BUILDING A MODERN WORKFORCE

Transcription

1 BUILDING A MODERN WORKFORCE Andrew Foster Director of Human Resources Department of Health Dublin Masterclass 14 Feb 03 1

2 INTRODUCTION The history of the NHS in three minutes The HR in the NHS Plan - The Strategy Building Workforce Capacity - The Plan 2

3 NHS FACTS NHS England (2001) Headcount Paybill (000's) Doctors 97,450 6,191,000 Nurses, midwives 421,400 7,673,000 Other 472,090 6,476,000 Grand Total 990,940 20,340,000 3

4 NHS LIFE CHANGING EVENTS Bristol Paediatric Cardiac Surgery Alder Hey Retained Organs Winter 1999 Endemic waiting 4

5 BUDGET 2000 Three year 30% leap in funding Last chance saloon With funding must come reform The NHS Plan 5

6 THE NHS PLAN 6

7 SPENDING REVIEW

8 SPENDING Cash Stage 1 RB Stage 2 RB Year Spend % % real terms bn increase increase 96/ / / / / / / / / / / / / / Total Net NHS Expenditure in England RB - Resource Budgeting 8

9 WORKFORCE COMMITMENTS April 04 April 05 April 08 From 99 From 00 From 01 (NHS Plan) (Manifesto) (SR2002) Nurses +20, , ,000 AHPs +6,500 +6,500 AHPs&STTs +30,000 GPs +2,000 Consultants +7,500 Doctors +10, ,000 9

10 Herding Cats 10

11 THE HR IN THE NHS PLAN Launched July

12 EXAM QUESTION How can good HR Management improve the patient s experience? 12

13 Objectives of the Service 13

14 Re-engineering NHS jobs around patient Pathways Headline objectives Increasing staff numbers 14

15 Re-engineering NHS jobs around patient pathways The Four Pillars of Delivery Increasing staff numbers 15

16 The Four Pillars of Delivery Three Star Trust Skills Escalator Improving Staff Morale HRM Development NHS as a Model Employer Improving Working Lives and beyond NHS as a Model Career 4 Modernisations: Workforce Planning Pay Regulation Education & Training Psychological Contract Staff and employers Staff and Government Staff and patients Building Skills, Capacity, Quality, Attitude 16

17 THE STAFF PATHWAY Four Modernisations Pay Eight paybands. Jobs expressed as responsibility, knowledge, and qualifications. New GP / Consultant contract. Regulation Extension to all who touch patients. Convergence of process. Learning Common core module. Occupational core module. Patient/disease specific module. Workforce Planning Bottom-up, top-down and diagonal slice. Planning skills and knowledge, not titles. 17

18 Level THE STAFF PATHWAY Career Stage Pay Spine Learning Careers Consultant Self Directing Higher Degrees Principals Expert Qualified Higher disease/patient Registered Professional modules Practitioner Staff Disease/patient modules Degrees Diplomas Skilled Assistant Support Higher NVQs and Higher Assistant Workers Occupational Standards Starter Induction, NVQs Occupational Standards Cadet Pre-emp- Work Orientation Unemployed/ loyment Excluded R e g u l a t i o n Workload and Roles 18

19 The Four Pillars of Delivery The Golden Trust The Skills Escalator Tackling Low Morale HRM Development The NHS as a Model Employer Improving Working Lives and Beyond The NHS as a Model Career Four Modernisations: Workforce Planning Pay Regulation Education & Training The Psychological Contract: Between staff and Employers Between staff and Government Between staff and patients Building Skills Capacity Quality and Attitude 19

20 Re-engineering NHS Jobs Around Patient Pathways Increasing Staff Numbers The Four Pillars of Delivery The Social Partnership Forum Oversight of formulation and delivery 20

21 The Social Partnership Forum HR Directorate External Members Modernisation Agency StHAs WDCs SHRINEs Capacity Unit The Executive Wing Spreading the message Supporting some areas of delivery Supporting delivery at ground level Developing the HRM function 21

22 The Four Pillars of Delivery The Social Partnership Forum Oversight of formulation and delivery All supported by an evidence base 22

23 The Social Partnership Forum Oversight of formulation and delivery All supported by an evidence base Audiences 23

24 Audiences General Management HR Management StHAs WDCs Staff Unions 24

25 All supported by an evidence base Audiences Frontline Clinical Teams 25

26 Audiences Frontline Clinical Teams The Patient Experience 26

27 Re-engineering NHS jobs around patient pathways The NHS Plan Headline Objectives Increasing staff numbers Three Star Trust Skills Escalator Improving Morale HRM Development Model Employer Improving Working Lives and Beyond Model Career 4 Modernisations: Workforce Planning, Pay, Regulation, Education & Training Psychological Contract Staff and Employers Staff and Government Staff and Patients Building Capacity Skills, Quality and Attitude The Social Partnership Forum Oversight of formulation and delivery HRD External Members Modernisation Agency StHAs, WDCs SHRINEs Capacity Unit Executive wing Spreading the message Supporting some areas of delivery Supporting delivery at ground level Developing the HRM function All supported by an Evidence Base General Management HR Management StHAs/WDCs Staff Unions Frontline Clinical Teams The Patient Experience 27

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29 BUILDING WORKFORCE CAPACITY 29

30 KEY OBJECTIVES WITHIN OUR SR2002 SETTLEMENT Raise overall activity levels Meet access targets Achieve clinical priority targets Shift from secondary to primary care 30

31 ACTIVITY LEADING TO WORKFORCE DEMAND Illustrative activity and quality improvements Specialist & Long Term Conditions Older people, children's services and mental health CHD & Cancer Access & Waiting Year 31

32 ACTIVITY REQUIREMENT Projected extra FCEs required (000s): 03/04 04/05 05/ ,040 1,600 Projected number of equivalent: 03/04 04/05 05/06 Nurses 287, , ,180 GPs 28,220 28,830 29,560 Consultants 26,630 28,130 28,930 AHPs & STTs 98, , ,350 32

33 DEMAND MINUS SUPPLY EQUALS GAP Projected gaps: Consultants 1,959 (7%) 2,611 (9%) 3,100 (10.6%) Nurses 25,165 (9%) 35,293 (12%) 43,599 (14%) AHPs 2,144 (2%) 3,995 (4%) 5,846 (5%) and STTs 33

34 GAP CLOSING MEASURES NHS Plan Plus assumptions: Skills Escalator skillmix Increased international recruitment Accelerated pathways to consultant Improved retention Increased productivity (offset against increased quality) Effect of additional training 34

35 CONSULTANTS DEMAND AND INCREASED SUPPLY Skill mix (net) Increased productivity WTE (000 s) YEAR Expediting recruitment Improved retention Faster conversion International recruitment Conversion of AS Baseline supply Demand 35

36 NURSES: DEMAND AND INCREASED SUPPLY WTE Skill mix (net) Productivity Shorter training for NVQ3 HCAs International recruitment Extra NHS Plan training Increased participation Baseline supply Demand YEAR 36

37 SUMMARY A massive set of challenges Reform, expansion and delivery Organisational objectives with a workforce solution We have a plan Thank you for listening 37

38 Footballers 38