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Workforce Development: Workforce Planning Learning and Education

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Need for critical review of staff deployment and resources ... Young people/NEET. FE colleges, MA. BME/Refugees. Attracting staff. Retraining/upskilling ... – PowerPoint PPT presentation

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Title: Workforce Development: Workforce Planning Learning and Education


1
Workforce DevelopmentWorkforce Planning
Learning and Education
  • Derek Morgan
  • Workforce Planning Manager
  • Lyndsay Lauder
  • Head of Learning and Education

2
Workforce DevelopmentWorkforce Planning
Learning and Education
  • Financial pressure
  • Demographic pressure
  • Need for critical review of staff deployment and
    resources
  • Agenda for Change / NHS Careers Framework
  • Different roles based on competence rather than
    professional hierarchies
  • Extended hours and 24 / 7 working

3
Workforce Planning Assumptions
  • No change in workforce cost
  • Above inflation pay increases ? smaller workforce
  • Shift in the balance of care
  • Increased efficiency and effectiveness
  • Appropriately supported professionals working at
    the level for which their qualifications and
    experience have prepared them

4
NHS Careers Framework Workforce
Development (workforce planning learning
education)
level
Agenda for Change Individual employee remuneration
Knowledge Skills Framework Individual employee
development
band
outline
5
Competence-based Workforce Planning Using
The NHS Careers Framework (Clinical and
non-clinical including medical and dental
workforce)
6
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7
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8
Current Workforce
9
Future Workforce
10
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11
What does this mean for Learning Education
planning?
  • Using the Career Framework to design a
    qualification structure for GGC

12
Modern Apprenticeships
Modern Apprenticeships
13
What does this mean for Learning Education
planning?
  • Using the Career Framework to design a
    qualification structure for GGC
  • Training developing existing employees in
    significant numbers in preparation for future
    workforce demands

14
Levels 1 - 4
  • Develop new existing staff
  • FE colleges, SVQs, Niche, PEFs
  • Young people/NEET
  • FE colleges, MA
  • BME/Refugees
  • Attracting staff
  • Retraining/upskilling
  • Lone Parents
  • Training)
  • Jobs ) that fit with care requirements
  • Over 50s
  • Retraining/reskilling
  • People on Incapacity Benefit
  • Graduates who cant work in own discipline
  • Retraining/reskilling

15
What does this mean for Learning Education
planning?
  • Using the Career Framework to design a
    qualification structure for GGC
  • Training developing existing employees in
    significant numbers in preparation for future
    workforce demands

16
What does this mean for Learning Education
planning?
  • Using the Career Framework to design a
    qualification structure for GGC
  • Training developing existing employees in
    significant numbers in preparation for future
    workforce demands
  • Ensuring ongoing LE activity supports competence
    based workforce development
  • Learning Education plans
  • CPD requirement
  • KSF based PDPs
  • Research development aligned with changing
    practice

17
Levels 1 - 7
  • Engage Directors stakeholders to implement
    workforce development changes in specific areas
  • Incorporate existing projects/changing roles into
    Workforce Development framework
  • Take forward Levels 5-7 development in harmony
    with Levels 1-4 development
  • Develop strategies for transitions from Level 4
    to Level 5 (articulation)

18
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