Ghanaian recruitment and relocation packages

AuthorityManx Care
Date received2025-09-24
OutcomeSome information sent but part exempt
Outcome date2025-10-13
Case ID4953675

Summary

A request was made to Manx Care for details on the recruitment of Ghanaian nationals and associated relocation packages from 2020 to 2025. The authority responded that some information was sent but part of the request was exempt, though the provided text cuts off before listing specific data or exemptions.

Key Facts

  • The request covers the period from 1 January 2020 to the date of response.
  • Manx Care is the public authority handling the request.
  • The outcome is classified as 'Some information sent but part exempt'.
  • The response letter is dated 24 September 2025.
  • The request specifically asks for data on Nigerian nationals despite the title mentioning Ghanaian recruitment.

Data Disclosed

  • 2025-09-24
  • 2025-10-13
  • 1 January 2020
  • 4953675
  • 47 pages
  • 3 documents

Original Request

I am seeking information about the recruitment of Ghanaian nationals to roles within Manx Care and any relocation packages offered in connection with such recruitment. Timeframe Please cover the period 1 January 2020 to the date of your response (or to the most recent date for which records are held). Requests Policy & decision-making Any policies, business cases, ministerial/board papers, briefing notes or approvals that relate to recruiting Ghanaian nationals (including recruitment specifically targeted at Nigeria) and/or offering relocation packages to those recruits. Any Equality/HR impact assessments and legal advice relevant to this recruitment activity. Campaigns & suppliers Details of any recruitment campaigns or initiatives conducted in Ghana or aimed specifically at Ghanaian candidates, including dates, roles targeted, and channels used (e.g., job fairs, agencies, advertising). The names of any external suppliers (recruitment agencies, marketing firms, relocation providers), plus contract values, procurement route, and contract start/end dates. Please provide copies of contracts and variations/redactions as appropriate. Numbers hired & roles The number of Nigerian nationals offered roles and who commenced employment, broken down by: Year - Staff group/band (e.g., nurses, doctors, AHPs, care/support roles, admin); - Employer (Manx Care vs DHSC), if applicable; Visa sponsorship status (e.g., Skilled Worker). For context, please also provide the total number of overseas recruits by year and staff group for the same period. - Relocation packages (content & cost) - The standard components of any relocation package offered (e.g., flights, temporary accommodation, permanent housing assistance, allowances, settling-in payments, professional registration fees, exam fees, luggage/shipping, transport on arrival). - The eligibility criteria (who qualifies, conditions, any clawback/repayment terms). - Total expenditure on relocation packages for Ghanaian recruits by year, and the average and median cost per recruit. If easier, provide a line-item breakdown of costs you hold (e.g., flights, accommodation, allowances). If exact figures are not readily available, please provide the best available recorded totals and explain any limitations in the data. Outcomes & retention - Retention data for Ghanaian recruits: number still employed 6, 12 and 24 months after start, by intake year. - Any recorded issues, complaints, or formal reviews specifically concerning relocation package administration (not personal HR data), and any resulting actions or changes. Accommodation & safeguarding - Any agreements for temporary accommodation used for relocated staff (addresses may be redacted), including landlords/providers and costs. - Confirmation of pre-employment checks and professional registration steps required (e.g., NMC/ GMC/ HCPC processes) for these recruits and any internal guidance on onboarding internationally recruited staff. Communications & publicity - Copies of adverts, job packs, social media posts, brochures, or other promotional material used in Ghana or aimed at Ghanaian candidates. - Any press lines, Q&As, or communications plans prepared on this topic. If any part is exempt, please identify the specific exemption(s) relied on and supply the remainder. If the information is held by another Isle of Man public authority, please advise and assist by directing me accordingly. If my request is too broad, please process the parts that can be supplied within cost/time limits and let me know how best to refine the remainder.

Data Tables (41)

Number Appointed Staff Group/ Band Employer Year Appointed Relocation Package
Appointed as Band 4 and moved to Band 5 upon receipt of NMC PIN Manx Care 2020 2021 2022 2023 Costs as per Appendix E of the SLA
13 0 2 11 0
Retention Data for Ghanaian Recruits at 6, 12, 24 months post appointment
All Ghanaian staff remained employed at 24 months after start date.
Any agreements for temporary accommodation used for relocated staff (addresses may be redacted) including landlords providers and costs
Accommodation was provided by Manx Care in the Staff Accommodation block for 25 overseas new starters for the first 4 weeks. If the resident wished to continue staying for an additional period they were charged £527 pcm (this charge increased on 1st December 2022 to £580 pcm). Staff are permitted to stay in the Staff Accommodation for a period of 6 months. During which time, staff were expected to have secured a place to live. If difficulties were encountered, colleagues from the Practice Development Team assisted. 2 overseas recruits had Air B&B in Ramsey booked with Parliament St Apartments at a cost of £2,660.
Confirmation of pre-employment checks and professional registration steps required (e.g. NMC/GMC/HCPC processes) for these recruits and any internal guidance on onboarding internationally recruited staff
A robust pre-employment process was provided by Global Training and Education Centre (GTEC). Candidates were also provided with initial supernumerary status, which was extended upon individual need. New overseas staff also maintained local compliance with Mandatory Training and Clinical Skills. A thorough induction was facilitated by the Practice Development Team and in the event of a re-sit of the Objective Structured Clinical Examination (OSCE) further training and assistance was provided by the Practice Development Team to achieve a pass and the required NMC PIN. New members of overseas staff were also appointed a mentor/preceptor and buddy on their Ward, which was facilitated by the Practice Development Team. New starters also undertook a robust 1 year preceptorship programme along with other newly qualified nurses.
BCDP title International Recruits
Care group Manx Care
Service area Nursing
Author
Author job title Head of Care, Quality and Safety
Date 29 July 2021
1.Proposal summary
Manx Care is facing the same challenges around recruitment of nurses as other jurisdictions. This has been exacerbated by the Covid pandemic and the shortage of registered nurses across the United Kingdom. GTEC is a directorate of Wrightington, Wigan and Leigh NHS Trust and has been running international healthcare and recruitment programmes since 2004. They assist with recruiting international adult nurses on behalf of organisations following strict NHS/ NMC guidelines with robust checks in place to ensure that only those who meet the criteria are selected. They ensure that training and pastoral needs of these staff are met and ensure they are equipped with the skills required to work within the NHS. GTEC bring the selected staff into the UK for an intensive 4-6 week training course prior to them undertaking an OSCE to become registered with the UK’s NMC after which they move to the employing organisation. Eleven adult Registered Nurses have expressed an interest in working in the Isle of Man, three of which are ready to begin OSCE training. The total cost to secure eleven nurses would be £114,455.
2. Benefits and expected outcomes
This proposal would benefit areas as they would have permanent staff rather than relying on costly bank and/ or agency staff. Permanent staff can be more easily rostered to work ensuring fewer staffing gaps and safer ward areas for patients and staff. For cost savings, please see appendix 1
3. Estimated cost and proposed funding source
To bring the staff member in, the cost to the organisation would be approximately £10,404.76 which consists of £5387 to GTEC, £934 to bring the staff member to the island and £4103 for 8 weeks Band 4 salary to the staff member prior to them arriving on island. See Appendix 2 Funding from within existing staffing budget/ vacancies
4. What Board priority does the proposal fulfil? Provision of high quality care for our patients and service with 3 key areas in focus: 1) Improving patient safety as there will be permanent staff rather than bank or agency who are more committed to the organisation 2) Creating a positive working culture as staffing levels will be improved and training will be undertaken 3) Improving financial health as there will reduced spend on nurse bank or agency staff
5. How does the proposal support the recommendations of the Independent Healthcare Review (i.e. decentralisation of services, integration of care)? Part of the Independent Healthcare Review recommended meeting the needs of staff and managing their performance in order to retain staff which will then aid recruitment. In order to assist with this, there is a need to ensure that the workforce is sufficient for purpose – currently that is being (mostly) achieved by using bank and agency staff. The quality and commitment of ad hoc staff can be variable and existing staff need to spend time on orientating temporary, short term staff.
6. Will the outcome of this paper impact on other IoM Government Departments or Statutory Boards? Will a legislative policy change be required? No impact on other departments
4. What Board priority does the proposal
fulfil?
5. How does the proposal support the
recommendations of the Independent
Healthcare Review (i.e. decentralisation
of services, integration of care)?
6. Will the outcome of this paper impact
on other IoM Government Departments
or Statutory Boards? Will a legislative
policy change be required?
7. Review/impact on other areas
Care Group Comments Reviewed by
Medicine, urgent care and ambulance service Medicine, urgent Beneficial as increase in adult registered nurses available in
care and the workforce
ambulance service
Surgery, theatres, critical care and anaesthetics Beneficial as increase in adult registered nurses available in
the workforce
Integrated Beneficial as increase in adult registered nurses available in
diagnostics and the workforce
cancer services
Integrated women’s, children’s and families services Integrated Not applicable. GTEC do not provide Neonatal nurses,
women’s, Midwives or Paediatric Nurses
children’s and
families services
Integrated mental health services Not applicable. GTEC do not currently provide Mental Health
Nurses
Integrated Beneficial as increase in adult registered nurses available in
community and the workforce
primary care
services
Social care services Social care services Increased Adult Registered Nurses available for dementia
services
Other operational and support services e.g. digital, operations, communications, infrastructure etc. Not applicable
Surgery, theatres,
critical care and
anaesthetics
Integrated mental
health services
Other operational
and support
services e.g. digital,
operations,
communications,
infrastructure etc.
8. Approvals
General Manager/Service Lead Signature Date
Executive Lead Signature Date
Type Agency Band 5 Hourly rate £45.92 Weekly rate £1722 Yearly Rate £79,212 (46 weeks) Extras 1x return flight (2 Three yearly cost £237,636 plus
Average Bank Band £20.91 £784.12 £40,774.50 singles/ open ended) N/A numerous flights £122,323.50
5 mid-rate (52 weeks) if all mid range staff
Bank Band 5 top rate Overseas RN Band 5 £23.56 £14.63 £883.50 £2384.22 £45,942 (52 weeks) £28,611 N/A £6301(GTEC cost), £137,826 £99,051.76
– year 1 Overseas £15.11 £2462.46 £29,549 £4103.76 (8 weeks salary) N/A
RN Band 5 – year 2 Overseas £15.59 £2,540.58 £30,487 N/A
– year 3
Type Agency Nurse 3 yearly savings £138,584.24 – plus flights. These will
be multiple as agency staff do not tend to be on long term contracts.
Mid-range Bank RN £23,271.74 could be more as
Expected Costs Costs Notes
NMC Part 2 – OSCE Exam Travel and £794 £225 Ranges from £190-£290
accommodation for OSCE exam (actual amount charged)
Airport transfer on arrival £75
Flight to the UK £550 Ranges from £400-£550 (actual amount charged)
Accommodation (Crewe) £801 4-6 accommodation
(£133.50/week)
Food package £20
Bedding Visa Training Costs for £50 £232 £250 Payment to partially
IELTS/OET and NMC CBT cover nurses costs
GTEC charge £1,870 Includes administration
and sourcing costs
OSCE training Flights to Isle of Man Hotel accommodation in IOM prior to negative £500 £100 £207
test – 3 nights @ Ellan Vannin Hotel Accommodation @ staff £527
accommodation for 4 weeks - IOM
TSuaxbi sT iontcal.l airport to ££160,300 1
hotel and for swabbing
STaoltaarly Band 4 ££41100,430.746.7 6 8 weeks including 2
Action Standard Dependent upon:
1.1 WWL/GTEC will undertake and manage the recruitment and selection process for International Nurses. All recruitment and interviews will be managed in full consultation with The Board. In line with appropriate NHS national standards and employment law requirements Link: https://www.nhsemployers.org/topics- networks/employment-standards-and-regulation . Interviews done in accordance with The Board requirements with respect to nominated interviewers Confirmation /Continuation of appropriate funding being obtained within agreed timescales. Successful appointment of required number of International Nurses in line with agreed timeline. All unfilled posts returned to The Board for appropriate temporary backfill Vacancy and Job Description/Person Specification approval being agreed with The Board.
1.2 WWL/GTEC will issue a confirmatory letter and or email to all International Nurses who attend for interviews – both for unsuccessful candidates and those who meet the benchmark and are therefore deemed eligible for a place on the Programme. In line and compliant with appropriate NHS standards and employment law requirements
1.3 WWL/GTEC will arrange one way flight to the UK in line with the costing structure agreed In line with International Recruitment SOP Availability of flights and cohort arrangements
1.4 WWL/GTEC will arrange access to single accommodation during OSCE training for a maximum period of 3 months from date of entry to the UK. In line with International Recruitment SOP The Board to decide incentive level to be applied
1.5 WWL/GTEC will arrange to meet each International Nurse at the Port of Entry in the UK and accompany the Nurse on the transfer to their assigned accommodation. On arrival they will issue the Nurse with a Welcome Pack, bedding and provide onboarding support. The Board will take responsibility of the transfer of each International Nurse into the Isle of Man. As per WWL/GTEC pastoral standards WWL/GTEC accredited meet and greet staff
1.6 GTEC will perform a basic Occupational Health check on arrival for each nurse on behalf of IOM. WWL standard WWL and IOM by signing this agreement agree to share and pass on the relevant Occupational Health data for international nurses. This will allow WWL/GTEC to safely and securely perform Occupational Health checks on behalf of IOM. Full agreement with IOM Signed GDPR agreement
Action Standard Dependent upon:
2.1 WWL/GTEC will provide access to formal teaching sessions to prepare the Nurse for their OSCE and for any re-sit (to a maximum of 3 attempts). NMC Guidance for International Nurses and SOP If failure after 3 attempts the international nurse must return home.
2.2 The Board will deliver a Preceptorship Programme NMC Preceptorship Standards
2.3 IOM will provide further education in years 2 and 3 in line with the principles of the 3 years WWL/GTEC programme. IOM standards of education Nurse competence
Action Standard Dependent upon:
3.1 WWL/GTEC will invoice The Board for the agreed amount at the beginning of the month following arrival, for each Nurse allocated a place on the Programme for the agreed costs up to that date. Further costs incurred will be communicated and invoiced accordingly. These costs may vary in accordance with IOM Government Immigration fees and charges, which are outside of the control of WWL/GTEC No later than the 3rd working day of each month Timely and accurate information on placement details being received.
3.2 To ensure that all costs are appropriately charged and Accounted for. The invoice will only be raised following closure of that financial period and completion of appropriate Reconciliation. Month end reconciliations are completed within ten working days of month end, actual invoices are issued by the 20th of the calendar month and where any credit or debit is By 20th working day of the following calendar month. Timely and accurate information on rotation/placement details being received.
3.3 WWL/GTEC will respond to The Boards queries in a timely manner. Queries received in relation to invoices will be sent a first response within five working days. Formal complaints will be investigated and responded to within a month Monthly Within five working days Complaints must be in writing to the Head of Financial Services and a response will be provided within 20 working days from receipt of the letter Provision of timely and accurate information being provided by The Board.
3.4 A sum of £250 (Tax free) is paid to each International Nurse by The Board in first pay packet, unless the nurses IELTS/OET and NMC Registration process was paid for by another source in the nurse’s country of origin. Nurse having stood the cost of English Language and NMC registration.
3.5 A tax free sum is paid to each International Nurse as reimbursements towards Visa (May vary subject to UKVI fee structure from time to time). The reimbursements will be paid back by the nurse, to The Board through wage packets over 18 months from the start of employment. Paid by The Board 1st Pay after successful completion of the OSCE examination. The Board will be invoiced for the amount by the WWL/GTEC if they stand the cost of the Visa either directly or through HEE. In line with IOM Government current charges If the nurse or WWL/GTEC pays the Visa.
Action Standard Dependent upon:
1.1 The Board will confirm number of posts and areas of Specialty assigned for the Programme. In line with Programme timescales. Submission of confirmation of local Vacancy Approval process.
1.2 The Board are required to support the recruitment and selection process, subject to agreement with The Board senior nursing and HR teams. This will include nomination of appropriate representatives to participate in the interview process, and with the provision of any associated funding. The Board Expenses Policy The Board funding and approval.
1.3 The Board will be responsible for the appointment of any required backfill in the event that the Lead Recruiter is unable to appoint a suitably qualified Nurse via the Programme. The Board will understand that every effort will be made by the Lead Recruiter to appoint an International Nurse for each identified post. The Board will be responsible for arranging any temporary cover until the next recruitment campaign. Success of recruitment campaign / appointed individuals satisfying pre- employment checks.
Action Standard Dependent upon:
2.1 Management – The Board will be the employee of each international nurse, and as such apply all such policies, procedures, risk assessments, training and all other Trust arrangements appropriately In line with relevant legislation.
2.2 Induction – The Board is responsible for providing an appropriate (1-2 week) period of shadowing together with clinical and Trust induction for all International Nurses placed with them. Teaching at local induction shall be in line with NHS standards. Receipt of timely and accurate information from the Lead Recruiter regarding International Nurses placed with them.
2.3 Education – The Board agrees to provide each Nurse with an Education Package covering the 3 year Programme. IOM will incorporate this within the nurse learning and training programmes  Year One – Induction to the NHS, Preceptorship and broad based training.  Years 2 and 3 – clinical pathway or specialism defined training dependent upon availability. Standards and accreditation as designed by IOM WWL/GTEC will provide support Nurse competency and participation
2.4 Participation in the GTEC Global Learners Programme The Board agrees to fund one day per year per International Nurse placement for participation in GTEC’s Global Learners Programme. This is to take part in international training and education to support the growth of global health care to countries participating in the GTEC programmes. The Board will set aside funds equivalent to the daily rate, mid-point of a Band 5 Nurse, for each international nurse within the Trust (one day’s pay per nurse each year). This will fund the application of education to one of the participating countries health care or educational system. It is expected that this training or education will be organized by GTEC, using staff from The Board to deliver. Opportunities for funding maybe applied for through other national sources could be available. Number of international nurses on the programme within The Board.
2.5 Resignations – The Board will advise the Lead Recruiter should any International Nurse submit a resignation letter to them and require a replacement Within seven working days Standard notice period The Board can apply the Bonding Charges as described in Appendix A 3.6
2.7 Policies - The Board will fulfil its obligations in line with agreed Local Policies and Procedures. International Nurses will be managed as per The Board Policies and Procedures. All policies will be compliant with employment law and other relevant legislation. International Nurses fulfilling their own responsibilities in line with the Local Policies and Procedures.
2.8 Appraisal and Revalidation – The Board will be responsible for undertaking annual appraisal for the purpose of Revalidation and for progression on to year two of the course. Subjection to satisfactory completion of work placement
Action Standard Dependent Upon
3.1 The Board will pay WWL/GTEC by 15th of the month in respect of the estimated invoice and within the 30-day payment terms the actual recharge amount invoiced on the adjusting invoice. Where part of an invoice is in query/dispute the agreed proportion of the invoice should be paid within the 30-day payment terms. Within invoice payment terms. Provision of timely and accurate information being provided by the Lead Recruiter.
3.2 The Board should return queries to WWL/GTEC within a month. This includes notifying WWL/GTEC of missing charges and/or incorrect charges. Monthly. Provision of timely and accurate information being provided by the Lead Recruiter.
3.3 The Board to pay wages to the nurse upon arrival while training. Bottom of Band 4 during training, moving to the bottom of Band 5 after receiving an NMC PIN. Final decision to be done by the Trust Successful OSCE test
Process/Activity Number Action Who Comments
GTEC GTEC The
Board
1.0 Interviews 1.01 Arrangement of interviews, dates, location
1.02 Ensure nurse is eligible for the programme
1.03 Filling interview slots
1.04 Interviewers The Board to supply interviewers if required
1.05 Interview Questions GTEC has templates
1.06 Interview Packs-Create Ensure key details in place e.g. Passport
1.07 Download Interview packs for interviewers
1.08 Interview to confirm successful candidates
1.09 Outcome of Interviews
1.10 Document checks are uploaded-IELTS/OET, CBT, References
1.11 Download of documents, and upload onto local Trac/NHS Jobs/ Recruitment System The Board to allow access to local systems
2.0 Conditional Offer 2.01 Contact with Nurse-Conditional Offer sent Use of The Board documentation
2.02 Request updates on NMC registration and Police Clearance Certificates
2.03 Send GTEC Contact E mail
2.04 References check Ensure up to NHS employers standards
2.05 Add to Basic Occupational Health Cohort The Board agree to Occ Health check to WWL standard
2.06 Send Nurse Occ Health Questionnaire
2.07 Nurse has Occ Health check on arrival agreement The Board agree to Occ Health check to WWL standard
3.0 Pre-Arrival Checks 3.01 Ensuring NMC Registration and CBT are uploaded to ATS
3.02 Chasing up nurse on status of NMC & CBT
3.03 Ensure all references are responded and approved
3.04 Send Nurse Personal Details Form
3.05 No response from nurse chase up
3.06 Pastoral: Issue A-Z of Living in the UK
4.0 Visa 4.01 CoS: issuing
4.02 CoS: Upload to ATS
4.03 Visa and HIS payment Send nurse the pre-paid card
4.04 CoS and Immigration Skills charge payment Done by The Board
4.05 Follow up Visa Approval
4.06 Nurse sends Passport Vignette for verification
5.0 Flight to UK 5.01 Send Nurse Flight Request Form
5.02 Booking of the Flight
5.03 Issue Flight Tickets to Nurse, Advise pick up
5.04 Pastoral: Share details of others on same flight
5.05 Inform HEE, Clinical educators OSCE, Accommodation & The Board of Arrival Plans
6.0 Arrival 6.01 Meet & Greet, Transfer to accommodation
6.02 Nurse orientation: GTEC
6.03 Send Nurse DBS Check
6.04 Risk Assessment
6.05 The Board Registration for Payroll Bottom of Band 4 from arrival
6.06 BRP, References, Occ Health
6.07 NHS ID Check
6.08 Basic Occ Health Check
6.09 Unconditional Offer sent to nurse GTEC can do if The Board access their System
6.10 Download Unconditional Offer and Upload to ATS GTEC can do if The Board access their System
6.11 Interview to determine payroll deductions GTEC can do if The Board access their System
7.0 OSCE 7.01 Begin Training & Assessment
7.02 Determine OSCE Test date Post initial evaluation
7.03 Pastoral: Contact The Board for accommodation etc Initiated by GTEC to nominated The Board lead
7.04 Send OSCE Centre Registration details
7.05 Organise Travel to OSCE Centre
7.06 Successful OSCE Inform The Board for Transfer GTEC initiate
7.07 Unsuccessful OSCE: Book further tests
7.08 Inform when Nurse receives PIN number/NMC check
7.09 Upload information on OSCE to Recruitment System
7.10 Amendment to Contract issued via Recruitment System, ATS Upload and complete post-employment section (ATS)
8.0 Transfer to the Board 8.01 Confirm OSCE passed to The Board
8.02 Arrange date of Transfer-within 5 working days
8.03 Pastoral Handover Initiated by GTEC
8.04 Inform nurse of final location at The Board The Board lead and/or Ward Manager
8.05 Arrange Payroll change to bottom of Band 5 Immediately on receipt of PIN number
8.06 Transfer nurses file to The Board Indicates official handover from GTEC to The Board
9.0 Education 9.01 Nurse Preceptorship
9.02 Release Nurse 1 day per month in Years 2 and 3
9.03 Educational Package Organisation Years 2 and 3 Released 1 day per month
10.0 External Migration 10.01 Allocate funding, 1 day per year/nurse
10.02 External Migration content and delivery GTEC facilitate discussions with HEE
Name Direct Dial Email address: Job Title Responsible for
Name Direct Dial Email Address Job Title Responsible for
Name Direct Dial Email Address Job Title Responsible for
Expected Costs Costs Notes
NMC Part 2 – OSCE exam 794
Travel and accommodation for OSCE exam 225 Ranges from £190 - £290 (actual amount charged)
Airport transfer on arrival 75
Flight to the UK 550 Ranges from £400 - £650 (actual amount charged)
Accommodation 801 4-6 week accommodation at Booth Hall (£133.50 per week)
Visa 232
Food Package 20
Bedding 50
Training cost for IELTS/ OET and NMC CBT 250 Payment to partially cover nurses costs
Flight to IOM 100
Taxi from airport to accommodation 50
Accommodation for four weeks on IOM 527
Salary Band 4 during training 4,103.76 8 weeks (including 2 weeks quarantine)
Total Cost £7,777.76
Expected Costs Costs Notes
Certificate of Sponsorship (COS) 199 Not applicable to IOM
Total Cost 0
Expected Costs Costs Notes
GTEC Charge 1870 Includes admin and sourcing costs
GTEC Training 500
Total Cost 2,370
Costs Costs Notes
Nurse incentives 8,821.76
GTEC Charges 2,370
Total Cost 10,147.76
Detail Cost Notes
Total Cost 10,147.76
Quarantine Hotel 2,250 £1000 can be claimed back
Total Cost £12,397.76
COSTS Costs Notes
Nurse Incentive Reclaim 780 18 month pay back (£32.50/month)
Visa (3 year costs paid in year 1) 232 Price subject to local currency rates
Bedding 50
Total Cost 1,012

Full Response Text

Manx Care Noble’s Hospital, Strang Braddan, Isle of Man IM4 4R (01624) 650 000

Our ref: 4953675 24 September 2025

Dear *

We write further to your request received 24 September 2025, which states:

"I am seeking information about the recruitment of Ghanaian nationals to roles within Manx Care and any relocation packages offered in connection with such recruitment.

Timeframe Please cover the period 1 January 2020 to the date of your response (or to the most recent date for which records are held).

Requests

Policy & decision-making Any policies, business cases, ministerial/board papers, briefing notes or approvals that relate to recruiting Ghanaian nationals (including recruitment specifically targeted at Nigeria) and/or offering relocation packages to those recruits.

Any Equality/HR impact assessments and legal advice relevant to this recruitment activity.

Campaigns & suppliers Details of any recruitment campaigns or initiatives conducted in Ghana or aimed specifically at Ghanaian candidates, including dates, roles targeted, and channels used (e.g., job fairs, agencies, advertising).

The names of any external suppliers (recruitment agencies, marketing firms, relocation providers), plus contract values, procurement route, and contract start/end dates. Please provide copies of contracts and variations/redactions as appropriate.

Numbers hired & roles The number of Nigerian nationals offered roles and who commenced employment, broken down by:

Year - Staff group/band (e.g., nurses, doctors, AHPs, care/support roles, admin); - Employer (Manx Care vs DHSC), if applicable; Visa sponsorship status (e.g., Skilled Worker). For context, please also provide the total number of overseas recruits by year and staff group for the same period. - Relocation packages (content & cost) - The standard components of any relocation package offered (e.g., flights, temporary

accommodation, permanent housing assistance, allowances, settling-in payments, professional registration fees, exam fees, luggage/shipping, transport on arrival). - The eligibility criteria (who qualifies, conditions, any clawback/repayment terms). - Total expenditure on relocation packages for Ghanaian recruits by year, and the average and median cost per recruit. If easier, provide a line-item breakdown of costs you hold (e.g., flights, accommodation, allowances).

If exact figures are not readily available, please provide the best available recorded totals and explain any limitations in the data.

Outcomes & retention - Retention data for Ghanaian recruits: number still employed 6, 12 and 24 months after start, by intake year. - Any recorded issues, complaints, or formal reviews specifically concerning relocation package administration (not personal HR data), and any resulting actions or changes.

Accommodation & safeguarding - Any agreements for temporary accommodation used for relocated staff (addresses may be redacted), including landlords/providers and costs. - Confirmation of pre-employment checks and professional registration steps required (e.g., NMC/ GMC/ HCPC processes) for these recruits and any internal guidance on onboarding internationally recruited staff.

Communications & publicity - Copies of adverts, job packs, social media posts, brochures, or other promotional material used in Ghana or aimed at Ghanaian candidates. - Any press lines, Q&A’s, or communications plans prepared on this topic.

If any part is exempt, please identify the specific exemption(s) relied on and supply the remainder.

If the information is held by another Isle of Man public authority, please advise and assist by directing me accordingly.

If my request is too broad, please process the parts that can be supplied within cost/time limits and let me know how best to refine the remainder."

Response

  1. Policy & decision-making Any policies, business cases, ministerial/board papers, briefing notes or approvals that relate to recruiting Ghanaian nationals (including recruitment specifically targeted at Nigeria) and/or offering relocation packages to those recruits.

Please see attachment – Business Case Development Proposal

  1. Any Equality/HR impact assessments and legal advice relevant to this recruitment activity.

Please see attachments – Business Case Development Proposal/ Service Level Agreement for the Provision of International Nurse Training and Education Placement Programme Services between Wrightington, Wigan & Leigh Teaching Hospitals NHS Foundation Trust & The Board: Manx Care

  1. Campaigns & suppliers a. Details of any recruitment campaigns or initiatives conducted in Ghana or aimed specifically at Ghanaian candidates, including dates, roles targeted, and channels used (e.g., job fairs, agencies, advertising).

Please see attachment – Service Level Agreement for the Provision of International Nurse Training and Education Placement Programme Services between Wrightington, Wigan & Leigh Teaching Hospitals NHS Foundation Trust & The Board: Manx Care

b. The names of any external suppliers (recruitment agencies, marketing firms, relocation providers), plus contract values, procurement route, and contract start/end dates. Please provide copies of contracts and variations/redactions as appropriate.

Please see attachment – Service Level Agreement for the Provision of International Nurse Training and Education Placement Programme Services between Wrightington, Wigan & Leigh Teaching Hospitals NHS Foundation Trust & The Board: Manx Care

  1. Numbers hired & roles:
    The number of Ghanaian nationals offered roles and who commenced employment, broken down by:

Year - Staff group/band (e.g., nurses, doctors, AHPs, care/support roles, admin);
- Employer (Manx Care vs DHSC), if applicable; Visa sponsorship status (e.g., Skilled Worker). For context, please also provide the total number of overseas recruits by year and staff group for the same period.

Number Appointed Staff Group/ Band Employer Year Appointed Relocation Package Appointed as Band 4 and moved to Band 5 upon receipt of NMC PIN Manx Care 2020 2021 2022 2023 Costs as per Appendix E of the SLA 13

0 2 11 0

  • Relocation packages (content & cost) Please see attachment – Service Level Agreement for the Provision of International Nurse Training and Education Placement Programme Services between Wrightington, Wigan & Leigh Teaching Hospitals NHS Foundation Trust & The Board: Manx Care

  • The standard components of any relocation package offered (e.g., flights, temporary accommodation, permanent housing assistance, allowances, settling-in payments, professional registration fees, exam fees, luggage/shipping, transport on arrival).

Please see attachment – Service Level Agreement for the Provision of International Nurse Training and Education Placement Programme Services between Wrightington, Wigan & Leigh Teaching Hospitals NHS Foundation Trust & The Board: Manx Care

  • The eligibility criteria (who qualifies, conditions, any clawback/repayment terms). Please see attachment – Service Level Agreement for the Provision of International Nurse Training and Education Placement Programme Services between Wrightington, Wigan & Leigh Teaching Hospitals NHS Foundation Trust & The Board: Manx Care

Total expenditure on relocation packages for Ghanaian recruits by year, and the average and median cost per recruit. If easier, provide a line-item breakdown of costs you hold (e.g., flights, accommodation, allowances).

Please see attachment – Service Level Agreement for the Provision of International Nurse Training and Education Placement Programme Services between Wrightington, Wigan & Leigh Teaching Hospitals NHS Foundation Trust & The Board: Manx Care

If exact figures are not readily available, please provide the best available recorded totals and explain any limitations in the data.

While our aim is to provide information whenever possible, in this instance we are unable to provide some of the information you have requested because it is absolutely exempt under section 25 of the Act (absolutely exempt personal information).

The reasons why exemption s25(b)(i)&(ii) applies are that: • Manx Care is satisfied that the information amounts to personal data of which you are not the data subject; and • Manx Care is satisfied that disclosure of the information would contravene one of the data protection principles as set out at Article 5 of the General Data Protection Regulation as it applies in the Isle of Man pursuant to the Data Protection (Application of GDPR) Order 2018, namely that the Manx Care can only disclose the information where it would be fair, lawful and meet one of the conditions for lawful processing in Article 6 [or if you are dealing with sensitive personal data “and one of the conditions in Article 9 of the GDPR and Schedule 2 of the Implementing Regulations is met”] and in this case to prevent identification of individuals information has been kept generalised and not broken down as requested.

  1. Outcomes & retention a. Retention data for Ghanaian recruits: number still employed 6, 12 and 24 months after start, by intake year.

Retention Data for Ghanaian Recruits at 6, 12, 24 months post appointment All Ghanaian staff remained employed at 24 months after start date.

b. Any recorded issues, complaints, or formal reviews specifically concerning relocation package administration (not personal HR data), and any resulting actions or changes.

None

  1. Accommodation & safeguarding a. Any agreements for temporary accommodation used for relocated staff (addresses may be redacted), including landlords/providers and costs.

Any agreements for temporary accommodation used for relocated staff (addresses may be redacted) including landlords providers and costs Accommodation was provided by Manx Care in the Staff Accommodation block for 25 overseas new starters for the first 4 weeks. If the resident wished to continue staying for an additional period they were charged £527 pcm (this charge increased on 1st December 2022 to £580 pcm). Staff are permitted to stay in the Staff Accommodation for a period of 6 months. During which time, staff were expected to have secured a place to live. If difficulties were encountered, colleagues from the Practice Development Team assisted. 2 overseas recruits had Air B&B in Ramsey booked with Parliament St Apartments at a cost of £2,660.

b. Confirmation of pre-employment checks and professional registration steps required (e.g., NMC/ GMC/ HCPC processes) for these recruits and any internal guidance on onboarding internationally recruited staff.

Confirmation of pre-employment checks and professional registration steps required (e.g. NMC/GMC/HCPC processes) for these recruits and any internal guidance on onboarding internationally recruited staff A robust pre-employment process was provided by Global Training and Education Centre (GTEC). Candidates were also provided with initial supernumerary status, which was extended upon individual need. New overseas staff also maintained local compliance with Mandatory Training and Clinical Skills. A thorough induction was facilitated by the Practice Development Team and in the event of a re-sit of the Objective Structured Clinical Examination (OSCE) further training and assistance was provided by the Practice Development Team to achieve a pass and the required NMC PIN. New members of overseas staff were also appointed a mentor/preceptor and buddy on their Ward, which was facilitated by the Practice Development Team.
New starters also undertook a robust 1 year preceptorship programme along with other newly qualified nurses.

  1. Communications & publicity a. Copies of adverts, job packs, social media posts, brochures, or other

promotional material used in Ghana or aimed at Ghanaian candidates. b. Any press lines, Q&A’s, or communications plans prepared on this topic.

Please see attachment – Business Case Development Proposal – part of the agreement with GTEC (Global Training and Education Centre as part of Wrightington, Wigan and Leigh Teaching Hospitals NHS Foundation Trust)

Please quote the reference number 4953675 in any future communications.

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An electronic version of our complaint form can be found by going to our website at https://services.gov.im/freedom-of-information/Review . If you would like a paper version of our complaint form to be sent to you by post, please contact me and I will be happy to arrange for this. Your review request should explain why you are dissatisfied with this response, and should be made as soon as practicable. We will respond as soon as the review has been concluded.

If you are not satisfied with the result of the review, you then have the right to appeal to the Information Commissioner for a decision on; 1. Whether we have responded to your request for information in accordance with Part 2 of the Freedom of Information Act 2015; or 2. Whether we are justified in refusing to give you the information requested.
In response to an application for review, the Information Commissioner may, at any time, attempt to resolve a matter by negotiation, conciliation, mediation or another form of alternative dispute resolution and will have regard to any outcome of this in making any subsequent decision. More detailed information on your right to a review can be found on the Information Commissioner’s website at www.inforights.im. Should you have any queries concerning this letter, please do not hesitate to contact me. Further information about freedom of information requests can be found at www.gov.im/foi.

I will now close your request as of this date.

Yours sincerely

Information Governance Assistant

BUSINESS CASE DEVELOPMENT PROPOSAL

1

BCDP title International Recruits Care group Manx Care Service area Nursing Author

Author job title Head of Care, Quality and Safety Date 29 July 2021

1.Proposal summary Manx Care is facing the same challenges around recruitment of nurses as other jurisdictions. This has been exacerbated by the Covid pandemic and the shortage of registered nurses across the United Kingdom.

GTEC is a directorate of Wrightington, Wigan and Leigh NHS Trust and has been running international healthcare and recruitment programmes since 2004. They assist with recruiting international adult nurses on behalf of or

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