NHS managers who commit serious misconduct won’t be able to take up other senior NHS roles, under plans to boost patient safety.
The new proposals set out by the Department of Health and Social Care will mean any leader who silences whistleblowers or behaves unacceptably will be banned from returning to a health service position. They set out the first steps to meet the government’s commitment to introduce professional standards for, and regulation of, NHS managers, with legislation set to be put forward to Parliament next year.
Unlike the situation for doctors and nurses, there is currently no regulatory framework specifically for the tens of thousands of clinical and non-clinical managers who work in the NHS.
Wes Streeting, Secretary of State for Health and Social Care, says: “I’m determined to create a culture of honesty and openness in the NHS where whistleblowers are protected, and that demands tough enforcement. If you silence whistleblowers, you will never work in the NHS again. We’ve got to create the conditions where staff are free to come forward and sound the alarm when things go wrong. Protecting the reputation of the NHS should never be put before protecting patient safety.
“I promised no more rewards for failure in the NHS, and these measures will deliver on it. Most NHS leaders are doing a fantastic job, but we need to stop the revolving door that allows managers sacked for misconduct or incompetence to be quietly moved to another well-paid role in another part of the NHS.”
These reforms are part of the government’s Plan for Change, which also promises to provide training, support and development to help NHS leaders thrive and lead the NHS into a brighter future.
Regulatory system
The public consultation on the NHS, launched in November last year, received more than 4,900 contributions on ways in which managers and leaders could be regulated.
In response, the government says it will develop a proportionate regulatory system that focuses where need is greatest. It will ensure that those who have committed serious misconduct are no longer able to work in senior NHS management positions, preventing unacceptable behaviour and improving patient safety.
The statutory barring system will be for board-level directors and their direct reports within NHS bodies.
Further legislation will set out new statutory powers for the Health and Care Professions Council (HCPC) to disbar NHS leaders in senior roles who have committed serious misconduct.
Separate NHSE professional standards for managers will establish a consistent, national set of expectations about NHS management and leadership competency and conduct.
Sam Allen, NHS National Director for Leadership and Management, says: “Managers will welcome this new regulatory framework, as part of the broader package of actions set out in the Plan to attract, develop, and retain the best possible leaders for the NHS of today and tomorrow.”
Tom Kark KC, author of the Kark Review, which is one of several reports to have highlighted the need for strong, transparent and accountable leadership, adds: “I am pleased that the recommendation made in my report into the application of the NHS Fit and Proper Person Test to create a power to disqualify Board Directors found guilty of serious misconduct is being implemented.
“Along with the ongoing implementation of my other recommendations for improving Board competence, this is a positive move to strengthen management in the NHS by weeding out poor leadership. This is good news for whistleblowers and those looking for accountability in senior management which has long been lacking.”
