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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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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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