All you need to know about workforce planning but were too afraid to ask Prepared by: North West Health Education: Mike Burgess – Assistant Director Workforce.
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All you need to know about workforce planning but were too afraid to ask
Prepared by: North West Health Education:
Mike Burgess – Assistant Director Workforce StrategyT. 0161 625 7286E. mike.burgess@nw.hee.nhs.uk
www.nw.hee.nhs.uktwitter.com/HENorthWest
Workforce Planning
Current Workforce Future Workforce
Deliver Service to members
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Workforce Planning
Current Workforce
Turnover
Participation
Retention
Sickness and Absence
CPD
Confidence
Regulation
Skills and Competencies
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Workforce Planning
Future Workforce
Planning
Assistants
Parents and Carers
Skills and Competencies
Experience
Confidence
Regulation
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Workforce Planning
Current Workforce Future Workforce
Deliver Service to members
Capacity RequiredCapability Required
Outf
lows
Inflo
ws
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1. Define the plan
2. Vision the Future
3. Define the future
workforce
4. Understand the availability
5. Develop the action plans
6. Implement, monitor and
refresh
Workforce Planning
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Whitworth Swimming Club
200 Members
13 Qualified Teachers (3 at STA (A) and 10 at STA (C)
12 Assistants
4 Parent Volunteers
T/O of 12k
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Integrated Workforce Planning
An every day business planning process to ensure:
The right people are in the right place on the most efficient roster using the right skills and competencies, working in roles that maximise and utilise these to deliver high quality and effective safe patient care. A workforce that is affordable, and flexible to deliver integrated commissioned quality and safe patient care across numerous care pathways and transformed services.A workforce that delivers activity within performance and financial frameworks and is clinically safe for patients and for staff.A workforce planning process that is part of an Integrated Business Strategy, workforce transformation and underpinned with an education and learning strategy
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All Providers
All Networks
WholeWorkforce Demand
and SupplyQualitative
Quantitative
System Commissioning
PlansNHS England
Area TeamCCGs
Whole System Integrated LETB and LWEG Workforce Solutions Strategy
Info
rm
an
d
Driv
eIntegratedWorkforce Solutions
Across stratified pathways and populations
Using Multi-disciplinary Groups to deliver
integrated care and workforce solutions
Macro Model
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Education Process
Providers provide data-sets on health visitors (demand, supply, new
recruits)
HENW commission 12 month HV training programmes
HV data monitored by HEE, HENW, Area Teams and Programme Boards
HENW monitor out-turn of students with HV qualifications. Providers recruit newly qualified Health Visitor
Provider focus on recruitment, retention, participation, service delivery and quality. Providers need to plan for changes
Data is reported weekly to the Health Minister and Senior Directors in HEE, NHS England, HENW and others
Workforce Planning Models and Processes
Prepared by: North West Health Education:
Mike Burgess – Assistant Director Workforce StrategyT. 0161 625 7286E. mike.burgess@nw.hee.nhs.uk
www.nw.hee.nhs.uktwitter.com/HENorthWest
We make reference to:
1. Define the plan
2. Vision the Future
3. Define the future
workforce
4. Understand the availability
5. Develop the action
plans
6. Implement, monitor and
refresh
www.nw.hee.nhs.uktwitter.com/HENorthWest
Translating into Service Plans
Service Plans
Core Work
Specialist Work
Skills and Competencies
Roles and Functions
Deployment and Roster
BudgetQuality
and
Safety
Outcomes Outputs
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Translate into operational delivery
WorkforceNumbers
RolesFunctions
LeadershipManagement
Skills and CompetenceSkills ladderUtilisation
DevelopmentSpread
CapacityCapability
Deployment24/7
ShiftsE-RosteringHandoverOutputs
OutcomesSafetyRatios
The HR R’s ModelRecruitment
RetentionRewards
Re-trainingRe-deployment
Re-think of RolesRedundancy
Re-skillRe-size
Refer outwards
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Changes
Expansion• Recruitment of staff• Increase in participation rates• Skill Mix• Role enhancement• Deployment / Referrals / Diary
Management• Bank usage• Secondments• Reduction in occupation attrition
Contraction• Leavers• Retirements• Non-securing of funding• Reduction in participation• Sickness and Absence• Turnover• Wastage• Churn
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Integrating the service plan
Baseline Establishment
Potential Growth or Static
Leavers from the Workforce
Workforce Demand for Growth
Workforce Demand for Replacement
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The Best Workforce Plan
• Follows a stepped or staged methodology• Is part of the Business Plan and vision for the organisation• Is part of the NHSE / TDA / DH / LA service commissioning cycle (1, 2 and 5 years)• Is cognisant of the education commissioning lead times and registration• Understands numbers to recruit over a period (headcount and FTE)• Understands numbers who will leave over a period (leavers and churn)• Understands skills, competencies and deployment of appropriate• Has a risk and mitigating action plan• Understands the spend on service (workforce, activities, support matrix, skill mix)• Engagement from front line upwards• Links finance with activity, outcomes, safety, quality and workforce• Underpinned by excellent HR and OD practices• Built on workforce development*
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Workforce Development
• Training Needs Analysis• Skills and competency Analysis
Part of Learning and Development Strategy• Current capacity, capability, competency and skills• Level of maturity in the delivery• Gap analysis – what is needed to deliver the service model• Individual CPD• Team CPD• Team OD interventions• Development, Assessment and Evaluation of learning objectives• Improvements in outcomes and outputs• Enhanced service delivery – QIPP• Continuous learning• PDP / PDR – Values based assessment• Continuing cycle and iterative
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