WISMS Workforce Strategy Karen Payne Public Health Workforce Lead NHS Yorkshire and the Humber

Process and Methodology ‣ Historical ‣ What this is, what this is not…. ‣ World Class Commissioning ‣ Models for Workforce Planning

Historical Workforce Planning ‣ Historical annual event ‣ Seen as number crunching and “someone else’s job” ‣ Disconnected from service activity, budgetary planning and performance ‣ Owned by HR and analysts – not service ‣ Influenced by existing professionals and job roles – replication of same ‣ Very short term and no real comprehension

What this is, what this is not…. ‣ System and Service led v HR activity ‣ Strategic intent v number crunching ‣ Gap analysis v focusing on one profession ‣ Identify good practice v segmented working ‣ Describes skills and competencies needed in future workforce to deliver service ‣ Influences educational commissioning, workforce and organisational development

WISMS aims and regional perspective – what's in it for me? ‣ flexible and adaptable skills and competencies to deliver care ‣ workforce that can traverse different organisational boundaries and deliver high quality care ‣ Demand, supply and commissioning based on skills and competencies and not just numbers ‣ Workforce innovation and sharing of best practice to deliver high quality care and support regeneration ‣ Productivity models: Lean and productive ward facilitating effective use of skills and competencies to deliver value for money

ODS STRATEGIC FRAMEWORK FOR WORKFORCE PLANNING: The Population Centric™ Approach

Model Approach ‣ Stage One – change management is part of culture

Model Approach ‣ Stage two – Populations definition and strategic environment ‣ ACTIVITY: PESTLE Analysis ‣ On table discussion and mapping ‣ One table each to provide 3 key issues from each theme area

Working Through Scenarios ‣ Stage 3:Design and Commissioning of Services ‣ ACTIVITY: Press release: 2012 WISMS are internationally recognised as providers of innovative exemplar services with an integrated workforce delivering high quality care for all. ‣ Table activity using flip charts: Identify ALL the main SERVICE ELEMENTS the user may have to access. User being the individuals in the scenarios

Task and Individuals: working towards service and people maps Stage 4: Defining skill knowledge and competence level ACTIVITY: Using your scenario map What are the skill, knowledge and competence required to deliver the 2012 services Table activity: Use the template to describe the skill and knowledge required

Strategy: Action Planning Stage 5: Defining roles and future workforce Stage 6: Gap analysis, Reality Check, Planning for Implementation Journey: So far experienced a rapid tour of ODS model. Now, considering were we are today what are the key priorities, strengths, opportunities and risks – what will the future workforce look like?

Themes to consider…. Economy WISMS balance scorecard Workforce profile – gender, diversity, age, working hours profile Current roles and responsibilities Organisational development - culture and vision Leadership Training/competence needs Education commissioning Risks Labour market Recruitment Retention Vacancies Retirement Redeployment