NHS Northwest Workforce Planning Process 2011 to 2016 Liz Thomas / Emma Hood October 2011

Contents The North West Demographics The Workforce and Business Planning Process How do you do it? Templates and submissions Workforce Assurance Using eWIN

NHS North West Area The largest workforce all the SHA with over 159,416 (FTE) NHS IC June 2011 Spend over £11.8 Billion on NHS funded health care Spend over £680 Million on Education Commissions and Education Management Involved with Modernising Healthcare Science, Nursing and Allied Health Professionals Major reconfigurations in place (Making it Better, Healthy Futures etc) Pending service reconfigurations along pathology, cancer and community service pathways Stringent cash improvement programmes across Foundation Trust and Aspirant providers Challenging QIPP savings across PCT Cluster sector Still Transforming Community Services

The Definition An every day business planning process to ensure:  The right people are in the right place on the most efficient roster using the right skills and competencies, working in roles that maximise and utilise these to deliver high quality and effective safe patient care.  A workforce that is affordable, and flexible to deliver commissioned patient care across numerous care pathways and transformed services.  A workforce that delivers activity within performance and financial frameworks and is clinically safe for patients and for staff.  A workforce planning process that is part of an Integrated Business Strategy  A planning process that embraces modernisation

North West Integrated Strategy

Integrated Planning Process underpinning Business FinancePerformance WorkforcePatient Safety NHS Provider Business Strategy

Planning Process 2011 Philosophy  Underpins the Learner Development Agreements (Schedule 3)  Prepares the way for the 3 new provider Skills Networks  A definitive position for the next 5 years across all clinical staff groups  Narratives to support the strategic direction from transition to transformation across primary, community and provider landscapes  Integrates education commissioning, management and workforce development Coverage  Letters and packs issued to HRDs, DNs, Workforce leads, NW Healthcare Science Network, Allied Health Professional Network and Modernisation HUB in September 2011 (earlier for network)  Covers NHS providers, PCT Commissioners, PCT Clusters and Clinical Commissioning Groups (CCGs) to articulate demand

Planning Process 2011 Time frames  The planning period covers but is more far reaching. It allows the NHS North West to consider contingency plans for out-turns of students where service demand is not sufficient to recruit all students. It allows more precise commissioning for future years.  The medical and dental demands will support the Deanery with rotation for Junior Doctors and a re-focus on specialities where lead times are 15+ years to deliver a fully experienced consultant. Workforce Assurance and Patient Safety  Plans need to be signed off CE, Director of Nursing and Medical Director  Workforce and patient safety links report included  Workforce assurance matrix available to download from eWIN

Planning Process 2011 Developed in Synergy  Processed developed in synergy with the Modernisation Hub to capture the demand for assistant, advanced and new roles  Linked with North West Health Care Science network to capture the essence  Linked with North West Allied Health Professional network  Linked with the North West Deanery and Mersey Deanery  Utilising intelligence from the Centre for Workforce Intelligence (CFWI)  Documents available in the workforce planning draw of the eWIN workforce toolbox  Linked with Education Commissioners  In line with North of England SHA cluster processes Two submission dates: for Nursing, AHP and Modernisation business cases and numbers for Healthcare science, Medical and Dental and narrative reports Submit plans to and copy the modernisation information to

Planning Process 2011 Support  eWIN tool box  reply service  Telephone reply service  Occupation code manual drive to align with NHS Information Centre  Workforce assurance links for best practice  Workforce planning best practice and guides on eWIN  Trust deep dives around business / workforce planning and assurance

How do you do it? Take a recognised process like the 6 step model by Skills for Health and use that to fully understand the stages and maximise the opportunities for discussion and participation in the process with HR / Workforce / Healthcare Science leads

How do you do it? Engage and participate in the process Engage with HRDs / Workforce Leads Engage with Service leads It is very hard work and challenging in current environment Understand the money side of workforce costs and what is affordable What workforce have you got: skills, competences, roles, rosters, processes, technology and systems? What is the cause and effect on modernising healthcare science? What roles, skills and competencies do you need in the future? How do you get them? Train, re-train, re-deploy, recruit Build on PDP, appraisal, CPD, Training Needs Analysis and Learning Audits What workforce can you afford for the activity coming through? What consolidation is expected? What is your QIPP contribution and Cash Improvement Programme Saving?

Templates and Submissions Modernisation Hub forms and business cases for assistants / advanced practitioners (due ) Health care science workforce demand worksheet covering all specialty areas looking at FTE demand year on year due How you recruit / train these should be part of your operational plan via education / CPD / recruitment / skills enhancement Workforce narrative looking at key areas of: Strategic Intent / Organisational Changes Workforce Challenges / Issues / Hot-spots ntegrated Workforce Planning Workforce Delivery: Recruitment, Retention, Redundancy, Reward, Vacancies, Turnover, Sickness / Absence, Quality Workforce: Quality, Innovation, Productivity and Prevention Workforce Modernisation / New Roles / Enhanced Roles Workforce, Education and Learning Additional Information

Modernisation Use the modernisation hub to assist with roles, service changes, tools, assistant practitioners, advanced practitioners

Using eWIN Using eWIN to maintain the strategic view

Workforce Assurance

Project Outcomes To enhance the quality of workforce assurance within the system by adopting a systemic, robust and evidence based approach here in the NHS Northwest To create an assurance legacy capable of being maintained by future service commissioners and providers in our Skills Networks Functional Outcomes 1.To automatically evaluate a variety of existing data points on workforce, quality and safety to help identify potential issues 2.To extrapolate and review forward-looking data points on workforce, quality and safety to help identify potential issues 3.To help understand likely impacts of QIPP plans on workforce assurance 4.Help users understand, and promote the integrated links between workforce, patient safety and finance and service 5.System is easy to use and usable by clinicians 6.Understand in detail how organisations have been classified with a particular assurance evaluation 7.Promote “best practice” in how workforce can enable and support quality and safety in the NHS 8.Encourage action to be taken in response to any potential issues identified 9.System is available on eWIN as a live tool

Workforce Assurance levels 1-4

Benchmarking Metrics

Workforce Transformation Toolbox

Knowledge Exchange

Forums