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Workforce Planning Process 2014/15

Workforce Planning Process 2014/15. Stakeholder Update. Mike Burgess, Associate Head of Workforce Planning mike.burgess@nw.hee.nhs.uk. Vital Statistics. 41 NHS Providers 1000 pages of narrative 1.4m data items in demand and supply across specific workforce groups 100+ calls

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Workforce Planning Process 2014/15

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  1. Workforce Planning Process 2014/15 Stakeholder Update Mike Burgess, Associate Head of Workforce Planning mike.burgess@nw.hee.nhs.uk

  2. Vital Statistics • 41 NHS Providers • 1000 pages of narrative • 1.4m data items in demand and supply across specific workforce groups • 100+ calls • 500+ emails • 78 hours of analysis • 100 hours of reading

  3. Wider Analysis Primary Care: • 13% coverage from workforce transformation • Area Team transforming primary care plans • NHS IC SC General Practice Census 2013 analysis • RCGP practice nurse survey - indicative • HENW primary care survey • Dentistry data from NW postgraduate education team • Pharmacy – modelling and NHS Pharmacy Establishment and Vacancy survey Social Care • Social Care NMDS extrapolated up to give NW coverage • Commissioning intentions from Local Authorities

  4. Wider Analysis Public Health • NW public health team review • NW public health MDS work for HEE and CfWI Independent Sector • IHAS data and annual accounts only Voluntary Sector • Data sets provided by Voluntary Sector North West (VSNW) Narratives from: Clinical Networks, HEIs, Area Teams and 32 CCG 2-5 year commissioning plans and better care fund bids

  5. Key top 5 NW workforce themes • Existing nursing workforce shortages across the NW (primary and secondary, including paediatric and MH nursing) • Significant vacancies in the medical workforce across a range of specialties and levels • Emergency Medicine / AED / Critical Care / Theatres workforce demand at all levels and types • GP recruitment and Primary Care Workforce • Clinical Radiology / Interventional Radiology – demand for workforce and training pathways

  6. Nursing • Major recruitment issues for newly qualified in some areas • Major recruitment issues for specialist nurses / HVs / School Nurses • Shortage areas filled with International recruitment / bank / agency • Impact of 24/7 and safe ward staffing • Impact of degree only nursing • Learning Disability nursing for mental health and care providers • Age profiles of some staff groups • Skills and competencies to work in isolation in different care settings • Head room for CPD and skills development

  7. Medical and Dental • High vacancies and gaps in some medical specialties at all levels including junior doctors. • Major international recruitment programmes across regions • Medical training: Secondary care versus primary care 50:50 split. Reductions in junior doctor training posts • Changes to the shape of medical training • Extending GP training to 4 years • Medical workforce demand shows further increases for consultants across specialties • Junior doctor stocktake indicates gaps between anticipated demand and supply • Provider reputation / Keogh and CQC • Key risks – A&E / Emergency medicine / Clinical Radiologist / Psychiatry

  8. Emergency Medicine • Major issues for most providers across the whole workforce and not just clinicians • National issue – decade of targets and pressure • Recruitment and retention issues • Reliance on locums and agency • Impacts on theatres, critical care, ICU, HDU, A&E and EM

  9. Primary Care & GP Recruitment • Aging workforce • GP recruitment to target • Practice Nursing • CPD • Current gaps and future gaps • Succession planning • Understanding optometry, pharmacy and dentistry • Wider out of hour’s workforce

  10. Clinical Radiology / Interventional Radiology • Shortages of Consultants (evidence submitted to HEE call for evidence) • Looking how to fill gaps – RCCR report • Impact on interventions • Impact on service provision • No immediate solution

  11. High Level Workforce Themes • Demand for newly qualified nursing – do we increase commissions for 2015/16 to out-turn 2018/19? • Demand for more CPD across sectors – do we increase CPD / re-distribute do differently? • Demand for medical workforce – not in pipeline – how do transform across system with new roles? • 8 major NHS England service reconfigurations across NW How do we transform education commissioning? Local commissioning, choice, innovation, quick delivery, agility and at pace?

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