Cwestiwn ysgrifenedig WQ99673

I recognise the concerns of newly qualified nurses who are seeking to secure employment within NHS Wales, and I am committed to doing everything reasonably possible to support them into the workforce and retain their skills within Wales.

The current challenges facing some newly qualified nurses are the consequence of education commissioning decisions taken in 2022, when NHS Wales was experiencing significant nursing vacancies and workforce modelling indicated a continued need for increased training numbers. Since that time, retention has improved and vacancy levels have reduced in some areas, resulting in fewer entry-level opportunities than were anticipated when these students commenced their training. This is not a reflection of a reduced long-term need for nurses in Wales, but of changing workforce circumstances between the point at which students began their training and the point at which they have graduated.

In response, I convened a Graduate Summit on 18 June, bringing together NHS Wales organisations, Health Education and Improvement Wales (HEIW), universities and professional bodies to agree immediate and longer-term actions. Following the Summit, partners agreed an all-Wales approach to maximise employment opportunities for affected graduates, strengthen graduate transition and support arrangements, increase flexibility in deployment across different care settings, and improve workforce planning and intelligence to better align future training commissions with workforce requirements.

Retaining newly qualified nurses within Wales is a priority. The actions agreed through the Graduate Summit are specifically intended to maximise opportunities for graduates who wish to live and work in Wales and to support those who have not yet secured a substantive post. Longer-term work is also underway to strengthen workforce intelligence and improve alignment between education commissioning and workforce demand to reduce the risk of similar challenges arising in future.

Recruitment decisions, including the number and type of nursing vacancies available, are matters for individual NHS organisations. Cwm Taf Morgannwg University Health Board and neighbouring health boards continue to review workforce plans and identify vacancies as service needs and financial plans evolve. Newly qualified children's nurses are encouraged to apply for opportunities advertised through normal NHS recruitment processes. Health boards are also being encouraged to identify and release suitable opportunities wherever it is safe, affordable and sustainable to do so, including through the actions agreed following the Graduate Summit.

My priority is to support newly qualified nurses into employment wherever possible, retain their skills within Wales, and ensure that the lessons learned from this years’ experience strengthen workforce planning arrangements for the future.