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This paper aims to explore the content of Safeguarding Adult Reviews (SARs) from older adult care homes to understand how safety is understood and might be measured in practice.

SARs relevant to older adult care homes from 2015 onwards were identified via the Social Care Institute of Excellence SARs library. Using thematic analysis, initial inductive coding was mapped to a health-derived safety framework, the Safety Measurement and Monitoring Framework (SMMF).

The content of the SARs reflected the dimensions of the SMMF but gaining a deeper understanding of safety in older adult care homes requires additional understanding of how this unique context interacts with these dimensions to create and prevent risks and harms. This review identified the importance of external factors in care home safety.

This study provides an insight into the scope of safety issues within care homes using the SARs content, and in doing so improves understanding of how it might be measured. The measurement of safety in care homes needs to acknowledge that there are factors external to care homes that a home may have little knowledge of and no ability to control.

One of the issues concerning businesses today, which are reconfiguring the workplace towards more remote working, is avoiding the build-up of “silos” – teams, which operate as sealed off windowless units within the business. These interfere with the creation and maintenance of a one-team culture within your organisation.

With everyone working from home, this situation can potentially become even more difficult to address. Teams may meet regularly over digital channels but they likely have less contact with the people in the wider organisation, who they do not work with directly. If you were to map the points of contact in your organisation, you would see that remote working in many organisations is very much reducing them and confining them to within teams. So, in remote teams, there is more of a need than ever for HR professionals and business leaders to work to break down silos to keep the one team culture.

Here are some tips from the author’s experience for breaking down silos in remote teams: create opportunities for more relaxed social interactions, focus on the customer experience and share information across the organisation.

There may be opportunities for these underused skills to be deployed in another area of the business. But if the resource availability is not visible, that is less likely to happen. Equally, if each team does not share what it is doing in an up to date and accessible way, other teams will end up stepping on their toes. So, having a way of sharing accurate, real-time information across the business underpins the effort of working together in a unified and efficient way.

The influential Sainsbury Centre report, Making Recovery a Reality (Shepherd et al, 2008), talks about clinical and social aspects of recovery. The issue of psychological recovery is not discussed at length, although other workers have put forward a psychological model of recovery (Andresen et al, 2003). While there are numerous definitions of recovery, the one developed by Gordon, the focus of this profile, is unlikely to be matched for its parsimony. Gordon describes recovery as ‘coping with your illness and trying to have a meaningful life’ (McManus, 2008). In this paper, he outlines his background. He is then interviewed by Sarah Morgan about his life, illness and recovery. Finally, Jerome gives an appreciation of his contribution to our developing understanding of recovery.

The development of the recovery approach must mean a fundamental change in how mental health services see service users, for as the Social Perspectives Network paper rhetorically asks, ‘Whose Recovery is it?’, it is, of course, the service users' (Social Perspectives Network, 2007). The recent influential Sainsbury Centre for Mental Health report, suggests that professionals need to move from a position of ‘being on top, to being on tap’ (Shepherd et al, 2008). Service users need to take a more central role in the whole recovery debate. One of the ways that this aim can be realised is by looking at ‘recovery heroes’. These are individuals whose journey of recovery can inspire both other service users and professionals alike.

In the first paper in this short series (Sen et al, 2009), we talked about the importance of having ‘recovery heroes’. There is a grave danger to the whole recovery movement if it is colonised by mental health professionals and not owned by service users themselves (O'Hagan, 2008). This danger can be seen in attempts to conduct randomised controlled trials of ‘recovery interventions’, designed by professionals, who want to bring recovery practice into evidence‐based medicine. If it means anything, recovery is fundamentally an individual process. The recent Sainsbury Centre for Mental Health report (Shepherd et al, 2008), quotes Bill Anthony:‘Recovery … is a deeply personal, unique process of changing one's attitudes … involves the development of new meaning and purpose in one's life …’ (Anthony, 1993)Patricia Deegan also emphasises the person‐centred focus of recovery, ‘… recovery is an attitude, a stance, a way of approaching the day's challenges …’ (Deegan, 1996, p96). The most important evidence, to our minds, is that of individuals who are on the journey of recovery. Recovery heroes are courageous individuals who have made considerable progress along the path that few staff ever have to travel. We would like to introduce you to another one: Peter Chadwick.

The purpose of this paper is to present the findings of research to identify the key issues affecting organisations implementing and managing workplace change projects.

A review of literature relating to the constituents of a high‐performance workplace, the impact of workplace change and how workplace performance may be measured, sets the foundation for structured interviews with real estate and facilities executives. Interviews sought to obtain up‐to‐date insights from 17 UK‐based occupiers, drawn from corporate, public and professional services enterprises, which have recently managed accommodation change projects.

The paper identified how occupiers take a variety of ad hoc approaches to delivering workplace change and capturing the benefits through performance measurement. The evidence suggests that occupiers rely on their own experiences in evaluating their progress towards high‐workplace performance and are not constrained by any lack of evidence of a direct link between workplace and individual productivity.

The paper is limited in scope by nature of organisations participating in the research, is concentrated on the corporate sector and focuses on headquarters buildings.

The paper provides CRE managers with useful guidance on the wider implications of implementing relocation and workplace change projects and consolidates learning from a range of existing academic and industry research papers on measuring productivity impacts of workplace change.

Margaret's story concludes our short series on recovery heroes. This series started with Dolly Sen, followed by Peter Chadwick, Gordon McManus and Matt Ward. Four of the five people featured were from our local service at South London and Maudsley NHS Trust. We have defined recovery heroes as individuals whose journeys of recovery can inspire both service users and professionals alike. Margaret once commented that, ‘all service users are recovery heroes’. It is fitting that the series should end with her own story.

The Health Education Trust (HET) was created to promote the development of health education for young people in the UK through work with young adults and children to encourage the growth of healthy lifestyles. This paper reviews the work of the HET Web site, www.healthedtrust.com The Trust has recently developed its Web site with the aim of facilitating easy access to practical information, policy updates, research news and examples of good practice for all who are interested and concerned about young people's health issues. Through utilising the Web site it is hoped that beneficial information and ideas will be spread more quickly and put into practice elsewhere, thus enabling swifter progress towards healthier lifestyles for our children. This paper describes current Web site activities, which in themselves, provide a keyhole through to exploring the rapidly evolving field of activities, both central and national, all geared towards addressing the health and wellbeing of young people today and for tomorrow. The paper will be useful to any professionals who have a role to play, or an interest, perhaps as a parent, in the area of nutrition and lifestyle education for young people. The more information available and general “noise” relating to good nutrition, healthy lifestyles and the practical means to achieving these, the more likely we are to achieve better health for future generations.

This paper aims to examine the advantages that two firms – Days Contract Hire and Keir Construction – gain from regularly taking on apprentices.

Describes how the apprenticeship programs work at the two companies and the support that apprentices are given.

Suggests that companies benefit in terms of better trained employees who are more loyal to the business and better able to service the needs of the customer.

Reveals how the apprentices themselves benefit from having a trade and the likelihood of a full-time job.

Highlights some of the reasons that the British government is once again turning to apprenticeships as a good way of preparing young people for the world of work.

Provides the inside story of the experiences of apprentices at two successful companies.