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“Immediate challenges for the local workforce” 24 th May 2011

“Immediate challenges for the local workforce” 24 th May 2011. Ian Wragg Workforce Modernisation Manager NHS Yorkshire and the Humber. Workforce. Right people Right place Right time In order to deliver high quality patient care

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“Immediate challenges for the local workforce” 24 th May 2011

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  1. “Immediate challenges for the local workforce”24th May 2011 • Ian Wragg • Workforce Modernisation Manager • NHS Yorkshire and the Humber

  2. Workforce • Right people • Right place • Right time • In order to deliver high quality patient care • As effectively and efficiently as possible

  3. UK National Debt • UK public sector net debt was £903.4 billion or 59.9% of National GDP • If financial sector intervention is included (e.g. Royal Bank of Scotland, Lloyds) , the Net debt was £2,238.6 billion  or 149.1 per cent of National GDP • The PBR (annual government borrowing) for 2010/11 was £141 billion or 12% of GDP. • Gross domestic product (GDP) refers to the market value of all final goods and services produced within a country in a given period.

  4. Historical National Debt

  5. Impact on NHS • “NHS trusts will have to deliver between £15-£ 20 billion in efficiency savings over three years from 2011 to 2014” • Cuts in operational budgets • Reduced education budgets b • SHA to close • New Skills Networks?

  6. QIPP • Quality - maintaining and improving outcomes for patients • Innovation - transforming healthcare for patients by developing and spreading new work practices, technology and improved leadership. • Productivity the ratio of the quantity and quality of patient outcomes per labour unit of time • Prevention – stopping patients getting ill in the first place!

  7. Skill Mix • Skill mix, non registered staff taking on work from registered staff increasing their effectiveness • Wage cost savings • Re establish the skills escalator • Flexibility within roles • Lean principles – Releasing Time to Care Programmes • Return on Investment (ROI)

  8. Age profile NHS Staff

  9. Ageing UK Population United Kingdom population, by age in mid-2008 Note: Total UK population: 61.4 million. Source: Office for National Statistics, 2009.

  10. Ageing UK Population • In UK number and proportion of older people increasing. • In 1950, only one in ten of the population was aged over 65 now it is one in six and by 2035 it will be one in four. • In 2007, there were about 11.8 million people over the state pension age, making this for the first time a larger group than those aged 16 and under. • There are currently 1.3 million people aged 85 and over in the UK and the ‘oldest old’ is the fastest growing group now making up 2 per cent of the population. This is projected to grow to 3.2 million people by 2033

  11. Education & Training • Still around a third of support staff within the region don’t have a level 2 qualification • Need to maintain CPD • Data shows a statistically and economically significant effect of training on productivity in the UK. An increase of 1% point in the proportion of employees trained is associated with about a 0.6% increase in productivity and a 0.3% increase in wages. (Dearden et al, 2005)

  12. Workforce Mobility • Diesel £1.36 litre, petrol £1.29 litre • Public transport costs rising • Public sector pay freeze for two years • How mobile will workforce remain particularly at lower Agenda for Change pay bands? • Issues in recruiting workforce in some parts of the country

  13. Retirements • For men, the current State Pension age is 65. • For women, the current State Pension has increasing from 60 to 65 from April 2010. This affects women born on or after 6 April 1950 • Will staff exercise their right to work after retirement age? • Difficult trying to factor it into workforce plans

  14. What is Needed • Workforce that is flexible • Make best use of existing staff particularly highly qualified • Training for a purpose with no duplication • Quality patient care • Training that can be APELed • Reduction of bank and agency staffing

  15. Competence Approach • Bottom up process • What is the need within the team / department • What are the specific tasks and competencies that are required (Calderdale Framework) • Take those and match to National Occupational Standards, Pathways for Care • Develop from these a job and person specification

  16. Education • Step on step off route • Flexible Learning • Blended learning • Range of opportunities • Link to apprenticeships • Return on Investment (ROI)

  17. Questions • Ian.Wragg@yorksandhumber.nhs.uk • Office: 0113 295 2061 • Mobile: 07974649958

  18. References • Dearden, L., Reed, H. & Van Reenen, J. (2005) The Impact of Training on Productivity and Wages: Evidence from British Panel Data, The Institute for Fiscal Studies

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