National overview: Workforce Planning Elinor Mitchell One year on: New Government Delivering for Health being taken forward Pay modernisation (nearly) implemented MMC (nearly) implemented Career framework beacon sites …….and.
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Transcript National overview: Workforce Planning Elinor Mitchell One year on: New Government Delivering for Health being taken forward Pay modernisation (nearly) implemented MMC (nearly) implemented Career framework beacon sites …….and.
National overview: Workforce
Planning
Elinor Mitchell
One year on:
New Government
Delivering for Health being taken forward
Pay modernisation (nearly) implemented
MMC (nearly) implemented
Career framework beacon sites
…….and progress on workforce planning
New Government
Minority government - no coalition
Cross cutting priorities
Cabinet Secretary and 2 Ministers for health
and well being
Workforce Planning
Framework – published August 2005
2nd Board workforce plans – just completed
Wash-up session to review - April 2007
Need for change?
Health Department Board
fully costed workforce plans to ensure
affordability
greater integration (ie does workforce plan support
delivery plan)
focus on what’s changing (eg Delivering for
Health)
greater clarity of purpose
WHAT HAS BEEN
ACHIEVED
Established workforce
planning as an essential
part of board work
Planning ahead
Identifying drivers and
planning for change
Working with service
planning
WHAT MORE NEEDS TO
BE DONE
Integration – planning
frameworks, strategic
(delivering for health),
finance
Building up evidence base
– for development,
training, recruitment
Risk management – what
if?
Is the National Workforce
Planning Framework fit
for purpose?
requires iterative revision.
needs to be better
integrated
needs to focus on what’s
changing.
need to be aware of
different audience needs
What requires review?
networks and frameworks
for gathering information
need a focused approach
to data quality and
timeliness
need a review of the role
of other sources, e.g.
SWISS, together with
their impacts on
workforce modelling
Where can we go from here in short term?
Close alignment with local delivery plans – test this and
be confident about it.
Articulate the multi professional workforce in terms of
competency
Map out our investments in education and training to
illustrate how we will sustain the workforce.
Consider need for a Workforce Strategy
Be more explicit with NES about what
education/training requirement is
Where should we go from here – longer term?
Use a local / regional matrix approach, not just a
“Delivering for Health” context.
Identify key specialities and work them through under
scenario planning conditions. Share these outcomes and
other assumptions more openly and widely.
Make clearer links between competencies and
professional boundaries.
Continue with service redesign and secure wider
ownership of the workforce planning process.