d6ac5aeb-4d91-4adb-8844-1811307fb89b SOCIAL CARE: Building Bridges: Elevating Research Culture in Social Care through Collaboration, Qualitative Insight and Relationship-Driven Impact Principal Investigator: Dr David Raper (University of Winchester) Team: Rachel Harrison & Deborah MaCartney (University of Winchester) Start Date: 1 October 2022 End Date: 30 September 2024 Background Adult social care is currently dealing with a range of challenges with staff resources being stretched. Research, as an activity is difficult to maintain and embed in this context, but acknowledged to be fundamental in improving practice and finding new and creative ways to overcome challenges. In order to support an increase in social care research capacity, universities and social care agencies can engage collaboratively to explore strategies and processes that aim build capacity and space for research activity. This move to co-production will enable learning partnerships to be established, and opportunities for knowledge exchange enhanced. The outcome will be to engage, collaborate and find the means for professional development for social care professionals in research. Alongside this greater understanding of research cultures and contexts for local authorities and adult social care providers will help to develop future partnerships and opportunities for research initiatives. Aim(s) of the programmes of activity To develop contacts and communication routes between university and local authority, to help facilitate research and evaluation relationships. To provide support for research processes and the development of the role of research as an important part of the social care sector. To provide support and mentoring for a range of projects across local authorities and independent sector. To create new platforms for research training for social care practitioners, and growing confidence and experience in this area. Developing an understanding of research cultures with social care and local authority contexts. What we discovered To create a research culture for social care we found that…. •Collaboration takes time, effort, patience, resources, flexibility, compatible personalities and commitment to the project •There must be a shared clear commitment that social care has value •There must be a shared clear commitment that qualitative research has value •Research and impacts must be defined and understood as a joint endeavour •Enhancing research culture in social care is a shared, respectful journey leading to new insights What we are doing with this Knowledge? We are developing an innovative change management model to guide UK organisations in making person-centred transformations successfully, even amidst significant financial constraints The Local Authority are going to use our research to inform their current and future practice in meeting the needs of people who need physical care in their homes and people with learning disabilities We developed training courses to empower social care workers across the UK to conduct their own research We are writing international research articles with Local Authority staff We are holding public events to celebrate this social care research We are setting up a supportive research network for social care staff Where Next? There is a critical lack of research and research culture within social care sectors. We all need to work to create an environment where research in social care becomes a standard practice, shaping the future of service delivery. We will continue to champion the need and value of social care and social care research by extending our research activities, expanding our research short courses, supporting research networks, strengthening our partnerships with Local Authorities through joint funding bids and disseminating our findings more widely. We will continue to evaluate how our collaborative approach to research impacts social care outcomes. You can find a video detailing our findings here: Social care | NIHR ARC Wessex

663cd08e-9825-45c9-8e1b-c94d485206ee SOCIAL CARE: Building capacity in social care through co-produced research and a research learning partnership between University of Portsmouth and Portsmouth City Council Background Social care is facing many challenges and, in a time where staff are stretched and resources are low, research can feel like a luxury rather than part of daily activities. Yet research is crucial for improving practice and finding innovative ways to overcome challenges. To increase capacity in social care research, academia and social care need to work together to understand each other and co-produce a programme that will fit with the workplace demands of social care and focuses on issues that hold meaning and value to those we are seeking to engage. The work that we co-produce will therefore lead to tangible practice change and/or a strengthening of the evidence for existing practice. The University of Portsmouth (UoP) and Portsmouth City Council (PCC) do not currently have a research learning partnership established, however our civic partnership agreement provides a strong impetus to build a learning partnership that will inspire, engage, and provide professional development for social care professionals in research, whilst providing academics with direct experience of co-producing research in complex public service contexts. Through this project we aim to develop such a research learning partnership. Contributors: Amy Drahota, Reader in Health & Social Care Evidence & Evaluation, University of Portsmouth Carole Fogg, Senior Research Fellow, University of Southampton Patricia Gilbert, Lecturer (Sociology), University of Portsmouth Patryk Jadzinski, Senior Lecturer (Paramedics), University of Portsmouth Gail Mann, Research Development Lead, Portsmouth City Council Nils Niederstrasser, Senior Lecturer (Psychology), University of Portsmouth Lucy Porteous, Senior Lecturer (Social Work), University of Portsmouth Clare Rachwal, Deputy Head of Service, Adult Social Care, Portsmouth City Council Jenny Roddis, Associate Head (Research & Innovation), University of Portsmouth Sharon Smith, Principal Social Worker, Adult Social Care, Portsmouth City Council Annabel Tremlett, Senior Lecturer (Social Work), University of Portsmouth Aims and Objectives Our overall aim is to build research capacity in social care through establishing a research learning partnership between the University of Portsmouth (UoP) and Portsmouth City Council (PCC) adult social care team, the public and other key partners, and develop co-produced research relevant to PCC social care practice and national issues. We will achieve this via the following four objectives: A. To establish a research learning partnership for social care between UoP and PCC which will provide learning opportunities for both partners and their associated stakeholders around the development, design, and delivery of research. B. To identify and prioritise research topics for development for further grant funding opportunities, within social care and also in collaboration with other health and care delivery partners. C. To undertake preliminary research activities (e.g. a systematic review, public involvement activities, and potential data gathering) on a prioritised topic in adult social care, which will underpin a funding application for further primary research. D. To develop guidance on increasing capacity in social care research via co-production in collaboration with wider ARC Wessex social care research partnerships. Research Plan / Methods We will begin this project with a three-month exploratory process with social care teams, that will be about relationship-building and working together to devise a programme of activities that will meet the needs of social care, establish what a learning partnership would look like, and how this will fit with the expertise of academics. We envisage that we will co-develop some activities that centre around relevant topic(s) of importance to social care, and that the academics can support based on their expertise. Our focus will be adult social care, to tie in with the School of Health & Care Professions’ thematic strength in older adults, PCC’s adult social care team, and the ‘ageing and dementia’ research area of ARC Wessex. The project will involve a researcher-in-residence, employed by UoP but embedded within PCC, to work alongside adult social workers and build a culture of joint research across the organisations. We will be seeking to integrate research into current processes, for example through senior social worker team meetings and practice support forums that would be happening anyway. Throughout the project we will be seeking to establish a legacy of ongoing work and practice, through the development of funding applications for future projects and the development of a community of practice that will outlive the duration of the funding, nurture an affinity for research, and help demonstrate the value of research to social care. Summary of findings This project had four strands: 1: Growing a research culture and working together We helped six people at Portsmouth City Council (PCC) to become research active or develop their research skills; four were awarded ‘Visiting Researcher’ status at the university, and two were social workers employed on the joint social work project as research assistants. Of the four visiting researchers: One social worker received mentorship to undertake their own small research project; One Mental Health Practitioner developed their research ideas, and applied for research funding; Two individuals independently completed a research project and were supported to develop their analysis and findings through collaboration with University researchers. All individuals are pursuing further research and supporting each other. 2: Joint social work project A research question was developed through discussions and shadowing within adult social work teams at PCC. This led to a review of the evidence on how and why different features of collaborative working may impact the outcomes of older adults receiving services. We found 28 relevant studies that helped develop three theories on collaborative working. The theories relate to: how multidisciplinary team meetings are managed; how staff can learn from each other and feel safe to speak out; how new solutions for older adults can arise when staff feel safe to speak out. These theories can be used to develop recommendations and new interventions to improve how social workers can work with other professionals to provide the best care for older adults. 3: Research learning programme A 6-part seminar series, Research Skills in Social Care , was delivered in-person for colleagues at PCC and online for wider audiences. The series gave an overview of the six stages of conducting a literature review to grow research knowledge and encourage discussions. Team members also gave seminars on their research projects through the Applied Research Collaboration Wessex online seminar series. 4: Reflecting on what we have learnt about growing research The process of growing research has been rewarding and challenging. Success has come from mentorship and individual relationships where trust and rapport are developed, and confidence is built at a steady pace. Arranging rooms and technology in a different organisation for the seminar series was difficult, however the in-person nature of the seminars was beneficial for sparking informal conversations and removing barriers between research and practice, presenting an “accessible” face. What we did with this Knowledge The knowledge from the joint research project is being shared with the wider adult social work team to inform team development. Additionally, we are working the Health Determinants Research Collaboration (HDRC) at Portsmouth City Council to establish how the activities to grow research can be expanded to other areas of the city council and local authorities wider afield. We are working together to develop a report for publication and continue to work with the adult social work team to grow research. Where next? • A funding application has been submitted by an Approved Mental Health Professional to conduct a literature review around racial disparities in coercive mental health treatment •A social worker is planning small research project evidencing the need for a larger autism/neurodivergence support service for adults •Further collaboration with Health Determinants Research Collaboration initiative •Discussing development of interventions based on the findings of the joint research project. This will form the basis of a future funding proposal. Koren Luddington – Visiting Researcher & Social Worker “I was matched with a mentor from the University, who was empathic and reassuring of my self-doubts. She made me feel as though all questions were valid and she was able to provide explanations that felt personalised and relevant to my field of work” Taken from Koren’s blog post on NIHR ARC Wessex Supporting capacity building in this project has been really eye opening - throughout this project I have met incredible, passionate people that are doing everything they can to provide support. There is such a wealth of knowledge and innovation happening in Adult Social Care, and it’s up to us in research to support and encourage that. Dr Leah Fullegar Leah.Fullegar@port.ac.uk

Data Sets Machine learning methodologies are increasingly popular in health care research. This shift to integrated data science approaches necessitates professional development of the existing health care data analyst workforce. To enhance a smooth transition, educational resources need to be developed. Barriers to accessing real healthcare datasets, vital for health care data analyses methodologies training purposes, include financial, ethical and patient confidentiality concerns. Synthetic datasets mimicking real-world complexities offer a simpler solution. On this page, we present a synthetic dataset which mirrors routinely collected primary care data on heart attack and stroke among the adult population. The data incorporates much of the practical challenges encountered in routinely collected primary care systems such as missing data, informative censoring, interactions, variable irrelevance, and noise and can be used for training in methods which handle these difficulties. The intent is for the user to build models of heart/stroke risk using survival-based methodologies. By sharing this synthetic dataset openly, our goal is to contribute a transformative asset for professional training in health and social care data analysis. The dataset covers demographics, lifestyle variables, comorbidities, systolic blood pressure, hypertension treatment, family history of cardiovascular diseases, respiratory functioning, and experience of heart-attack and/or stroke. This initiative aims to bridge the gap in sophisticated healthcare datasets for training, fostering professional development of the health and social care research workforce. Development of this dataset was funded by ARC Wessex and the National Centre for Research Methods (NCRM). Synthetic Data set CSV cvd_synthetic_dataset_v0.2_metadata.xlsx

535f16ee-e98a-4782-81fa-97a73abd8468 ADOPTED: Improving patient safety, workforce wellbeing and NHS efficiency through improved shift patterns for nursing staff: study protocol Principal Investigator: Dr Chiara Dall'Ora, University of Southampton Project partners: University of Southampton; Nottingham University Hospitals NHS Trust; Herefordshire and Worcestershire Health and Care NHS Trust; Northumbria Healthcare NHS Foundation Trust; Sheffield Children’s NHS Foundation Trust; Southern Health NHS Foundation Trust; Nursing and Midwifery Council Team: Dr Hannah R. Barker (Qualitative lead), Prof Peter Griffiths (Senior Mentor), Dr Chiara Dall’Ora (Project lead) Public & staff involvement: Nursing staff, ward managers and matrons from 5 Trusts helped shape the DCE survey and future research priorities Funded : Academy of Medical Sciences Springboard grant Started: 1/9/23 Ended: 31/8/24 Lay summary What is the problem? If the COVID-19 pandemic has taught us something, it is how important the wellbeing of the health workforce is. Nurses form a big part of the health workforce, yet many leave their job because of poor working conditions. In recent years, hospital managers introduced long shifts for nurses, hoping nurses would be happier with their work-life balance. However, our research found that long shifts have negative effects for nurses and patients. We still do not know what good shift patterns look like. What we asked: How can shift patterns be designed to better support nurses’ wellbeing and help the NHS retain staff? We conducted interviews with nursing staff, ward managers and NHS directors across five Trusts, and a large UK survey (discrete choice experiment) with 1,449 registered nurses. What we found: Nurses value (1) consistency and predictability in rotas; (2) adequate rest between shifts; and (3) opportunities to enjoy work through meaningful time with patients and teams. Rigid, last‑minute rosters and very long shifts erode wellbeing. From the national survey: Night‑only patterns and having no whole weekends off are the least acceptable rota features and require the largest compensation to tolerate. Predictable schedules and having scope to request shifts are strongly valued. Nine‑to‑ten‑hour shifts are preferred over 12.5‑hour shifts. What this means: Collaborative rostering that balances service needs with personal circumstances can improve satisfaction and reduce turnover. Guaranteeing protected weekends where feasible, improving predictability, and avoiding very long duties are practical levers for better retention and patient care. What we did with the new knowledge: We ran 5 dissemination and co‑design workshops with NHS Trusts (Jan–Feb 2025) to share qualitative findings and plan next steps. Used findings to refine a national discrete choice experiments (DCEs) on rota preferences (n=1,449) and generate policy‑ready benchmarks for rota design and enhancements. Engaged workforce matrons and managers to shape future studies on flexible rostering and shift design. What's next? - Publish the DCE paper. - Produce a policy brief (ongoing with Public Policy | Southampton) - Attract funding to evaluate how flexible rostering can reduce sickness absence, turnover and costs - Co‑design of a shift‑work intervention with staff and managers (Hannah Barker NIHR Development & Skills Enhancement Award) - Support Trusts to pilot more predictable rotas, protected weekends and 9-10‑hour options where feasible. See article: Moving Beyond 12 Hour Shifts: How Evidence is Powering Change

If you are a researcher looking for poster or presentation templates, logos, advice and tips then this is the page for you Reports, toolkits and support Need help with publication wording? Read more Need an ARC Wessex logo? ARC LOGO SQUARE for DARK BACKGROUND DOWNLOAD ARC LOGO SQUARE NAVY DOWNLOAD ARC LOGO WHITE DOWNLOAD ARC LOGO SQUARE BLACK DOWNLOAD ARC LOGO for dark background DOWNLOAD ARC LOGO NAVY DOWNLOAD ARC LOGO SQUARE WHITE DOWNLOAD ARC LOGO BLACK DOWNLOAD Powerpoint Arial font Button Powerpoint Inclusive font Button Policy Briefs Medicine Optimisation and Deprescribing in Older People Strengthening Community Based Falls Prevention in England ARC Wessex Public Policy Fellowship Report - Public Policy Fellows M Myall & E Radcliffe Toolkits Domestic Abuse and Life Limiting Illness - DALLI toolkit Wessex Implementation Toolkit evidence brief Evidence briefs Evidence-briefs: short summaries and overviews of research addressing the key questions in Workforce and Health Systems December 2025 - Negotiating competing priorities in nurse shift scheduling Globally, healthcare systems are losing nursing staff due to a poor work-life balance, among other job factors. Shift scheduling is a point of potential and actual conflict between organisations and nursing staff because of their differing priorities. Through interviews with nursing staff and managers, this evidence brief reports the findings of a qualitative study that reveals that collaborative and compromising approaches are the most effective ways to prevent conflicts from escalating. By reasonably meeting nurses’ preferences through these approaches, organisations can support both individual well-being and organisational goals. Conversely, rigid policies and competing approaches often lead to conflict, low morale and turnover. May 2025 - Is the quality of maternity care related to the number of midwives and their workload? Maternity staffing is variable from day to day and between organisations; there are also fluctuations in the demand for care. This evidence brief outlines the quantitative evidence on the relationship between staffing levels and the quality of maternity care, including four new studies based on existing NHS data in England. Maternity services need to provide safe, effective and person-centred care for women and families. When staffing is below expected or workload is high, it is important to understand the consequences across a wide range of patient outcomes. Download the full report here March 2025 - What is the evidence to support the use of Birthrate Plus® to guide safe staffing in maternity services? The Ockenden review of maternity services at the Shrewsbury and Telford NHS Trust highlighted the urgent need to ensure adequate staffing levels in maternity care and called for a review of the feasibility and accuracy of the Birthrate Plus tool and associated methodologies. Birthrate Plus® is a system that is used to guide workforce planning for midwifery, informing decisions about the number of midwives to employ in order to maintain safe and high quality care (establishment setting). In this review we consider the available evidence to support the use of Birthrate Plus based on a recently published systematic scoping review. Read February 2025 | eHealth literacy and the use of NHS111 online. What does it mean for accessing and using urgent care? Many health care systems, including the NHS, use online services to support the delivery of care, a trend which was accelerated by the COVID-19 pandemic. Patients are increasingly encouraged to access and use online health services such as the NHS 111 online urgent care service, which assesses, triages and signposts users to other health services where necessary. Services like NHS 111 online require people to have sufficient motivation, knowledge of health and of services, and to be able to use digital technologies (‘eHealth literacy’). Whilst digital technologies may seem almost ubiquitous in many aspects of daily life, it is estimated that many millions in the UK do not go online or lack the skills to use the Internet effectively. The push towards accessing care online may exacerbate health inequalities due to variations in peoples’ level of eHealth literacy. However, the relationship between eHealth literacy and the use of urgent online services such as NHS 111 online is not clear. This Evidence Brief describes the findings of a two-year study undertaken by the University of Oxford and the University of Southampton. It summarises the findings of a survey that measured eHealth literacy and preferences of users and non-users of NHS 111 online. July 2024 - What do we know about frailty in the adult population in England? Frailty is an aging-related syndrome of physiological decline, which results in reduced ability of a person to recover from minor health problems. It is common in older adults and increases the likelihood of hospital admissions and a move to residential care. Services supporting older patients with moderate or severe frailty have been developed across the healthcare sector. However, there is a lack of research describing how frailty evolves within the whole adult population and its impact on health services. In 2017, NHS England introduced routine frailty identification for patients aged 65 and over in General Practice, using tools such as electronic Frailty Index (eFI). As well as improving patient care, use of the eFI enables large-scale population studies to explore the epidemiology of frailty and inform future health service provision. This Evidence Brief describes the results of research that analysed a large primary care dataset of adults in England to understand how common frailty is in adults aged 50 and older, how quickly it progresses and the consequent impact on the use of health services. March 2024 - Is it cost-effective to deploy more nurses on hospital wards? Currently the National Health Service (NHS), in common with many health systems around the world, faces shortages of registered nurses. Common sense and a huge body of evidence suggest this is far from ideal to deliver high-quality patient care. In acute general hospitals, when there are fewer registered nurses, more patient care is missed, quality is reduced and patient outcomes are worse. But fixing the problem is likely to be expensive and it is important to ask if this is the best way to spend money in a resource-limited system. Are there alternatives to using registered nurses? In this Evidence Brief, we summarise a recent systematic review answering whether investing in registered nurses represents value for money, and considers whether using support staff with lower qualification levels might provide a more cost-effective solution to nurse shortages. November 2023: Introducing the Professional Judgement Framework to guide nurse staffing decisions Working out how many nursing staff are needed to provide safe care on a hospital ward is complicated, as many factors affect the amount of work. Many tools are available to help estimate the work and the staff needed, but no single tool captures everything, meaning that using professional judgement remains important. Nonetheless, numbers of nursing staff generated by tools may be trusted more than decisions based on professional judgement, which can be seen as too subjective. Providing a framework to help guide new managers in using professional judgement and to help experienced managers justify their thinking may help overcome this challenge. This Evidence Brief describes the development of a Professional Judgement Framework to guide nurse staffing decisions, based on our safe staffing research and nurse workforce expert guidance. September 2022 - How do long shifts, overtime, and higher patient load influence activities that support good nursing practice? How do long shifts, overtime, and higher patient load influence activities that support good nursing practice? Nursing workforce factors like shift length, workload, and use of overtime are known to influence care quality and staff wellbeing. But to what extent do these factors influence other aspects of nursing work - such as care coordination and continuous professional development? We used data from a large national survey of nurses to see if working long shifts, overtime, and having higher patient loads influenced nurses’ opportunities for completing activities that support good practice. Read evidence brief May 2022 - What makes it difficult for patients to ask for help in hospital? What makes it difficult for patients to ask for help in hospital? Failures in fundamental care of hospital patients can have serious consequences, including patients dying unnecessarily. NHS policy and nursing theory emphasise shared decision making by staff and patients. However they do not consider what prevents nurses providing care as they would wish, nor the difficulties patients can face in alerting staff to missed care. Researchers from the University of Southampton interviewed 20 patients and six focus group members about their experiences of involvement in fundamental care decisions in hospitals, including whether they raised missed care with staff and if not, why not. This evidence brief presents our findings, taken from our recent paper. Download evidence brief March 2022 - Are poor experiences on postnatal wards linked to staffing levels? Are poor experiences on postnatal wards linked to staffing levels? Experts are growing increasingly concerned about the sustainability of the midwifery workforce, with unfilled vacancies in the thousands, an ageing workforce with many taking early retirement, and difficulty retaining newly qualified midwives. Staffing studies have focussed on the quality of care in labour, with fewer studies looking at staffing levels in relation to postnatal care. This Evidence Brief describes a cross-sectional analysis of women’s responses to the Maternity Survey 2018 linked to midwifery staffing levels in each Trust. Researchers at the University of Southampton aimed to understand whether the experience of care on postnatal wards varies according to the number of midwives available. They have focused on experiences of postnatal care while in hospital, as this is an area where families have expressed dissatisfaction. Download evidence brief August 2021 - How long do nurses take to measure patients’ vital signs, and does it matter? How long do nurses take to measure patients’ vital signs, and does it matter? Patients in hospital may be at risk of unexpected deterioration. Monitoring patients’ vital signs, for example blood pressure and heart rate, ensures that any deterioration can be spotted early. This means that monitoring patients’ vital signs is an important part of safe patient care, and, if carried out effectively, has the potential to save many patients’ lives. However, previous studies have been unable to specify the workload this monitoring activity generates for nursing staff. This makes it difficult to plan how many staff are needed to monitor patients. Researchers at the University Of Southampton, University of Portsmouth and University of Oxford have teamed up to measure and estimate the time and workload associated with measuring patients’ vital signs, and this evidence brief reports what they found. Download evidence brief June 2021 - What keep nurses nursing? What keeps nurses in nursing? There is a shortage of registered nurses across the world, including in the UK. As demand for care increases, we need to find ways of recruiting more nurses and retaining those already in the workforce. But what makes some nurses decide to leave their jobs, or the profession altogether, and others stay? Understanding workplace factors that influence these decisions could help employers and policymakers to create the conditions needed to keep nurses in the profession. In this Evidence Brief, we bring together the key findings from a scoping review of reports and research papers to summarise what is known about factors that influence nurse retention, and consider what more needs to be done to develop effective retention strategies. Download evidence brief May 2021 - What is the relationship between midwifery staffing levels and outcomes? Staffing levels have been implicated in cases of adverse maternity events, near misses and sub-optimal outcomes such as unwell new-borns or still births. Care that is missed due to high workload can affect the detection of deterioration in mothers and babies, and delay appropriate management. A national shortage of midwives has resulted in increased reliance on support workers but the possible effect of skill-mix changes on outcomes has not been assessed. This Evidence Brief describes a systematic scoping review to explore evidence on the association between inpatient midwifery staffing levels, skill mix and outcomes for mothers and babies. Researchers at the University of Southampton aimed to understand the amount and strength of the available evidence, the direction of relationships established, and to highlight gaps for future research. Download evidence brief March 2021 - Are nurses wasting their time on the road? Automated planning using Operational Research methods can save both planning and travelling time. Researchers at the Universities of Southampton and Exeter are working to close the gap between these methods and the practicalities of home care planning. This Evidence Brief draws attention to the difficulty of finding the best route and schedule. Download evidence brief October 2020 - Burnout in Nursing: what have we learnt and what do we still need to know? Burnout in Nursing: what have we learnt and what do we still need to know? Recent health workforce crises, exacerbated by the COVID-19 pandemic, have meant that burnout has often become a ‘buzzword’ to represent stress, extreme tiredness, and a willingness to quit one’s job. Several studies in nursing focus on burnout as an indicator of adverse work environments or staff characteristics. Nonetheless, what burnout is - what aspects contribute to its development and what the effect is for nurses, healthcare organisations, or their patients - is often overlooked. This evidence brief describes a review, undertaken by researchers at the University of Southampton, of the research examining relationships between burnout and work-related variables. We sought to determine what is known (and not known) about the causes and consequences of burnout in nursing, and whether these relationships confirm or dispute Maslach’s theory of burnout. Download evidence brief September 2020 - What do we know about the Safer Nursing Care Tool? Many studies of registered nurse staffing in hospitals have shown an association between higher levels and better patient outcomes and care quality. Systems for determining the number of nursing staff needed on wards exist in abundance. However, research Download evidence brief August 2020 - Making sense of urgent care: how and why do people use health services? Urgent care typically describes healthcare for non-life threatening conditions requiring prompt attention (‘same day’ or within 24 hours). In England, urgent care services have proliferated partly to divert people from attending overcrowded emergency departments but also to address policy concerns of patient choice and improved access to care. Download evidence brief July 2020 - Magnet Hospitals – are they better places for staff? Job-related stress and burnout are prevalent amongst healthcare staff; in particular, nurses in the UK have one of the highest levels of burnout in any country in Europe. Tackling this problem is a high priority in the UK and in other countries where shortages of healthcare professionals are affecting healthcare delivery. ‘Magnet’ hospitals are reputed to attract and retain staff, and to achieve better outcomes for patients. But what do we know about whether Magnet hospitals are ‘better’ places for staff to work, and whether they improve staff wellbeing? Download evidence brief February 2020 - What difference have safe staffing policies made to hospitals in the NHS? The Francis inquiries in 2010 and 2013 highlighted nurse staffing as a patient safety factor contributing to the care failings identified at Mid Staffordshire NHS Trust. The reports and government response led to the development of national ‘safe staffing’ policy. Download evidence brief

eda5a835-7cd7-4129-9513-a5eae9f5b7ce ADOPTED: An observational longitudinal cohort study to investigate Cortical Disarray Measurement in Mild Cognitive Impairment and Alzheimer’s disease (CONGA) Principal Investigator: Professor Chris Kipps Team: Steven Chance, Oxford Brain Diagnostics Ltd Robyn Davies, Cardiff and Vale University LHB Gail Hayward, University of Oxford, Nuffield Department of Primary Care Health Sciences, Margaret Glogowska, University of Oxford, Nuffield Department of Primary Care Health Sciences Jane Wolstenholme, University of Oxford, Health Economics Research Centre Filipa Landeiro, University of Oxford, Health Economics Research Centre Angus Prosser, University of Southampton Main Funding: NIHR i4i Starts: 6 March 2022 Ends: 31 December 2026 Summary Dementia is an umbrella term for a group of neurodegenerative diseases that cause cognitive and/or behavioural impairment that affect an individual’s function and daily living. Alzheimer’s disease (AD) is the most common dementia subtype, accounting for 60-70% of cases, followed by vascular dementia, mixed dementia, dementia with Lewy bodies, and frontotemporal dementia. Timely and accurate diagnosis of dementia is essential for appropriate care planning and signposting to sources of support. Early diagnosis and implementation of carer and patient interventions has been shown to improve patient and carer outcomes including health-related quality of life (HR-QoL) and delayed patient institutionalisation. With the promise of new therapeutic targets that may slow the progression of Alzheimer’s disease with early and targeted intervention, accurate and timely diagnosis is critical. Diagnosis is however challenging. Difficult cases can leave patients with uncertain diagnoses for long periods of time, where a “wait and see” approach is often employed when diagnostic tests are inconclusive. This can cause significant stress to both individuals living with cognitive impairment or dementia and their families. Definite dementia subtype diagnosis can currently only be obtained through post-mortem histopathological confirmation. Participants will be recruited through secondary and tertiary centres where diagnostic investigation or patient monitoring is underway. Participants will be followed for two years at 6 monthly intervals to determine change on standard cognitive and functional measures and collection of participant and companion reported health and social care events, with MRI examination at baseline and 24 months. What do we hope to achieve? We hope that the CONGA study will show that the CDM technology can be effective in identification of those who are likely to progress to Alzheimer’s disease. Early detection of dementia and timely diagnosis for patients has been shown to improve patient and carer outcomes, including quality of life, and is critical for appropriate care planning and signposting to sources of support. Accurate diagnosis and prediction of decline also allows identification for those who might be eligible for treatments. If the study shows that CDM is effective in identifying dementia earlier and can predict who is most likely to decline, we will look to promote and implement the technology in current clinical pathways.

Sorry This page is missing In March 2023 ARC Wessex moved to a new site Some of our old page links may not work Back to Homepage

Time Out This page isn’t available right now. But we’re working on a fix, ASAP. Try again soon. Go Back

< Back Brad Grecco Marketing Associate This is placeholder text. To change this content, double-click on the element and click Change Content. Want to view and manage all your collections? Click on the Content Manager button in the Add panel on the left. Here, you can make changes to your content, add new fields, create dynamic pages and more. Your collection is already set up for you with fields and content. Add your own content or import it from a CSV file. Add fields for any type of content you want to display, such as rich text, images, and videos. Be sure to click Sync after making changes in a collection, so visitors can see your newest content on your live site. info@mysite.com 123-456-7890

< Back Brian Chung VP Product This is placeholder text. To change this content, double-click on the element and click Change Content. Want to view and manage all your collections? Click on the Content Manager button in the Add panel on the left. Here, you can make changes to your content, add new fields, create dynamic pages and more. Your collection is already set up for you with fields and content. Add your own content or import it from a CSV file. Add fields for any type of content you want to display, such as rich text, images, and videos. Be sure to click Sync after making changes in a collection, so visitors can see your newest content on your live site. info@mysite.com 123-456-7890

< Back Ashley Amerson Product Manager This is placeholder text. To change this content, double-click on the element and click Change Content. Want to view and manage all your collections? Click on the Content Manager button in the Add panel on the left. Here, you can make changes to your content, add new fields, create dynamic pages and more. Your collection is already set up for you with fields and content. Add your own content or import it from a CSV file. Add fields for any type of content you want to display, such as rich text, images, and videos. Be sure to click Sync after making changes in a collection, so visitors can see your newest content on your live site. info@mysite.com 123-456-7890

< Back Kelly Parker HR Representative This is placeholder text. To change this content, double-click on the element and click Change Content. Want to view and manage all your collections? Click on the Content Manager button in the Add panel on the left. Here, you can make changes to your content, add new fields, create dynamic pages and more. Your collection is already set up for you with fields and content. Add your own content or import it from a CSV file. Add fields for any type of content you want to display, such as rich text, images, and videos. Be sure to click Sync after making changes in a collection, so visitors can see your newest content on your live site. info@mysite.com 123-456-7890