Southern nursing workforce summit. 2 nd July 2015.

Southern nursing workforce summit.

2nd July 2015

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South WestWessexThames ValleyKent, Surrey and Sussex

Southern view

Adult Nursing Workforce in South West

HESW Adult Nurse Staff in PostMarch 2015

Heads: 16,225WTE: 13,922

SW Forecasts v’s Actuals

Adult Nursing Commissions

South West Population Expansion

10

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Overview of the Adult Nursing Workforce in Wessex

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Current Workforce Profile

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Age Profile NHS

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Age Profile Community Trusts

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Age Profile Acute Trusts

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Retirement Risk

The average age of retirement for nurses in Wessex is 59» 16% of nurses in community trusts will reach 59 in

the next 5 years» 9% of nurses in community trusts will reach 59 in the

next 5 years

However Not everyone retires at 59, there are almost 360 FTE Adult Nurses aged 60 and over who are still in the Wessex NHS workforce

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Age Profile - Social Care

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Age Profile Practice Nurses

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Part-Time Working By Age

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Historical Trends in Adult Nurse Workforce (Wessex)

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New Entrants to NHS Workforce

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Historical Commissions

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Filled Commissions as a % of Nurses in Post

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Future Demand and Supply Scenarios

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Future Demand and Supply Scenarios

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Impact of Increasing Commissions

If we were able to grow placement capacity and increase commissions to a total of 750 py it would cost approximately £ 685,000

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Adult Nursing Workforce in Thames

Valley

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Total number of staff (FTE) in Thames Valley Trusts Non Medical = 32,460Medical = 4,110Healthcare Scientists = 1,520Total = 38,090

Adult Nurses (FTE) in Thames Valley TrustsAcute, Elderly & General = 6,850Community Services = 730Total = 7,580

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Thames Valley Demand Forecast 2015 – 2020, Adult Nurses

•Current Vacancy Rate = 16%• Establishment increase 2015 – 2020 = 0.2% 

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Thames Valley Adult Nurses, Age Profile, March 2015

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Adult Nurses, Part-Time Working

by Age Band

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Adult Nursing Trends, 2010 - 2015

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Future Workforce Supply

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What does the Thames valley need to do?

•Attract. Increased nursing commissions and reduce attrition. •Recruit. Continued support and increased numbers of nurses returning to practice and then employed within the Thames Valley•Retain. Retention of nurses in Thames Valley with reduction of turnover. Migration is a particular problem for us approx. 30-40%•Expanding excellence: focus on community. Community Nursing Education Strategy?

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The future workforce

So what kind of workforce will be required if we are to respond to the drivers of change and meet the predicted need of future patients?

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“We always overestimate the change that will occur in the next two years and underestimate the change that will occur in the next ten. Don’t let yourself be pulled into inaction.”

Bill Gates

We must be bold and brave…