Select Committee on Health Memoranda

3.10 Commission for Health Improvement

  3.10.1  Would the Department provide the latest figures on the total expenditure by the Commission for Health Improvement (CHI) in each year since it was established in April 2000? Would the Department provide figures on the set-up costs of CHI in 1999-2000? Would the Department provide the latest planned expenditure figures for CHI in 2002-03 and 2003-04?

  1.  The table below sets out the amount of grant-in-aid provided to CHI by the Department of Health and Welsh Assembly Government in each year since CHI was formally established on 1 November 1999. The grant-in-aid is a cash expenditure limit and as such is slightly different from the expenditure recorded in CHI's annual accounts, which are presented on an income & expenditure basis.
YearGrant in aid issued/available(£000's) Comments
1999-20002,290Part year only (from 1 November 1999).
2002-0336,950Amount available to CHI

  2.  The figure given above for 1999-2000 includes some of the set up costs, such as accommodation. Other administrative set up costs borne by the Department, such as Departmental staff costs, have not been calculated.

  3.  The grant-in-aid available for 2003-04 has not yet been determined. Further planning is in hand to determine the costs of the development of CHI's new functions under the NHS Reform and Health Care Professions Act 2002.

3.10  Commission for Health Improvement

  3.10.2  Would the Department provide figures for the number of people employed each year by CHI since it was established in April 2000?

  1.  The table below sets out the average number of whole time equivalent employees for each year since 1999.
YearAverage number of whole time equivalent employees Comments
1999-200015Part year only from 1 November 1999
2002-03414Anticipated number of staff at 31 March 2003

3.10  Commission for Health Improvement

  3.10.3  Would the Department give a brief commentary on the work and achievements of CHI including the total number of clinical governance reviews, investigations and national studies that have been completed? Would the Department provide an estimate, by year if available, of:

    —  Cost per clinical governance review.

    —  Cost per investigation.

    —  Cost per national study.

  1.  The Commission for Health Improvement is an independent body (an executive non-departmental public body) established under the Health Act 1999. It started operating on 1 April 2000 and was set up to improve the quality of patient care in the NHS across England and Wales.

  2.  The 1999 Health Act charges CHI with the responsibility for assessing clinical governance arrangements in NHS organisations.

  3.  CHI has designed a clinical governance review (CGR) tool to assess different aspects of clinical governance. CHI's review methodology for clinical governance reviews takes around 17 weeks to complete from starting the review to having a report ready for publication. CHI will have reviewed clinical governance arrangements of 500 NHS organisations by 2004. At 30 August 2002, CHI had published 158 Clinical Governance Reviews.
Number of CGRs publishedCGRs published by type Number of CGRs
in progress
CGRs in progress by type

130acute trusts43 acute trusts
3health authorities 1acute and NHS Direct
6mental health trusts 2health authorities
3acute and mental health trust 14mental health trusts
7primary care trusts 11ambulance trusts
1primary care trust and NHS Direct 11ambulance trust and NHS Direct
7ambulance trusts
1ambulance trust and NHS Direct

  4.  CHI also has statutory function to conduct investigations into serious service failures in the NHS. These can be requested by the Secretary of State for Health, NHS organisations, patients and the public or as a result of significant problems uncovered during a CHI clinical governance review. CHI has developed guidance for considering the increasing number of requests for an investigation from patients and the public. To date, CHI has received 637 requests for investigations. In total 10 investigations have been initiated, seven of which have been completed and the findings published.

  5.  CHI reviews progress in the implementation of the standards set by the National Institute for Clinical Excellence guidance (NICE) which is routinely monitored in clinical governance reviews.

  6.  CHI and the Audit Commission have been asked to undertake reviews of the implementation of National Service Framework (NSF) topics. They published a joint report on NHS Cancer services on 11 December 2001and are well underway with their next joint study into the implementation of the Coronary Heart Disease NSF. In conjunction with the Social Services Inspectorate, CHI is beginning preparatory work for studying the implementation of the older peoples NSF.

  7.  The tables below set out an estimate by year of:

    —  cost per clinical governance review;

    —  cost per investigation;

    —  cost per national study.
Estimated Marginall cost (£000s) 00-0101-02 02-03
CGR8199 100
Investigation96131 123
NSF Study635441 363

Estimated Full cost (£000s) 00-0101-02 02-03
CGR236198 185
Investigation278261 211
NSF Study1,847856 538

  Note (1): Marginal costs include directly and indirectly attributable costs associated with activities. Overhead costs are excluded.

  Note (2): Overhead costs were proportionately higher during 2000-01 as the Commission was in its start-up phase.

3.10  Commission for Health Improvement

  3.10.4  Would the Department explain how it has evaluated CHI to ensure that it is delivering value for money and improvements to the quality of care in the NHS?

  1.  Given that CHI only started working in 1 April 2000, value for money judgements will only become possible as the outcomes from CHI's work begin to impact more widely on the quality of services within the NHS. However, indications from clinical governance reviews show that the impact of CHI on NHS organisations is growing as CHI carries out CGRs across more sectors and in greater numbers.

  2.  To help in establishing trends in performance, CHI has produced aggregated reports that tracks issues under each of the technical components of clinical governance. The report has also included issues about patients' experience, the organisation's strategic capacity and best practice, special issues for the professions and patient groups and a clinical issue.

  3.  CHI uses the reports to advise the NHS and is working collaboratively with the Modernisation Agency to explore ideas for supporting trusts and the Leadership Centre on a number of specific issues such as how to use the "Essence of Care Standards" effectively.

  4.  CHI is about to begin putting a summary the emerging themes on its website every six months so the NHS can learn from CHI reviews. CHI also shares the information with its reviewers (the majority of whom work in the NHS) via newsletters and its reviewer conference. As part of its statutory function, CHI is developing advice and guidance for the NHS.

  5.  CHI is currently planning an external evaluation of its work.

  6.  CHI's independence has been increased through the NHS and Health Care Professions Act 2002. The Act will enable CHI to:

    —  carry out general reviews of any aspect of NHS services;

    —  review the quality of any data on NHS health care obtained by other bodies;

    —  make general assessments of NHS performance;

    —  carry out service inspections;

    —  recommend special measures;

    —  establish a new Office for Information on Health Care Performance; and

    —  publish an annual report on the quality of services to NHS patients.

  7.  The Government is now proposing to establish an independent, single new Commission for Healthcare Audit and Inspection (CHAI) which will bring together the work of CHI, the private healthcare role of the National Care Standards Commission and the health value for money work of the Audit Commission. The new single Commission will have the responsibility for inspecting both the public and private health care sectors.

3.11 Race Relations (Amendment) Act 2000

  3.11.1  Would the Department explain what the additional responsibilities of NHS bodies are under the Race Relations (Amendment) Act 2000, and what steps the Department is taking to ensure that NHS bodies meet these responsibilities?

NHS bodies and the RRA

  1.  The 1976 Race Relations Act outlaws racial discrimination in employment and service delivery, and also defines direct and indirect discrimination. The Race Relations (Amendment) Act 2000 (RRA) has extended the scope of the legislation outlawing racial discrimination in all functions of public authorities. It also places public bodies under a new statutory general duty to promote race equality which means that authorities must have due regard to the need to:

    —  eliminate unlawful discrimination;

    —  promote equality of opportunity; and

    —  promote good relations between people of different racial groups.

  2.   To assist in developing the new general duty, specific duties have been imposed. There are two types of specific duties: on the employment side, there is a requirement to collect and publish a specific set of information; on the policy/service delivery side, the requirement is to set out information on a number of actions that will help deliver non-discriminatory services to local people. All this means NHS bodies must:

    —  be proactive in seeking to avoid unlawful discrimination before it occurs;

    —  take active steps to meet the new requirements. Along with all other bodies, NHS organisations are expected to have a Race Equality Scheme in place by 31 May 2002, charting how they intend to meet their obligations and identifying what processes will be used to monitor adverse impact on race equality of current or proposed policies and functions;

    —  demonstrate how service users, patients and the public will be consulted on the likely impact of functions and policies on race equality;

    —  demonstrate how local communities will have access to information on health and local services that meet their needs; and

    —  ensure that they have arrangements to meet their responsibilities under the duty when contracting with a private company or voluntary organisation to carry out any of their functions.

Ensuring that NHS bodies meet their responsibilities under the RRA

  3.  The NHS Plan sets out the Government's 10 year programme of investment and reform for the health service. The Plan is intended to design services around the needs of patients, with crucially, decisions about design and delivery made at the local frontline. Delivering on the RRA and supporting the NHS in complying with the Act is a core part of the Department's vision of equality and fair treatment for patients and staff.

  4.  In order to ensure NHS bodies meet their responsibilities, the Department has developed a programme of action:

    —  Communications—Getting the NHS sighted on the requirements of the legislation and identifying likely pressure points through communications from the Chief Executive, placing information on the Department's website and through national and regional seminars.

    —  Training and development support—The Department has produced a resource pack to assist health and social care providers in complying with the responsibilities under the legislation; developed a checklist for NHS Board members; provided guidance to the NHS on the collection and classification of ethnicity data following the new ethnic categories created for the 2001 Census. It has commissioned a pilot project within London DHSC to develop policy impact assessment tools with NHS organisations to support the NHS in meeting the requirements of the RRA. It is developing a "beacon" style PCT development programme to push forward action on race equality issues in line with the new duties, through the Modernisation Agency's "transformational PCT" programme.

    —  Partnership work—The Department has developed a partnership programme with the Commission for Racial Equality (CRE) to provide direct implementation support (via secondees) to the NHS, particularly recognising the needs of the new NHS bodies who have come on stream since April 2002.

    —  Monitoring and performance management—Initial work has begun to mainstream ethnic monitoring into the Department's performance assessment process with a view to integrating it, if possible, into the star rating system. This development work will be done by the Department in collaboration with CHI, which is taking over responsibility for the NHS performance assessment and the star rating system from 2003. RRA compliance will be overseen by Strategic Health Authorities as part of their performance management role and they have been the target audience for communications from the Department. The CRE has initiated work with national inspection bodies, the Audit Commission, Commission for Health Improvement (CHI) and Social Services Inspectorate (SSI), to discuss how the inspectorate bodies themselves comply and how existing inspection arrangements can be used to promote race equality. This collaboration is being supported and promoted by the Department.

  Ethnicity monitoring has been piloted in two NHS Direct centres in south-east London and will be implemented across all 22 centres over the next few months. This will allow NHS Direct to monitor if the service is being used proportionately by minority ethnic communities and identify areas where remedial action is required.

    —  Improving patient experience—The NHS Plan has committed every local NHS organisation to publish a patient prospectus for delivery to households in October—an annual account of views expressed by patients on the shape, quality and performance of local services. The Department's recently published guide for PCTs on producing their patient prospectus' states that PCTs should ensure that information produced addresses the whole local community. As part of the focus group exercise, which informed the content and format of the Prospectus, the Department specifically consulted with black and minority ethnic groups to ensure the documents would be appropriate to all sections of the population.

  5.  Patients' Forums are to be established in every NHS trust. They will have to work with people from all sectors of the community and to involve them in shaping healthcare services.

  6.  Patient Advice and Liaison Service (PALS) provide support and information about local health services to everyone using the NHS. Volunteering schemes in NHS trusts will allow people from different backgrounds to get involved in activities in the NHS and there are already a number of outreach projects across England specifically focusing on involving people from minority ethnic communities.

  7.  The Department reissued guidance in 2001 on working with black and minority ethnic communities to all 22 NHS Direct sites to ensure that policies and mechanisms are in place to ensure the service is accessible to all. All NHS Direct centres will be performance managed on the implementation of the guidance to ensure compliance by December 2002.

  8.  Supporting NHS staff—Ensuring equal treatment for ethnic minorities is also about how the NHS recruits, develops and manages its staff. The overarching framework for addressing these issues is provided by the targets, objectives and standards set out originally in the Equalities Framework (The Vital Connection, published in April 2000) and now incorporated into the Performance Framework for Human Resources and the Improving Working Lives standard published in October 2000.

  9.  The Department will be rolling out the Positively Diverse (PD) programme to 69 new sites. PD is a national organisational development programme that aims to develop the knowledge and capacity of member NHS organisations to build and manage a diverse workforce. It has also published a Field Book to assist NHS employers. On behalf of the Department, Universities UK has been carrying out a sample study of Higher Education Institutions to identify levers and impediments to increasing the number and spread of black and minority ethnic students accepted to health profession courses.

  10.  A Skills Escalator approach is being introduced, which is about attracting a wider range of people to work within the NHS and encouraging lifelong learning for all staff, enabling them to move up the escalator. Drawing people into the labour market and developing them in this way offers the dual benefit of growing a workforce that is more representative of local communities and in touch with their needs, whilst also tackling problems of longer- term unemployment and social exclusion, which has a high correlation to poor health.

3.11  Race Relations (Amendment) Act 2000

  3.11.2  Would the Department provide figures on the number of NHS bodies, by type of body, which have met the requirement under the Race Relations (Amendment) Act 2000 to publish a Race Equality Scheme by 31 May 2002?

  1.  As part of their new core performance management function Strategic Health Authorities will be responsible for ensuring that the NHS delivers and complies with a broad range of requirements—statutory as well as non statutory, this will include RRA compliance. The Department, through the Directorates of Health and Social Care, as part of their performance management function, will have responsibility for monitoring Strategic Health Authorities' compliance, when Strategic Health Authorities become listed bodies. Detailed arrangements for how this function will be discharged are currently under discussion.

3.11  Race Relations (Amendment) Act 2000

  3.11.3  Would the Department like to provide any commentary on its own response to the Race Relations (Amendment) Act 2000?

  1.  The Department has adopted a mainstreaming strategy as its corporate approach to delivering race equality in all aspects of its work, including policy development, service delivery and workforce issues. The Department's Race Equality Scheme sets out a three year plan for ensuring compliance and for progressing race equality across all its functions.

  2.  Some key features of the Department's Scheme include:

    —  ensuring that all consultations should as a matter of routine include people from different racial groups;

    —  monitoring the relevance of its future publications to the promotion of race equality;

    —  reporting on progress in implementation of the Scheme in the annual Departmental report;

    —  ensuring that its information is accessible and reviewing its communications services to identify and remove barriers to accessing information;

    —  building upon the Department's pilot work on mental health and diabetes to develop an equality impact assessment tool for the use of policy makers in all major policy development; and

    —  reviewing the Department's current training programmes to ensure that race equality is mainstreamed into courses as appropriate and that staff are fully aware and trained on the requirements of the duty to promote race equality.

  3.  The RRA also requires the Department to monitor a series of specific processes relating to its employment practices (ie the employment specific duties) to see if there are differences between different racial groups and where this is evident, to investigate the underlying reasons for the differences. The Scheme's action plan identifies a number of areas for further development including:

    —  publishing the monitoring results as required by the employment duties;

    —  commissioning a project to review current HR system in order to provide data required by the RRA; and

    —  designing new and innovative methods of capturing information on race equality in future staff attitude surveys;

  4.  The Department is currently undertaking a board level review of progress on equality and diversity. Implementation of the Scheme will be reviewed as part of this review and monitored as part of the annual business planning round.

3.11  Race Relations (Amendment) Act 2000

  3.11.4  Would the Department provide figures on ethnic minority representation at board level in NHS bodies over the last five years, by health authority, NHS trust, or PCT, as appropriate? Would the Department also provide figures at Departmental and regional level?

  1.  The information requested is provided in the Tables 3.11.4(a) to (f).

Table 3.11.4(a)

Total No. Ethnic% Ethnic
ChairAdvisory NDPB29 13.4
Executive NDPB5 00
HA76 22.6
NHS Trust229 20.9
SHA11 00
MemAdvisory NDPB415 225.3
Executive NDPB69 710.1
HA384 246.3
NHS Trust1100 706.4
SHA215 2411.2

Table 3.11.4(b)

Total No. Ethnic% Ethnic
ChairAdvisory NDPB29 13.4
Executive NDPB6 00
HA72 11.4
NHS Trust233 31.3
SHA10 00
MemAdvisory NDPB421 337.8
Executive NDPB65 710.8
HA343 247
NHS Trust1091 999.1
SHA221 3013.6

Table 3.11.4(c)

Total No. Ethnic% Ethnic
ChairAdvisory NDPB26 00
Executive NDPB7 00
HA77 22.6
NHS Trust255 83.1
SHA13 00
MemAdvisory NDPB377 359.3
Executive NDPB66 913.6
HA378 4612.2
NHS Trust1210 13811.4
SHA223 3415.2

Table 3.11.4(d)

Total No. Ethnic% Ethnic
ChairAdvisory NDPB21 14.8
Executive NDPB8 00
HA74 34.1
NHS Trust274 134.7
PCT20 210
SHA12 00
MemAdvisory NDPB347 3510.1
Executive NDPB70 811.4
HA388 5213.4
NHS Trust1293 16112.5
PCT34 514.7
SHA246 4217.1

Table 3.11.4(e)

Total No. Ethnic% Ethnic
ChairAdvisory NDPB24 28.3
Executive NDPB7 00
HA80 22.5
NHS Trust293 206.8
PCT161 116.8
SHA17 00
MemAdvisory NDPB354 3810.7
Executive NDPB71 811.3
HA388 6015.5
NHS Trust1430 18512.9
PCT664 8112.2
SHA254 5923.2

Table 3.11.4(f)

Total No. Ethnic% Ethnic
ChairAdvisory NDPB21 314.3
Executive NDPB8 00
HA52 23.8
NHS Trust288 206.9
PCT264 176.4
SHA18 00
MemAdvisory NDPB316 3210.1
Executive NDPB90 77.8
HA290 4314.8
NHS Trust1432 18312.8
PCT1195 14211.9
SHA281 6422.8

3.11  Race Relations (Amendment) Act 2000

  3.11.5  Would the Department provide figures on the numbers and proportions of ethnic minority staff employed by NHS bodies, by staff group, over the last 5 years, by health authority, NHS trust, or PCT as appropriate? Would the Department also provide figures at Departmental and regional level?

  1.  The question asks for such a volume of data that it is not possible to present it all here. To answer the question in full would require around 600 pages worth of data. As a solution, the Department has provided a summary of the data to be presented here. If required, the Department is happy to provide the comprehensive set of data under separate cover.

  2.  A summary of the information requested is presented in Table 3.11.5(a) to (j)

Table 3.11.5(a)


As at 30 September 1997
Headcount %

WhiteBlackAsian Any
ENGLAND100% 66.6%3.6% 15.8%8.0%6.0%
Northern & Yorkshire 100%68.8% 3.9%16.3%4.9% 6.0%
QDDBradford HA100% 73.5%2.3%17.6% 4.8%1.8%
QDTCalderdale & Kirklees HA 100%57.3%5.6% 28.9%8.1%0.2%
QDECounty Durham HA100% 62.6%5.8%24.1% 4.2%3.3%
QDFEast Riding HA100% 60.4%3.9%27.2% 6.3%2.3%
QDGGateshead & South Tyneside HA 100%44.9%4.9% 13.7%3.7%32.9%
QDHLeeds HA100% 75.9%1.7%12.1% 3.4%6.9%
QDJNewcastle & North Tyneside HA 100%77.3%4.6% 7.1%3.8%7.1%
QDKNorth Cumbria HA100% 78.3%3.1%12.3% 5.0%1.3%
QDRNorth Yorkshire HA 100%74.5%1.5% 6.4%2.8%14.7%
QDMNorthumberland HA100% 75.8%2.6%10.8% 5.2%5.6%
QDNSunderland HA100% 70.4%4.6%21.0% 3.5%0.5%
QDPTees HA100% 61.5%8.1%23.3% 5.8%1.4%
QDQWakefield HA100% 57.6%3.2%26.7% 11.8%0.7%
Trent100% 67.8%3.4% 19.3%6.6%2.9%
QCGBarnsley HA100% 42.3%3.3%34.7% 12.2%7.5%
QCKDoncaster HA100% 60.8%3.5%27.6% 8.1%0.0%
QCLLeicestershire HA100% 69.5%3.6%18.2% 5.9%2.8%
QCMLincolnshire HA100% 62.6%4.9%24.0% 7.8%0.8%
QCHNorth Derbyshire HA 100%75.1%2.8% 13.5%6.2%2.4%
QCNNorth Nottinghamshire HA 100%56.8%6.9% 25.6%9.1%1.6%
QCPNottingham HA100% 76.8%1.9%12.0% 5.0%4.4%
QCQRotherham HA100% 51.3%5.7%30.4% 8.4%4.2%
QCRSheffield HA100% 80.0%2.2%11.0% 3.9%2.9%
QCJSouth Derbyshire HA 100%72.1%3.1% 17.4%6.9%0.6%
QDLSouth Humber HA100% 37.0%5.4%41.7% 12.7%3.1%
West Midlands100% 62.1%4.0% 22.3%7.7%4.0%
QD9Birmingham HA100% 65.4%3.7%19.5% 7.0%4.5%
QEACoventry HA100% 48.1%5.5%31.0% 13.7%1.6%
QECDudley HA100% 51.8%6.1%30.4% 11.1%0.6%
QEDHerefordshire HA100% 84.5%1.4%8.5% 3.3%2.3%
QEHNorth Staffordshire HA 100%67.9%5.2% 18.9%5.8%2.2%
QEESandwell HA100% 49.4%6.6%36.3% 7.3%0.4%
QEFShropshire HA100% 75.2%3.8%12.5% 4.8%3.8%
QEGSolihull HA100% 67.4%2.2%26.1% 2.2%2.2%
QEJSouth Staffordshire HA 100%58.9%3.4% 25.5%8.6%3.6%
QEKWalsall HA100% 41.0%2.5%47.7% 6.3%2.5%
QELWarwickshire HA100% 55.6%3.1%20.9% 11.5%8.8%
QEMWolverhampton HA100% 55.4%4.2%31.0% 7.7%1.6%
QENWorcester HA100% 69.7%3.9%12.4% 5.5%8.5%
North West100% 65.6%3.8% 21.0%7.0%2.5%
QCTBury & Rochdale HA 100%47.0%7.0% 33.8%11.9%0.3%
QCXEast Lancashire HA 100%49.6%3.6% 37.5%8.7%0.7%
QC2Liverpool HA100% 75.8%3.1%13.7% 5.8%1.6%
QC3Manchester HA100% 75.1%2.9%15.9% 5.7%0.4%
QC4Morecambe Bay HA100% 52.0%5.2%10.1% 5.0%27.7%
QCVNorth Cheshire HA100% 59.7%6.7%20.9% 10.4%2.3%
QCYNorth West Lancashire HA 100%64.2%3.6% 24.8%6.4%1.0%
QC6Salford & Trafford HA 100%73.0%3.3% 15.5%7.3%0.9%
QC7Sefton HA100% 66.9%7.5%22.5% 2.8%0.4%
QCWSouth Cheshire HA100% 73.5%2.0%15.6% 6.0%3.0%
QC1South Lancashire HA 100%53.5%4.3% 28.0%13.8%0.4%
QC5St Helens & Knowsley HA 100%74.0%3.1% 18.0%4.0%0.9%
QC8Stockport HA100% 67.1%3.0%22.3% 6.3%1.3%
QC9West Pennine HA100% 48.4%4.5%35.5% 11.3%0.2%
QDAWigan & Bolton HA 100%54.0%3.8% 33.9%7.7%0.5%
QDCWirral HA100% 72.4%2.6%10.1% 7.5%7.3%
Eastern100% 61.6%4.5% 14.6%13.8%5.5%
QA6Bedfordshire HA100% 51.0%7.1%26.9% 9.9%5.1%
QERCambridge HA100% 76.4%3.9%9.5% 4.4%5.9%
QEXHertfordshire HA100% 56.6%3.7%15.1% 14.6%9.9%
QETNorfolk HA100% 73.8%4.4%13.3% 4.8%3.7%
QAXNorth Essex HA100% 38.5%4.3%13.8% 37.4%6.0%
QAYSouth Essex HA100% 49.8%7.0%18.3% 21.3%3.6%
QCFSuffolk HA100% 73.4%3.0%14.0% 8.4%1.2%
London100% 62.6%3.7% 13.9%11.2%8.6%
QAPBarking & Havering HA 100%31.0%9.0% 20.7%35.1%4.3%
QEWBarnet, Enfield & Haringey HA 100%46.3%3.7% 13.4%19.2%17.5%
QEYBexley, Bromley and Greenwich HA 100%63.0%3.9% 16.2%11.1%5.8%
QARBrent & Harrow HA 100%70.3%2.8% 16.3%8.0%2.6%
QATCamden & Islington HA 100%69.0%1.7% 10.5%6.3%12.6%
QADCroydon HA100% 54.9%11.4%17.3% 15.7%0.8%
QAVEaling, Hammersmith & Hounslow HA 100%63.3%3.0% 15.6%9.3%8.7%
QAWEast London & The City HA 100%56.1%4.9% 14.8%19.2%5.0%
QA2Hillingdon HA100% 59.7%2.2%20.1% 9.0%9.0%
QA3Kensington, Chelsea & Westminster HA 100%74.7%3.0% 11.9%7.3%3.2%
QAGKingston & Richmond HA 100%69.4%2.6% 18.5%7.9%1.5%
QAHLambeth, Southwark & Lewisham HA 100%67.1%4.8% 11.5%9.4%7.2%
QAJMerton, Sutton & Wandsworth HA 100%57.7%2.7% 13.9%8.0%17.8%
QA5Redbridge & Waltham Forest HA 100%52.0%6.8% 18.4%17.6%5.2%
South East100% 67.5%3.2% 13.2%7.2%8.9%
QA7Berkshire HA100% 68.8%2.0%14.1% 8.3%6.7%
QA8Buckinghamshire HA 100%67.5%3.6% 17.8%7.9%3.1%
QAEEast Kent HA100% 60.3%4.2%17.7% 9.6%8.1%
QAKEast Surrey HA100% 60.7%2.9%20.4% 14.3%1.7%
QAMEast Sussex HA100% 67.8%6.1%12.0% 9.2%4.9%
QEVIsle of Wight, Portsmouth and South
East Hampshire HA
100%69.1%1.9% 9.7%3.6%15.7%
QD1North & Mid Hampshire HA 100%73.8%1.1% 3.2%2.9%19.0%
QCCNorthamptonshire HA 100%68.2%3.4% 19.1%5.5%3.8%
QCEOxfordshire HA100% 71.2%0.5%5.9% 3.0%19.4%
QD3Southampton and South West
Hampshire HA
100%84.4%2.2% 6.6%3.8%3.0%
QAFWest Kent HA100% 52.6%4.8%22.2% 12.3%8.1%
QALWest Surrey HA100% 60.8%3.4%13.1% 9.5%13.1%
QANWest Sussex HA100% 71.5%4.7%13.5% 6.2%4.1%
South Western100% 81.2%1.6% 5.3%4.4%7.5%
QD8Avon HA100% 76.7%1.1%4.9% 2.6%14.6%
QDVCornwall & Isles of Scilly HA 100%86.8%1.2% 8.3%3.2%0.5%
QDWDorset HA100% 79.8%2.0%6.1% 7.4%4.7%
QDYGloucestershire HA 100%88.8%1.4% 4.7%3.0%2.2%
QDXNorth & East Devon HA 100%85.1%0.5% 4.4%3.4%6.6%
QD5Somerset HA100% 86.9%1.0%4.5% 7.0%0.6%
QD6South & West Devon HA 100%86.0%4.2% 5.7%3.6%0.5%
QD7Wiltshire HA100% 69.9%1.4%4.4% 7.6%16.7%
Special Hospitals 100%61.5%2.1% 16.7%12.5% 7.3%

  Source: Department of Health medical and dental workforce census.

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Prepared 17 February 2003