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.

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. [email protected]

mailto:[email protected]

www.nw.hee.nhs.uktwitter.com/HENorthWest


Workforce Planning

Current Workforce Future Workforce

Deliver Service to members


Workforce Planning

Current Workforce

Turnover

Participation

Retention

Sickness and Absence

CPD

Confidence

Regulation

Skills and Competencies


Workforce Planning

Future Workforce

Planning

Assistants

Parents and Carers


Experience

Confidence

Regulation


Workforce Planning

Current Workforce Future Workforce

Deliver Service to members

Capacity RequiredCapability Required

Outf

lows

Inflo

ws


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


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


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


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


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. [email protected]

mailto:[email protected]


We make reference to:

Skills for Health 6 Step Model







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


Transforming theVision into a Workforce Plan


Translating into Service Plans

Service Plans

Core Work

Specialist Work


Roles and Functions

Deployment and Roster

BudgetQuality

and

Safety

Outcomes Outputs


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


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


Integrating the service plan

Baseline Establishment

Potential Growth or Static

Leavers from the Workforce

Workforce Demand for Growth

Workforce Demand for Replacement


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*


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


The best

IntegratedService

Transformation

IntegratedWorkforce

Transformation

IntegratedEducation

Transformation

IntegratedSystem and Engagement

Transformation

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.

Documents

workforce planning slide

workforce demand

workforce transformation

workforce planning process

integrated workforce

comhenorthwest slide

learning strategy slide

integrated care