1. All you need to know about workforce planning but were too afraid to ask Prepared by: North West Health Education: Mike Burgess – Assistant Director Workforce Strategy T. 0161 625 7286 E. mike.burgess@nw.hee.nhs.ukmike.burgess@nw.hee.nhs.uk

2. www.nw.hee.nhs.uk twitter.com/HENorthWest

3. www.nw.hee.nhs.uk twitter.com/HENorthWest Workforce Planning Current Workforce Future Workforce Deliver Service to members

4. www.nw.hee.nhs.uk twitter.com/HENorthWest Workforce Planning Current Workforce Turnover Participation Retention Sickness and Absence CPD Confidence Regulation Skills and Competencies

5. www.nw.hee.nhs.uk twitter.com/HENorthWest Workforce Planning Future Workforce Planning Assistants Parents and Carers Skills and Competencies Experience Confidence Regulation

6. www.nw.hee.nhs.uk twitter.com/HENorthWest Workforce Planning Current Workforce Future Workforce Deliver Service to members Capacity Required Capability Required Deliver Service to members Capacity Required Capability Required Outflows Inflows

7. www.nw.hee.nhs.uk twitter.com/HENorthWest 1. Define the plan 2. Vision the Future 3. Define the future workforce 4. Understand the availability 5. Develop the action plans 6. Implement, monitor and refresh Workforce Planning

8. www.nw.hee.nhs.uk twitter.com/HENorthWest Whitworth Swimming Club 200 Members 13 Qualified Teachers (3 at STA (A) and 10 at STA (C) 12 Assistants 4 Parent Volunteers T/O of 12k

9. www.nw.hee.nhs.uk twitter.com/HENorthWest Integrated Workforce Planning An every day business planning process to ensure:  The right people are in the right place on the most efficient roster using the right skills and competencies, working in roles that maximise and utilise these to deliver high quality and effective safe patient care.  A workforce that is affordable, and flexible to deliver integrated commissioned quality and safe patient care across numerous care pathways and transformed services.  A workforce that delivers activity within performance and financial frameworks and is clinically safe for patients and for staff.  A workforce planning process that is part of an Integrated Business Strategy, workforce transformation and underpinned with an education and learning strategy

10. www.nw.hee.nhs.uk twitter.com/HENorthWest All Providers All Networks Whole Workforce Demand and Supply Qualitative Quantitative System Commissioning Plans NHS England Area Team CCGs Whole System Integrated LETB and LWEG Workforce Solutions Strategy Inform and Drive Integrated Workforce Solutions Across stratified pathways and populations Using Multi-disciplinary Groups to deliver integrated care and workforce solutions Macro Model

11. www.nw.hee.nhs.uk twitter.com/HENorthWest Education Process Providers provide data-sets on health visitors (demand, supply, new recruits) HENW commission 12 month HV training programmes HV data monitored by HEE, HENW, Area Teams and Programme Boards HENW monitor out-turn of students with HV qualifications. Providers recruit newly qualified Health Visitor Provider focus on recruitment, retention, participation, service delivery and quality. Providers need to plan for changes Data is reported weekly to the Health Minister and Senior Directors in HEE, NHS England, HENW and others

12. Workforce Planning Models and Processes Prepared by: North West Health Education: Mike Burgess – Assistant Director Workforce Strategy T. 0161 625 7286 E. mike.burgess@nw.hee.nhs.ukmike.burgess@nw.hee.nhs.uk

13. www.nw.hee.nhs.uk twitter.com/HENorthWest We make reference to: Skills for Health 6 Step Model

14. www.nw.hee.nhs.uk twitter.com/HENorthWest We make reference to:

15. www.nw.hee.nhs.uk twitter.com/HENorthWest We make reference to:

16. www.nw.hee.nhs.uk twitter.com/HENorthWest We make reference to: 1. Define the plan 2. Vision the Future 3. Define the future workforce 4. Understand the availability 5. Develop the action plans 6. Implement, monitor and refresh

17. www.nw.hee.nhs.uk twitter.com/HENorthWest Transforming the Vision into a Workforce Plan

18. www.nw.hee.nhs.uk twitter.com/HENorthWest Translating into Service Plans Service Plans Core Work Specialist Work Skills and Competencies Roles and Functions Deployment and Roster Budget Quality and Safe ty Outcomes Outputs

19. www.nw.hee.nhs.uk twitter.com/HENorthWest Translate into operational delivery Workforce Numbers Roles Functions Leadership Management Workforce Numbers Roles Functions Leadership Management Skills and Competence Skills ladder Utilisation Development Spread Capacity Capability Skills and Competence Skills ladder Utilisation Development Spread Capacity Capability Deployment 24/7 Shifts E-Rostering Handover Outputs Outcomes Safety Ratios Deployment 24/7 Shifts E-Rostering Handover Outputs Outcomes Safety Ratios The HR R’s Model Recruitment Retention Rewards Re-training Re-deployment Re-think of Roles Redundancy Re-skill Re-size Refer outwards The HR R’s Model Recruitment Retention Rewards Re-training Re-deployment Re-think of Roles Redundancy Re-skill Re-size Refer outwards

20. www.nw.hee.nhs.uk twitter.com/HENorthWest Changes Expansion Recruitment of staff Increase in participation rates Skill Mix Role enhancement Deployment / Referrals / Diary Management Bank usage Secondments Reduction in occupation attrition Contraction Leavers Retirements Non-securing of funding Reduction in participation Sickness and Absence Turnover Wastage Churn

21. www.nw.hee.nhs.uk twitter.com/HENorthWest Integrating the service plan Baseline Establishment Potential Growth or Static Leavers from the Workforce Workforce Demand for Growth Workforce Demand for Replacement

22. www.nw.hee.nhs.uk twitter.com/HENorthWest The Best Workforce Plan Follows a stepped or staged methodology Is part of the Business Plan and vision for the organisation Is part of the NHSE / TDA / DH / LA service commissioning cycle (1, 2 and 5 years) Is cognisant of the education commissioning lead times and registration Understands numbers to recruit over a period (headcount and FTE) Understands numbers who will leave over a period (leavers and churn) Understands skills, competencies and deployment of appropriate Has a risk and mitigating action plan Understands the spend on service (workforce, activities, support matrix, skill mix) Engagement from front line upwards Links finance with activity, outcomes, safety, quality and workforce Underpinned by excellent HR and OD practices Built on workforce development*

23. www.nw.hee.nhs.uk twitter.com/HENorthWest Workforce Development Training Needs Analysis Skills and competency Analysis Part of Learning and Development Strategy Current capacity, capability, competency and skills Level of maturity in the delivery Gap analysis – what is needed to deliver the service model Individual CPD Team CPD Team OD interventions Development, Assessment and Evaluation of learning objectives Improvements in outcomes and outputs Enhanced service delivery – QIPP Continuous learning PDP / PDR – Values based assessment Continuing cycle and iterative

24. www.nw.hee.nhs.uk twitter.com/HENorthWest The best Integrated Service Transformation Integrated Service Transformation Integrated Workforce Transformation Integrated Workforce Transformation Integrated Education Transformation Integrated Education Transformation Integrated System and Engagement Transformation Integrated System and Engagement Transformation