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GM Workforce Planning & Modernisation Network. 20 th June 2013. Contents. HENW Priorities Workforce Planning Process 2013/14 to 2018/19 National Workforce Assurance Tool Health Visitor Update Data Quality Update eWIN. Health Education North West Priorities.

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HENW Priorities

Workforce Planning Process 2013/14 to 2018/19

National Workforce Assurance Tool

Health Visitor Update

Data Quality Update


LETB 4 core transformation priorities

Address the impact of the Francis Report and patient safetyDelivering a workforce in the right numbers 24/7, with the knowledge and skills to ensure patient safety and a culture which embraces the values and behaviours of the NHS Constitution and supports through positive educational and coaching interventions

Manage the economic environment by supporting skill mix changes and developing service improvement skillsEnsuring equity and value for money across the entire health economy through creative service solutions including ‘Healthier Together’

Support and develop the transformational changes to the whole workforce including primary care, to reflect the change in services in the North WestBuilding on successes, acclimatise to the new landscape working flexibly and adeptly with new partners and new innovations – spreading our legacy and collaborating with AHSNs

Align to the NHS England Mandate and Public Health Outcomes FrameworkDelivering with partners ‘Healthy Lives, Healthy People: A Public Health Workforce Strategy’ - making sure the patient experience, helping people to live longer and that public health is everyone’s business

10 Strategic Drivers

To support a progressive lifelong learning culture

To manage the change in services, including community care

To deliver Mental Health and Learning Disability priorities

To develop real multi-professionalteam based learning, embracing technology, research and innovation

To embed a consistent approach to recruitment based on the NHS Constitution

To monitor and support NHS values and behaviours across existing staff

To improve the development for healthcare assistants

To target and seek solutions for specific vacancy problems

To develop an agreed approach to medical workforce planning

To develop an agreed approach to primary care workforce planning

Workforce Planning:

2013-14 to 2018-19

There are three templates to be completed:



Risks and Issues

The deadline for return to Health Education North West is Friday 28th June 2013

All queries, issues and submissions are to go to

Time scales determined by HEE Corporate nationally

Workforce Planning: 2013-14 to 2017-18 Narrative

The Narrative Template is intended to

Link with the Trust workforce strategy and business vision

Make a bottom-up assessment of future qualified and non-qualified workforce trajectories

Understand any additional changes to demand for education commissioning plans for pre-registration (degree and diploma) and specialist practitioner programmes (post-graduate and masters)

Identify critical issues and pinch points in order to inform the development of new roles and targeted workforce initiatives

Comprehend the demand for new roles, skills, competencies and pathways that may be required in new build, service re-design and hospital re-development

There is now reference to Francis, Values and Culture, Education and Learning, Supporting bands1-4 and nurse to bed ratios and some changes to the Modernisation Section

Workforce Planning: 2013-14 to 2017-18 Demand

The demand template it is similar to last year and calculates percentage changes in the workforce

The template has been developed by Health Education England and influenced by local priorities for the North West

The baseline is the actual Staff in Post FTE as at 31st March 2013

The demand is recorded in establishment FTE i.e. the number that would actually be employed in substantive posts were there are no barriers to that employment (either on the 'supply side' or to address other practical concerns such as holding posts vacant to deliver cost savings)

It is acknowledged that different organisations and different areas do things differently

Aim to capture a forecast of true underlying staffing requirement

Factors which in practice mean fewer staff are actually employed can then be factored in to subsequent discussions and modelling

For non-medical we need demand and supply information

For Medical & Dental, Healthcare Scientists and Modernisation we need demand

Workforce Planning: 2013-14 to 2017-18 Risks and Issues

What are the main risks and issues?E.g.

Medical and Dental staff

Non-Medical staff

Gaps in service and rotas

Care Pathways

Barriers to Service Delivery

Primary Care


Skills shortages

Competency shortages

Overseas recruitment

Recruitment Issues

What are the solutions and actions? E.g.

Recruitment and retention

New and expanded roles

Demand for newly qualified staff

Demand for skilled staff

Continuing Professional Development

Education and learning management

Service reconfigurations

Workforce Assurance Tool

NHS Trust Development Agency use Workforce Assurance Tool as part of Foundation Trust pipeline

Provide training, primarily for Non Foundation Trusts but also accessible to Foundation Trusts

Health Visitors

End of 2012/13 Position

The North West was successful in achieving the target of 1489.0 FTE for March-13.

The Mar-14 target is 1656.90

Health Visitors

North West modelling for 2013/14 takes into account natural turnover, attrition and the outturn of newly qualified students into the Health Visiting workforce.

Health Visitors

Table below shows the pre modelled trajectories for each of Area Teams as at 2013/14.

Area Team directors were asked to consult with the LETBs and submit their local plans to NHS England by the 31st May 2013.

Data Quality Information

Acute and mental health trust in England data quality results published in Health and Social Care Information Centre report:

Available on HSCIC here or eWIN

Woven report ex-employees validation limited to leavers since 1st July 2012

Woven report GMC/GDC registration validation been corrected. Scores might have changed but are now correct

Emphasis on putting in place strong data collection & validation processes remains

Data Quality: North West Score

NW retained first place May-12 to May-13

Error count increased by 4409 (28.7%) errors Apr-13 to May-13

Error count increased by 756 (4.9%) errors May-12 to May-13

  • Each organisation starts with a perfect score (10,000) and loses a proportional amount of that score for each problem detected by the validation process
  • Each validation is scored individually and is equally weighted
  • The overall score is derived from the sum of the scores for the individual validations and is scaled out of 10,000
Data Quality: Maximum Scoring Organisations

0 organisations in the North West in May 2013 achieved a maximum score of 10,000

3 organisations achieved a score of 9995:

Bolton NHS Foundation Trust

Manchester Mental Health and Social Care Trust

University Hospitals of Morecambe Bay NHS Foundation Trust

For full ranking please access eWIN’s data quality reports here:

Data Quality
  • Full reports on eWIN: direct link
  • To navigate:
  • 1. Select Data Quality
  • in Benchmarking Service
  • 2. Four reports are currently available and a guidance page
  • 3. Demos can be set up on request


  • Resources. Intelligence. Innovation.
  • Available in the Local Education and Training Board areas East of England, North West, Thames Valley, Wessex and Yorkshire and the Humber
  • NHS workforce focused portal designed to support delivery of QIPP, transition and productivity challenges
  • Aligning to Education Outcomes Framework and HEE and LETB priorities
  • New eWIN live May 2013 at @ewin_portal

Resources. Intelligence. Innovation.


eWIN is

  • A communication platform to drive a culture of sharing knowledge and generating innovation
  • A repository of good practice case studies, hot topics, bulletins, news and events
  • A benchmarking service providing valuable workforce indicators and modelling tools @ewin_portal

Resources. Intelligence. Innovation.


Current Work Programme

  • Soft launch of eWIN version 2 (May – July 2013)
  • Champion Network Pilot (May – December 2013)
  • Testing of new dashboards (May – July 2013)
  • Pilot of GP Practice Data Collection (June – August 2013)
  • Implementation of Communities development (June 2013) @ewin_portal

Resources. Intelligence. Innovation.


New Dashboards

  • Staff Health Indicators Dashboard
    • Staff sickness absence reasons – ESR & Staff Survey
  • Equality and Diversity Dashboard
    • Profile of workforce by protected characteristics – ESR
  • Workforce Modernisation Dashboard
    • Assistant and Advanced Practitioner commissions and workforce
  • Organisation Profile Tool
    • Determine who to benchmark against @ewin_portal

Resources. Intelligence. Innovation.



  • Mainly public site, benchmarking and member forum closed to public
  • As organisations sign up, their employees are able to register as members
  • Organisations regulate own membership through “Super User”
  • Simple registration process, training and support available @ewin_portal

Resources. Intelligence. Innovation.


Value of Membership

  • Access to closed benchmarking and member forums
  • Access to closed knowledge documents
  • Access to closed dedicated workforce planning resources
  • Influence direction and development of eWIN
  • Part of eWIN community
  • All North West trusts
  • are signed up @ewin_portal

Resources. Intelligence. Innovation.



  • Liz Thomas
  • Senior Programme Manager Workforce Strategy, Health Education North West
  • 0161 625 7793 @ewin_portal

Resources. Intelligence. Innovation.