How to Workforce Plan

Joy SimpsonHealth Education East Midlands (Nottinghamshire)Sheila HawkinsHealth Education East Midlands (Leicestershire and Rutland)

8th October 2013

“ If you always do what you’ve always done, you’ll always get what you’ve always had.”

Mark Twain

The LHC Workforce Teams

-what do they do?

Why workforce plan?• Current and future direction for service that can

impact on workforce• Inform current and future East Midlands education

and training commissions to meet patient and service need

• Supply and demand - recruitment / retention• Efficiency and cost savings

• Future focused- opportunities

• Three examples of workforce planning methodologies used by the LHC Workforce Teams across the East Midlands

(there are many more…….)

Skills for Health ModelThe Six Steps Methodology offers:• A systematic practical approach that supports the

delivery of quality patient care, productivity and efficiency 

• Assurance that workforce planning decisions taken are sustainable and realistic 

• A scalable approach, from small ward-based plans to large organisations 

• A joined-up approach with social care, where the same approach has been adopted.

http://www.skillsforhealth.org.uk/workforce-planning/six-steps-workforce-planning-methodology

The Six Steps:

• Step 1: Defining the plan  • Step 2: Mapping service change  • Step 3: Defining the required workforce  • Step 4: Understanding workforce availability  • Step 5: Planning to deliver the required

workforce  • Step 6: Implement, monitoring and refresh.

http://www.skillsforhealth.org.uk/workforce-planning/six-steps-workforce-planning-methodology/

The Population Centric™ approach

(Acknowledgement and thanks to Prospect Business Consulting Ltd for use of their

slides and diagrams)

Functional Mapping

• Designing workforce by patient pathway rather than professional group

• Identify all the functions/tasks needed to deliver a pathway from the patient’s perspective

• Identify skill levels needed to deliver each function

• Shows what kind of workforce needed, identifies competences and can be used to develop job descriptions and/or costings for service

Functions and skill levels stages 4+5

Functional Mapping

• Works well when pathway is delivered across several agencies and professions

• Needs good clinical engagement• Supports service re-design and management of

change• Specifies requirements for education

• Doesn’t create neat numbers for commissioning education places

What’s the shape of your workforce?

Current workforceNeed current workforce data & demography to consider future need

• Supply & demand

• Age profiles

• Recruitment

• Training

• Retention

• Absence rates

• Labour market intelligence

Defining the future workforce • Gather intelligence (meetings/ workshops/ templates)

• Develop options for the future workforce:

• Roles (& working differently)

• Numbers,

• Costs!

• Can identify minimum requirements in terms of the level of competence, or professional role or location

• Scenario building – business cases options (workforce planning methodologies support this)

What is needed in the skills and knowledge ‘pot’?

• Expert / Specialist

• Intermediate

• Support / QCF

RelevanceRiskResourcesResultsResponsibility

Re-deployment Redundancy

RewardRemuneration

Return

Bosma / Bond 2002

Retirement

Re-engineering

Recruitment

Re-trainingRefresh

The HR Reality Check

Losing People

Getting People

Retaining People

Workforce plans build capacity & capability

• Training

• Education commissioning

• Leadership development

• Recruitment and retention

• Talent management

• Re-deployment

• Succession planning

• Engagement – staff/patients/ clients/users

• Communications

LHC Workforce Development Plan Process

2. Engagement/ gather information

3. 1st draft Workforce Plan

4. Confirm and challenge

5. 2nd draft Workforce Plan

6. Final draft/ratification

7. Submission to EMLETB

1. Reflect on last year

8. EMLETB Education and TrainingCommissioning Eventsand Agreement

LHC Workforce Lead Contacts

• Derbyshire (jackie.hewlett-davies2@nhs.net) 01332 258180

• LLR (Richard Ansell (r.ansell@nhs.net) 0116 258 3803

• Lincolnshire (helen.smith2@nhs.net) 01522 580980

• Northamptonshire (kadcock@nhs.net) 01327 708184

• Nottinghamshire (jackie.brocklehurst@nhs.net) 01623 848888

• What’s hot around workforce planning in terms of the business and service provision for you?

• What experiences do you have with workforce planning?

• LHC Workforce Teams can help you!