregistrationofnursesandmidwivesfromnon-EUcountriesandEUcountriessince2004/5.TheNMCdatarecordswhenanurseregisters,butthisdoesnecessarilymeanthattheyareworkingintheUKasanurse.

Overallnumbersdroppedrapidlybetween2003/4and2009/10from12,670to2,519beforereaching8,183in2014/15,duemostlytoafallinnon-EUregistrants.ThisismostlylinkedtostricterimmigrationrulesaswellasmorecostlyapplicationrequirementsimplementedbytheNMCforinternationalnurses.Meanwhile,thenumberofEUregistrantshasincreasedfivefold,from1,193in2009/10to7,518in2014/15ashealthandsocialcaretrustslooktofillingworkforcegapsandnursingstaffseektoleaveEuropeancountrieshitbyeconomicdownturn.

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Figure 8: International and UK sources as percentage of total new admissions to the UK nursing register: initial registrations (2004/5 – 2014/5)


Figure8showsthebalancebetweennewentrantsfromUKandinternationalsources.Admissionsofinternationalnursesdeclinedsteadilybetween2004/5and2008/9,fallingfrom38to11percentofallnewnursesontheUKregister.Sincethen,figuressteadilyincreasedto28percent.

Figure 9: Inflow and outflow of nurses and midwives from the UK (2004/5 – 2014/5)


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TheNMCrecordsverificationsissuedtoothercountrieswhichgivesanindicationoftheoutflowofregisterednursescomparedtoinflowfromnewregistrantswithFigure9showingthattheinflowhasstoodaboveoutflowsince2013/14.

Ofthe4,935verificationsissuedin2014/15,twofifths(42percent)wereissuedtoAustralia,23percenttotheUSA,eightpercenttoIreland,sixpercenttoNewZealandandjustfourpercenttocountriesintheEuropeanEconomicArea.

4. The nursing workforce in NHS England, Scotland, Wales and in health and social care in Northern Ireland

ThissectionlooksattrendsinthenursingworkforceacrossthefourUKcountriesbetween2004and2014.9WhileservicesareoftenreferredtoastheNHStheyaremostlyindependentfromeachotherandoperateunderdifferentmanagement,rules,andpoliticalauthority.

Alleffortshavebeenmadetoensureconsistencybetweenmeasuresbuttherearevariationsindefinitionsandmethodsofdatacollectionindifferentcountries.Althoughdatamaynotbefullycomparable between countries, we can see a general upward trend in the registered nursing, midwiferyandhealthvisitingworkforceandadownwardtrendinthehealthcareassistant/healthcaresupportworkerworkforceoverthelasttenyearsinallUKcountriesexceptScotland.Trendsforeachcountryareexploredfurtherinthereport.

Table 1: Full-time equivalent (FTE) and percentage change in the qualified nursing, midwifery and health visiting workforce, 2004, 2012-2014, England, Scotland, Wales and Northern Ireland

2004 2012 2013 2014 % change 2004-2014

% change 2013-2014

England 286,841 305,060 307,692 313,51410 9.3% 1.9%

Scotland 38,87311 41,159 41,869 42,61612 9.6% 1.8%

Wales 20,126 21,755 21,923 21,987 9.2% 0.3%

NorthernIreland

13,023 13,823 14,139 14,428 10.8% 2.1%

9 Dataforallfourcountriesisprovidedaswhole-timeequivalent(WTE)figuresandmeasuredat30Septemberannually.

10 HSCIC(2014)NHS Hospital and Community Health Service (HCHS) Workforce Statistics in England, Non-medical staff – 2004-2014 www.hscic.gov.uk/catalogue/PUB16973/nhs-staf-2004-2014-over-tab.xls

11 ISDScotland,Nursing and midwifery staff by time, NHS Board and NHS region (WTE) www.isdscotland.org/Health-Topics/Workforce/Historic-Data/index.asp

12 ISDScotland(2015)NHS Scotland Workforce – Data as at 30th September 2014 – Nursing and midwifery staff in post www.isdscotland.org/Health-Topics/Workforce/Publications/data-tables.asp?id=577#577

http://www.hscic.gov.uk/catalogue/PUB16973/nhs-staf-2004-2014-over-tab.xls

http://www.isdscotland.org/Health-Topics/Workforce/Historic-Data/index.asp

http://www.isdscotland.org/Health-Topics/Workforce/Publications/data-tables.asp?id=577#577


13 StatsWales(2009)Nursing staff by grade and year, Qualified nursing, midwifery and health visiting staff and nursing support staff https://statswales.wales.gov.uk/Catalogue/Health-and-Social-Care/NHS-Staff/Non-Medical-Staff/Nursing-Midwifery-and-Health-Visitors/Pre-2009/NursingStaff-by-Grade-Year

14 StatsWales(2014)Nursing staff by grade and year, Qualified nursing, midwifery and health visiting staff and nursing support staff https://statswales.wales.gov.uk/Catalogue/Health-and-Social-Care/NHS-Staff/Non-Medical-Staff/Nursing-Midwifery-and-Health-Visitors/NursingStaff-by-Grade-Year

15 DHSSPSNI(2003)Health and Personal Social Services Workforce Census September 2003 – Section 3: Nursing, Midwifery and Health Visiting Staff www.dhsspsni.gov.uk/wf_census_03_sect3.pdf

16 DHSSPSNI(2014)Northern Ireland Health and Social Care Workforce Census March 2014 www.dhsspsni.gov.uk/hscwc-march-2014.pdf

Table 2: Full-time equivalent (FTE) and percentage change in the health care assistant/health care support worker workforce, 2003, 2011-2013, England, Scotland, Wales and Northern Ireland

2004 2012 2013 2014 % change 2004-2014

% change 2013-2014

England 113,485 103,549 106,530 108,566 -4.3% 1.9%

Scotland 15,627 14,712 15,141 15,575 -0.3% 2.9%

Wales 7,281 6,314 6,332 6,313 -13.3% -0.3%

NorthernIreland

3,835 3,849 3,939 3,986 3.9% 1.2%

Notes on tables 1 and 2:

• England2004,2012-2014.Table1figuresareWTEqualifiednursing,midwiferyandhealthvisitingstaffinhospitalandcommunityservices.Table2figuresarehealthcareassistantsandnursing assistants/auxiliaries.

• Scotland2004.Table1figuresareWTEnursingandmidwiferystaffinNHSScotland,excludingnon-registeredstaff.Table2figuresarenon-registerednursingandmidwiferystaff.

• Scotland2012-2014.Table1figuresarenursingandmidwiferystaff,bands5–9inNHSScotland.Table2figuresare1-4nursingandmidwiferystaff.N.B.ScotlanddatawasrecalibratedusingAgendaforChangebandsafter2006so2012-2014figuresarenotdirectlycomparablewith2004figures.

• Wales2004.Table1figuresareWTEqualifiednursing,midwiferyandhealthvisitingstaffandnursingsupportstaffinhospitalsandthecommunity,excludinglearners,nurserynursesandnursing assistants/auxiliaries.13Table2figuresareWTElearners,nurserynurses,andnursingassistants/auxiliaries.

• Wales2012-2014.Table1figuresareWTEqualifiednursing,midwiferyandhealthvisitingstaffandnursingsupportstaffinhospitalsandthecommunityexcludingnursingassistantpractitioner,nurserynurse,nursingassistant/auxiliary,nurselearner–pre-registration,andnurselearner–post1stlevel.14Table2figuresareWTEnursingassistantpractitioner,nurserynurse,nursingassistant/auxiliary,nurselearner–pre-registration,andnurselearner–post1stlevel.

• NorthernIreland2004.Table1figuresareWTEnursing,midwiferyandhealthvisitingstaffinthehealth and personal social services workforce, excluding unqualified nursing staff. Table 2 figures are unqualified nursing staff.15

• NorthernIreland2012-2014.Table1figuresareWTEqualifiednursingandmidwiferystaffinthehealth and social care workforce.16Table2figuresareWTEnursesupportstaff.

https://statswales.wales.gov.uk/Catalogue/Health-and-Social-Care/NHS-Staff/Non-Medical-Staff/Nursing-Midwifery-and-Health-Visitors/Pre-2009/NursingStaff-by-Grade-Year

https://statswales.wales.gov.uk/Catalogue/Health-and-Social-Care/NHS-Staff/Non-Medical-Staff/Nursing-Midwifery-and-Health-Visitors/NursingStaff-by-Grade-Year

http://www.dhsspsni.gov.uk/wf_census_03_sect3.pdf

http://www.dhsspsni.gov.uk/hscwc-march-2014.pdf


4.1 NHS England nursing workforce

4.1.2 Hospital and community

Figure 10: Qualified nursing and midwifery staff (FTE); health care/nursing assistants (2004-2014) Index change: 2004 = 100

Source:HealthandSocialCareInformationCentre

Figure10showsthetrendinqualifiednursingstaffandunregisterednursingstaffintheNHSinEnglandbetween2004and2014.WhiletherehasbeenanoverallincreaseofninepercentintheFTEnumberofqualifiednursesandmidwives(from286,841in2004to313,514in2014),thechartshowsthatthereweretwoperiodswhennumbersfell;between2006and2007,and2010and2011.

Looking at numbers of health care assistants and nursing assistants/auxiliaries, there has been an overalldownwardtrendbetween2004and2014,withfull-timeequivalentstafffallingbyfourpercent(from110,196to108,556).However,numbershavereturnedtogrowthsince2012whentheystoodat103,549.

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Figure 11: NHS England, monthly staffing, qualified nursing, midwifery and health visiting (FTE) May 2010-February 2015


Figure11showsthetrendinthequalifiednursingandmidwiferyworkforceinmoredepth,displayingmonthlystaffingfigures.ThisshowsanoverallupwardtrendfromMay2010,maskingmonth-on-monthfallsandrecoveriesinthenumberofnursingstaffemployed,reachingaten-yearlowof304,566inAugust2012beforerisingtoapeakof318,490inFebruary2015.

Table3looksindetailatthetrendinqualifiednursing,midwiferyandhealthvisitingstaffbetween2010and2014,withthenumberofFTEnurseshavingfallenacrossallbuttwoofthemainworkareas.Therehasbeenanincreaseinnursingstaffingnumbersinadult,generalandelderlyandgeneralsettings,whichhaveseenanoverallfourpercentrisefrom168,042to174,994(FTE).Thebiggestfallwasseeninlearningdisabilities,withacombinedfallof25percentacrosscommunityandothercaresettings.ThenumberofFTEnursingstaffemployedinmaternityservicesfellbyalmosteightpercentwhilethetotalnumberprovidingpsychiatryservicesincommunityandothersettingsfellbysevenpercent.Thenumberofneonatalnurses,meanwhile,increasedbythreequartersbetween2011and2014.

320,000

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Table 3: England, qualified nursing, midwifery and health visiting staff (FTE) by work area (2010-2014)

2010 2011 2012 2013 2014 % change 2010-2014

All 309,139 306,346 305,060 307,692 313,514 1.4%Adult, elderlyandgeneral

168,042 167,547 167,007 170,224 174,994 4.1%

Communityservices

47,779 46,399 46,035 45,716 46,850 -1.9%

Maternityservices

26,654 24,916 24,510 24,627 24,655 -7.5%

Communitypsychiatry

15,986 15,575 15,767 15,694 15,389 -3.7%

Otherpsychiatry

25,334 24,477 23,558 22,896 22,398 -11.6%

Paediatric nursing

15,807 15,629 15,607 15,819 16,108 1.9%

Schoolnursing

3,003 2,997 2,936 2,957 3,017 0.5%

Communitylearning disabilities

2,570 2,367 2,268 2,086 2,003 -22.1%

Otherlearning disabilities

2,684 2,421 2,186 2,086 1,921 -28.4%

Educationstaff

1,279 1,241 1,290 1,227 1,326 3.7%

Neonatalnursing

- 2,777 3,895 4,359 4,854 74.8%*change 2011-14

Figures12and13lookatmorerecent,monthlydataandconfirmstherecentupwardtrendinstaffingnumbersacrossadult,elderlyandgeneralandcommunityservices.ByFebruary2015,thenumberofFTEqualifiednursing,midwiferyandhealthvisitingstaffhadreached177,527inadult,elderlyandgeneralsettingsand48,232incommunityservices.


Figure 12: NHS England monthly staffing, qualified nursing, midwifery and health visiting (FTE) in acute, elderly and general settings (May 2010-February 2015)


Figure 13: NHS England monthly staffing, qualified nursing, midwifery and health visiting (FTE) in community services (May 2010-February 2015)


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1Jan 12

Mar 12

May 12Jul 12

Sep 12Nov 1

2Jan 13

Mar 13

May 13Jul 13

Sep 13Nov 1

3Jan 14

Mar 14Jun 14

Aug 14Oct

14Dec 1

4Fe

b 15

FTE

48,500

48,000

47,500

47,000

46,500

46,000

45,500

45,000

44,500

44,000

43,500

May 10Jul 10

Sep 10Nov 1

0Jan 11

Mar 11

May 11Jul 11

Sep 11Nov 1

1Jan 12

Mar 12

May 12Jul 12

Sep 12Nov 1

2Jan 13

Mar 13

May 13Jul 13

Sep 13Nov 1

3Jan 14

Mar 14Jun 14

Aug 14Oct

14Dec 1

4Fe

b 15

FTE


Figure 14: England, qualified nursing workforce (FTE), community nursing services, health visitors and district nurses (2004-2014) Index change: 2004=100


Figure14looksingreaterdepthatcommunityservicesbetween2004and2014.Thenursingworkforce(FTE)grewbyaround12percentoverthe10-yearperiod.However,furtheranalysisshowsthedifferingfortunesofthedistrictnursingandhealthvisitorworkforce.Whilethenumberofdistrictnurseshasfallenby42percentbetween2004and2014,thenumberofhealthvisitorshasrecoveredtoits2004levelof10,167afterhavingfallento7,941in2011.

120

110

100

90

80

70

60

50

402004 2005 2006 2007 2008 2009 2010 2011 2012 2013 2014

Community services District nurseHealth visitor


Figure 15: Source of recruitment of joiners to the qualified nursing, midwifery & health visiting staff group as can be best determined from the data available


Figure15looksatthesourceofrecruitmenttothequalifiednursing,midwiferyandhealthvisitingworkforceascanbebestdeterminedfromthedataavailable.Itshouldbenotedthatforasizeableproportionofjoinersthesourceofrecruitmentisunknown,rangingfrom39percentfor2010-11to18percentin2013-14,thusmakingitdifficulttopresentreliablecomparisons.However,trendsinthedatashowthattheproportionofnursingstaffjoiningtheworkforcefromtheEUrosefromtwopercentin2010-11to8.8percentin2013-14whiletheproportionjoiningfromeducation/trainingremainedataround14percent.ThelevelofmovementaroundtheNHSappearstohavesloweddownwiththeproportionofjoinerscomingfromotherNHSorganisationsorgeneralpracticefallingfrom39percentin2010-11to33percent.Followinganoppositetrend,theproportionofrecruitsfromprivatehealthproviders,socialcareorthethirdsectorrosefrom19percentto23percentoverthe same period.

40%

35%

30%

25%

20%

15%

10%

5%

0%Aug2010-Aug2011 Aug2011-Aug2012 Aug2012-Aug2013 Aug2013-Aug2014

NHS organisation/general practice

Private health/ social care/third sector

Education/training

Abroad – EU countryOther public sector

National qualifications

No employment

Abroad – Non-EU country

Self employed


4.2 NHS in Scotland

Figure 16: Scotland, registered and non-registered nursing and midwifery staff (FTE) 2004-2014 Index change: 2004=100

Source:InformationServicesDivision,Scotland

Figure16showstherelatedpatternsofgrowthintheregisteredandnon-registerednursingandmidwiferyworkforceinNHSScotlandbetween2004and2014.Overall,thenumberofFTEregisterednursingandmidwiferyrosefrom38,873in2004to42,616in2014(10percent).

Therehasbeenanoverallfluctuatingtrendinthenon-registerednursingandmidwiferyworkforce,startingat15,628in2004,reachingitslowestpointof14,712in2012beforerisingto15,575in2014.

Thedropinnumbersemployedbetween2006and2007islargelyduetoassimilationtoAgendaforChange,withmanypostsallocatedasnotassimilatedbutstillwithinnursingandmidwifery,andnotnecessarilyalossofposts.

Figure17showsinmoredetailthetrendinnursingandmidwiferystaffinpostinNHSScotlandfrom2010to2014,demonstratingthelossof1,695FTEstaffinpostbetweenSeptember2010andJune2012,beforerecoveringto59,004in2014.

115

110

105

100

95

90

852004 2005 2006 2007 2008 2009 2010 2011 2012 2013 2014

Registered nursing and midwifery staff

Non-registered nursing and midwifery staff


Figure 17: Trend in nursing and midwifery staff in post in NHS Scotland from 2010 to 2014

Sourcetofollow

4.3 NHS in Wales

Figure 18: Wales, qualified nursing and midwifery staff and nursing support staff (FTE), 2004-2014. Index change 2004=100

Source:StatsWales,WelshGovernment

59,500

59,000

58,500

58,000

57,500

57,000

56,500

56,000

55,500

55,00

54,500

Sep 2010

Mar 2011

Jun 2011

Sep 2011

Dec 2011

Mar 2012

Jun 2012

Sep 2012

Dec 2012

Mar 2013

Jun 2013

Sep 2013

Dec 2013

Dec 2013

Mar 2014

Sep 2014

Dec 2014

FTE

115

110

105

100

95

90

85

802004 2005 2006 2007 2008 2009 2010 2011 2012 2013 2014

Qualified nursing and midwifery staff

Nursing support staff


Figure18showsthatthenumberofqualifiednursingandmidwiferystaffhasrisengraduallyfrombyninepercentfrom20,126(FTE)in2004to21,987in2014,whilethenursingsupportworkforcehasdroppedfrom7,281(FTE)to6,313(afallof13percent).

Table 5: Qualified nursing and midwifery staff (FTE) by work area (2010-2014)

2010 2011 2012 2013 2014 % change 2010-2014

Acute, elderlyandgeneral

15,980 15,839 15,913 15,937 15,891 -0.6%

Communityservices

3,434 3,478 3,536 3,695 3,808 10.9%

Communitypsychiatry

1,229 1,256 1,325 1,339 1,337 8.8%

Otherpsychiatry

3,251 3,141 3,075 3,064 3,036 -6.6%

Maternityservices

1,713 1,700 1,655 1,658 1,649 -3.7%

Paediatric nursing

1,108 1,033 1,040 1,033 1,084 -2.2%

Communitylearning disabilities

315 299 300 281 281 -10.8%

Otherlearning disabilities

478 470 465 452 444 -7.1%

Neonatalnursing

332 423 419 439 428 28.9%

Schoolnursing

175 211 220 207 222 26.9%

Source:StatsWales.Nursingstaffbygradeandyear2010-2014

LookinginmoredetailatthequalifiednursingandmidwiferyworkforceinWalesbetween2010and2013,Table5showsanoveralldropinacute,elderlyandgeneralnursing,maternityservices,paediatricnursingandlearningdisabilities.Aninepercentincreaseincommunitypsychiatrynurseshasbeenpartiallyoffsetbyasevenpercentfallinnursingnumbersinotherpsychiatrysettings.Althoughsmallnumbers,therehavebeensignificantincreasesinthenumbersemployedinneonatal(29percent).


Figure 19: Qualified nursing workforce (FTE) community nursing services, health visitors and district nurses (2004-2014) Index change: 2004 = 10

Source:StatsWales.Nursingstaffbyareaofworkandyear2004-2014

Figure19showsasimilarpicturetoEnglandinrelationtothetrendinqualifiednursingstaffworkingincommunitypsychiatry,communitylearningdisabilitiesandcommunityservices;overallnumbers(FTE)workingincommunitynursingservicesrosefrom4,344in2004to5,425in2014(25percentgrowth).Thisismatchedbysimilaroverallgrowthinthenumberofhealthvisitorsfrom684to858,whilethenumberofdistrictnurseshasfallenby35percentoverthesame10-yearperiod,from950in2004to614in2014.

130

120

110

100

90

80

70

60

50

402004 2005 2006 2007 2008 2009 2010 2011 2012 2013 2014

All District nurseHealth visitor


4.4 Health and social care in Northern Ireland

Figure 20: Qualified nursing and midwifery staff (FTE), unqualified nursing staff/nurse support staff (2004-2014) Index change: 2004=100

Source:DepartmentofHealth,SocialServicesandPublicSafety,NorthernIrelandHSCWorkforceCensus

Thequalifiednursingandmidwiferyworkforce(FTE)grewoverallbetween2004and2013,risingfromby15percentfrom12,526to14,428in2014.

Priorto2005,thenursingsupportworkforcewascategorisedasunqualifiednursingstaffandnumbered3,550(FTE).After2005,thecategorisationchangedtonursingsupportstaffandpeakedat4,095in2008beforedippingto3,867in2011andrisingbackto3,986in2014.

Table 6: Northern Ireland, qualified nursing and midwifery staff (FTE) by work area (2010-2014)

2010 2011 2012 2013 2014 % change 2010-2014

Acute nurses 7,533 7,171 7,197 7,334 7520 -0.2

Mentalhealthnurses 1,633 1,581 1,627 1,617 1636 0.2

Midwifery 990 1,014 1,040 1,086 1095 10.6

Districtnurses 908 824 834 860 853 -6.1

Paediatric nurses 631 637 682 713 749 18.7

Healthvisitors 445 438 427 458 461 3.6

Learningdisabilitynurses 437 437 421 417 428 -2.1Source:DepartmentofHealth,SocialServicesandPublicSafety,NorthernIrelandHSCWorkforceCensus

Table6looksatthenumbersofqualifiednursingandmidwiferyworkforcebyworkareabetween2010and2014.ThenumberofFTEnursesworkinginacutesettingsaswellasdistrictandlearning

112

110

108

106

104

102

100

98

96

942004 2005 2006 2007 2008 2009 2010 2011 2012 2013 2014

Qualified nursing and midwifery staff

Unqualified/nursing support staff


disabilitynursesallfellbybetweentwoandsixpercentoverthisperiod,whiletherewasgrowthinthenumberofpaediatricnurses(19percent),healthvisitors(fourpercent)andmidwives(11percent).

4.5 Nursing and age

ThefollowingfiguresprovideestimatesoftheageprofileofqualifiednursingstaffusingavailabledatafromNHSEngland,Scotland,WalesandHealthandSocialCareNorthernIreland.Analysisofthefiguresshowsaprogressivelyageingworkforce.Comparisonsofdatafrom2005and2013highlighthow older workers form a substantial and growing component of the workforce in all four countries.

Figure 21: NHS England, age profile, qualified nursing staff, September 2005 and September 2014 (headcount)


Figure21showstheshiftinageprofileamongthequalifiednursingworkforceinEnglandbetween2005and2014.In2005,justoverathird(37percent)oftheworkforcewasaged45orover,comparedto45percentin2013.

40

35

30

25

20

15

10

5

0

2005

<25 25-34 35-44 45-54 55-64 >65

%

2014Age

3.34.6

25.4

21.4

34.6

28.727.1

31.9

9.4

12.7

0.3 0.8


Figure 22: Scotland, nursing and midwifery staff, September 2005 and 2014 (headcount)


Figure22showsasimilarageprofileinthenursingworkforceinScotlandtothatinEngland.Twofifths(41percent)ofthenursingandmidwiferyworkforcewasagedover45in2005,comparedtooverhalf(55percent)in2014.

Figure 23: Wales, registered nurses by age, 2007 and 2013 (headcount)

Source:iViewWorkforce,NHSWales

40

35

30

25

20

15

10

5

0

2005

<25 25-34 35-44 45-54 55-64 >65

%

2014Age

4.2 4.1

18.3 17.9

36.5

23.4

29.0

37.7

9.1

16.1

2.90.9

40

35

30

25

20

15

10

5

0

2005

<25 25-34 35-44 45-54 55-64 >65

%

2014Age

3.5 2.7

21.2

17.2

35.3

29.130.5

37.1

9.2

13.2

0.2 0.6


Usingavailabledatafrom2007and2013,Figure23alsoshowsthattheageprofileofthenursingworkforceinWaleshaschanged;in2007,twofifthsoftheworkforcewasaged45orovercomparedtojustoverhalfin2013.

Figure 24: Northern Ireland, qualified nursing, midwifery and health visiting staff by age, 2005 and 2014 (headcount)

Source:DepartmentofHealth,SocialServicesandPublicSafety,NorthernIrelandHSCWorkforceCensus

Figure24showsthesharpchangeintheageprofileofthequalifiednursingworkforceinNorthernIrelandbetween2005and2014.In2005,justonethird(34percent)ofqualifiednursingstaffwerebelowtheageof45,comparedwithjustunderhalf(48percent)in2014.

Since2004theaverageretirementageofnurseshasrisenduetochangesintheNHSpensionschemeandgovernmentpolicy:

• thenormalNHSpensionagehasincreasedfrom60to65

• theNHSearlyretirementageincreasedfrom50to55

• theUKgovernmentabolishedthedefaultretirementageof65years

• thestatepensionageisduetoincreaseto66by2020,to67by2028andto68by2046.

Althoughthenumberofnursesapproachingretirement(55yearorolder)hasincreasedoverthepast10years,thenumberofactualretirementshasbeenflat17, suggesting an increasing number of nurses aredelayingtheirretirement.

40

35

30

25

20

15

10

5

0

2005

<25 25-34 35-44 45-54 55-64 >65

%

2014Age

5.03.7

24.5

21.8

36.7

26.6 26.3

34.0

7.5

13.2

0.0 0.8

17 IndicativefiguresfromtheHealthandSocialCareInformationCentreshowingreasonsforleavingandstaffmovementsamongnursingstaffhasremainedstablebetween2011-14.


5. Nursing and earnings

5.1 Nursing staff

Section5looksataverageearningsgrowthfornursingstaffcomparedtootheremployeesintheUK,usingofficialstatistics.

Figure 25: Median weekly earnings for full-time employees compared to CPI and RPI inflation Index: 2008=100

Figure25showsthegrowthinfull-timeweeklyearningsforallUKnursingstaffandallUKemployersbetween2008and2014,using2008figuresasthebase.Overthesixyearperiod,weeklyearningsrosebyjust12percentfornursesandninepercentfornursingauxiliaries,comparedto20percentforthewholepopulationworkingfull-time.

125

120

115

110

105

100

95

90

CPI RPI All full-time

Nurses full-time

2008 2009 2010 2011 2012 2013 2014

Nursing auxillaries and assistants part-time


Figure 26: Real terms annual change for median weekly earnings (full-time employees)

Figure 27: Real terms annual change for median weekly earnings (part-time employees)

Figure26looksatannualchangesinmedianweeklyearningssincetherecession,adjustingforRPIinflation.Thefigureshowsthatsince2008,realtermsmedianweeklyearningsgrowthhasbeenbelowzeroforallfull-timeemployeesintheUKeconomy.Amongfull-timenurses,therehasbeenacumulativerealtermsfallinweeklyearningsof9.6percentanda9.2percentcumulativerealtermsdrop for nursing auxiliaries and assistants.

Figure27showsrealtermsmedianweeklyearningsgrowthforpart-timeworkersbetween2008and2014.Part-timenursingauxiliariesandassistantshaveexperiencedacumulativerealtermsfallinearningsof6.2percent,whileearningshavedroppedby7.1percentforpart-timenurses,withbelowzerogrowthforbothsetsofworkerssince2010.

6

4

2

0

-2

-4

-6

-82008 2009 2010 2011 2012 2013 2014

Nursing auxillaries NursesAll

%

15

10

5

0

-5

-10

-152008 2009 2010 2011 2012 2013 2014

Nursing auxillaries NursesAll

%


5.2 NHS earnings

Thedatapresentedbelowshowtrendsinmedianearningsforqualifiednursing,midwiferyandhealthvisitorstaffinEnglandbetween2011and2015.ComparativedatafortheotherUKcountriesisnotavailable.

ItisimportanttosetthisdatainthecontextofdecisionsonAgendaforChangepayupliftsacrossthisperiod:

• 2012:payfreezeforthoseearningabove£21,000peryear

• 2013:onepercentconsolidatedupliftforallstaffinUK

• 2014:onepercentnon-consolidatedupliftonlyforstaffatthetopoftheirpaybandinEnglandandNorthernIreland;aone-offpaymentof£187inWales;onepercentconsolidatedupliftforallstaffinScotland

• 2015:onepercentconsolidatedupliftforthoseearninguptopoint42oftheAgendaforChangepayscale(£56,504)inEngland;onepercentconsolidatedupliftforallAfCstaffinWalesandScotlandaswellasthelivingwage.

Figure 28: Nominal annual change in median annual earnings: qualified nursing, midwifery and health visiting staff Agenda for Change bands 5-7, England (2011-2015)

Figure28showsthatnominalearnings(nottakingintoaccountinflation),rosebetween2011 and2015:

• Band5: 3.7percent

• Band6: 4percent

• Band7: 3.4percent.

1.6

1.4

1.2

1.0

0.8

0.6

0.4

0.2

0.0Feb 2011 Feb 2011 Feb 2011 Feb 2011 Feb 2011

Band 5

Band 6

Band 7

%


Figure29belowshowsthatnominalearningsgrowthfornursingstaffinhigherbandswas slightlystronger:

• Band8a: 4.9percent

• Band8b: 6.6percent

• Band8c: 6.2percent

• Band8d: 4percent

• Band9: 12.1percent.

Figure 29: Nominal annual change in median annual earnings: qualified nursing, midwifery and health visiting staff Agenda for Change bands 8 and 9, England (2011-2015)

Figures30and31showsthechangeinmedianannualearningsbetween2011and2015,showingthattakingintoaccountRPIinflation,qualifiednursing,midwiferyandhealthvisitingstaffallsuffereda cumulative, real terms drop in earnings of:

• Band5: -10.3percent



• Band8a: -9.1percent

• Band8b: -7.4percent

• Band8c: -7.6percent

• Band8d: -9.7percent

• Band9: -6.3percent.

121086420

-2-4-6-8

Feb 2011 Feb 2012 Feb 2013 Feb 2014 Feb 2015

Band 8a Band 8b Band 8c Band 8d Band 9

%


AllchartsshowmedianannualearningstrendfiguresobtainedfromtheHealthandSocialCareInformationCentre,withgrowthadjustedforbothRPIandCPIinflation.RPIisthepreferredindexforwagenegotiatorsasitincludeshousingcosts,unliketheCPImeasure.

Figure 30: Real terms (CPI and RPI) annual change in median annual earnings: qualified nursing, midwifery and health visiting staff Agenda for Change bands 5-7, England (2011-2015)

Figure 31: Real terms (CPI and RPI) annual change in median annual earnings: qualified nursing, midwifery and health visiting staff Agenda for Change bands 8a, 8b and 8c, England (2011-2015)

0.0%

-0.5%

-1.0%

-1.5%

-2.0%

-2.5%

-3.0%

-3.5%

-4.0%

-4.5%

Band 5 CPI Band 6 CPI Band 7 CPI

Band 5 RPI Band 6 RPI Band 7 RPI

Feb 2012 Feb 2013 Feb 2014 Feb 2015Feb 2011

2%

1%

0%

-1%

-2%

-3%

-4%

-5%

-6%

Band 8a CPI Band 8b CPI Band 8c CPI

Band 8a RPI Band 8b RPI Band 8c RPI



Figure 32: Real terms (CPI and RPI) annual change in median annual earnings: qualified nursing, midwifery and health visiting staff Agenda for Change bands 8d and 9, England (2011-2015)

Figure 33: Nominal annual change in median annual earnings: Nursing assistants/auxiliaries and health care assistants, England (2011-2015)

Figure33showsthatinnominalterms,medianannualearningsroseby5.5percentand5.7percentfornursingassistants/auxiliariesandforhealthcareassistantsrespectivelybetween2011and2015.

8%

6%

4%

2%

0%

-2%

-4%

-6%

-8%

-10%

Band 8 CPI Band 9 CPI

Band 8d RPI Band 9 RPI


2.5%

2.0%

1.5%

1.0%

0.5%

0.0%

Nursing assistant/auxillary Health care assistant



Figure 34: Real terms (CPI and RPI) annual change in median annual earnings: Nursing assistants/auxiliaries and health care assistants, England (2011-2015)

Between2011and2015,nursingassistants/auxiliariesinEnglandsufferedacumulative,realtermsdropof8.4percentwhilehealthcareassistantssawan8.2percentdropinmedianannualearningsusingRPIastheinflationmeasure.

0.0%

-0.5%

-1.0%

-1.5%

-2.0%

-2.5%

-3.0%

-3.5%

Nursing assistant/auxillary CPI Health care assistant CPI

Nursing assistant/auxillary RPI Health care assistant RPI

April 2012 April 2013 April 2014 April 2015April 2011


6. Nurse education

This section looks at data and trends regarding the number of commissioned student places as well asdemandforandentrytonursingcoursesinhighereducationinstitutions(HEI).ThisgivesavitalindicationofthefuturesupplyofqualifiednursesintotheUKworkforce.WhilefiguresforHEIentryaregivenfortheUK,thenumberofplacescommissioned-whichisthekeydeterminantoffutureintaketoeducation-isundertakenseparatelybyeachUKcountry.

Figure 35: Applicants for entry to all courses at higher education institutions in the UK (2010-14)

Source:UCASAnnualreferencetables

750,000

700,000

650,000

600,000

550,000

500,000

450,000

400,000

Num

ber o

f app

lican

ts a

nd

acce

ptan

ces

Acceptance rate %

10095908580757065605550

2010697,350487,33069.9%

2011700,160492,03070.3%

2012653,635464,910

71.1%

2013677,375495,59573.2%

2014699,685512,37073.2%

ApplicantsAcceptancesAcceptance rate


Figure 36: Applicants for entry to nursing courses at higher education institutions in the UK (20010-14)

Source:UCASAnnualreferencetables

Figure35looksatthenumberofapplicationsandacceptancestoallcoursesinUKhighereducationinstitutionsbetween2010and2014andtherelationshipbetweenthetwofigures,withtheacceptanceratereaching73percentin2014.

Figure36looksatthenumberofapplicantsandacceptancesfornursingcoursesbetween2010and2014andshowsthatthetotalnumberofapplicantsroseby85percentwhilethenumberofacceptancesroseby26percentovertheperiod.Theacceptanceratehasremainedstableataround40percentthroughthisperiod.

100,00090,00080,00070,00060,00050,00040,00030,00020,00010,000

0

Num

ber o

f app

lican

ts

and

acce

ptan

ces

Acceptance rate %

50454035302520151050

201061,14526,55543.4%

201162,00023,99038.7%

201260,57523,83039.3%

201362,51524,70039.5%

201466,46026,96540.6%

ApplicantsAcceptancesAcceptance rate


Figure 37: England, number of nursing places commissioned (2005/6 to 2015/16)

Sources:ParliamentaryQuestion29November2013[179089]www.publications.parliament.uk/pa/cm201314/cmhansrd/cm131129/text/131129w0002.htm

HealthEducationEnglandDraft Workforce Plan for England http://hee.nhs.uk/wp-content/uploads/sites/321/2013/12/Workforce-plan-interactive1.pdf

Figure37showsthatthenumbersofstudentplacescommissionedinEnglandhavebeguntoriseagain,afterfallingto17,219in2012/13.Thereare20,003plannedplacesfor2015/16comparedto22,815in2003/4.

25,000

20,000

15,000

10,000

5,000

0

2005/06

2006/07

2007/08

2008/09

2009/10

2010/11

20011/12

20012/13

20013/14

20014/15

20015/16

Com

mis

sion

ed p

lace

s

Entry year

http://www.publications.parliament.uk/pa/cm201314/cmhansrd/cm131129/text/131129w0002.htm

http://hee.nhs.uk/wp-content/uploads/sites/321/2013/12/Workforce-plan-interactive1.pdf


Figure 38: Scotland, nursing and midwifery student intakes (2003/04 to 2012/13)


Figure38showsafallof27percentinstudentintakeplacesinScotlandbetween2004/5and2012/13,droppingfrom3,698to2,713.Atcommissioneduniversitiestherewasa21percentdropinplacesbetween2010/11and2012/13from3,060to2,430.Placeshavebeguntograduallyriseagainsince2013/14.In2014/152,698placeswereplanned.

Figure 39: Wales, number of nursing places commissioned, 2004/5 to 2014/5 and places planned for 2015/16

Source:HealthandSocialServices,WelshGovernment

1,400

1,200

1,000

800

600

400

200

0

2004/05

2005/06

2006/07

2007/08

2008/09

2009/10

20010/11

20011/12

20012/13

20013/14

20014/15

20015/16

Com

mis

sion

ed p

lace

s

Entry year

4,000

3,500

3,000

2,500

2,000

1,500

1,000

500

0

2004/05

2005/06

2006/07

2007/08

2008/09

2009/10

20010/11

20011/12

20012/13

20013/14

20014/15

Inta

kes

Entry year


Figure39showsafallof35percentincommissionedplacesbetween2003/4and2012/13inWales,droppingfrom1,405to919.In2015/16,thereare1,283placesplanned,representinga22percentincreasefrom2014/15.

Figure 40: Northern Ireland, number of nursing places commissioned, 2008/9 to 2014/15

Source:A Workforce Plan for Nursing and Midwifery in Northern Ireland (2015-2025)www.nipec.hscni.net/workforceplan_NOTES.aspx

Figure40showsafallof20percentinthenumberofcommissionedplacesinNorthernIrelandbetween2008/9and2014/15,droppingfrom792to685.Thereisnoplannedincreasetotrainingplacesavailablein2015/16.

850

830

810

790

770

750

730

710

690

670

650

2008/09

2009/10

20010/11

20011/12

20012/13

20013/14

20014/15

Com

mis

sion

ed p

lace

s

Entry year

http://www.nipec.hscni.net/workforceplan_NOTES.aspx

TheRCNrepresentsnursesandnursing,promotes excellence in practice and shapes health policies

October2015

RCNOnline www.rcn.org.uk

RCNDirect www.rcn.org.uk/direct 03457726100

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