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Nhs Senior Management

Volume 409: debated on Friday 18 July 2003

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To ask the Secretary of State for Health (1) what measures he has put in place in the last two years to track the career moves of (a) chairmen, (b) chief executives, (c) directors and (d) senior management positions within the national health service; [126699](2) what measures he has put in place in the last two years to gather data on

(a) career progression and (b) wastage rates of (i) chairmen, (ii) chief executives, (iii) directors and (iv) senior management positions within the national health service. [126700]

England as at 30 September each year

Whole-time equivalents

1998

1999

2000

2001

2002

Consultants in Ophthalmology556582606613661
Consultants in medical Ophthalmology14267
Occupational therapists10,19410,79211,18811,81612,541
Orthoptists/opticians18788909191,0131,026
Physiotherapists11,70912,04712,51512,99213,586
Chiropodists2,7502,7712,8472,8942,916
Dieticians1,9612,0582,1292,2552,377
Art/music/drama therapists413416452453477

1 This does not include private sector opticians who carry out NHS work for the General Ophthalmic Service

Note:

Figures are rounded to the nearest whole number.

Sources:

Department of Health Non-Medical Workforce Census

Department of Health Medical and Dental Workforce Census

Since it was established in April 2001, the National Health Service Leadership Centre has drawn up development portfolios for chief executives, executive directors and clinical staff across the NHS. Most recently a development portfolio has been developed with the NHS Appointments Commission for chairs. These programmes are designed to provide focused development and have helped to track the careers of some senior staff in the NHS. More recently, the Leadership Centre has established a career development and succession planning scheme known as 'NHS Leaders'. This is intended to build and strengthen leadership across the NHS; to ensure that all senior leaders have personal development plans and are supported in their career development; to provide information to support appointments and succession planning; and to provide tailored development for newcomers to improve the performance of the NHS. A database of all senior leaders has also been compiled which will track the careers of these leaders.The NHS Appointments Commission has established a record keeping system for all chairs and non-executives which records their service to the NHS. This is particularly useful when encouraging non-executives to apply for chair positions. The Commission also records those individuals who resign from their board.