NHS Integrated Service Improvement Programme Workforce matters How to workforce plan to support integrated service improvement

NHS Integrated Service Improvement Programme

Workforce matters

How to workforce plan to support integrated service improvement


Aims

• Provide and overview and a ‘taster’ of how to workforce plan using a NWP ‘6 step’ approach

• Make the connections between service, finance and workforce planning

• Begin to understand the roles of commissioners and providers in workforce planning

• Sign post other tools, resources and support


National Workforce Projects and ISIP • Supporting NHS

organisations achieve their workforce objectives by helping ensure they have the ability to effectively plan for future workforce needs, adapt to new ways of working and face future challenges


Six step methodology

• Overview of workforce planning • Why use the ‘6’ step approach to workforce

planning?• What resources are out there to help support

you to workforce plan effectively?– Skills for Health– Workforce Review Team– Employers Organisation– Others


Six Step GuideStep 1 – Defining the workforce plan Who will you involve? What will you include in the plan?

Step 2 – Visioning the future What will your service look like in the future?

Step 3 – Assessing demand What numbers and type of staff will you need?

Step 4 – Assessing supply Where will your staff come from?

Step 5 – Action Planning Is the plan realistic, what will it cost?

Step 6 – Implementation and review What will you do to make the plan happen?


Step one – Defining the workforce plan

• Through the ISIP and service planning process you will have addressed some of these questions– Who needs to be involved in creating the workforce

plan?– What timescale, client group, geographic area,

services and staff are covered by the workforce plan?

– What are the benefits that the workforce plan is trying to achieve?

– How does this fit with your wider service change process? e.g. local service improvement plans

Reason, function, scope and fit


Step two – Visioning the future

• As part of the ISIP plan there will be a clear vision of what the future looks like.– In what way does the service vision incorporate the

workforce requirements? – What external changes, such as organisational and

service reconfiguration, does the workforce plan need to take account of?

– What will your workforce of the future to look like?

Visioning, goals, targets and objectivesScenario planning


• How will the workforce plan be used in our organisations?

– Who needs to be involved in creating the workforce plan?– What timescale, client group, geographic area, services and

staff are covered by the workforce plan?– What are the benefits that the workforce plan is trying to

achieve?– How does this fit with your wider service change process? e.g.

local service improvement plans

• What changes in the future will affect your services?

– In what way does the service vision incorporate the workforce requirements?

– What external changes, such as organisational and service reconfiguration, does the workforce plan need to take account of?

– What will your workforce of the future to look like?


On your tables summarise how you would describe the findings you have discussed from step one and step two during an 2 minute elevator conversation with the CEO or the chair of your organisation.


Scenarios

• On your tables agree which group of services/model of care you will focus on for the purpose of this exercise e.g.– Diabetes– Urgent care– 18 weeks – Trauma & orthopaedics, ENT– End of life care, palliative care– Mental health– Long term conditions


Step three – Assessing demand

• What type and numbers of staff will you need? – What services will make up the delivery of your model of

care?– How will you identify the competencies that staff need to

deliver the model of care? – How do these competencies translate into staff roles and

numbers?– How does the workforce plan include and reflect new ways

of working and new staff roles?– How does the workforce plan maximise the benefits of

agenda for change etc?– How are you demonstrating compliance with WTD, equality

and diversity legislation? Impact, productivity, new ways of working


Step four – Assessing supply

• Where will your staff come from?– How can we find out what staff we have got?– What do you know about your current labour market?– What staff do we have available now? What is does the

staff profile tell us?– How can we find out the current skills and competencies

of the staff?– What plans are in place to deliver future staffing

numbers? – What are the rates of staff joining and leaving our

service?– How can we organise our staff to ensure best use of

skills and to maximise productivity?

Characteristics & options


• What type and numbers of staff will you need? – What services will make up the delivery of your model of care?– How will you identify the competencies that staff need to deliver

the model of care? – How do these competencies translate into staff roles and numbers?– How does the workforce plan include and reflect new ways of

working and new staff roles?– How does the workforce plan maximise the benefits of agenda for

change etc?– How are you demonstrating compliance with WTD, equality and

diversity legislation?• Where will your staff come from?

– How can we find out what staff we have got?– What do you know about your current labour market?– What staff do we have available now? What is does the staff profile

tell us?– How can we find out the current skills and competencies of the

staff?– What plans are in place to deliver future staffing numbers? – What are the rates of staff joining and leaving our service?– How can we organise our staff to ensure best use of skills and to

maximise productivity?


Activity

• In groups, what activities will you undertake to respond to step 3 and 4?

• What tools are available to help you?• 2-3 groups feedback


This is where you are now….

• You have a clear vision of service from ISIP or service plan, who, what, where, when and how – Step 1

• Have a good understanding of the how the workforce plan fits with the over all service vision – Step 2

• Decided what future workforce might look like – Step 3• You know current workforce and their

charactoristics/competencies – Step 4

• Next steps…… 5 and 6


Step five – Gap analysis and action planning• Is the plan realistic, what will it cost?

– Have we identified any gaps in demand and supply of staff?– How well do the skills and competencies match expected

planned service need?– What can we change in the way we organise our current

staff to address the gap?– Have we developed and tested a range of scenarios for

delivery our planned future service?– What is the cost and benefit of implementing different

scenarios?– How will you integrated this into the your mainstream

project deliverables? Mapping, impact & options


Step six- Implementation and review

• Moving from planning to delivery

– What needs to happen to ensure the workforce plan is implemented?

– How will we measure our progress towards the plans goals?

– What actions are needed to stay on course if goals are not being met?

– Who, how and when will the workforce plan be reviewed by to see if it needs to be reworked?

– Who needs to do what? Measuring progress, review and organisational change


So what?

• What activities do you need to undertake to implement step 5 and 6?

• What top 5 actions are you going to take to implement this back in your organisation?


What resources are out there to help you?

• NHS National Workforce Projects - Healthcare workforce portal – resource packs, e-learning, advice and guidance, benchmarking tools, examples of plans, capability development – www.healthcareworkforce.org.uk

• NHS Employers – Large scale workforce programme – scenarios, best practice examples – www.nhsemployers.org.uk

• Skills for Health – Competency frameworks e.g. CHD, diabetes – www.skillsforhealth.org.uk

• Workforce Review Team – Workforce recommendations and analysis by care groups – www.healthcareworkforce.org.uk

• National Diabetes Support Team – Advice and guidance – www.diabetes.nhs.uk

http://www.healthcareworkforce.org.uk/

http://www.nhsemployers.org.uk/

http://www.skillsforhealth.org.uk/

http://www.healthcareworkforce.org.uk/

http://www.diabetes.nhs.uk/

Documents

NHS Integrated Service Improvement Programme Workforce matters How to workforce plan to support integrated service improvement