This positive experience from the offset will encourage workers to become active members of your NHS staff bank.įigure 2: Each circle in the graph below represents an individual We recommend setting a target to approve registered workers in less than 7 days wherever possible. Review your list of clinicians who need to complete the onboarding process and see what steps need to be taken. We have found that workers who experienced a longer gap between registration and approval not only take longer to book their first shift, but are more likely to remain inactive and never book a first shift. The data is clear: NHS bank staff who have been onboarded quickly tend to book more shifts. However, to ensure the success of your recruitment programme, onboarding is key. Outcome: Quickly onboarded NHS bank staff had a higher engagement and retention rateĮncouraging more staff to join your bank is of course always beneficial, helping to spread the load across a wider pool of staff to minimise NHS staff burnout and improve your fill rates. #3 Onboard newly recruited bank workers promptly It is also beneficial to identify any bank workers who are no longer available to work this will provide insight into how large your active pool of workers really is.īy utilising and engaging with the bank you currently have, you will optimise the effectiveness of your existing pool of NHS bank staff and form a better understanding of how many additional bank workers you should aim to recruit. To avoid this, we recommend regularly engaging with workers on your bank to create a sense of belonging and thus encourage an uptake in shift booking. Many NHS bank workers can feel secondary to substantive staff. Watch on-demand > How user behaviours can impact the success of your staff bank Has something changed which is causing them to stop booking shifts? Do any of their credentials need updating? Are they still available to work? It is important to begin by investigating engagement patterns and exploring why workers behave in certain ways. Bank workers who have been onboarded, but are yet to book a shift.Bank workers who book shifts for several consecutive months and then reduce booking activity.Bank workers who pick up a few shifts per month on an ad-hoc basis.Career locums who tend to book 15+ shifts per month.Outcome: Improved engagement from trust’s existing NHS bank staffĪcross our partner trusts’ digital staff banks, we have identified the following worker trends: #2 Look at the effectiveness of your existing NHS bank staff This was 21% higher than shifts that were requested up to 1 week in advance, where only 70% were filled at Base Rate.įigure 1: Snapshot of Unfilled: Filled Escalated:Filled Base Rate shifts across our partner organisations In one Trust where we have seen consistently high fill rates, 91% of shifts requested at least 6 weeks in advance were filled at Base Rate.71% of shifts requested at least 6-weeks in advance were filled at Base Rate, which was 14% higher than the shifts requested up to 1 week in advance (only 57% of these shifts were filled at Base Rate).On average, shifts requested at least 6-weeks in advance have a 10% higher fill rate than shifts that are requested up to 1-week in advance. Set aside time to premeditate any upcoming gaps in your rota, such as upcoming parental leave, long-term staff absence and planned training courses, to enable you to request shifts as early as possible. Whilst there may be a range of barriers to achieving this, requesting shifts as far in advance as possible is proven to increase your shift fill rate and increase the number of shifts filled at Base Rate. The NHSE&I target for requesting shifts is at least 6 weeks in advance. that did not require escalation) increased by 20%
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