1. Nurse Supply and Demand Programme
Jackie Brocklehurst
Strategic Workforce Development Manager
September 2016

2. Nurse Supply and Demand Board
One of five strategic aims across the East Midlands
Nursing Supply and Demand has been identified as one of the five strategic aims agreed by the East Midlands Local Education and Training Board (LETB) to address the importance of creating parity of esteem; supporting the NHS Five Year Forward View; addressing the impact of seven day services and the challenges of managing the immediate capacity and capability gaps in the nursing workforce now.

3. Objectives of the Programme
The Nurse Supply and Demand Board has identified the following priority areas:
Recruitment and Retention supporting our current workforce
Supporting and retaining our Students
Developing and supporting new roles
Preparing the workforce for new ways of working

4. Priorities for 2016/17
1. Recruitment and Retention supporting our current workforce
Our 4 priority areas will be delivered to maximise supply and link to:
Review of Nurse Education
Shape of Caring
Talent for Care
Local workforce supply priorities
Workforce Transformation
2. Supporting and retaining our Students
3. Developing and supporting new roles
4. Preparing the workforce for new ways of working

5. 1. Recruitment and Retention supporting our current workforce
Monitoring ‘true’ vacancy levels across the East Midlands
Promoting development programmes
Return to Practice Programmes, including IELTS
Clinical Academic Careers
Clinical Fellowships
Advanced Clinical Practice
GPN Training Needs Assessment
LBR – new process aligned to business priorities
Exploring new models of Mentorship
Supporting and promoting best practice in Preceptorship

6. 2. Supporting and retaining our Students
Monitoring current nursing commissions
Understanding the opportunities and risks for HEIs and Service on the new funding model and placement tariff.
Love our Learners campaign
Developing a student placement modelling tool
Commission an evaluation project – why do students leave / stay in the East Midlands?
HEI
OPPORTUNITIES
Can develop business and possibly expand programmes
Puts all students on the same footing
Employment offers may improve
Overall £ deal for students will improve
More opportunities for joint appointments
Working together to improve attrition
Closer working with local schools/colleges
RISK
Will the students come?
Risk to mature students (c70% at present)
Risk to smaller ‘mature applicant’ programmes (MH/LD/Midwifery)
Loss of contractual certainty
Access to high quality clinical placements
Students (and parents) expectations re programme (particularly placements)
Placements management and working across multiple Trusts
SERVICE OPPORTUNITIES
To develop a different relationship between service, HEIs and students (service recruits in partnership, places and employs)
Opportunity to change the culture of education by working as a system
To link student identity more closely to service providers (host organisation)
To align workforce need and student numbers
To understand and develop the ‘asset’ of clinical placement capacity and use this for greater influence
Opportunity to develop more placement capacity (CLIP, ‘long arm’ approaches, and open up community, PVI)
To link investment to other education infrastructure (ie apprenticeship levy) to create ‘school of nursing’ (healthcare) approach
To develop more WBL/employment approaches
SERVICE RISKS
Is there evidence to support the idea that self funding will lead to increase in student numbers – (more likely to be a dip?)
Allowing Market or HEIs to drive the system (rather than service taking leading role)
Student expectations of practice and capacity to address this (Consumerism, Generation Z)
Mature students – self funding may lead to more young, ‘middle class’ students
The challenge of the programme - + attrition
HEIs moving to one intake a year (supply)
HEIs generating significant international recruitment approaches without employment tie-in
HEIs reducing entry criteria (already happening but not in our patch)
HEIs developing a business model that does not meet local requirements

7. 3. Developing and supporting new roles
Advanced Clinical Practice
Physicians Associates
Nursing Associate Test Site Application
Plan trainee to start in January 2017
Apprenticeships
Clinical Support Workforce

8. 4. Preparing the workforce for new ways of working
Apprenticeships and work based learning routes
Band 1-3 support workers
Band 4 health & social care workers
Nursing Associate
Trailblazer degree level apprenticeships
Generic, Specialist and Advanced roles
Working at ‘top of license’
Integration & New Care Models

9. Any Questions. Please contact: Jackie. brocklehurst@nhs
Any Questions? Please contact:
Other work in portfolio:
Share best practice from one profession to the other – recruitment of underrepresented groups Paramedic – Apprenticeship, retaining workforce across the region
Align professions together to enable transformation ACP – Paramedic – rotational post
Changes in curriculum and support HEI’s in the rise of health conditions, Dementia, End of life care
Educational Transformation – way in which curricula is delivered, use of simulation equipment and VLE