Transcript Introduction to workforce planning and staff deployment

Nursing and Midwifery Workload and Workforce Planning
Nursing & Midwifery Workload and Workforce
Planning
Introduction to Workforce Planning and
Staff Deployment
Quality Education for a healthier Scotland
Nursing and Midwifery Workload and Workforce Planning
What is Workforce Planning?
• the process for estimating the required health workforce to meet future
health service requirements and the development of strategies to meet
those requirements (for a balanced workforce)
• “At its simplest, effective workforce planning ensures you will have a
workforce:
– of the right size
– with the right skills and diversity
– organised in the right way
– within the budget that you can afford
to deliver the services you need to provide the best patient care.”
(National Workforce Projects)
Quality Education for a healthier Scotland
Nursing and Midwifery Workload and Workforce Planning
Dimensions of Developing the
Nurse Workforce (RCN, 2003)
• Planning - designing patterns of staff mixes and
utilisation in line with strategic policy goals
• Production - the supply of nurses including all
aspects of nursing and midwifery education
• Management - covers all matters relating to the
employment, use and motivation of nursing staff
– determines the productivity and coverage of different
nursing services
– and their capacity to retain staff
Quality Education for a healthier Scotland
Nursing and Midwifery Workload and Workforce Planning
Advantages of Workforce
Planning
• identify shortages and surpluses and prevent staffing
crises
• define tasks and roles and encourage teamwork
• contribute to ensuring patient safety by having the right
staff skills in place to deliver effective care
• identify drivers of both demand and supply
• establish workforce education and training needs
• provide for service development and changing healthcare
needs
Quality Education for a healthier Scotland
Nursing and Midwifery Workload and Workforce Planning
Phases of Workforce Planning
1. Short term - ensuring there is sufficient staff to cope with the
expected workload, i.e. rostering
2. Medium term - small adjustments i.e. re-evaluate your
requirements for any vacancy, e.g. skill mix
3. Long term - manpower planning whereby decisions are taken
in the longer term regarding staffing i.e. due to service change
or development for a
4. Operational - decisions taken about the deployment of staff
that are actually on duty
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