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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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8th 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
The LHC Workforce Teams -what do they do?
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
Three examples of workforce planning methodologies used by the LHC Workforce Teams across the East Midlands (there are many more…….)
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
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/
The Population Centric™ approach (Acknowledgement and thanks to Prospect Business Consulting Ltd for use of their slides and diagrams)
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
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
Current workforce Need current workforce data & demography to consider future need • Supply & demand • Age profiles • Recruitment • Training • Retention • Absence rates • Labour market intelligence
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)
What is needed in the skills and knowledge ‘pot’? Expert / Specialist Intermediate Support / QCF
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
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
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
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
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!