3.10 Commission for Health Improvement
3.10.1 Would the Department provide the
latest figures on the total expenditure by the Commission for
Health Improvement (CHI) in each year since it was established
in April 2000? Would the Department provide figures on the set-up
costs of CHI in 1999-2000? Would the Department provide the latest
planned expenditure figures for CHI in 2002-03 and 2003-04?
1. The table below sets out the amount of
grant-in-aid provided to CHI by the Department of Health and Welsh
Assembly Government in each year since CHI was formally established
on 1 November 1999. The grant-in-aid is a cash expenditure limit
and as such is slightly different from the expenditure recorded
in CHI's annual accounts, which are presented on an income &
expenditure basis.
| Year | Grant in aid issued/available(£000's)
| Comments |
| 1999-2000 | 2,290 | Part year only (from 1 November 1999).
|
| 2000-01 | 11,396 |
|
| 2001-02 | 25,656 |
|
| 2002-03 | 36,950 | Amount available to CHI
|
2. The figure given above for 1999-2000 includes some
of the set up costs, such as accommodation. Other administrative
set up costs borne by the Department, such as Departmental staff
costs, have not been calculated.
3. The grant-in-aid available for 2003-04 has not yet
been determined. Further planning is in hand to determine the
costs of the development of CHI's new functions under the NHS
Reform and Health Care Professions Act 2002.
3.10 Commission for Health Improvement
3.10.2 Would the Department provide figures for the number
of people employed each year by CHI since it was established in
April 2000?
1. The table below sets out the average number of whole
time equivalent employees for each year since 1999.
| Year | Average number of whole time equivalent employees
| Comments |
| 1999-2000 | 15 | Part year only from 1 November 1999
|
| 2000-01 | 74 |
|
| 2001-02 | 242 |
|
| 2002-03 | 414 | Anticipated number of staff at 31 March 2003
|
3.10 Commission for Health Improvement
3.10.3 Would the Department give a brief commentary on
the work and achievements of CHI including the total number of
clinical governance reviews, investigations and national studies
that have been completed? Would the Department provide an estimate,
by year if available, of:
— Cost per clinical governance review.
— Cost per investigation.
— Cost per national study.
1. The Commission for Health Improvement is an independent
body (an executive non-departmental public body) established under
the Health Act 1999. It started operating on 1 April 2000 and
was set up to improve the quality of patient care in the NHS across
England and Wales.
2. The 1999 Health Act charges CHI with the responsibility
for assessing clinical governance arrangements in NHS organisations.
3. CHI has designed a clinical governance review (CGR)
tool to assess different aspects of clinical governance. CHI's
review methodology for clinical governance reviews takes around
17 weeks to complete from starting the review to having a report
ready for publication. CHI will have reviewed clinical governance
arrangements of 500 NHS organisations by 2004. At 30 August 2002,
CHI had published 158 Clinical Governance Reviews.
| Number of CGRs published | CGRs published by type
| Number of CGRs
in progress |
CGRs in progress by type |
| 130 | acute trusts | 43
| acute trusts |
| 3 | health authorities |
1 | acute and NHS Direct |
| 6 | mental health trusts |
2 | health authorities |
| 3 | acute and mental health trust
| 14 | mental health trusts |
| 7 | primary care trusts |
11 | ambulance trusts |
| 1 | primary care trust and NHS Direct
| 11 | ambulance trust and NHS Direct
|
| 7 | ambulance trusts |
| |
| 1 | ambulance trust and NHS Direct
| | |
| 158 | | 82
| |
4. CHI also has statutory function to conduct investigations
into serious service failures in the NHS. These can be requested
by the Secretary of State for Health, NHS organisations, patients
and the public or as a result of significant problems uncovered
during a CHI clinical governance review. CHI has developed guidance
for considering the increasing number of requests for an investigation
from patients and the public. To date, CHI has received 637 requests
for investigations. In total 10 investigations have been initiated,
seven of which have been completed and the findings published.
5. CHI reviews progress in the implementation of the
standards set by the National Institute for Clinical Excellence
guidance (NICE) which is routinely monitored in clinical governance
reviews.
6. CHI and the Audit Commission have been asked to undertake
reviews of the implementation of National Service Framework (NSF)
topics. They published a joint report on NHS Cancer services on
11 December 2001and are well underway with their next joint study
into the implementation of the Coronary Heart Disease NSF. In
conjunction with the Social Services Inspectorate, CHI is beginning
preparatory work for studying the implementation of the older
peoples NSF.
7. The tables below set out an estimate by year of:
— cost per clinical governance review;
— cost per investigation;
— cost per national study.
| Estimated Marginall cost (£000s)
| 00-01 | 01-02
| 02-03 |
| CGR | 81 | 99
| 100 |
| Investigation | 96 | 131
| 123 |
| NSF Study | 635 | 441
| 363 |
| Estimated Full cost (£000s) |
00-01 | 01-02 |
02-03 |
| CGR | 236 | 198
| 185 |
| Investigation | 278 | 261
| 211 |
| NSF Study | 1,847 | 856
| 538 |
Note (1): Marginal costs include directly and indirectly
attributable costs associated with activities. Overhead costs
are excluded.
Note (2): Overhead costs were proportionately higher during
2000-01 as the Commission was in its start-up phase.
3.10 Commission for Health Improvement
3.10.4 Would the Department explain how it has evaluated
CHI to ensure that it is delivering value for money and improvements
to the quality of care in the NHS?
1. Given that CHI only started working in 1 April 2000,
value for money judgements will only become possible as the outcomes
from CHI's work begin to impact more widely on the quality of
services within the NHS. However, indications from clinical governance
reviews show that the impact of CHI on NHS organisations is growing
as CHI carries out CGRs across more sectors and in greater numbers.
2. To help in establishing trends in performance, CHI
has produced aggregated reports that tracks issues under each
of the technical components of clinical governance. The report
has also included issues about patients' experience, the organisation's
strategic capacity and best practice, special issues for the professions
and patient groups and a clinical issue.
3. CHI uses the reports to advise the NHS and is working
collaboratively with the Modernisation Agency to explore ideas
for supporting trusts and the Leadership Centre on a number of
specific issues such as how to use the "Essence of Care Standards"
effectively.
4. CHI is about to begin putting a summary the emerging
themes on its website every six months so the NHS can learn from
CHI reviews. CHI also shares the information with its reviewers
(the majority of whom work in the NHS) via newsletters and its
reviewer conference. As part of its statutory function, CHI is
developing advice and guidance for the NHS.
5. CHI is currently planning an external evaluation of
its work.
6. CHI's independence has been increased through the
NHS and Health Care Professions Act 2002. The Act will enable
CHI to:
— carry out general reviews of any aspect of NHS
services;
— review the quality of any data on NHS health care
obtained by other bodies;
— make general assessments of NHS performance;
— carry out service inspections;
— recommend special measures;
— establish a new Office for Information on Health
Care Performance; and
— publish an annual report on the quality of services
to NHS patients.
7. The Government is now proposing to establish an independent,
single new Commission for Healthcare Audit and Inspection (CHAI)
which will bring together the work of CHI, the private healthcare
role of the National Care Standards Commission and the health
value for money work of the Audit Commission. The new single Commission
will have the responsibility for inspecting both the public and
private health care sectors.
3.11 Race Relations (Amendment) Act 2000
3.11.1 Would the Department explain what the additional
responsibilities of NHS bodies are under the Race Relations (Amendment)
Act 2000, and what steps the Department is taking to ensure that
NHS bodies meet these responsibilities?
NHS bodies and the RRA
1. The 1976 Race Relations Act outlaws racial discrimination
in employment and service delivery, and also defines direct and
indirect discrimination. The Race Relations (Amendment) Act 2000
(RRA) has extended the scope of the legislation outlawing racial
discrimination in all functions of public authorities. It also
places public bodies under a new statutory general duty to promote
race equality which means that authorities must have due regard
to the need to:
— eliminate unlawful discrimination;
— promote equality of opportunity; and
— promote good relations between people of different
racial groups.
2. To assist in developing the new general duty, specific
duties have been imposed. There are two types of specific duties:
on the employment side, there is a requirement to collect and
publish a specific set of information; on the policy/service delivery
side, the requirement is to set out information on a number of
actions that will help deliver non-discriminatory services to
local people. All this means NHS bodies must:
— be proactive in seeking to avoid unlawful discrimination
before it occurs;
— take active steps to meet the new requirements.
Along with all other bodies, NHS organisations are expected to
have a Race Equality Scheme in place by 31 May 2002, charting
how they intend to meet their obligations and identifying what
processes will be used to monitor adverse impact on race equality
of current or proposed policies and functions;
— demonstrate how service users, patients and the
public will be consulted on the likely impact of functions and
policies on race equality;
— demonstrate how local communities will have access
to information on health and local services that meet their needs;
and
— ensure that they have arrangements to meet their
responsibilities under the duty when contracting with a private
company or voluntary organisation to carry out any of their functions.
Ensuring that NHS bodies meet their responsibilities under
the RRA
3. The NHS Plan sets out the Government's 10 year programme
of investment and reform for the health service. The Plan is intended
to design services around the needs of patients, with crucially,
decisions about design and delivery made at the local frontline.
Delivering on the RRA and supporting the NHS in complying with
the Act is a core part of the Department's vision of equality
and fair treatment for patients and staff.
4. In order to ensure NHS bodies meet their responsibilities,
the Department has developed a programme of action:
— Communications—Getting the NHS sighted on
the requirements of the legislation and identifying likely pressure
points through communications from the Chief Executive, placing
information on the Department's website and through national and
regional seminars.
— Training and development support—The Department
has produced a resource pack to assist health and social care
providers in complying with the responsibilities under the legislation;
developed a checklist for NHS Board members; provided guidance
to the NHS on the collection and classification of ethnicity data
following the new ethnic categories created for the 2001 Census.
It has commissioned a pilot project within London DHSC to develop
policy impact assessment tools with NHS organisations to support
the NHS in meeting the requirements of the RRA. It is developing
a "beacon" style PCT development programme to push forward
action on race equality issues in line with the new duties, through
the Modernisation Agency's "transformational PCT" programme.
— Partnership work—The Department has developed
a partnership programme with the Commission for Racial Equality
(CRE) to provide direct implementation support (via secondees)
to the NHS, particularly recognising the needs of the new NHS
bodies who have come on stream since April 2002.
— Monitoring and performance management—Initial
work has begun to mainstream ethnic monitoring into the Department's
performance assessment process with a view to integrating it,
if possible, into the star rating system. This development work
will be done by the Department in collaboration with CHI, which
is taking over responsibility for the NHS performance assessment
and the star rating system from 2003. RRA compliance will be overseen
by Strategic Health Authorities as part of their performance management
role and they have been the target audience for communications
from the Department. The CRE has initiated work with national
inspection bodies, the Audit Commission, Commission for Health
Improvement (CHI) and Social Services Inspectorate (SSI), to discuss
how the inspectorate bodies themselves comply and how existing
inspection arrangements can be used to promote race equality.
This collaboration is being supported and promoted by the Department.
Ethnicity monitoring has been piloted in two NHS Direct centres
in south-east London and will be implemented across all 22 centres
over the next few months. This will allow NHS Direct to monitor
if the service is being used proportionately by minority ethnic
communities and identify areas where remedial action is required.
— Improving patient experience—The NHS Plan
has committed every local NHS organisation to publish a patient
prospectus for delivery to households in October—an annual
account of views expressed by patients on the shape, quality and
performance of local services. The Department's recently published
guide for PCTs on producing their patient prospectus' states that
PCTs should ensure that information produced addresses the whole
local community. As part of the focus group exercise, which informed
the content and format of the Prospectus, the Department specifically
consulted with black and minority ethnic groups to ensure the
documents would be appropriate to all sections of the population.
5. Patients' Forums are to be established in every NHS
trust. They will have to work with people from all sectors of
the community and to involve them in shaping healthcare services.
6. Patient Advice and Liaison Service (PALS) provide
support and information about local health services to everyone
using the NHS. Volunteering schemes in NHS trusts will allow people
from different backgrounds to get involved in activities in the
NHS and there are already a number of outreach projects across
England specifically focusing on involving people from minority
ethnic communities.
7. The Department reissued guidance in 2001 on working
with black and minority ethnic communities to all 22 NHS Direct
sites to ensure that policies and mechanisms are in place to ensure
the service is accessible to all. All NHS Direct centres will
be performance managed on the implementation of the guidance to
ensure compliance by December 2002.
8. Supporting NHS staff—Ensuring equal treatment
for ethnic minorities is also about how the NHS recruits, develops
and manages its staff. The overarching framework for addressing
these issues is provided by the targets, objectives and standards
set out originally in the Equalities Framework (The Vital Connection,
published in April 2000) and now incorporated into the Performance
Framework for Human Resources and the Improving Working Lives
standard published in October 2000.
9. The Department will be rolling out the Positively
Diverse (PD) programme to 69 new sites. PD is a national organisational
development programme that aims to develop the knowledge and capacity
of member NHS organisations to build and manage a diverse workforce.
It has also published a Field Book to assist NHS employers. On
behalf of the Department, Universities UK has been carrying out
a sample study of Higher Education Institutions to identify levers
and impediments to increasing the number and spread of black and
minority ethnic students accepted to health profession courses.
10. A Skills Escalator approach is being introduced,
which is about attracting a wider range of people to work within
the NHS and encouraging lifelong learning for all staff, enabling
them to move up the escalator. Drawing people into the labour
market and developing them in this way offers the dual benefit
of growing a workforce that is more representative of local communities
and in touch with their needs, whilst also tackling problems of
longer- term unemployment and social exclusion, which has a high
correlation to poor health.
3.11 Race Relations (Amendment) Act 2000
3.11.2 Would the Department provide figures on the number
of NHS bodies, by type of body, which have met the requirement
under the Race Relations (Amendment) Act 2000 to publish a Race
Equality Scheme by 31 May 2002?
1. As part of their new core performance management function
Strategic Health Authorities will be responsible for ensuring
that the NHS delivers and complies with a broad range of requirements—statutory
as well as non statutory, this will include RRA compliance. The
Department, through the Directorates of Health and Social Care,
as part of their performance management function, will have responsibility
for monitoring Strategic Health Authorities' compliance, when
Strategic Health Authorities become listed bodies. Detailed arrangements
for how this function will be discharged are currently under discussion.
3.11 Race Relations (Amendment) Act 2000
3.11.3 Would the Department like to provide any commentary
on its own response to the Race Relations (Amendment) Act 2000?
1. The Department has adopted a mainstreaming strategy
as its corporate approach to delivering race equality in all aspects
of its work, including policy development, service delivery and
workforce issues. The Department's Race Equality Scheme sets out
a three year plan for ensuring compliance and for progressing
race equality across all its functions.
2. Some key features of the Department's Scheme include:
— ensuring that all consultations should as a matter
of routine include people from different racial groups;
— monitoring the relevance of its future publications
to the promotion of race equality;
— reporting on progress in implementation of the
Scheme in the annual Departmental report;
— ensuring that its information is accessible and
reviewing its communications services to identify and remove barriers
to accessing information;
— building upon the Department's pilot work on mental
health and diabetes to develop an equality impact assessment tool
for the use of policy makers in all major policy development;
and
— reviewing the Department's current training programmes
to ensure that race equality is mainstreamed into courses as appropriate
and that staff are fully aware and trained on the requirements
of the duty to promote race equality.
3. The RRA also requires the Department to monitor a
series of specific processes relating to its employment practices
(ie the employment specific duties) to see if there are differences
between different racial groups and where this is evident, to
investigate the underlying reasons for the differences. The Scheme's
action plan identifies a number of areas for further development
including:
— publishing the monitoring results as required
by the employment duties;
— commissioning a project to review current HR system
in order to provide data required by the RRA; and
— designing new and innovative methods of capturing
information on race equality in future staff attitude surveys;
4. The Department is currently undertaking a board level
review of progress on equality and diversity. Implementation of
the Scheme will be reviewed as part of this review and monitored
as part of the annual business planning round.
3.11 Race Relations (Amendment) Act 2000
3.11.4 Would the Department provide figures on ethnic
minority representation at board level in NHS bodies over the
last five years, by health authority, NHS trust, or PCT, as appropriate?
Would the Department also provide figures at Departmental and
regional level?
1. The information requested is provided in the Tables
3.11.4(a) to (f).
Table 3.11.4(a)
ETHNIC MINORITY REPRESENTATION ON NHS & DEPARTMENTAL
BOARDS AS AT 1/4/1997
| | Total
| No. Ethnic | % Ethnic
|
| Chair | Advisory NDPB | 29
| 1 | 3.4 |
| Executive NDPB | 5
| 0 | 0 |
| HA | 76 |
2 | 2.6 |
| NHS Trust | 229
| 2 | 0.9 |
| SHA | 11
| 0 | 0 |
| Mem | Advisory NDPB | 415
| 22 | 5.3 |
| Executive NDPB | 69
| 7 | 10.1 |
| HA | 384
| 24 | 6.3 |
| NHS Trust | 1100
| 70 | 6.4 |
| SHA | 215
| 24 | 11.2 |
Table 3.11.4(b)
ETHNIC MINORITY REPRESENTATION ON NHS & DEPARTMENTAL
BOARDS AS AT 1/4/1998
| | Total
| No. Ethnic | % Ethnic
|
| Chair | Advisory NDPB | 29
| 1 | 3.4 |
| Executive NDPB | 6
| 0 | 0 |
| HA | 72 |
1 | 1.4 |
| NHS Trust | 233
| 3 | 1.3 |
| SHA | 10
| 0 | 0 |
| Mem | Advisory NDPB | 421
| 33 | 7.8 |
| Executive NDPB | 65
| 7 | 10.8 |
| HA | 343
| 24 | 7 |
| NHS Trust | 1091
| 99 | 9.1 |
| SHA | 221
| 30 | 13.6 |
Table 3.11.4(c)
ETHNIC MINORITY REPRESENTATION ON NHS & DEPARTMENTAL
BOARDS AS AT 1/4/1999
| | Total
| No. Ethnic | % Ethnic
|
| Chair | Advisory NDPB | 26
| 0 | 0 |
| Executive NDPB | 7
| 0 | 0 |
| HA | 77 |
2 | 2.6 |
| NHS Trust | 255
| 8 | 3.1 |
| SHA | 13
| 0 | 0 |
| Mem | Advisory NDPB | 377
| 35 | 9.3 |
| Executive NDPB | 66
| 9 | 13.6 |
| HA | 378
| 46 | 12.2 |
| NHS Trust | 1210
| 138 | 11.4 |
| SHA | 223
| 34 | 15.2 |
Table 3.11.4(d)
ETHNIC MINORITY REPRESENTATION ON NHS & DEPARTMENTAL
BOARDS AS AT 1/4/2000
| | Total
| No. Ethnic | % Ethnic
|
| Chair | Advisory NDPB | 21
| 1 | 4.8 |
| Executive NDPB | 8
| 0 | 0 |
| HA | 74 |
3 | 4.1 |
| NHS Trust | 274
| 13 | 4.7 |
| PCT | 20
| 2 | 10 |
| SHA | 12
| 0 | 0 |
| Mem | Advisory NDPB | 347
| 35 | 10.1 |
| Executive NDPB | 70
| 8 | 11.4 |
| HA | 388
| 52 | 13.4 |
| NHS Trust | 1293
| 161 | 12.5 |
| PCT | 34
| 5 | 14.7 |
| SHA | 246
| 42 | 17.1 |
Table 3.11.4(e)
ETHNIC MINORITY REPRESENTATION ON NHS & DEPARTMENTAL
BOARDS AS AT 1/4/2001
| | Total
| No. Ethnic | % Ethnic
|
| Chair | Advisory NDPB | 24
| 2 | 8.3 |
| Executive NDPB | 7
| 0 | 0 |
| HA | 80 |
2 | 2.5 |
| NHS Trust | 293
| 20 | 6.8 |
| PCT | 161
| 11 | 6.8 |
| SHA | 17
| 0 | 0 |
| Mem | Advisory NDPB | 354
| 38 | 10.7 |
| Executive NDPB | 71
| 8 | 11.3 |
| HA | 388
| 60 | 15.5 |
| NHS Trust | 1430
| 185 | 12.9 |
| PCT | 664
| 81 | 12.2 |
| SHA | 254
| 59 | 23.2 |
Table 3.11.4(f)
ETHNIC MINORITY REPRESENTATION ON NHS & DEPARTMENTAL
BOARDS AS AT 1/4/2002
| | Total
| No. Ethnic | % Ethnic
|
| Chair | Advisory NDPB | 21
| 3 | 14.3 |
| Executive NDPB | 8
| 0 | 0 |
| HA | 52 |
2 | 3.8 |
| NHS Trust | 288
| 20 | 6.9 |
| PCT | 264
| 17 | 6.4 |
| SHA | 18
| 0 | 0 |
| Mem | Advisory NDPB | 316
| 32 | 10.1 |
| Executive NDPB | 90
| 7 | 7.8 |
| HA | 290
| 43 | 14.8 |
| NHS Trust | 1432
| 183 | 12.8 |
| PCT | 1195
| 142 | 11.9 |
| SHA | 281
| 64 | 22.8 |
3.11 Race Relations (Amendment) Act 2000
3.11.5 Would the Department provide figures on the numbers
and proportions of ethnic minority staff employed by NHS bodies,
by staff group, over the last 5 years, by health authority, NHS
trust, or PCT as appropriate? Would the Department also provide
figures at Departmental and regional level?
1. The question asks for such a volume of data that it
is not possible to present it all here. To answer the question
in full would require around 600 pages worth of data. As a solution,
the Department has provided a summary of the data to be presented
here. If required, the Department is happy to provide the comprehensive
set of data under separate cover.
2. A summary of the information requested is presented
in Table 3.11.5(a) to (j)
Table 3.11.5(a)
HOSPITAL, PUBLIC HEALTH MEDICINE AND COMMUNITY HEALTH
SERVICES MEDICAL AND DENTAL STAFF BY REGION, HEALTH AUTHORITY
AND ETHNIC CATEGORY
As at 30 September 1997
| Headcount %
|
| | All
Origins
| White | Black | Asian
| Any
Other
Ethnic
Group | Not
Stated
|
| ENGLAND | | 100%
| 66.6% | 3.6% |
15.8% | 8.0% | 6.0%
|
| Northern & Yorkshire |
| 100% | 68.8% |
3.9% | 16.3% | 4.9%
| 6.0% |
| QDD | Bradford HA | 100%
| 73.5% | 2.3% | 17.6%
| 4.8% | 1.8% |
| QDT | Calderdale & Kirklees HA
| 100% | 57.3% | 5.6%
| 28.9% | 8.1% | 0.2%
|
| QDE | County Durham HA | 100%
| 62.6% | 5.8% | 24.1%
| 4.2% | 3.3% |
| QDF | East Riding HA | 100%
| 60.4% | 3.9% | 27.2%
| 6.3% | 2.3% |
| QDG | Gateshead & South Tyneside HA
| 100% | 44.9% | 4.9%
| 13.7% | 3.7% | 32.9%
|
| QDH | Leeds HA | 100%
| 75.9% | 1.7% | 12.1%
| 3.4% | 6.9% |
| QDJ | Newcastle & North Tyneside HA
| 100% | 77.3% | 4.6%
| 7.1% | 3.8% | 7.1%
|
| QDK | North Cumbria HA | 100%
| 78.3% | 3.1% | 12.3%
| 5.0% | 1.3% |
| QDR | North Yorkshire HA |
100% | 74.5% | 1.5%
| 6.4% | 2.8% | 14.7%
|
| QDM | Northumberland HA | 100%
| 75.8% | 2.6% | 10.8%
| 5.2% | 5.6% |
| QDN | Sunderland HA | 100%
| 70.4% | 4.6% | 21.0%
| 3.5% | 0.5% |
| QDP | Tees HA | 100%
| 61.5% | 8.1% | 23.3%
| 5.8% | 1.4% |
| QDQ | Wakefield HA | 100%
| 57.6% | 3.2% | 26.7%
| 11.8% | 0.7% |
| Trent | | 100%
| 67.8% | 3.4% |
19.3% | 6.6% | 2.9%
|
| QCG | Barnsley HA | 100%
| 42.3% | 3.3% | 34.7%
| 12.2% | 7.5% |
| QCK | Doncaster HA | 100%
| 60.8% | 3.5% | 27.6%
| 8.1% | 0.0% |
| QCL | Leicestershire HA | 100%
| 69.5% | 3.6% | 18.2%
| 5.9% | 2.8% |
| QCM | Lincolnshire HA | 100%
| 62.6% | 4.9% | 24.0%
| 7.8% | 0.8% |
| QCH | North Derbyshire HA |
100% | 75.1% | 2.8%
| 13.5% | 6.2% | 2.4%
|
| QCN | North Nottinghamshire HA
| 100% | 56.8% | 6.9%
| 25.6% | 9.1% | 1.6%
|
| QCP | Nottingham HA | 100%
| 76.8% | 1.9% | 12.0%
| 5.0% | 4.4% |
| QCQ | Rotherham HA | 100%
| 51.3% | 5.7% | 30.4%
| 8.4% | 4.2% |
| QCR | Sheffield HA | 100%
| 80.0% | 2.2% | 11.0%
| 3.9% | 2.9% |
| QCJ | South Derbyshire HA |
100% | 72.1% | 3.1%
| 17.4% | 6.9% | 0.6%
|
| QDL | South Humber HA | 100%
| 37.0% | 5.4% | 41.7%
| 12.7% | 3.1% |
| West Midlands | | 100%
| 62.1% | 4.0% |
22.3% | 7.7% | 4.0%
|
| QD9 | Birmingham HA | 100%
| 65.4% | 3.7% | 19.5%
| 7.0% | 4.5% |
| QEA | Coventry HA | 100%
| 48.1% | 5.5% | 31.0%
| 13.7% | 1.6% |
| QEC | Dudley HA | 100%
| 51.8% | 6.1% | 30.4%
| 11.1% | 0.6% |
| QED | Herefordshire HA | 100%
| 84.5% | 1.4% | 8.5%
| 3.3% | 2.3% |
| QEH | North Staffordshire HA |
100% | 67.9% | 5.2%
| 18.9% | 5.8% | 2.2%
|
| QEE | Sandwell HA | 100%
| 49.4% | 6.6% | 36.3%
| 7.3% | 0.4% |
| QEF | Shropshire HA | 100%
| 75.2% | 3.8% | 12.5%
| 4.8% | 3.8% |
| QEG | Solihull HA | 100%
| 67.4% | 2.2% | 26.1%
| 2.2% | 2.2% |
| QEJ | South Staffordshire HA |
100% | 58.9% | 3.4%
| 25.5% | 8.6% | 3.6%
|
| QEK | Walsall HA | 100%
| 41.0% | 2.5% | 47.7%
| 6.3% | 2.5% |
| QEL | Warwickshire HA | 100%
| 55.6% | 3.1% | 20.9%
| 11.5% | 8.8% |
| QEM | Wolverhampton HA | 100%
| 55.4% | 4.2% | 31.0%
| 7.7% | 1.6% |
| QEN | Worcester HA | 100%
| 69.7% | 3.9% | 12.4%
| 5.5% | 8.5% |
| North West | | 100%
| 65.6% | 3.8% |
21.0% | 7.0% | 2.5%
|
| QCT | Bury & Rochdale HA |
100% | 47.0% | 7.0%
| 33.8% | 11.9% | 0.3%
|
| QCX | East Lancashire HA |
100% | 49.6% | 3.6%
| 37.5% | 8.7% | 0.7%
|
| QC2 | Liverpool HA | 100%
| 75.8% | 3.1% | 13.7%
| 5.8% | 1.6% |
| QC3 | Manchester HA | 100%
| 75.1% | 2.9% | 15.9%
| 5.7% | 0.4% |
| QC4 | Morecambe Bay HA | 100%
| 52.0% | 5.2% | 10.1%
| 5.0% | 27.7% |
| QCV | North Cheshire HA | 100%
| 59.7% | 6.7% | 20.9%
| 10.4% | 2.3% |
| QCY | North West Lancashire HA
| 100% | 64.2% | 3.6%
| 24.8% | 6.4% | 1.0%
|
| QC6 | Salford & Trafford HA
| 100% | 73.0% | 3.3%
| 15.5% | 7.3% | 0.9%
|
| QC7 | Sefton HA | 100%
| 66.9% | 7.5% | 22.5%
| 2.8% | 0.4% |
| QCW | South Cheshire HA | 100%
| 73.5% | 2.0% | 15.6%
| 6.0% | 3.0% |
| QC1 | South Lancashire HA |
100% | 53.5% | 4.3%
| 28.0% | 13.8% | 0.4%
|
| QC5 | St Helens & Knowsley HA
| 100% | 74.0% | 3.1%
| 18.0% | 4.0% | 0.9%
|
| QC8 | Stockport HA | 100%
| 67.1% | 3.0% | 22.3%
| 6.3% | 1.3% |
| QC9 | West Pennine HA | 100%
| 48.4% | 4.5% | 35.5%
| 11.3% | 0.2% |
| QDA | Wigan & Bolton HA |
100% | 54.0% | 3.8%
| 33.9% | 7.7% | 0.5%
|
| QDC | Wirral HA | 100%
| 72.4% | 2.6% | 10.1%
| 7.5% | 7.3% |
| Eastern | | 100%
| 61.6% | 4.5% |
14.6% | 13.8% | 5.5%
|
| QA6 | Bedfordshire HA | 100%
| 51.0% | 7.1% | 26.9%
| 9.9% | 5.1% |
| QER | Cambridge HA | 100%
| 76.4% | 3.9% | 9.5%
| 4.4% | 5.9% |
| QEX | Hertfordshire HA | 100%
| 56.6% | 3.7% | 15.1%
| 14.6% | 9.9% |
| QET | Norfolk HA | 100%
| 73.8% | 4.4% | 13.3%
| 4.8% | 3.7% |
| QAX | North Essex HA | 100%
| 38.5% | 4.3% | 13.8%
| 37.4% | 6.0% |
| QAY | South Essex HA | 100%
| 49.8% | 7.0% | 18.3%
| 21.3% | 3.6% |
| QCF | Suffolk HA | 100%
| 73.4% | 3.0% | 14.0%
| 8.4% | 1.2% |
| London | | 100%
| 62.6% | 3.7% |
13.9% | 11.2% | 8.6%
|
| QAP | Barking & Havering HA
| 100% | 31.0% | 9.0%
| 20.7% | 35.1% | 4.3%
|
| QEW | Barnet, Enfield & Haringey HA
| 100% | 46.3% | 3.7%
| 13.4% | 19.2% | 17.5%
|
| QEY | Bexley, Bromley and Greenwich HA
| 100% | 63.0% | 3.9%
| 16.2% | 11.1% | 5.8%
|
| QAR | Brent & Harrow HA |
100% | 70.3% | 2.8%
| 16.3% | 8.0% | 2.6%
|
| QAT | Camden & Islington HA
| 100% | 69.0% | 1.7%
| 10.5% | 6.3% | 12.6%
|
| QAD | Croydon HA | 100%
| 54.9% | 11.4% | 17.3%
| 15.7% | 0.8% |
| QAV | Ealing, Hammersmith & Hounslow HA
| 100% | 63.3% | 3.0%
| 15.6% | 9.3% | 8.7%
|
| QAW | East London & The City HA
| 100% | 56.1% | 4.9%
| 14.8% | 19.2% | 5.0%
|
| QA2 | Hillingdon HA | 100%
| 59.7% | 2.2% | 20.1%
| 9.0% | 9.0% |
| QA3 | Kensington, Chelsea & Westminster HA
| 100% | 74.7% | 3.0%
| 11.9% | 7.3% | 3.2%
|
| QAG | Kingston & Richmond HA
| 100% | 69.4% | 2.6%
| 18.5% | 7.9% | 1.5%
|
| QAH | Lambeth, Southwark & Lewisham HA
| 100% | 67.1% | 4.8%
| 11.5% | 9.4% | 7.2%
|
| QAJ | Merton, Sutton & Wandsworth HA
| 100% | 57.7% | 2.7%
| 13.9% | 8.0% | 17.8%
|
| QA5 | Redbridge & Waltham Forest HA
| 100% | 52.0% | 6.8%
| 18.4% | 17.6% | 5.2%
|
| South East | | 100%
| 67.5% | 3.2% |
13.2% | 7.2% | 8.9%
|
| QA7 | Berkshire HA | 100%
| 68.8% | 2.0% | 14.1%
| 8.3% | 6.7% |
| QA8 | Buckinghamshire HA |
100% | 67.5% | 3.6%
| 17.8% | 7.9% | 3.1%
|
| QAE | East Kent HA | 100%
| 60.3% | 4.2% | 17.7%
| 9.6% | 8.1% |
| QAK | East Surrey HA | 100%
| 60.7% | 2.9% | 20.4%
| 14.3% | 1.7% |
| QAM | East Sussex HA | 100%
| 67.8% | 6.1% | 12.0%
| 9.2% | 4.9% |
| QEV | Isle of Wight, Portsmouth and South
East Hampshire HA
| 100% | 69.1% | 1.9%
| 9.7% | 3.6% | 15.7%
|
| QD1 | North & Mid Hampshire HA
| 100% | 73.8% | 1.1%
| 3.2% | 2.9% | 19.0%
|
| QCC | Northamptonshire HA |
100% | 68.2% | 3.4%
| 19.1% | 5.5% | 3.8%
|
| QCE | Oxfordshire HA | 100%
| 71.2% | 0.5% | 5.9%
| 3.0% | 19.4% |
| QD3 | Southampton and South West
Hampshire HA
| 100% | 84.4% | 2.2%
| 6.6% | 3.8% | 3.0%
|
| QAF | West Kent HA | 100%
| 52.6% | 4.8% | 22.2%
| 12.3% | 8.1% |
| QAL | West Surrey HA | 100%
| 60.8% | 3.4% | 13.1%
| 9.5% | 13.1% |
| QAN | West Sussex HA | 100%
| 71.5% | 4.7% | 13.5%
| 6.2% | 4.1% |
| South Western | | 100%
| 81.2% | 1.6% |
5.3% | 4.4% | 7.5%
|
| QD8 | Avon HA | 100%
| 76.7% | 1.1% | 4.9%
| 2.6% | 14.6% |
| QDV | Cornwall & Isles of Scilly HA
| 100% | 86.8% | 1.2%
| 8.3% | 3.2% | 0.5%
|
| QDW | Dorset HA | 100%
| 79.8% | 2.0% | 6.1%
| 7.4% | 4.7% |
| QDY | Gloucestershire HA |
100% | 88.8% | 1.4%
| 4.7% | 3.0% | 2.2%
|
| QDX | North & East Devon HA
| 100% | 85.1% | 0.5%
| 4.4% | 3.4% | 6.6%
|
| QD5 | Somerset HA | 100%
| 86.9% | 1.0% | 4.5%
| 7.0% | 0.6% |
| QD6 | South & West Devon HA
| 100% | 86.0% | 4.2%
| 5.7% | 3.6% | 0.5%
|
| QD7 | Wiltshire HA | 100%
| 69.9% | 1.4% | 4.4%
| 7.6% | 16.7% |
| Special Hospitals | |
100% | 61.5% | 2.1%
| 16.7% | 12.5% |
7.3% |
Source: Department of Health medical and dental workforce
census.
| 
