Recruiting and training senior nurses using a rotational model.
In order to tackle some of the recruitment and retention issues in 'hard-to-fill' community posts such as district nursing, Croydon Primary Care Trust tested a community rotational model. This article addresses some of the issues raised by the participants in the first wave of recruits. New and innovative ways of recruiting and retaining staff are needed in the present employment climate in order to meet the changing needs of clients and service provision (Newman et al, 2002). Planning and developing a vision for health and social care requires a strategy that supports individual development as well as the rapid development of the skills, knowledge and experience required to function in today's demanding clinical.. environment (Forbes et al, 2001).
Bellot
Andrea
A
Croydon Primary Care Trust.
D001291:Attitude of Health Personnel; D002322:Career Mobility; D002983:Clinical Competence; D003152:Community Health Nursing / Q000193:education; D004509:Education, Nursing, Continuing / Q000458:organization & administration*; D004739:England; D006801:Humans; D007318:Inservice Training / Q000458:organization & administration*; D007588:Job Satisfaction; D007857:Leadership; D016294:Models, Nursing; D009720:Nurse Clinicians / Q000193:education / Q000523:psychology / Q000600:supply & distribution; D009722:Nurse Practitioners / Q000193:education / Q000523:psychology / Q000600:supply & distribution; D015401:Nursing Administration Research; D015402:Nursing Education Research; D010560:Personnel Selection / Q000458:organization & administration*; D010561:Personnel Staffing and Scheduling / Q000458:organization & administration*; D011320:Primary Health Care / Q000458:organization & administration; D015397:Program Evaluation; D000078329:Workforce