1. Workforce Education and Development Services (WEDS)
Charlette Middlemiss
Associate Director WEDS

2. Workforce Education and Development Services
Workforce Planning
Workforce Information
Workforce Modernisation
Education Commissioning
NHS Careers
NHS Wales & Welsh Government

3. NHS Wales Historical Staff in Post

5. Workforce Data Sources Available
Workforce Overview
72,523 FTE
72,523 FTE
Male 25%
Female 75%
83,506 Headcount
Agency cost of
£4.2 Million
Part time Jobs 41%
Full Time Jobs 59%
Workforce Data Sources Available
ESR Data Warehouse
Stats Wales
iView

6. Workforce Development Investment
Growth in NHS Wales workforce - 15% increase in last decade
Education Commissions £85m
Training Budget £18m
Prescribing £207k
Advanced Practice £250k
HCSW £727k
Skills talent –how do we stop people retiring/offer alternative types of work not to loose experience/investment
It has been UK policy to extend prescribing responsibilities to a range of non-medical professions to:
Total budget of £207,000.
Additional funding streams
Health Care Support Worker (HCSW) development
Since 2008 the WG have supported the development of Healthcare Support Workers working in support of Registered Nurses. £727k.
What have we got on doctors? Shortages/spend on training doctors/pre-and post
Education Training figures
Average of the NHS Wales’ workforce is 44
17,222
18,054
18,026
250 for AP supported 269 training places

7. Workforce Challenges Ahead
Unlock the potential of the
substantial level of investment in the
system over the past years
Not about further resources
A clear focus on:
what the barriers are;
how they can be removed;
how optimum value can be
secured from previous
investment

8. More Challenges - Productivity
Challenging financial environment, but demand and innovation will not stand still
Strong focus on increased levels of efficiency and productivity
The NHS will have to learn to do
more with less – “working
smarter not harder”

9. The Future Workforce Pool

11. The 80/20 Rule 80% of future staff already in post
“Developing our current workforce is as important as planning for the future workforce”

12. The Old System Was Comfortable

13. Designing The Future Workforce
Challenges
& Context
National and local
priorities
Legislative changes
Advances in medicine and
Technology
Education time lag
Public expectations
Financial challenges
Demographic drivers
Sustainable,
achievable
& affordable
Workforce that meet
service needs

14. What is Workforce Planning?
Designing the future workforce – not just understanding but influencing by ensuring that workforce considerations combine with service & financial planning
Developing the future workforce – includes education commissioning, staff development and recruitment & retention processes
Delivering the future workforce – management actions to ensure plans are delivered, processes are effective, clinicians are engaged & best practice is shared

15. What is Role Redesign?
Role redesign is an essential building block of service redesign and can be achieved through:
Creating new roles
Expanding the depth and breadth of
roles
Moving tasks up, down or across
traditional boundaries

16. Consolidation 80% of future staff already in post
Workforce planning needs to be based on the skills and competences needed rather than job titles and fixed staffing structures
Workforce needs to be flexible across organisational and professional boundaries
There needs to be good communication between teams to ensure clarity of function of
the teams
Sustainability – workforce solutions needs to be developed in conjunction with
other drivers.

17. NATIONAL DEVELOPMENTS
Workforce Planning Process
Role Redesign Guidance
Advanced Practice Framework
Delegation Guidelines
Transferability of training and education
HCSW Code of Conduct &Practice
Working Differently Working Together

18. “Doing Things Differently Together”
The Way Forward…
From
“More of the Same” To
“Doing Things Differently Together”