The Department of Health and Social Care has indicated that it will not be possible to answer this question within the usual time period. An answer is being prepared and will be provided as soon as it is available.

The Department of Health and Social Care has indicated that it will not be possible to answer this question within the usual time period. An answer is being prepared and will be provided as soon as it is available.

Information on children and family social workers, including vacancies, is published by the department in the annual children's social work workforce statistics. This can be found here: https://explore-education-statistics.service.gov.uk/find-statistics/children-s-social-work-workforce.

The latest data on the number of full-time equivalent vacancies by local authority is included in the underlying data of this publication and can also be accessed at: https://explore-education-statistics.service.gov.uk/data-tables/permalink/bf10ff96-58d8-41b3-7d66-08dafabf1de8.

Information on children and family social workers for the year ending 30 September 2022 will be published on 23 February 2023.

The Department has commissioned NHS England to develop a long-term workforce plan. The plan will consider the number of staff and the roles required and will set out the actions and reforms needed to improve workforce supply and retention, including in Bermondsey and Old Southwark, Ellesmere Port and Neston, Leeds North West and Dulwich and West Norwood.

The Department does not collect support staff vacancy numbers as part of the school workforce census, nor does it monitor vacancies within schools.

The Department committed to help schools with their recruitment, use and training of teaching assistants in the special educational needs and disabilities (SEND) and Alternative Provision Green Paper, and refresh of the school resource management guidance. The Department will work with schools to understand how best we can help.

The Department does not have responsibility for pay, nor a role in pay negotiations. Employers have the freedom to make their own decisions according to their circumstances.

The National Joint Council for local government (NJC) has made the following one-year pay offer for 1 April 2022 to 31 March 2023, for support staff, with pay to be backdated to 1 April 2022:

• with effect from 1 April 2022, an increase of £1,925 on all NJC pay points 1 and above
• with effect from 1 April 2022, an increase of 4.04 per cent on all allowances
• with effect from 1 April 2023, an increase of one day to all employees’ annual leave entitlement
• with effect from 1 April 2023, the deletion of pay point 1 from the NJC pay spine.

Schools have the freedom to recruit teaching assistants according to their own circumstances. Schools have recruited an additional 10,000 teaching assistants in the last two years, according to the school workforce census. There are now 275,812 teaching assistants which is the highest on record. The Department does not collect vacancy numbers as part of the census.

The Department committed to help schools with their recruitment, use and training of teaching assistants in the Special Educational Needs and Disabilities (SEND) and Alternative Provision (AP) Green Paper, and refresh of the school resource management guidance. The Department will work with schools to understand how best the Government can help.

NHS Digital publishes quarterly vacancy statistics in hospital trusts in the National Health Service in England. As of June 2022, there are 10,582 full-time equivalent medical vacancies, or 7.3% of the workforce. Vacancy rates measure the difference between a trust’s staff in post and its funded establishment and as such some of the vacancies will be filled by bank and agency or locum staff. The NHS Health Careers website provides information on the career opportunities open to individuals who wish to undertake a career in the NHS.

The Department has commissioned Health Education England (HEE) to review the long-term workforce demand and supply, including in radiology. In addition, the Department asked NHS England and NHS Improvement to develop a long-term workforce plan and its conclusions will be available in due course. The forthcoming 10 Year Cancer Plan will set out plans to ensure that the appropriate workforce is in place to support all cancer patients.

As of March 2022, there were 5,081 full time equivalent (FTE) doctors working in the National Health Service in the specialism of clinical radiology - an increase of 57.4% since March 2010. There were 1,501 FTE doctors in the specialism of clinical oncology or an increase of 46.9% since March 2010. This includes doctors in training, specialists and doctors on other contracts. Data on the number of interventional radiologists is not held centrally.

The Department has commissioned Health Education England review the long-term workforce demand and supply. In addition, we have asked NHS England to develop a long-term workforce plan. The outcomes will be available in due course. Officials are currently analysing the responses received to the call for evidence to develop the forthcoming 10 Year Cancer Plan. The Plan will set out how we will ensure that the appropriate workforce is in place to support all cancer patients.

As of March 2022, there were 5,081 full time equivalent (FTE) doctors working in the National Health Service in the specialism of clinical radiology - an increase of 57.4% since March 2010. There were 1,501 FTE doctors in the specialism of clinical oncology or an increase of 46.9% since March 2010. This includes doctors in training, specialists and doctors on other contracts. Data on the number of interventional radiologists is not held centrally.

The Department has commissioned Health Education England review the long-term workforce demand and supply. In addition, we have asked NHS England to develop a long-term workforce plan. The outcomes will be available in due course. Officials are currently analysing the responses received to the call for evidence to develop the forthcoming 10 Year Cancer Plan. The Plan will set out how we will ensure that the appropriate workforce is in place to support all cancer patients.

The additional funding will contribute to the expansion of postgraduate medical training for cancer-related medical professions, such as pathologists and histopathologists, clinical radiologists and oncologists. Individual budgets for each area will be determined in due course through Health Education England’s business planning process.

As of March 2022, there were 5,081 full time equivalent doctors working in the National Health Service in the specialism of clinical radiology. This is an increase of 57.4% since March 2010 and includes doctors in training, specialists and doctors on other contracts.

The Department has commissioned Health Education England to review long-term workforce demand and supply and requested NHS England to develop a long-term workforce plan. The outcomes will be available in due course. Officials are currently analysing the responses received to the call for evidence to develop the forthcoming 10 Year Cancer Plan. The Plan will set out how we will ensure that the appropriate workforce is in place to support all cancer patients.

As of March 2022, there were 5,081 full time equivalent (FTE) doctors working in the National Health Service in the specialism of clinical radiology - an increase of 57.4% since March 2010. There were 1,501 FTE doctors in the specialism of clinical oncology or an increase of 46.9% since March 2010. This includes doctors in training, specialists and doctors on other contracts. Data on the number of interventional radiologists is not held centrally.

The Department has commissioned Health Education England review the long-term workforce demand and supply. In addition, we have asked NHS England to develop a long-term workforce plan. The outcomes will be available in due course. Officials are currently analysing the responses received to the call for evidence to develop the forthcoming 10 Year Cancer Plan. The Plan will set out how we will ensure that the appropriate workforce is in place to support all cancer patients.

The additional funding will contribute to the expansion of postgraduate medical training for cancer-related medical professions, such as pathologists and histopathologists, clinical radiologists and oncologists. Individual budgets for each area will be determined in due course through Health Education England’s business planning process.

The Spending Review 2020 provided £260 million to continue to increase the National Health Service workforce and support commitments made in the NHS Long Term Plan. This included £52 million in 2021/22 for Health Education England to further invest in the cancer and diagnostics workforce, increasing the number of clinical endoscopists and training more radiographers in image interpretation and reporting. As of August 2021, there are an additional 4% of doctors working in clinical oncology and a further 5% working in radiology since August 2020.

Following the outcome of Spending Review 2021, plans for individual budgets for 2022/23 to 2024/25, including for training and recruiting diagnostic staff and wider cancer workforce, will be subject to a detailed financial planning exercise and finalised in due course.

We recognise the considerable challenges the adult social care sector faces in recruiting and retaining staff. We have put in place a range of measures to support local authorities and care providers to address workforce capacity pressures. These include a new £162.5 million workforce recruitment and retention fund, and the latest phase of our national recruitment campaign, launched on 3 November, which highlights adult social care as a rewarding and stimulating place to work.

We have committed to bring forth new measures in the White Paper, and to spend at least £500 million on recruiting that workforce. To address the emergency now, as I mentioned, there is £162 million. In addition, we have put around £500 million particularly to address discharge processes, and to ensure a discharge to assess process, which means it can be much quicker. We must ensure that those teams work together to shorten the discharge process. There is no doubt that our NHS and our whole system is under extreme pressure this winter, and we thank it for all the work it is doing.

No such recent assessment has been made.

The number of both clinical and support staff is in the ambulance service is significantly increasing. As of July 2021, there are almost 17,700 clinical ambulance staff working in the National Health Service (NHS), an increase of 4.1% since July 2020 and over 24,700 ambulance support staff, an increase of 2.9% since July 2020. The NHS has provided a £55 million investment for ambulance trusts to boost staff numbers ahead of winter, increasing capacity in terms of available ambulances to respond to patients and of staff in control rooms.

The London Ambulance Service NHS Trust (LAS) is undertaking their most ambitious recruitment drive for Paramedics, Trainee Emergency Ambulance Crew roles, and Assistant Ambulance Practitioners. The LAS recruitment team have achieved fill rates of 93% for Paramedics and 80% for non-registrant roles. They have recruited an additional 500 frontline staff and expect to end the year with only a 2% vacancy rate. This pace of recruitment is significantly above the historic rate of population change in London.