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Make the NHS a competitive and attractive place to work
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Our parliamentary question to the Government in Northern Ireland confirmed what is and what isn’t considered mandatory training – this information will help us make sure residents around the UK are getting the same.
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We’ve published our data showing cases of sexual misconduct in the NHS are on the increase.
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After members told us the original version was too restrictive, we’ve welcomed NHS England’s decision to update its guidance on accessing patient records. (August).
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Making HSC in Northern Ireland a competitive and attractive place to work is a key ask in our manifesto for the 2027 election. Over the coming months we’ll be sharing this with as many candidates as possible and asking them to back our priorities.
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We met with the Patients Association to discuss how to improve the NHS for both patients and staff alike. (October)
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What's next? We’re analysing FoI data from Trusts and Boards sexual misconduct policies to find out how they have promoted them to staff.
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Highlight workforce shortages at every opportunity and make sure all strategies and plans reflect the needs of anaesthetists
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We’ve written to the two new TDs in the Irish Parliament to introduce them to the Association and the Irish Standing Committee. (August)
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Workforce shortages were the common theme running through our meetings with both the Royal College of Surgeons of Edinburgh and Royal College of Emergency Medicine. We’re looking at ways we can work together. (September)
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We travelled around the UK making sure anaesthetists are represented at the Liberal Democrat, Conservative, Plaid Cymru and Scottish National Party conference. We also hosted a standing room only fridge event at the Labour Party conference - Fix the NHS? Fix The Workforce. (October)
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Following our meet with SNP Health Committee member Paul McLennan MSP, he’s raising the issue of workforce shortages directly with Ministers as well as asking parliamentary questions. (September)
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We used our response to the Government’s report on Module 3 of the Covid Inquiry to state again that the workforce shortages highlighted throughout the Inquiry have still not been addressed. (September)
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What's next? We are working with Welsh Conservative Ms Natasha Asghar to find out more about the Government’s workforce plan and how we can be involved.
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Improve the recruitment process for resident anaesthetists and suggest ways to improve retention for anaesthetists at all stages of their careers
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Tabled a Parliamentary Question in Northern Ireland asking how the Medical Training (Prioritisation) Bill impacts resident doctors there. (April)
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We received a response to our Parliamentary Question in Northern Ireland. It set out the number of training places available over the coming years. (May)
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We used a Parliamentary Question to find out what progress was being made on introducing self-rostering. We’ll keep following up on this until the Government commitments become a reality. (June)
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SAS and Resident representatives have been attending Medical Education and Training Review events to make sure voice is heard as the policies developed. (September)
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We're now working with the Royal College of Physicians to make sure our views are heard directly by the review team.
(October)
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What’s next? We’re raising issues with postgraduate training with politicians and making sure our views are heard.
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Include anaesthetists in policy discussions and development from the very start
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We’ve now given written evidence to the committee looking at the legislation to highlight the important role played by HSSIB and how electronic patient records won’t work without improving NHS IT. (July)
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We’ve submitted our response to the consultation on the reform of the GMC. (August)
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The Welsh Parliament Health and Social Care Committee are setting their agenda for the next year – we’ve asked for anaesthetic workforce shortages to be one of the areas they investigate. (September)
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We’re responded to the DHSC’s consultation on protecting the title nurse – and have used this opportunity to call again for the title anaesthetist to also be protected. (October)
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We campaigned for the Government to backed down on plans to merge HSSIB into the CQC. The House of Lords debate saw Baroness Pidgeon cite our evidence in defence of HSSIB’s independence and the merge has been revised. (October)
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What’s next? We're responding to the consultation on the GMC legislative agenda which will change how doctors are regulated for years to come and preparing a briefing to share with MPs and MSPs when it comes to Westminster and the Scottish Parliament.
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Improve working and training opportunities for those working in remote and rural areas
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Sent our Scottish and Welsh manifestos to candidates and highlighted the need to address rural and remote working issues. (March)
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Our Scottish and Welsh manifestos were shared with over 650 candidates across Scotland and Wales. (April)
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We’ve asked to be part of the new independent review of maternity services in Scotland - care in rural areas is a key focus of the work. (July)
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What’s next? With the Scottish and Welsh elections now over, we’re contacting politicians in both Parliaments to highlight the issues – such as remote and rural working – that we’d like to work with them on.
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Ensure the recommendations of the Independent review of Physician Associates (PAs) and Anaesthesia Associates (AAs) in the UK are fully implemented
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Met with Labour MP Cat Eccles to discuss AAs and their role in the multi-disciplinary team. (January)
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We’re drafting our response to the GMC legislative order consultation and using it to call on the Government to implement the Leng Review recommendations around titles for PAs and AAs
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What’s next? We're part of several working groups looking into the implementation of the Leng review recommendations.
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Address barriers to SAS doctors’ career progression
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We tabled a Parliamentary Question on career development opportunities available to SAS doctors. (April)
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While we welcomed the new SAS eligibility and permanency framework, we’ve questioned why this isn’t a permanent change. (June)
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We’ve published our data showing access to regrading varies around the UK. (July
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LED doctors can now apply for SAS contracts in England. Although a good first step, we believe that access to a permanent SAS contract should not be limited to a one-off window. (September)
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We were disappointed to see that the GMC survey into SAS and LE doctors reach the same conclusions as our FoI work - the NHS is failing senior SAS doctors by not offering them the same training and career development opportunities as others. We're raising this issue with politicians around the country. (October)
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What's next? We’re contacting the Trusts whose data stands out to see what they’re doing to assist their SAS workforce.
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