Workforce planning and recruitment
Comprehensive compliance evidence for CQC inspection.
★ CQC Quality Statement — Well-Led
"There are enough suitably qualified, skilled and experienced staff to deliver safe, high-quality care. Staffing levels are planned and maintained to meet patient needs."
Workforce Planning
The Vesey's Workforce Plan (TVH-HR-008, reviewed January 2026) sets out our approach to ensuring we always have sufficient, appropriately skilled staff to deliver safe, high-quality care. Workforce planning is reviewed annually as part of the strategic planning cycle, with quarterly reviews of staffing levels, utilisation, and gap analysis.
- Workforce Plan: TVH-HR-008 — reviewed January 2026
- Staffing review: Quarterly — appointment utilisation vs staffing capacity
- Succession planning: Key clinical roles — documented succession or escalation plan
- Locum and sessional use: Policy for safe use of locums (TVH-HR-009) — same induction standards as permanent staff
- Safe staffing: Clinical session never starts without a minimum of 1 clinician and 1 support staff member on-site
Current Workforce Summary
| Category | Number | Registration status |
|---|---|---|
| GPs (including sessional) | 12 | All GMC-registered; all revalidation compliant |
| Medical consultants | 48 | All GMC-registered; all specialty Royal College registered |
| Registered nurses | 4 | All NMC-registered; revalidation compliant |
| Allied health professionals | 4 | All HCPC or RCOT registered |
| Administrative and reception | 12 | All DBS-cleared where patient-facing |
| Total clinical staff | 39 | All registered and compliant as at April 2026 |
Practitioner registration is verified at employment commencement and rechecked annually. The Registered Manager maintains a practitioner register with registration numbers, expiry dates, and revalidation cycle information. Expired registrations trigger immediate suspension from practice until renewal is confirmed.
Pre-Employment Checks
All new staff and practitioners with practicing privileges complete mandatory pre-employment checks before commencing patient contact. These checks comply with NHS Employers Employment Check Standards and CQC regulatory requirements.
| Check | Standard | Compliance |
|---|---|---|
| DBS (Enhanced) | Required before patient contact | 100% |
| Professional registration (GMC/NMC/HCPC) | Verified with registering body | 100% |
| Right to work in UK | UK Visas and Immigration check | 100% |
| Reference check (minimum 2 references) | Employment history covered | 100% |
| Occupational health clearance (fitness to practise) | As appropriate to role | 100% |
| Practicing privileges application (consultants) | Reviewed and approved by MD | 100% |
| Indemnity insurance verification | Current, valid policy required | 100% |
Checks are recorded on the individual's personnel file. The Practice Manager maintains a pre-employment check register, reviewed quarterly. Any gap in check completion triggers immediate escalation to the Registered Manager.
Safe Staffing Levels
Staffing levels are monitored continuously against patient demand. The Vesey uses an appointment utilisation model to ensure the right number of clinicians are scheduled against predicted demand. Where a clinician is unexpectedly absent, our Escalation Protocol (TVH-HR-010) specifies the steps to maintain safe staffing.
- Minimum safe staffing: 1 clinician + 1 support staff on-site at all times when patients are present
- Escalation Protocol TVH-HR-010: Activated when planned clinician unavailable — locum, rescheduling, or clinic closure
- Locum sourcing: Via approved medical staffing agencies — same pre-employment check standards apply
- Locum induction: Mandatory before first independent session — all mandatory training verified
- Staffing incidents: Any staffing below minimum safe level is treated as a significant event and investigated
← Back to CQC compliance overview | Provider ID: 1-12376210923 | Last reviewed: April 2026
Frequently asked questions
How does The Vesey plan its future staffing needs?
We produce an annual workforce plan that projects staffing requirements by role and specialty over a rolling three-year horizon. The plan is reviewed quarterly against activity data and service development plans.
How does The Vesey attract high-calibre staff?
We offer competitive remuneration, professional development opportunities, and a supportive working environment. We use multiple recruitment channels and maintain relationships with local training programmes.
How does The Vesey manage succession planning?
We identify high-potential staff through our appraisal process and invest in tailored development plans. Critical roles always have at least one identified successor to reduce organisational risk.
What checks are carried out before a new member of staff starts work?
All candidates undergo DBS checks, professional registration verification, two satisfactory references, and occupational health clearance before they begin working with patients.