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How to Workforce Plan

8 th October 2013. How to Workforce Plan. Joy Simpson Health Education East Midlands (Nottinghamshire) Sheila Hawkins Health Education East Midlands (Leicestershire and Rutland). “ If you always do what you’ve always done, you’ll always get what you’ve always had.” Mark Twain.

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How to Workforce Plan

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  1. 8th October 2013 How to Workforce Plan Joy Simpson Health Education East Midlands (Nottinghamshire) Sheila Hawkins Health Education East Midlands (Leicestershire and Rutland)

  2. “ If you always do what you’ve always done, you’ll always get what you’ve always had.”Mark Twain

  3. The LHC Workforce Teams -what do they do?

  4. Why workforce plan? • Current and future direction for service that can impact on workforce • Inform current and future East Midlands education and training commissions to meet patient and service need • Supply and demand - recruitment / retention • Efficiency and cost savings • Future focused- opportunities

  5. Three examples of workforce planning methodologies used by the LHC Workforce Teams across the East Midlands (there are many more…….)

  6. Skills for Health Model The Six Steps Methodology offers: • A systematic practical approach that supports the delivery of quality patient care, productivity and efficiency  • Assurance that workforce planning decisions taken are sustainable and realistic  • A scalable approach, from small ward-based plans to large organisations  • A joined-up approach with social care, where the same approach has been adopted. http://www.skillsforhealth.org.uk/workforce-planning/six-steps-workforce-planning-methodology

  7. The Six Steps: • Step 1: Defining the plan  • Step 2: Mapping service change  • Step 3: Defining the required workforce  • Step 4: Understanding workforce availability  • Step 5: Planning to deliver the required workforce  • Step 6: Implement, monitoring and refresh. http://www.skillsforhealth.org.uk/workforce-planning/six-steps-workforce-planning-methodology/

  8. The Population Centric™ approach (Acknowledgement and thanks to Prospect Business Consulting Ltd for use of their slides and diagrams)

  9. Functional Mapping • Designing workforce by patient pathway rather than professional group • Identify all the functions/tasks needed to deliver a pathway from the patient’s perspective • Identify skill levels needed to deliver each function • Shows what kind of workforce needed, identifies competences and can be used to develop job descriptions and/or costings for service

  10. Functions and skill levels stages 4+5

  11. Functional Mapping • Works well when pathway is delivered across several agencies and professions • Needs good clinical engagement • Supports service re-design and management of change • Specifies requirements for education • Doesn’t create neat numbers for commissioning education places

  12. What’s the shape of your workforce?

  13. Current workforce Need current workforce data & demography to consider future need • Supply & demand • Age profiles • Recruitment • Training • Retention • Absence rates • Labour market intelligence

  14. Defining the future workforce • Gather intelligence (meetings/ workshops/ templates) • Develop options for the future workforce: • Roles (& working differently) • Numbers, • Costs! • Can identify minimum requirements in terms of the level of competence, or professional role or location • Scenario building – business cases options (workforce planning methodologies support this)

  15. What is needed in the skills and knowledge ‘pot’? Expert / Specialist Intermediate Support / QCF

  16. The HR Reality Check Re- engineering Retaining People Reward Remuneration Re-training Refresh Relevance Risk Resources Results Responsibility Getting People Return Recruitment Losing People Retirement Redundancy Re-deployment Bosma / Bond 2002

  17. Workforce plans build capacity & capability Training Education commissioning Leadership development Recruitment and retention Talent management Re-deployment Succession planning Engagement – staff/patients/ clients/users Communications

  18. LHC Workforce Development Plan Process 1. Reflect on last year 2. Engagement/ gather information 8. EMLETB Education and Training Commissioning Events and Agreement 3. 1st draft Workforce Plan 7. Submission to EMLETB 4. Confirm and challenge 6. Final draft/ ratification 5. 2nd draft Workforce Plan

  19. LHC Workforce Lead Contacts • Derbyshire (jackie.hewlett-davies2@nhs.net) 01332 258180 • LLR (Richard Ansell (r.ansell@nhs.net) 0116 258 3803 • Lincolnshire (helen.smith2@nhs.net) 01522 580980 • Northamptonshire (kadcock@nhs.net) 01327 708184 • Nottinghamshire (jackie.brocklehurst@nhs.net) 01623 848888

  20. What’s hot around workforce planning in terms of the business and service provision for you? • What experiences do you have with workforce planning? • LHC Workforce Teams can help you!

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