RCN Employment Relations in the Independent sector and Non NHS Clare Jacobs RCN Employment Relations Adviser

Developing an IS and Non NHS Strategy - Background u IS part of overall ERD strategy review u Key to RCN Strategic Plan and Organisational Council Priorities u To ensure we are the union of choice for all nurses and healthcare assistants, wherever they work

Contents of the Strategy - Objectives ♦Increased membership both in targeted organisations and whole IS and Non NHS ♦Increased numbers of representatives both in targeted organisations and whole IS and Non NHS ♦More alliances/partnerships and recognition agreements with IS and Non NHS Employers ♦Greater understanding, skills and capacity amongst all RCN staff in relation to the sector ♦Increased number of nurses/members/staff who see relevance of RCN in the sector. ♦Fewer nurses/members/staff who view our communications as ‘NHS Only’

Contents of the Strategy -continued u Actions: Approaching national employers Assessment of perception and needs Marketing Learning and development Supporting and working with regions and countries u Evaluation

National Recognition agreements u We have 21 agreements with national employers such as: Nuffield BMI Choice Support Marie Curie Cancer Care. Sue RyderPartnerships in Care u Targeting – Southern Cross, Four Seasons, Care UK, and more u Needs local initiatives and activity to bring about strategic objectives

Implementation u Raising the profile and developing relations –Branch activities –Newsletters –Facilitating professional development –Engaging with enterprise managers u Rep recruitment where we have recognition u Member recruitment

Resources and Support u Survey of members u Staff lead to plan and coordinate activity u Members of Task and Finish Group u Branches u Mentorship programme u Recruitment materials u The ‘Offer’ toolkit under development u Advice and guidance

Contact: T: Royal College of Nursing 20 Cavendish Square London W1G 0RN