Workshop on Planning Workforce

5) Workforce Planning Analyse - Understand what staff are likely to be available in future, based on current trends Plan - Using the business plan to understand how the service is likely to look in the next 2-5 years Do - Develop a ‘Workforce Action Plan’ for delivering the right staff with the right skills at the right time Then Review - Plans should be reviewed at least every 6 months to take account of changes

Workforce Planning Toolkit What is workforce planning? Step by step guidance to help develop the staffing implications of your business plans The HR business partners will work with you to complete your plans

Analyse What is your current establishment? What is your current breakdown of staff in post? Where are your staffing shortages - hard to fill areas/roles? What are your levels of sickness absence and staff turnover by profession? Demographics - Likely retirements of key workers? Current reliance on overtime, bank and agency cover? What are the staffing implications of any CIPs/business transformation plans?

Plan Are commissioning changes likely to affect your services - reduce/increase referrals? How will these impact upon your staffing needs? What impact will these changes have on other services? i.e. Diagnostics, support roles Are any technological developments envisaged/planned that will affect your services? Are there any likely changes to working patterns? i.e. 7 day working Will any new roles/additional roles be required? E.g AHP’s, assistant practitioners Do you have any ideas for skill mix changes? What new/different training and development will be required to deliver this service?

Do & Review Complete your ‘workforce action plan’ with the help of the HR business partners Complete the template showing your hotspots and how you plan to mitigate these challenges Identify demand for new posts/roles Identify training an development needs so they can be factored in to the Trust TNA Review and adapt your plans at least every six months