nd Aug 2 2017 Workforce Redesign - healthylondon.org · 2017 Workforce Redesign ... including • Careful planning of each new role and its boundaries, • Clarifying roles and responsibilities

Aug 2

nd

2017

Workforce Redesign Design, develop and test new ways of working

Successfully Redesigned Healthcare WorkforceRequires skilled implementation of many complex steps, including

• Careful planning of each new role and its boundaries, • Clarifying roles and responsibilities beyond those implied by professional

titles, • Understanding interactions among team members, accountability and safety, • Eliminating unnecessary tasks and decommissioning old roles

• Using change management skills to support the implementation of new workforce models

Bohmer and Imison (2013) New organisational models of primary care to meet the future needs of the NHS RAND 2015

Workforce Redesign Principles

• Are we improving the patient experience of healthcare? • Review existing ways of working • Maximise the potential of existing workforce to meet the needs of

the people using the services • Develop the team, not just individual professional groups • Ensure sustainability – future development, competency,

succession planning • Provide clarity, accountability and safety for patients and staff –

test! • Use the expertise and support of patients and staff.

Changing a role or the way work is done to make an improvement for

the care and experience of the user.

Typically-

Individuals take on different tasks

Tasks can move between different levels of skill

Individual may take on new tasks

How do we change roles?

Traditional roles

Skill

leve

ls

of s

taff

An example of role with extended breadth – a community paramedic based in the GP surgery uses their existing skills to respond to emergency calls and carry our home visits on behalf of the GP. They assess patients who request home visits, or have been recently discharged from hospital etc…

Individuals extend their breadth of skills across traditional roles

1. Extending the breadth of a role

Traditional roles

Skill

leve

ls

of s

taff

An example of role with increased depth – Care Navigator HCA role as part of the frail elderly pathway.

Individuals take on a new skill not traditionally associated with their role

2. Increasing the depth of a role

Traditional roles

Skill

leve

ls

of s

taff

Development of physician associate role – elements of existing tasks from different traditional roles – GP, nurse, admin support.

A new role is developed taking on selected tasks normally performed by a variety of existing roles

3. Developing new roles

Self-rating by GPs

5,128 consultations info@primarycarefoundation.co.uk

10 High Impact Actions

• Merger/Two sites • 15.200 Patients • 2500 high admission risk

• All long term conditions • Hospital stay longer • Deaths earlier etc etc • High Dementia Prevalence

• PMS • 8 Care Homes • Research Ready • Training

Oxford Terrace & Rawling Road Medical Group

“Passionate about Complex care”Culture of Continuous Quality Improvement

Workforce • Transformation of Nurse team • Frailty Nurse • Primary Care Navigators

Health & Wellbeing Co-ordinator Practice Based Occupational Therapist Practice based Community Matron Older Peoples Specialist Nurses

Emergency Health Care Plan

Extending the Practice Team

Workforce Redesign Model

Workforce Redesign Model

Job Design: Exploring the issues

Our action plans