Current Developments in Workforce Planning: An Irish Perspective

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Current Developments in Workforce Planning- An
Irish Perspective

• Liz Roche
• 7th October 2004

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Overview of Session

• Context
• Aim of Workforce Planning
• Barriers and Enhancers
• National Nursing Midwifery Workforce Planning
  Network
• Work/Projects underway
• Future

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Workforce Planning

• A planning process undertaken to ensure there are
  sufficient staff available at the right time,
  with the right skills, diversity and flexibility,
  in the right place, to deliver high quality care
  to meet the needs of individuals and communities
• Working towards improving the quality of working
  life for staff
• Address capacity and capability of organisations
  to deliver this
• (Department of Health UK, 2000 ICN,1999
  Richter, 1984 WHO 1980)

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Context

• National Health Strategy - Quality and Fairness
• Action Plan for People Management
• Labour supply
• National nursing research -
• Turnover Study
• Nursing and Midwifery Study
• Empowerment Study

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Aim of Workforce Planning

• Obtain and retain number of people needed
• Make the best use of human resources
• Be able to anticipate the problems and potential
  surpluses or deficits
• Develop a well-trained and flexible workforce
• Reduce dependence on external recruitment
• Armstrong (1998)

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Barriers and Enablers

• Essential information
• Policies on the appropriate number and ratio of
  nursing and midwifery staff required for service
  provision
• Mechanisms for measuring nursing workload
• Employment database for nursing and midwifery

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Barriers and Enablers

• Absence of structures and processes for leading
  and co-coordinating forecasts
• Absence of integrated workforce Planning
  processes
• Structures of NMPDUs
• Awareness and Motiviation

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Activities of the Network

• Turnover data collection and collation
• Framework for Workforce Supply Indicators through
  the PPARS SAP/HR system
• Retention/Improving working lives
• Identifying the nursing supply need for 2005/2006
• Promoting Nursing as a Career
• Health Care Assistant Programme
• Return to Nursing Midwifery Practice project

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Activities of the Network (continued)

• Education for Senior Nurse Managers on
  Integrating Workforce planning with Service
  Planning
• Confirmation of Registration with An Bord
  Altranais
• Minimum Dataset collection
• Process to add new qualifications to the
  catalogue
• Staffing Systems

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Activities in the NMPDUs

• CNS/CMS and ANP/AMP Posts
• HCA Sponsorship Scheme
• Involvement in the development of education
  programmes

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Future

• Work towards integrated workforce planning
• Develop systems for forecasting supply and demand
• Action Plan for Retention

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Prerequisites

• Top management support
• Accountability
• Integration of other planning processes with
  workforce planning
• Planning across staff groups
• Linked with service planning
• A simple, systematic and well-documented process
• (National Institutes of Health, 2000)

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Action Plan for Retention
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Future (continued)
publish/write up
Research
Awareness raising articles
Projects
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Workforce Planning is the responsibility of all
liz.roche_at_erha.ie
Thank You