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Joint Investment Framework Jon Cunningham (07880 848085)

Joint Investment Framework Jon Cunningham (07880 848085). NHS Workforce Context. Low investment in L & D for bands 1 - 4 (40 % of the workforce) Lack of reliable, consistent data about skills and learning of this staff group

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Joint Investment Framework Jon Cunningham (07880 848085)

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  1. Joint Investment Framework Jon Cunningham (07880 848085)

  2. NHS WorkforceContext • Low investment in L & D for bands 1 - 4 (40 % of the workforce) • Lack of reliable, consistent data about skills and learning of this staff group • By 2016 replacement demand = significant (62% of clinical support staff and 58% of infrastructure staff) • Workforce planning gaps - both capacity and competence within Trusts. • Focus on Bands 1 – 4

  3. Workforce Planning • Fundamental to JIF • Clear links to service delivery • Key SHA priority – investment in workforce planning capacity & capability • JIF lever to drive improved workforce planning including the move to an integrated organisational approach. • Brokerage key role to play including capturing issues, solutions & best practice through ONA’s. • Hoshin tool may address part of data issue

  4. Key NHS Drivers • 18 Week Maximum Wait and Patient Choice • Payment by Results (PBR) • Practice Based Commissioning (PBC) • European Working Time Directive (EWTD) • Our Care, Our Health, Our Say • KSF – more training & development will result? • Investment has peaked – value for money crucial • Delivery of services increasingly commissioned therefore not just NHS staff • Shared agenda with LSC/SHA – Leitch, Skills Pledge and Skills Challenge

  5. The JIF will • Focus on NHS staff in bands 1 to 4 • Deliver Skills/qualifications at NVQ levels 1-4 including Skills for Life • Encompass wider investment by LSC, SHA and sector employers • Provide up to £5m LSC / £5m SHA funding each year for a rolling 3 year period • Start from August 07 • Improve workforce planning & development • Contribute to regeneration

  6. LSC contribution • £15m for West Midlands NHS employers through to July 2010 • Delivered via the Train to Gain service: • Skills for Life Level 1 and 2 including ESOL • First full Level 2/ Level 3 jumpers • Level 3 as part of the T2G Level 3 trials for the WM • Apprenticeships for under 25’s. • Adult Apprenticeships • Provision delivered by LSC approved providers • Existing money • Commission extended/specialist brokerage for the Health Sector

  7. SHA / employers contribution • Match LSC investment - £15 million over 3 years. • Have a clear strategy for workforce development and investment, complementing regional Sector Skills Agreements • Investment focused on NHS career framework bands 1 to 4 • Drive investment through improved workforce planning • Secure commitment from other sector employers (inc voluntary and independent) to contribute to the JIF • Prioritise NHS Trust requirements – commissioned services/independent contractors will be considered. • Articulate what employers want • Work with employers to support community regeneration

  8. SHA / employers contribution • Focus on learning at levels 2, 3 & 4 not supported by LSC funds • Pre NVQ work • Role relevant Level 2 qualifications • Additional Level 2 modules for movement of staff from secondary to primary care e.g. vaccinations and immunisations. • Level 3 and Level 3 Trial Employer contribution • Level 4 e.g. Foundation Degrees • Develop capacity to identify, co-ordinate, advise and support significant numbers of learners • Drive workforce innovation

  9. JIF Structures • The Locality Stakeholder Board Structure must drive: • Focus on workforce planning • Identification and agreement of locality priorities – articulating what employers want • Accessing economies of scale/best value in commissioning of learning • Spreading good practice in localities and regionally • Better integration with other potential partners – e.g. LLN and FE/WBL providers/networks • Brokerage – support mechanism to implementation.

  10. Brokerage • JIF accessed via brokerage services • Agreement negotiated to utilise brokerage as the route for SHA funding for 2007/2008 onwards • Development of Specialist Brokerage Service underway to meet Health Sector needs • JIF event for each Stakeholder locality to ensure engagement and planning for 2008/09. • Brokers will • assist in workforce planning • Identify appropriate funding • Identify suitable learning & skills providers • build long term relationships • promote Public Service Skills challenge

  11. How will it work in practice?

  12. The Skills Challenge A challenge to all public service employers with a commitment over the next 3 years to: • Up Skill the workforce to a minimum of level 2 – Skills Pledge • Tackle the basic skills needs of employees • Prioritise the recruitment of local people from the most disadvantaged neighbourhoods • Increase the number of young people employed in the sector

  13. Targets by 2010 • 75,000 public service employees upskilled to level 2 • Improving public service productivity and service delivery • Contribution to Level 2 Leitch targets • Closing skills gap • Increase in under 25’s employed by 25% including 8,000 new apprenticeships • Reducing NEET, Increase apprenticeship take up • Recruit 10,000 local unemployed people into PS • Reducing worklessness • Contribution to Local Area Agreement priorities & targets

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