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Health Education Kent, Surrey and Sussex Sussex Workforce Update

Health Education Kent, Surrey and Sussex Sussex Workforce Update. “Through creative partnerships we shape and develop a workforce that impacts positively on health and wellbeing for all ”. 0. Introduction. The purpose of this presentation is :-

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Health Education Kent, Surrey and Sussex Sussex Workforce Update

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  1. Health Education Kent, Surrey and Sussex Sussex Workforce Update “Through creative partnerships we shape and develop a workforce that impacts positively on health and wellbeing for all” 0

  2. Introduction • The purpose of this presentation is :- • To provide an update on the process followed to date • To provide an update on the 5 year workforce forecasts for Sussex as presented at a recent workforce workshop • To provide an update on the education commission requests for 2015/16 and any discrepancies • To gain the Partnership Councils’ view on the forecasts and commissions and agree any actions • To present the feedback from the County Workshop 1

  3. 14/15 Outcomes • Overall response • 22 workforce and education commissioning templates sent out • 22 workforce and education commissioning templates returned • 22 organisations completed both workforce and education commissioning returns to a degree • 17 organisations completed the CPD and risk element to a degree. • Quality • Workforce forecast incomplete (only 2 or 3 years then flat lined) • Number of education commissions incomplete • Challenges • Medical workforce forecasts • Five year forecasts • Occupation code errors • Monitor Returns 2

  4. Workforce Planning Process S S K • Sense Check and Triangulate with • Providers • Commissioners • Each Profession • Regionally • Sense Check and Triangulate with • Providers • Commissioners • Each Profession • Regionally/ Nationally Input of Healthcare Professionals Education Commissions Health Education Institutions

  5. The Year Ahead – Timescales and Process Workforce Planning Timeline Template and Process NHS TDA 5 year plan HEKSS return of Demand/ Forecast Template to HEE HEE Formal board sign off of Workforce Plan 25th September HEKSSreturn Investment Plan to HEE NHS TDA 2 year plan NHS TDA 1 year plan HEKSS Local Workforce Plan published Monitor 5 year plan, Second cut Monitor 5 year plan Monitor 5 Year Plan final HEKSS Workforce forecast and education commissioning template released HEE National Workforce plan published 30th May Return of HEKSS Template from providers 10th July HEKSS Workforce Planning and education commissioning event County Workshops Planning Plan Sign-Off Triangulation Publication 4

  6. NICE Safe Staffing Guidelines • NICE is developing evidence based guidelines setting out safe staffing for the NHS. This will include reviewing and endorsing staffing tools • The focus of work will be on nursing and midwifery, including nursing support. • The guidelines will help ensure an appropriate balance of staff numbers and skill mix on wards and in other settings • As this new guidance programme develops other elements of the healthcare team may be included www.nice.org.uk/About/What-we-do/Our-Programmes/NICE-guidance/NICE-guidelines/NICE-safe-staffing-guidelines

  7. Safe Staffing Guidelines • Covers staffing for nursing in adult inpatient wards in acute hospitals • Identifies organisational and managerial factors - from trust to ward level • Sets indicators to be used to demonstrate information on whether safe nursing care is being provided • Identifies red flag events which warn when nurses in charge of shifts must act immediately to ensure they have enough staff to meet the needs of patients on that ward • No recommended nurse/patient ratio - providing patient centred care more complex.

  8. Nursing Forecasts

  9. Nursing Commissions

  10. Community Nursing Forecasts

  11. Community Nursing Commissions

  12. AHP Forecasts

  13. AHP Commissions

  14. Feedback • Strong feedback generally following Sussex workforce event earlier in September in highlighting issues in the system and opening the conversation to a system-wide workforce planning event. • Points to consider though are: • It is important that provider organisations work together in sharing workforce plans with CCGs to adopt a system approach to planning • There are various areas that needed further investigation such as District Nursing, Podiatry and Mental health Nursing – Trust leads coming back to KSS on this. • Trusts need to ensure they are sharing their plans at all levels internally and sense checking forecasts against commissions themselves. • The Primary Care workforce tool was well received and needs to be progressed as quickly as possible

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