The future of the NHS depends on the people who work in it, so workforce stewardship should be a key priority Achieving a high quality, sustainable NHS is currently challenged by major workforce problems. Staff are the most significant element of NHS expenditure1 and its most important asset in providing care for NHS patients, but stewardship of the workforce is not optimised at policy or service level. Based on knowledge of the field, the literature, and listening to patients and staff, we identify three key interlinked areas in which action is urgently needed: configuring the workforce, improving conditions and working environments, and enhancing career and training pathways. We propose what might be done to tackle the current challenges, emphasising that workforce stewardship needs to be highly intentional about diversity, inclusion, and equity and needs to be done collaboratively with staff, patients, and the public. ### Staff shortages The future of the NHS depends on having the right numbers of staff in the right roles, at the right times, and in the right locations. At present, the NHS simply does not have enough staff to deliver on its goals and commitments: it has fewer doctors, nurses, and managers than peer countries. By June 2023, there were over 125 500 vacancies in hospital and community health services in England.2 Over 1 in 10 nursing posts were unfilled, with mental health and community nursing especially affected.2 Although the overall number of doctors in hospital and community services has increased to 134 000, representing an additional 39 000 medical staff since 2010,2 the NHS is currently short of nearly 11 000 doctors (a 7.2% vacancy rate). The vacancy rate in clinical professional roles is compounded by difficulties in recruiting and retaining high quality staff in other roles, including administrative, managerial, scientific, and technical staff, as well as …

中文翻译：

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NHS 的未来取决于其员工队伍

NHS 的未来取决于其工作人员，因此劳动力管理应成为重中之重 目前，实现高质量、可持续的 NHS 面临着重大劳动力问题的挑战。员工是 NHS 支出中最重要的组成部分1，也是为 NHS 患者提供护理的最重要资产，但劳动力管理在政策或服务层面并未得到优化。基于该领域的知识、文献以及倾听患者和工作人员的意见，我们确定了迫切需要采取行动的三个关键的相互关联的领域：配置劳动力、改善条件和工作环境以及加强职业和培训途径。我们提出了可以采取哪些措施来应对当前的挑战，强调劳动力管理需要高度重视多样性、包容性和公平性，并且需要与员工、患者和公众合作完成。 ### 员工短缺 NHS 的未来取决于在正确的时间和正确的地点拥有正确数量的员工担任正确的角色。目前，NHS 根本没有足够的工作人员来实现其目标和承诺：它的医生、护士和管理人员比其他国家要少。截至 2023 年 6 月，英格兰医院和社区卫生服务机构有超过 125 500 个职位空缺。2 超过十分之一的护理职位空缺，心理健康和社区护理尤其受到影响。2 尽管医院和社区服务机构的医生总数已增至 134 000 名，相当于自 2010 年以来增加了 39 000 名医务人员2，NHS 目前短缺近 11 000 名医生（空缺率为 7.2%）。临床专业职位的空缺率因招聘和留住其他职位的高素质员工（包括行政、管理、科学和技术人员以及……）而变得更加困难。