Southern Health Workforce Plan
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Southern Health Workforce Plan Presenter: Christine Fitzherbert Hospital: Achilles Key contact: Christine Fitzherbert, Executive Director HR [email protected] + 61 3 9594 2733. 15-16 September 2005 - Auckland. KEY PROBLEMS. Why Workforce Planning @ Southern Health?

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15-16 September 2005 - Auckland

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15 16 september 2005 auckland

Southern Health Workforce PlanPresenter: Christine FitzherbertHospital: AchillesKey contact: Christine Fitzherbert, Executive Director [email protected] + 61 3 9594 2733

15-16 September 2005 - Auckland


Key problems

KEY PROBLEMS

Why Workforce Planning @ Southern Health?

  • Critical Success Factor

  • Ensure necessary capacity/capability

  • Integrated into the SH Business Plan

  • No overarching strategy in place & no linkage between demand and supply

  • No Common Approach & ad hoc responses to workforce needs

  • Nursing & Clinical Shortages

  • New Services – New Hospital (Casey)

  • Changing Demographics

  • Changing consumer expectations and shift in service provision


Why workforce planning

WHY WORKFORCE PLANNING?

Key Industry Drivers

  • Recruitment and Retention

  • Skills, Education and Training

  • Work Design and Structure

  • Service Delivery Models

  • Technology

  • Demographics


Existing wfp initiatives

EXISTING WFP INITIATIVES

  • Lots happening but no integrated approach!

  • Nursing Recruitment and Retention

    • Nursing Support Unit

    • International Nurse Recruitment

    • Rostering Principles

    • Nursing Expo

  • International Medical Graduates Student program

  • Effective Human Resources Leadership

  • Commissioning of new Casey hospital

  • Leadership Programs eg Allied Health

  • Extending Scope of Practice (Nail Clinic)


Innovations implemented

INNOVATIONS IMPLEMENTED

  • Established specific Goal in Southern Health Strategic Plan

  • Workforce Planning Working Party

  • Research and Literature Review

  • Discussion “White Paper”

  • Consultation, collaboration & engagement

  • Key Stakeholder Workshop

  • Draft Plan developed & circulated

  • SH Workforce Plan & Framework finalised & approved by Board of Directors


Outcomes so far

OUTCOMES SO FAR

  • Workforce Plan & Proposed Strategies widely circulated

  • SH Workforce Planning Framework

  • Workforce Planning Steering Committee

  • Strategic Priorities & Action Plan to be developed

  • Linked to SH Clinical Services Plan


Outcomes so far1

OUTCOMES SO FAR

Five Strategic Goals:

  • Build Workforce Planning Capabilities & Infrastructure

  • Ensure a Skilled & Competent Workforce

  • Ensure Effective Work Design & Structure

  • Build a Positive Workplace

  • Ensure & Sustain Workforce Supply


Lessons learnt

LESSONS LEARNT

  • Workforce Plan must be integrated with organisational strategies & objectives

  • Understand relationship between supply & demand

  • Understanding workforce demographics & forecasts

  • Extensive and intensive consultation and collaboration – clinical & non-clinical

  • Priorities must be established.


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