1. National Workforce Projects Workforce Planning and Demographics
Bryan Kessie Portfolio Project Manager 1

2. Long Term Planning Project Employer / Employee Equation Next Steps
National Workforce Projects
Outline:-
Who is NWP?
Demographic trends
Long Term Planning Project
Employer / Employee Equation
Next Steps 2

3. National Workforce Projects
NWP: An NHS expert body, pursuing excellence in the development and implementation of 'best practice' workforce planning tools, skills and techniques and the research and dissemination of first class workforce intelligence.
Who we are
The National Workforce Projects team is hosted by Hampshire and Isle of Wight WDC (part of Hampshire and Isle of Wight Strategic Health Authority (SHA))
NWP team members are based in a variety of locations across England – office bases currently include Manchester, Leeds, Leicester and Winchester 3

4. Examination of the changing demographics across the population
National Workforce Projects
Based on the “Demography is Destiny” international workforce project and the follow up “Employer/Employee Equation” project
Examination of the changing demographics across the population
Development of the long term planning project
Development of the 3E’s project in making recommendations for staff engagement in the future.
Looking at ways of using demographic information to improve workforce planning in the NHS. 4

5. Source: U.S. Social Security Administration
Life Expectancy 80 75 70 65 60 55 50 45 40
1900
1910
1920
1930
1940
1950
1960
1970
1980
1990
2000
Source: U.S. Social Security Administration

6. The World is Aging Percent of Population Age 60+: 2000
Under 5%
5% to 12.4%
12.5% to 20%
Above 20%
Source: U.S. Census Bureau

7. The World is Aging Percent of Population Age 60+: 2025
Under 5%
5% to 12.4%
12.5% to 20%
Above 20%
Source: U.S. Census Bureau

8. Birth Rates Total Fertility Rate: 1960 and 20004
1960
2000
3.6
3.3 3
2.9
2.8
2.5
2.5
Children per Adult Woman 2
2.0
2.0
1.7
1.7
1.6
1.4
1.3
1.2 1 US UK
France
Canada
Japan
Germany
Italy
Source: U.S. National Center for Health Statistics

9. Baby Boom and Age Wave 1946-1964 Birth in Millions 1930 1940 1950 1960
4.5
4.0
Birth in Millions
3.5
3.0
2.5
2.0
1930
1940
1950
1960
1970
1980
1990
Source: U.S. Census

10. National Workforce Projects
As well as the global population issues we need to look in detail at the current and future workforce.
The Demography is Destiny study looked at young workers, mid career workers and the mature workers.
As well as the changing numbers of the population in each segment there are also differing expectations across the segments.
Future NHS recruitment and retention plans will have to take account of the different needs of it’s workforce. 10

11. The Old Work/Life Pattern
Age 10 20 30 40 50 60 70 80
Education
Work
Leisure

12. A More Cyclic Life Pattern Has Evolved
Age 10 20 30 40 50 60 70 80
Education
Work
Leisure

13. The Next Stage is a Thoroughly Blended Pattern10 20 30 40 50 60 70 80
Education
Work
Leisure

14. Seven Boiling Frogs We Can’t Let Them Simmer too Long
Recruiting and retaining young workers
Reengaging and retaining mid-career workers
Leveraging and retaining mature workers
Embracing flexible work arrangements
Embedding learning everywhere
Aligning compensation and benefits
Anticipating demographically-driven labour shortages

15. National Workforce Projects
NWP is taking forward many of the issues raised by the Demography is Destiny Report.
The Long Term planning project is developing a framework to help organisations to plan the workforce for 10 – 15 years.
The Long Term Planning Project aims to develop the methodology and establish the capability and the skills for long term planning in NHS organisations.
NWP is developing a wide range of other workforce planning tools, techniques and skills development.
All details are available on the website 15

16. Compliments existing work and research in UK RRR strategies.
National Workforce Projects
The Employee / Employer Equation is a US based follow on project to Demography is Destiny Report.
The projects takes the recommendations of the report and researches what the “ideal deal” is for today's workforce.
Initially based on an age related question the initial results paint a much more complex picture of the staff.
The output of the project will be a segmented tool that will allow organisations to develop staff engagement strategies tailored to their needs.
Compliments existing work and research in UK RRR strategies. 16

17. A Closer Look . . . at the Workplace
Women make up 46% of workforce
Growing employee participation in decision-making
Casual workplace
Flexible arrangements – telecommuting, compressed work weeks, job sharing
34.5 hours worked per week on average
1990s
40% of workers “skilled,” 20% “professional”
1989, white males became a minority share of the workforce
Tenure per company decreases
38.1 hours worked per week on average
1980s
Women make up 43% of workforce
38.3 hours worked per week on average
Increased awareness of workplace safety
1970s
Education gaining importance in the workforce
45% unskilled workers/ 35% skilled/ 20% professional
38.7 hours worked per week on average
1960s
Women make up 29% of workforce 
Minorities make up 10% of labor force
Most workers have no more than a high school education
At will employment
1950s

18. 2004: The Economy and Workplace Today
Slowly strengthening economic recovery
Anticipated cross-over point with demographic trends – a return to talent shortages
Limited workforce availability – slow growth in all developed markets
Skills imbalance – shortages and excesses
Global workforce – off-shoring, connected communities, diffuse corporate boundaries
Counterintuitive sourcing options – older workers for “entry” level jobs
Physically dispersed workforce – requiring active connections
Cyclical or project-based work – more time off, requiring new job configurations
Highly diverse workforce – in every dimension
2000s

19. What Employees Value Most

20. What does this mean for the UK workforce?
National Workforce Projects
What does this mean for the UK workforce?
NWP is taking forward the UK version of this tool in partnership with the DH and Concours
The research into employee needs will compliment existing RRR projects and allow organisations to draw up a staff engagement strategy.
Will compliment projects looking at new ways of working as increased flexibility from the staff is at the core of recent modernisation projects. 20

21. Next Steps. Further information:- www.healthcareworkforce.org.uk
National Workforce Projects
Next Steps.
Further information:-
Continued dialogue about the outcomes of projects
Linked areas of work. 21