National Workforce Planning Network Development Day 23 rd March 2016

1. National Workforce Planning NetworkDevelopment Day23rd March 2016

2. Welcome – Why This? Why Now? It’s All About You!.....

3. Overview of the Day • To provide a masterclass in Population Centric Planning • To give you something to take away to use locally • To consider own role • To begin to articulate core offer

4. National and Local Context and Landscape Strengths Opportunities

5. Population Centric Model

6. Stage One - Establishing the change management approach • Scope and parameters of project; regional, condition specific etc? • Who needs to be involved? • What are the timescales? • Any expert input? • Where’s top level support? • Project lead? • Givens?

7. Stakeholders – Where to Start?

8. Stakeholder Mapping Concern Importance (or power) Low High Low High Interest

9. Community Mapping Proximity = Reliance on support to deliver objectives Size = Relative power and influence on objectives (Ref: Aston OD)

10. Stage Two – Population definition and strategic environment • How are you going to “cut” it? • DESCRIBE the population comprehensively • DESCRIBE the environment comprehensively; national, local • What sort of information and where from? • Who needs to input into the process?

11. Engaging Others - Proxies

12. Ethel is 85 years old. She has had a hip replacement and has COPD. She lives at home alone with day time help from a community health and social care team. She can get confused. She calls 999 for an ambulance about twice a month for various reasons - a fall, losing medication at night, breathing problems. She is kept in hospital overnight but is let home the next day.

13. Stage Four - Defining knowledge, skills and competence levels of the future workforce • “Listing” knowledge and skills/mapping knowledge and skills onto pathways/scenarios • Deciding on levels of competence; challenges • Considering the “shape” of workforce

14. Skills and knowledge ‘pot’ • Expert / Specialist • Intermediate • Support /NVQ

16. Stage Five – Defining the futureworkforce; roles, numbers and the “ideal” workforce • An exercise in combining the ‘blocks’ of skill, knowledge and competence levels into new roles • Remember to think about the shape of future workforce • Can introduce any on-going role redesign, skills mix or role extension here and this acts as a good ‘reality check’ for that work

17. Your Future Workforce • Develop options for the future workforce: • Roles, • Numbers, • Costs! • Can identify minimum requirements in terms of the level of competence, or professional role or location • Scenario building – business cases options

18. Stage Six - Gap analysis, reality check, action planning from present to future • About working out the gap between your ideal workforce and your current workforce & how to close it! • You can talk about the present • In reality, would have been gathering this information from the beginning, but in the background

19. Current workforce – where we tend to begin... Need current workforce data and demography • Supply & demand • Age profiles • Recruitment • Training • Retention • Absence rates • Labour market intelligence

20. Fast Forward • Aspirations • Results/Impact

21. Your Core Offer..... • Your customers • Who • What problem will you solve/help • Your value proposition • What will you offer • Packages, products, support • Resources Needed • Skills, knowledge, technology, people

22. Just Doing It :)