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How to Workforce Plan

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... Functional Mapping Designing ... data & demography to consider future need Supply & demand Age profiles Recruitment Training Retention Absence rates Labour ... – PowerPoint PPT presentation

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Title: How to Workforce Plan


1
How to Workforce Plan
8th October 2013
  • Joy Simpson
  • Health Education East Midlands (Nottinghamshire)
  • Sheila Hawkins
  • Health Education East Midlands (Leicestershire
    and Rutland)

2
  • If you always do what youve always done,
    youll always get what youve always
    had. Mark Twain

3
  • The LHC Workforce Teams
  • -what do they do?

4
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

5
  • Three examples of workforce planning
    methodologies used by the LHC Workforce Teams
    across the East Midlands
  • (there are many more.)

6
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-planni
ng/six-steps-workforce-planning-methodology
7
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-pla
    nning/six-steps-workforce-planning-methodology/

8
The Population Centric approach
(Acknowledgement and thanks to Prospect Business
Consulting Ltd for use of their slides and
diagrams)
9
Functional Mapping
  • Designing workforce by patient pathway rather
    than professional group
  • Identify all the functions/tasks needed to
    deliver a pathway from the patients 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

10
(No Transcript)
11
Functions and skill levels stages 45
12
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
  • Doesnt create neat numbers for commissioning
    education places

13
Whats the shape of your workforce?
14
Current workforce
  • Need current workforce data demography to
    consider future need
  • Supply demand
  • Age profiles
  • Recruitment
  • Training
  • Retention
  • Absence rates
  • Labour market intelligence

15
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)

16
What is needed in the skills and knowledge pot?
  • Expert / Specialist
  • Intermediate
  • Support / QCF

17
The HR Reality Check
Re- engineering
Retaining People
Reward Remuneration
Re-training Refresh
Relevance Risk Resources Results Responsibility
Getting People
Return
Recruitment
Losing People
Redundancy
Retirement
Re-deployment
Bosma / Bond 2002
18
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

19
LHC Workforce Development Plan Process
20
LHC Workforce Lead Contacts
  • Derbyshire (jackie.hewlett-davies2_at_nhs.net) 01332
    258180
  • LLR (Richard Ansell (r.ansell_at_nhs.net) 0116 258
    3803
  • Lincolnshire (helen.smith2_at_nhs.net) 01522 580980
  • Northamptonshire (kadcock_at_nhs.net) 01327 708184
  • Nottinghamshire (jackie.brocklehurst_at_nhs.net)
    01623 848888

21
  • Whats 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!
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