1. National overview: Workforce Planning Elinor Mitchell

2. One year on:  New Government  Delivering for Health being taken forward  Pay modernisation (nearly) implemented  MMC (nearly) implemented  Career framework beacon sites  …….and progress on workforce planning

3. New Government  Minority government - no coalition  Cross cutting priorities  Cabinet Secretary and 2 Ministers for health and well being

4. Workforce Planning  Framework – published August 2005  2 nd Board workforce plans – just completed  Wash-up session to review - April 2007  Need for change?

5. Health Department Board  fully costed workforce plans to ensure affordability  greater integration (ie does workforce plan support delivery plan)  focus on what’s changing (eg Delivering for Health)  greater clarity of purpose

6. WHAT HAS BEEN ACHIEVED  Established workforce planning as an essential part of board work  Planning ahead  Identifying drivers and planning for change  Working with service planning WHAT MORE NEEDS TO BE DONE  Integration – planning frameworks, strategic (delivering for health), finance  Building up evidence base – for development, training, recruitment  Risk management – what if?

7. Is the National Workforce Planning Framework fit for purpose?  requires iterative revision.  needs to be better integrated  needs to focus on what’s changing.  need to be aware of different audience needs What requires review?  networks and frameworks for gathering information  need a focused approach to data quality and timeliness  need a review of the role of other sources, e.g. SWISS, together with their impacts on workforce modelling

8. Where can we go from here in short term?  Close alignment with local delivery plans – test this and be confident about it.  Articulate the multi professional workforce in terms of competency  Map out our investments in education and training to illustrate how we will sustain the workforce.  Consider need for a Workforce Strategy  Be more explicit with NES about what education/training requirement is

9. Where should we go from here – longer term?  Use a local / regional matrix approach, not just a “Delivering for Health” context.  Identify key specialities and work them through under scenario planning conditions. Share these outcomes and other assumptions more openly and widely.  Make clearer links between competencies and professional boundaries.  Continue with service redesign and secure wider ownership of the workforce planning process.