1 / 14

Right People, Right Skills DHS workforce design strategy

Right People, Right Skills DHS workforce design strategy. Jennifer Colbert Service & Workforce Planning. Human services workforce Key challenges. Factors impacting workforce supply Changing workforce demographics Changing working patterns & mobility Shrinking pool of workforce entrants

reed
Download Presentation

Right People, Right Skills DHS workforce design strategy

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. Right People, Right SkillsDHS workforce design strategy Jennifer Colbert Service & Workforce Planning

  2. Human services workforceKey challenges • Factors impacting workforce supply • Changing workforce demographics • Changing working patterns & mobility • Shrinking pool of workforce entrants • Increasing specialisation & entrenched professional ‘silos’ lead to fragmentation of care • Factors influencing workforce demand • Increasing service demand • Changing technology and evolving models of care • Increasing client complexity

  3. Human services workforceEnablers for change • Getting national/state/local approaches & outcomes • Engaging with the VET, tertiary & post tertiary education sectors • Overcoming professional/industrial legacies • Adjusting workforce expectations • Acceptance of learning from overseas • Getting investment in workforce development • Willingness to embrace change

  4. National workforcestrategic framework • Established to guide national investment in health workforce • Allows better identification of workforce priorities that would benefit from national approaches • Provides capacity to promote collaboration between jurisdictions and reduce duplication • Work plan for 2004-05 includes: • Nationally consistent medical registration project • AMWAC Studies in surgical specialties • Alternative workforce planning approaches • Improving workforce data

  5. Developing a Victorian action plan • Key areas to be progressed include: • Increase workforce supply • Improve workforce distribution • Improve workforce data & analysis • Explore opportunities for role redesign • Combination of short, medium and long term strategies required

  6. Health workforce:Strategies & solutions Short term Medium term Long term Attract locally trained international students Improve Supplement existing overseas recruitment strategies workforce Expand strategies to encourage re - entry supply Increase funding for clinical placements E C R Fund growth in early graduate positions O F Improve K Establish alternative approaches to management & R workforce O allocation of early graduate & vocational training positions distribution W H Expand recruitment & retention strategies in priority services & occupations T L A E Fund projects to design & influence curriculum H Redesign Support skills mix projects the Expand training & utilisation of certificate trained staff workforce Fund local workforce innovation projects which pilot work roles &/or design

  7. Workforce StrategiesIntegration

  8. Role review & design:Principles • All role changes should improve the patient journey through the health care system • Ideally, follow on from service review • Allow professional staff to work at their training level – delegate technical and irrelevant work • Expand use of trained support staff • Maintain safety and quality

  9. Role review & design:Education & training • Improve liaison with higher education & VET sectors – tailor curricula to roles • Explore alternative education models – deliver skilled workers more efficiently • Encourage articulation between VET & higher ed – career paths and career flexibility

  10. Role review & design:Skills mix projects • Undertake statewide pilots to identify effective approaches and tools • Support local innovation, existing and proposed • Priorities for 2004-05: ·Extended roles for allied health assistants; ·Support roles in acute care; ·Support roles in rehabilitation; ·Extended roles in eye care (building on the VictorianOphthalmology Services Service Planning Framework; ·Support and professional roles in mental health; ·Extended allied health professional roles.

  11. Role review & design:Methodology

  12. Role review & design:Governance

  13. Role review & design:Going forward • More information please – forums, visits to services • Call for expression of interest from health services for redesign pilots • Communication, consultation & ongoing liaison with stakeholders • Formation of reference groups & teams • Development of redesign tools

  14. DHS workforce design strategy:Interested? Questions? Contact: Email jennifer.colbert@dhs.vic.gov.au Phone 03 9616 7872

More Related