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Becoming an RCN representative
This booklet is designed to give you an understanding of the role and activities of RCN representatives. We’ve included information and case studies about each of the representative roles to help you consider which may suit and interest you most. You’ll find an outline of the process for applying and an application form, along with information about what you can expect as you embark on your role, including learning, development and support. Take the quiz and see which rep role you’re most suited to.
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RCN Group Strategy 2019 to 2021 and Business Priorities
This document identifies the RCN's strategic priorities for 2019 to 2021.
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Brexit: Royal College of Nursing priorities overview
This updated publication contains a set of Brexit scorecards assessing the progress made in the UK and in the EU negotiations to address the significant areas of EU policy, law, joint agencies and funding programmes relating to nursing and health and care issues.
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Working Together: Being active on staff side
While your training as an RCN rep offers a great grounding in your duties and the various skills you need, many of us find ourselves taking on a role within staff side that is unexpected. As a result, you find yourself learning the job while you’re doing it, widening your RCN perspective to take in the views of other unions. A need for more support was identified by those attending a joint reps conference and this document is among the results. It’s been created by RCN reps and staff, working together to share their experience and expertise for the benefit of the wider rep community.
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Standing up for patient and public safety
This report describes the lack of clear roles, responsibilities and accountability for workforce planning and supply in England. In reality, this means that the health and care workforce is not growing in line with increasing population need for health and care services, and there are large numbers of vacant posts throughout the system. This impacts upon patient safety and outcomes, and leads to a challenging working environment for staff. To resolve this, we make the case for this to be resolved through legislation, alongside additional investment in the nursing workforce and a national health and care workforce strategy for England. The RCN is clear, it is no longer the time to be discussing whether legislation is needed, instead, we should also be focussed on how we go about securing these necessary changes in law.
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Four Steps for Raising and Escalating Concerns poster
This updated workplace flowchart poster is designed to help staff and students decide whether to raise a concern and when to escalate a concern.
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Ending corridor care in Wales
Care in inappropriate places, or corridor care, is unsafe, undignified, and unacceptable – and it is happening across Wales. In this parliamentary briefing, we explain what corridor looks like, why it happens, and what the Welsh Government must do immediately to eradicate it. Real testimonies from RCN members illustrate the consequences of corridor care in every NHS Wales health board.
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On the Frontline of the UK's Corridor Care Crisis
The RCN asked members to respond to a short survey at the end of December. Thousands of nursing staff responded, confirming corridor care is widespread across the UK. This report includes the raw, unedited and often heart-breaking responses of nursing staff working across the UK.
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Eyes Right: Eye care insights for every health professional
This guidance highlights the importance of eye care, the roles and responsibilities of the carer in delivering care and accessing the right care at the right time. It covers support for the visually impaired, mobility and living skills, ophthalmic emergencies and non-emergency conditions requiring attention.
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Fixing the Leaking Pipeline
In this RCN Policy report we assess the gaps in the domestic nursing supply pipeline which (1) limit the potential output (2) cause nursing students to leave their studies and (3) lead to early career nurses leaving. Based on this, we recommend a package of interventions to fix the pipeline and resolve issues of high attrition and low output.
