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The Journey

The Journey. Restructure 2006 –1st workforce census Agenda for Change –Review job descriptions and bandings Devolved HI workforce – national & local DPH Review of HI – commitment to workforce planning and development Learning and Workforce Development Framework TNA Band 7 staff.

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The Journey

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  1. The Journey • Restructure 2006 –1st workforce census • Agenda for Change –Review job descriptions and bandings • Devolved HI workforce – national & local • DPH Review of HI – commitment to workforce planning and development • Learning and Workforce Development Framework • TNA Band 7 staff

  2. What does workforce planning enable us to do • Who we are – identity to the core HI workforce • Define our purpose • How we support whole system working • Using workforce planning as a proxy • Define our core values

  3. Review of the Current HI Workforce • Systems approach • Clear methodology –six steps- Skills for Health • Building on existing approaches – repeat of the 2006 Census London Observatory tool • Training in workforce planning – Workforce Planning Team • Advisory group established with realistic timescales for delivery • Engagement with staff and stakeholders • Director sponsorship

  4. Why do we need a Workforce Plan • We need to know how to direct our workforce in order to respond to national policy and local implementation of policy. • We need to ensure that our workforce is competent in the delivery of work through knowledge and experience gained from training and development.

  5. Continued • Recruitment and retention • Meet educational and professional development needs • Need to develop new and flexible careers • Ensure safe and effective practice • We need to ensure that the principals of theory translate to practice in improving health and reducing inequalities in health

  6. Strategic V operational Clear Service Delivery Plans Flexibility of the workforce Voluntary registration Education and development consistent approach Ensure we build on competencies and develop capabilities Create opportunities for staff development Emerging Issues

  7. What staff want • Integration of workforce development and planning • Have a recognised HI qualification and support for post graduate opportunities • Pilot the register for practitioner workforce • Strengthen the NHSSGGC Public Health network

  8. Census results • Majority of staff are female • Majority of staff in the 40-49 age range • Ethnic Group 96% described as white Scottish /British • 23% had over 10 years service • Majority had a HP background • Job titles were standardised • 75% had a first degree

  9. continued • Self Assessment on the PH competencies – most assessed themselves at the intermediate level • Reinforced through the consultation and the review of TN for the Band 7 staff.

  10. Next Steps • Establish a sub group of the HIIG that well bring together workforce planning and development • Review progress with L&D Framework • Integrate with draft action plan from this report • Agree and finalise an action plan with clear timescales, leads and process for reporting back to HIIG

  11. National Agenda • Pilot registration across 4 Health Boards • Collation of L&D activity across the 14 Health Boards • Scottish Public Health Network – to support an event on Development for the HI/HP Workforce. • On going support for PHORcAST the on line resource for Public Health Careers.

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