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The retention workstream is working to enable a streamlined approach to career progression to retain nurses in London and to make best use of current resources (reducing unnecessary variation).

It aims to bring nurses together to celebrate nursing and share good practice to ensure the employment of newly registered nurses.

Digital Career Framework

The CapitalNurse Digital Career Framework tool is now available. The tool is free-to-use and has been designed to advance a London-wide approach to career progression.

Using the tool will enable nurses to reflect on practice, receive and review feedback from your peers and service users and have a career conversation with facilitator.

The tool helps nurses review progress, build confidence and further career options. It can also support the revalidation process and is closely aligned to the Nursing and Midwifery Council Requirements for Revalidation.

By using nine domains (teamwork, communications, clinical practice, leadership, professionalism and integrity, research and evidence, safety and quality, facilitation and learning, development of self and others), the tool can be used in career clinics and help career choices.

The tool was developed over a year with extensive collaboration of stakeholders. Nurses including newly registered nurses, directors of nursing, preceptorship and education leads and nursing academics from a range of settings, were also heavily involved in the co-design.

Feedback was gathered from 14 NHS organisations in London including acute, mental health, community and primary care.

Preceptorship Framework

The CapitalNurse/Health Education England Preceptorship Framework is a best practice approach to support newly qualified nurses in any health and social organisation in London.

The framework is designed to standardise best practice for all nurses as they transition from student nurse to registered practitioner.

Preceptorship is crucial to supporting nurses in the early stage of their career. Nurses who feel supported are more likely to stay with their first employer, using their growing knowledge and experience to benefit their patients, leading to improved clinical outcomes.  

The potential benefits of preceptorship for new registrants include developing confidence, positive socialisation into the working environment, increased job satisfaction, feeling valued, respected and invested in by their employer, increased commitment to the employer and profession  –  all of which are linked to patient satisfaction, quality of care, retention and enhanced recruitment.

The CapitalNurse Preceptorship Framework was developed through an extensive stakeholder engagement with newly registered nurses, directors of nursing, preceptorship and education leads and nursing academics. The practitioners came from organisations across London, representing all fields of practice and settings across acute, community and primary care. The preceptorship model provides an overview of preceptorship and the recommended minimum requirement.

SACT Passport

The UK Oncology Nursing Society (UKONS) SACT (Systemic Anti-Cancer Therapy) competency passport is a training and competency framework for oral, intravenous, subcutaneous and intramuscular handling and administration of SACT for adult patients. The passport is the first standardised and portable approach to training and competency for a nursing specialism in London. The passport ensures SACT training is patient-centred, consistent, up-to-date and standardises best practice across London. It also aims to support nurses’ career development and offer them greater choice of work place, save the NHS money in repeated training and greater availability of trained nurses, and, most importantly, strengthen care and the consistency of nursing support for patients receiving treatment for cancer.

The framework was developed from the Wales Clinical Competencies document, with the SACT passport for London nurses led by chemotherapy nurse consultant, Dr Catherine Oakley, along with the London nursing cancer network.

We provided project management, facilitating the development and launch of the Assessors’ Answer Guide in partnership with the clinical nurse leaders by securing executive sponsorship from chief nurses. We also managed and gained media coverage of the event and the passport.

Since its launch, the UKCONS passport has been launched across England.

Leadership programme for older people’s nurses

The leadership programme for older people’s nurses (LPOPN) is designed to build a network of leaders across the health and social care system. The programme is a six month course and started in December 2017.

Band 5 rotation

The Band 5 development rotation programme is for nurses who are new to children and adult mental health services (CAMHS). It is designed to attract nurses early in their careers to the specialism using a structured and supportive development programme.

Urgent and emergency nursing - care Qualification in Specialism

The care qualification in specialism (QIS) for urgent and emergency nursing, is based on the RCN emergency care association competencies. It is collaboratively delivered in each STP using an in-house approach with academic accreditation. A model for the QIS has been designed and is being prepared for testing. There will be funding to support 100 places across London.

Future projects

  • Developing and testing a  London wide QIS in neonatal nursing
  • Exploring the opportunities for developing a QIS in theatre nursing 
  • Understanding the views of theatre nurses on retention
  • Supporting a London Critical Clinical Care practice development for nurses to develop, test and evaluate a London wide training and assessment programme.

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