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15-16 September 2005 - Auckland

Southern Health Workforce Plan Presenter: Christine Fitzherbert Hospital: Achilles Key contact: Christine Fitzherbert, Executive Director HR c.fitzherbert@southernhealth.org.au + 61 3 9594 2733. 15-16 September 2005 - Auckland. KEY PROBLEMS. Why Workforce Planning @ Southern Health?

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15-16 September 2005 - Auckland

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  1. Southern Health Workforce PlanPresenter: Christine FitzherbertHospital: AchillesKey contact: Christine Fitzherbert, Executive Director HRc.fitzherbert@southernhealth.org.au + 61 3 9594 2733 15-16 September 2005 - Auckland

  2. KEY PROBLEMS Why Workforce Planning @ Southern Health? • Critical Success Factor • Ensure necessary capacity/capability • Integrated into the SH Business Plan • No overarching strategy in place & no linkage between demand and supply • No Common Approach & ad hoc responses to workforce needs • Nursing & Clinical Shortages • New Services – New Hospital (Casey) • Changing Demographics • Changing consumer expectations and shift in service provision

  3. WHY WORKFORCE PLANNING? Key Industry Drivers • Recruitment and Retention • Skills, Education and Training • Work Design and Structure • Service Delivery Models • Technology • Demographics

  4. EXISTING WFP INITIATIVES • Lots happening but no integrated approach! • Nursing Recruitment and Retention • Nursing Support Unit • International Nurse Recruitment • Rostering Principles • Nursing Expo • International Medical Graduates Student program • Effective Human Resources Leadership • Commissioning of new Casey hospital • Leadership Programs eg Allied Health • Extending Scope of Practice (Nail Clinic)

  5. INNOVATIONS IMPLEMENTED • Established specific Goal in Southern Health Strategic Plan • Workforce Planning Working Party • Research and Literature Review • Discussion “White Paper” • Consultation, collaboration & engagement • Key Stakeholder Workshop • Draft Plan developed & circulated • SH Workforce Plan & Framework finalised & approved by Board of Directors

  6. OUTCOMES SO FAR • Workforce Plan & Proposed Strategies widely circulated • SH Workforce Planning Framework • Workforce Planning Steering Committee • Strategic Priorities & Action Plan to be developed • Linked to SH Clinical Services Plan

  7. OUTCOMES SO FAR Five Strategic Goals: • Build Workforce Planning Capabilities & Infrastructure • Ensure a Skilled & Competent Workforce • Ensure Effective Work Design & Structure • Build a Positive Workplace • Ensure & Sustain Workforce Supply

  8. LESSONS LEARNT • Workforce Plan must be integrated with organisational strategies & objectives • Understand relationship between supply & demand • Understanding workforce demographics & forecasts • Extensive and intensive consultation and collaboration – clinical & non-clinical • Priorities must be established.

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