1 / 17

Health Education Kent Surrey Sussex The Local Perspective Philippa Spicer Managing Director

Health Education Kent Surrey Sussex The Local Perspective Philippa Spicer Managing Director. “Through creative partnerships we shape and develop a workforce that impacts positively on health and wellbeing for all ”. 0. The Local Planning Cycle – Timescales and Process.

kalani
Download Presentation

Health Education Kent Surrey Sussex The Local Perspective Philippa Spicer Managing Director

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Health Education Kent Surrey Sussex The Local Perspective Philippa Spicer Managing Director “Through creative partnerships we shape and develop a workforce that impacts positively on health and wellbeing for all” 0

  2. The Local Planning Cycle – Timescales and Process Workforce Planning Timeline Template and Process NHS TDA 5 year plan HEKSS return of Demand/ Forecast Template to HEE HEE Formal board sign off of Workforce Plan 25th September HEKSSreturn Investment Plan to HEE NHS TDA 2 year plan NHS TDA 1 year plan HEKSS Local Workforce Plan published Monitor 5 year plan, Second cut Monitor 5 year plan Monitor 5 Year Plan final HEKSS Workforce forecast and education commissioning template released HEE National Workforce plan published 6thj June Return of HEKSS Template from providers 09th July HEKSS Workforce Planning and education commissioning event County Workshops Planning Plan Sign-Off Triangulation Publication 1

  3. HE KSS Allocation • HE KSS - £287k annual budget. • 3 Categories • Future Workforce. • Workforce Development. • Educational Support. 2

  4. HEE Funding • HEE - £5b annual budget, spending over £9,500 a minute on education and training. • Less than 5% spent on CPD. • Drs = 12% of workforce (60% of NHS Training Budget). • Nurses & AHPs = 40% of workforce (35% of NHS Training Budget). 3

  5. HE KSS Workforce 4 Health & Social Care Information Centre Census 2013

  6. HE KSS Future Workforce 5 Health & Social Care Information Centre Census 2013

  7. HE KSS Future Workforce 6

  8. Building Capacity and Capability • Introduction to Workforce planning – 3 day module. • Kent Surrey & Sussex 1 course each. • Master Class – Selecting and Using Ward/Department Staffing Methods – 1 day. • Kent Surrey & Sussex 1 course each. • Further Masterclass being held on 17th July 2014. • Exploring further models by care pathway.

  9. Workforce Returns • Returns • 22 workforce and education commissioning templates sent out. • 21 workforce and education commissioning templates returned. • 18 organisations completed both workforce and education commissioning returns to a degree. • 3 organisations have not returned workforce returns. • 2 organisations have not returned education commissioning returns. • Quality • Workforce forecast incomplete. • Number of education commissions incomplete. • Challenges • Medical workforce forecasts. • Five year forecasts. • Monitor Returns.

  10. Nursing Forecasts

  11. AHP Forecasts

  12. HCS and Radiography

  13. Primary Care GP Trainees – HE KSS 100% Fill rate. Practice Nursing – 240 additional Mentors to support additional adult nursing students, paramedic students in primary care settings. Practice Nursing- Common pathway for nursing agreed by 4 HEIS – first cohort from September 2014. Primary Care Development Programme – Community Education Provider Networks. Primary Care Workforce Database. Primary Care Workforce Planning Support Programme. 12

  14. Safer Staffing EXPECTATION 9: Providers of NHS services take an active role in securing staff in line with their workforce requirements. Providers of NHS services actively manage their existing workforce, and have robust plans in place to recruit, retain and develop all staff. To help determine future workforce requirements, organisations share staffing establishments and annual service plans with their Local Education and Training Board (LETBs), and their regulators for assurance. Providers work in partnership with Clinical Commissioning Groups and NHS England Area Teams to produce a Future Workforce Forecast, which LETBs will use to inform their Education Commissions and the Workforce Plan for England led by Health Education England (HEE). 13

  15. Workforce Development • CPD funding direct to providers • SDS Programmes – Year 2 • Dementia - £1million • Primary Care - £1million • Emergency Care - £750k • Children and young People - £200k • Compassion and Patient Safety – £500k • Technology Enhanced Learning - £750k • Career Progression – Bands 1-4 - £750k • Strategic Reviews 2014/15 • Specialty Medical Trainees • Physicians Associates

  16. Educational Support • Clinical Learning Environment – improving quality of learning and teaching in practice. • Research Innovation and Evaluation – new ways of learning and evidenced based education. • Integrated Education – support for providers to bring together educational governance within organisations to ensure multi-profession learning. • Quality Improvement Tool – supporting improvement in education through the LDA process. 15

  17. Key Messages • Placement Capacity • Workforce must be aligned to service – not vice versa. • Health and Social Care is the same team. • Effective teams are more important than individual excellence. • Funding should align with training need – not based on history. • Most of the future workforce is already working in the NHS – CPD Spend should reflect this. 16

More Related