Workforce planning process 2014 15
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Workforce Planning Process 2014/15. Stakeholder Update. Mike Burgess, Associate Head of Workforce Planning [email protected] Vital Statistics. 41 NHS Providers 1000 pages of narrative 1.4m data items in demand and supply across specific workforce groups 100+ calls

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Workforce Planning Process 2014/15

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Workforce planning process 2014 15

Workforce Planning Process 2014/15

Stakeholder Update

Mike Burgess, Associate Head of Workforce Planning [email protected]


Vital statistics

Vital Statistics

  • 41 NHS Providers

  • 1000 pages of narrative

  • 1.4m data items in demand and

    supply across specific workforce groups

  • 100+ calls

  • 500+ emails

  • 78 hours of analysis

  • 100 hours of reading


Wider analysis

Wider Analysis

Primary Care:

  • 13% coverage from workforce transformation

  • Area Team transforming primary care plans

  • NHS IC SC General Practice Census 2013 analysis

  • RCGP practice nurse survey - indicative

  • HENW primary care survey

  • Dentistry data from NW postgraduate education team

  • Pharmacy – modelling and NHS Pharmacy Establishment and Vacancy survey

    Social Care

  • Social Care NMDS extrapolated up to give NW coverage

  • Commissioning intentions from Local Authorities


Wider analysis1

Wider Analysis

Public Health

  • NW public health team review

  • NW public health MDS work for HEE and CfWI

    Independent Sector

  • IHAS data and annual accounts only

    Voluntary Sector

  • Data sets provided by Voluntary Sector North West (VSNW)

    Narratives from: Clinical Networks, HEIs, Area Teams and 32 CCG 2-5 year commissioning plans and better care fund bids


Key top 5 nw workforce themes

Key top 5 NW workforce themes

  • Existing nursing workforce shortages across the NW (primary and secondary, including paediatric and MH nursing)

  • Significant vacancies in the medical workforce across a range of specialties and levels

  • Emergency Medicine / AED / Critical Care / Theatres workforce demand at all levels and types

  • GP recruitment and Primary Care Workforce

  • Clinical Radiology / Interventional Radiology – demand for workforce and training pathways


Nursing

Nursing

  • Major recruitment issues for newly qualified in some areas

  • Major recruitment issues for specialist nurses / HVs / School Nurses

  • Shortage areas filled with International recruitment / bank / agency

  • Impact of 24/7 and safe ward staffing

  • Impact of degree only nursing

  • Learning Disability nursing for mental health and care providers

  • Age profiles of some staff groups

  • Skills and competencies to work in isolation in different care settings

  • Head room for CPD and skills development


Medical and dental

Medical and Dental

  • High vacancies and gaps in some medical specialties at all levels including junior doctors.

  • Major international recruitment programmes across regions

  • Medical training: Secondary care versus primary care 50:50 split. Reductions in junior doctor training posts

  • Changes to the shape of medical training

  • Extending GP training to 4 years

  • Medical workforce demand shows further increases for consultants across specialties

  • Junior doctor stocktake indicates gaps between anticipated demand and supply

  • Provider reputation / Keogh and CQC

  • Key risks – A&E / Emergency medicine / Clinical Radiologist / Psychiatry


Emergency medicine

Emergency Medicine

  • Major issues for most providers across the whole workforce and not just clinicians

  • National issue – decade of targets and pressure

  • Recruitment and retention issues

  • Reliance on locums and agency

  • Impacts on theatres, critical care, ICU, HDU, A&E and EM


Primary care gp recruitment

Primary Care & GP Recruitment

  • Aging workforce

  • GP recruitment to target

  • Practice Nursing

  • CPD

  • Current gaps and future gaps

  • Succession planning

  • Understanding optometry, pharmacy and dentistry

  • Wider out of hour’s workforce


Clinical radiology interventional radiology

Clinical Radiology / Interventional Radiology

  • Shortages of Consultants (evidence submitted to HEE call for evidence)

  • Looking how to fill gaps – RCCR report

  • Impact on interventions

  • Impact on service provision

  • No immediate solution


High level workforce themes

High Level Workforce Themes

  • Demand for newly qualified nursing – do we increase commissions for 2015/16 to out-turn 2018/19?

  • Demand for more CPD across sectors – do we increase CPD / re-distribute do differently?

  • Demand for medical workforce – not in pipeline – how do transform across system with new roles?

  • 8 major NHS England service reconfigurations across NW How do we transform education commissioning? Local commissioning, choice, innovation, quick delivery, agility and at pace?


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