1. Workforce Sustainability
Ellie Devine
Senate Manager, South West Clinical Senate
Dr Sally Pearson
Chair, South West Clinical Senate

2. Ellie Devine, South West Clinical Senate Manager
Clinical Senate Recommendations on Workforce Sustainability in the South West

3. 1st February 2018 – Workforce Senate
Debate held at repeated request of Senate Clinicians:
“large scale change models being proposed by STPs will stand or fall dependent on the robustness of their workforce modelling and plans”
1st February 2018 – Workforce Senate

4. 1st February 2018 – Workforce Senate
Workforce raised as key concern in all advice Clinical Senate provides
Core Senate Council plus workforce leads from each STP, LWAB and CEPN
Co-hosted with DCOs Rachel Pearce/Mark Cooke and HEE
Outputs:
Submission to HEE strategy consultation ‘Facing the Facts: Shaping the Future’
2. Clinical Senate Recommendations to share with STPs and more widely
1st February 2018 – Workforce Senate

6. Headlines
Despite increases, demand is still outstripping supply with retention an increasing issue; there would be more nurses than there are today if retention remained at 2012 levels nationally new staff are needed by 2027 yet there are only in the pipeline.
Adult social care workforce is larger than the healthcare workforce; Turnover is 32% but this workforce needs to be maximised to prevent a knock on effect on the healthcare workforce
Accurate vacancy data is not collected but there are an estimated clinical vacancies in the NHS as a whole of which, 92% are covered by bank or agency.
The EU workforce contribution is also declining

7. Headlines
Clear evidence of increased stress leading to poor well-being
A national shortage of nurses that is considered to be linked to current workloads and low pay.
The number of GPs continues to fall and was down by 1193 GP WTEs in the last year. Of 2248 GPs recently surveyed in the South West, 54% reported low morale and 70% intend to quit, take a break or reduce their hours in the next 5 years (with around a 75% conversion rate estimated).
Care worker pay is set at £7.81 per hour with a limited number of new starters joining and a cost to retraining with very high turnover (30%+). Huge untapped potential among the social care workforce which could have a pivotal role in reducing demands on hospital based care.

8. Recommendations
“there is clear evidence to support the workforce concerns across the region, which are not dissimilar to those being experienced nationally. There remains serious concern that the solutions are currently uncoordinated with insufficient focus on retention initiatives alongside the necessary initiatives to improve the supply chain.”

9. Recommendations 1. Co-ordinated National Strategy
A proper co-ordinated long-term health and social care workforce retention strategy (beyond a collection of plans) is required at a South West, South and National level with clear overall responsibility for co-ordinating workforce solutions.
2. Focus on Retention
A clear focus on retention in all local plans and wider workforce strategies is essential to complement increases in supply and guarantee a workforce that can deliver quality patient care with particular focus on resilience and re-branding.

10. Recommendations 3. Investment in the Social Care Workforce
The Social Care Workforce has clearly been identified as a bedrock of our health and social care system with a huge opportunity to address the non-availability of packages of care if retention and turnover can be improved through better pay, clearer career pathways and progression. Motivating and mobilising the domiciliary care workforce, would deliver a high return on the investment, making best use of the millions of face to face contacts each year.

11. Next Steps Workforce is a national issue and priority
Links to all other national priority areas
Potential to impact meaningfully on workforce lies at a national level
STP role in accurately modelling workforce and flagging concerns
What more can Senates contribute?

12. Questions?