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Pre-consultation Engagement. Equity and Excellence: Liberating the NHS. Workforce planning, education and training. Background to the White Paper. The White Paper “Equity and Excellence: Liberating the NHS” sets out a vision, strategy and proposals for the NHS. It describes a system where:
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Pre-consultation Engagement Equity and Excellence:Liberating the NHS Workforce planning, education and training
Background to the White Paper • The White Paper “Equity and Excellence: Liberating the NHS” sets out a vision, strategy and proposals for the NHS. • It describes a system where: • patients are at the heart of everything the NHS does • healthcare outcomes in England are among the best in the world • clinicians are empowered to deliver results • The Department of Health is seeking views on how the strategy and proposals outlined in the White Paper should be implemented. A Health Bill will be introduced into Parliament later in the year. A number of supporting consultation documents have been published and further documents will be published later in the year.
What are we trying to achieve • Successful patient care depends on the whole workforce. Staff who are empowered, engaged and well supported provide better patient care. • The NHS Constitution requires that employers ensure that all staff have personal development, access to appropriate training, and line management support to succeed. • The White Paper puts employers firmly in the driving seat on education & training. Individual healthcare providers will be responsible for developing their current workforce by promoting staff engagement and partnership working, ensuring continued professional development and providing support to improve staff health and wellbeing. • They will need to ensure consultation with patients, good value for money, and put in place measures so there is effective linkage to delivery of the wider service strategy. • Education Providers, and the NHS relationship with education providers will be important to ensure that we can maintain and continue to improve on the quality and value for money of training for pre registration, post registration and CPD • The following slides set out the particular issues for workforce planning, education & training which need reform.
Building blocks for the approach to workforce planning, education & training • The NHS Commissioning Board and GP consortia will define the future service and financial framework so that workforce planning can reflect strategic commissioning intentions. • Healthcare providers are at the centre of planning and developing the workforce, in consultation with patients. Their decisions inform education & training commissioning. • Higher Education Institutions working with healthcare providers to shape the education and training they provide. • The professions having a leading role in ensuring quality of training locally and for continuous improvement and development in education and training at a national level building on the role of MEE and the professional advisory boards. • Professional regulators to set standards for education and training. • Incentives for quality and value through quality metrics, a tariff system where funding follows the student in education programmes and clinical placements, and over time a levy to secure funding for future generations. • The Centre for Workforce Intelligence providing consistent information and analysis, and guidance on risks and opportunities, locally and nationally.
Transition • SHA to work with local health and social care economies to develop coherent plans, building where possible on existing sub-regional arrangements, for shared commissioning capacity and capability, with leadership and accountability arrangements that can be secured through the transition period. • SHAs will continue to lead on workforce investment and the commissioning of education & training throughout 2011/12. • SHAs will lead the transition to the new system across their region and continuing their planning with providers and the university sector to build up local processes and infrastructure to support a smooth migration of SHA functions.
Approach to workforce planning, education & training Designing an integrated, multi-professional system capable of achieving: • Security of supply - ensuring sufficient numbers of appropriately trained professionals to meet future health needs. • Responsiveness to changing service models - better integration and alignment of workforce planning and development for the whole workforce, service provision and financial planning, such that the capacity & skills of current and future staff reflect the needs of patients and local health economies. • Continuous improvement in the quality of education & training– aspiring for excellence with right accountabilities & incentives at local & national level to support better services for patients, for knowledge creation through research and innovation. • Value for money and ensuring transparent funding flows to support a level playing field across providers. Are these the right set of high-level objectives?
Questions • Are these the right objectives, are we trying to achieve the right things? • What issues, risks and opportunities need to be addressed in designing the new system • If this is to succeed what have we got to get right ?
