1. Workforce Priorities in the Nottinghamshire STP
Presentation to the D2N2 Public Service Compact
22nd September 2017

2. Objectives
Priorities & themes in the Nottinghamshire Sustainability & Transformation Plan
System governance
Workforce development challenges
Workforce priorities & projects
How to get involved

3. STP Priorities Promote wellbeing, prevention, independence & self care
Strengthen primary, community, social care & carer services
Simplify Urgent & Emergency Care
Deliver Technology-enabled Care
Ensure consistent, evidence based pathways in planned care

4. Enablers Improve housing and environment Strengthen acute services
Drive system efficiency and effectiveness
Future proof workforce and organisational development
Maximise estates utilisation
Proactive communication and engagement

6. A secure supply of people with the right skills and behaviours to deliver new service models and ways of working.
A mind-set shift to prevention & behaviour change across the system from people themselves, families & carers, community & voluntary sector organisations as well as the formal, paid workforce.
Delivery of our ambitious service transformation goals set out in the Sustainability and Transformation Plan
STP Workforce Vision
In order to deliver our ambitious service transformation goals set out in the Sustainability and Transformation Plan, we need to ensure we have a secure supply of people with the right skills and behaviours to deliver new service models and ways of working.
Our plans are based on a mind-set shift to prevention and behaviour change across the system from people themselves, families and carers, community and voluntary sector organisations as well as the formal, paid workforce.

7. Workforce Challenges for Nottinghamshire
Difficult to attract and retain key staff groups
Unsustainable use of agency staff
Competition between providers for staff
Potential loss of staff through early retirement
High levels of stress and burnout
Expectation of reduction in workforce cost to system
Difficult to attract and retain key staff groups
General Practitioners & Practice Nursing
Senior medical staff in acute medicine & emergency department
Hospital pharmacists
Residential care nurses
Children’s social workers
Home care staff
Unsustainable use of agency staff
Competition between providers for staff
Potential loss of staff through early retirement
High levels of stress and burnout
Expectation of reduction in workforce cost to system

8. Workforce Priorities Identified in the STP
Systematic Approach to Disease Prevention & Promoting Independence
Developing a Population/ Place-based Approach to Workforce Redesign using systems dynamic modelling
Building Capacity, Capability and Resilience in the Primary Care Workforce (general practice & pharmacy)
Supporting System Effectiveness through Organisational Development
Developing Collaborative HR Solutions to employment & deployment of people & skills
Delivering Workforce Transformation

9. Translating Priorities into Deliverables
Identification of 3 cross cutting workforce delivery priority areas to support more effective delivery of STP priority areas
Definition of 12 priority projects which align to the workforce priority areas
Establishment of 4 enabling workstreams which provide support to all projects
Robust governance structures in place to achieve maximum outcomes
3 cross cutting workforce delivery priorities:
Bridging the gap in nursing supply
Building capacity, capability and resilience in Primary Care
Integrated Urgent and Emergency Care
12 priority projects

10. An Overview of the Delivery Plan
STP Workforce Deliverables
1.1 Roll out prevention, promoting independence & self-care tools
2.1 Building a bespoke systems dynamic model
4.0 Support system effectiveness through Organisational Development
5.0 Developing a collaborative HR solution
Building capacity, capability & resilience in Primary Care
Integrated Urgent and Emergency Care
Bridging the gap in nursing supply
Registered Nurse Training for Nursing Homes
Nursing Associate
Advance clinical practice Practitioner
Holistic Workers
Rotational Nurse
Developing a multi- skilled, resilient care home & home care workforce using the holistic worker model
Developing new roles & Ways of working to meet demand in Nottinghamshire
Increasing the supply of staff to General Practice to meet current & future need
Building capacity & capability in the urgent & emergency care workforce
Projects
Workforce Priorities
Enablers

11. Workforce Governance Structure

12. The Importance of Engagement
Improved understanding which helps to build mutual ownership and a shared vision
Enhanced relationships between stakeholders
Better programme / project outcomes

13. Discussion
What is the role of your organisations & the Compact in supporting delivery?
Role of fire service & housing in supporting prevention agenda
PSC as a vehicle for collaboration
Developing an approach to attract people into careers in Nottinghamshire
What are your workforce challenges & priorities and do they align with our work programme?
How can we work with you as partners to deliver shared objectives?

14. Further Information http://www.stpnotts.org.uk