8 3 Workforce Action Plan by Av1tI1DH

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									                                                                        Highland NHS Board
                                                                             2 October 2007
                                                                                    Item 8.3


NHS HIGHLAND WORKFORCE ACTION PLAN 2007/08 – MONITORING REPORT

Report by Pamela Cremin, Workforce Planning Manager and Anne Gent, Director of
Human Resources




    The Board is asked to:
       Note the development of NHS Highland Workforce Action Plan 2007/08 –
        Monitoring Report and agree its format and governance arrangements.



Background

Highland NHS Board is committed to improve the health of the Highland population and
develop services to deliver quality patient care to the people of Highland - whilst recognising
the total dependence of these aspirations on its workforce.

The second Workforce Plan on behalf of NHS Highland – NHS Highland Workforce Plan
2007/08, was published on 30 April 2007; further embedding an iterative process and
building on the Workforce Baseline Report1 and the recommendations and the action plan
which arose from the NHS Highland Workforce Plan 2006.

At the Board Development Session held in Thurso on 30 April 2007, the Board agreed the
Workforce Plan, its 10 Recommendations and considered the Action Plan that had been
developed in the Balanced Scorecard format, to support the implementation of the
recommendations.

The Board proposed the further development of SMART objectives with identified Executive
Leads, to support the Action Plan. The attached NHS Highland Workforce Action Plan
2007/08 – Monitoring Report has been developed in response to the outcome of the Board
Development Session.


Governance and Board Objectives

This paper describes the further development of NHS Highland Workforce Action Plan
2007/08. The attached NHS Highland Workforce Action Plan 2007/08 – Monitoring Report
illustrates the SMART objectives and identified Executive Leads that will support the
achievement of the 10 Recommendations identified by NHS Highland Workforce Plan
2007/08.

NHS Highland Workforce Plans underpin the requirements for Staff Governance, Clinical
Governance, Staff Governance, Patient Focus and Public Involvement, and Financial Impact;
and make specific recommendations to improve governance in NHS Highland.




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    NHS Highland Workforce Baseline Report 2005

                 Working with you to make Highland the healthy place to be
Maintaining the highest standards of Corporate Governance is an essential task of the NHS
Board. Workforce Planning underpins the Corporate Governance Framework for NHS
Highland and is an essential Efficiency component of the H.E.A.T. Targets which are aligned
to the delivery of the Board’s local objectives and underpin the requirements set out in
Delivering for Health and the Kerr Report (2005) and more recently Better Care, Better
Health(2007).

The NHS Highland Workforce Action Plan 2007/08 – Monitoring Report will be monitored by
the NHS Highland Pay Modernisation and Workforce Planning Board, with regular progress
reports provided to the NHS Highland Staff Governance Committee and Board Partnership
Forum.

A progress report against the implementation of the 10 recommendations identified by NHS
Highland Workforce Plan 2007 will be provided for the Board in March 2008, prior to the
publication of the NHS Highland Workforce Plan at the end of April 2008

Impact Assessment

Workforce planning is integral to CHP/SSU Development Plans. Embedding workforce
planning in NHS Highland will ensure service provision which is accessible to all people
within the community. We will work with partner agencies across Highland on joint workforce
planning strategies to ensure that our service and plans do not discriminate or exclude.



Pamela Cremin                             Anne Gent
Workforce Planning Manager
                                          Director of Human Resources
21September 2007




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Appendix 1


                                                     NHS HIGHLAND
                             WORKFORCE ACTION PLAN 2007 / 2008
                                              MONITORING REPORT
This MONITORING REPORT has been developed to ensure that the 10 Workforce Planning recommendations identified in NHS Highland
Workforce Action Plan 2007/08 are taken forward in a measurable way. Successful outcomes will underpin the development of a modern
workforce that is fit for purpose in line with changes anticipated in service delivery. SMART objectives for achievement will support the
implementation of the recommendations in line with the three sections of NHS Highland Workforce Framework (Page 9 refers).

Section 1: Key Workforce Plans
     Delivery of the annual NHSH Workforce Plan;
     Recruitment and Reward; and
     Workforce supply and demand initiatives.

Section 2: Workforce Projects
    Supporting the implementation of NHS Highland Clinical Framework;
    Supporting staff to work in a different way; and
    Improving the patient experience.

Section 3: Performance and Effectiveness
    Integrating the planning processes at NHS Highland to support Workforce Planning and Development strategies
    Developing the NHS Highland Workforce Planning Function;
    Workforce Information Systems and SWISS; and
    Pay Modernisation and Benefits Realisation.

This MONITORING REPORT is submitted to NHS Highland Corporate Team for agreement, following which it will be overseen by the NHS
Highland Pay Modernisation and Workforce Planning Board. Quarterly progress reports will be provided to NHS Highland Staff
Governance Committee. Key progress reports on the performance against the 10 Recommendations will be provided for NHS Highland
Board Meeting in October 2007 and March 2008.
Summary of Recommendations identified by NHS Highland Workforce Plan 2007

R1 Recommendation 1: NHS Highland Workforce Planning function needs to be better integrated alongside partner agencies to maximise
employee potential. Consider joint workforce planning arrangements for local authority staff working in across Highland and Argyll and Bute.

R2 Recommendation 2: Workforce Planning needs to have robust links with service and financial planning within NHS Highland to ensure
that our objectives for improved patient care are met through sustainable and affordable changes in the healthcare workforce.

R3 Recommendation 3: Further develop the workforce planning function in NHS Highland

R4 Recommendation 4: Develop an NHS Highland Workforce Strategy to support the implementation of NHS Highland Clinical Framework
and provide a strategic context CHP and SSU Local Delivering for Health Plans.

R5 Recommendation 5: To support the development of NHS Highland Clinical Framework, specific workforce plans will be developed to
monitor and quantify Consultant productivity in line with HDL(2005)51. In addition, Consultant Job Plans need to reflect that Consultants are
working towards ensuring EWTD compliance. Robust workforce planning strategies will be required to achieve this aim.

R6 Recommendation 6: Develop an approach for competency based workforce planning using the NHS Career Framework and SEHD
Workload and Workforce Planning Tools. The implementation of KSF in Highland will be a key strategy for developing staff within an agreed
framework.

R7 Recommendation 7: Develop strong clinical leadership across all levels and disciplines as an essential infrastructure for NHS Highland
to support its Clinical Framework.

R8 Recommendation 8: Develop robust equality and diversity data systems to ensure that the workforce that not only meets the legislative
requirements but also reflects NHS Highland Board’s commitment to address current inequities.

R9 Recommendation 9: NHS Highland will continue to build upon relationships with education providers at local, regional and national level,
in order to be able to influence the development of educational and training programmes which will meet its specific remote and rural needs.

R10 Recommendation 10: NHS Highland must invest in its future workforce by promoting NHS Careers and work experience placements
for school students.




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Section 1: Key Workforce Plans
     Delivery of the annual NHSH Workforce Plan;
     Recruitment and Reward; and
     Workforce supply and demand initiatives.

ACTION                                     EXECUTIVE        SUPPORTED        CURRENT          TIMESCALE       OUTCOMES AND OUTPUTS
                                           LEAD             BY               POSITION
R3 Develop NHS Highland Workforce          HR Director      Workforce        In progress      April 2008      Meets the requirements of
Plan on an annual basis                                     Planning                                          HDL 2005 (52)2
                                                            Manager
R3 Monitor NHS Highland Recruitment        HR Director      Head of          NHS              Review end      Continue to develop
Plan                                                        Employment       Highland         November        recruitment functions to
                                                            Services         Recruitment      2007            compete in a tightening labour
                                                                             Plan in place                    market
R3 Identify and promote Staff              HR Director      Employee         Staff            Review April    Staff Governance strategies
Retention plans                                             Director         Governance       2008            ensure staff are effectively
                                                                             Integrated                       managed and developed
                                                                             Action Plan in
                                                                             place
R3 Review Exit Interview practice          HR Director      Head of          Confirm          Compliance      Provide analysis of why staff
across NHS Highland                                         Personnel and    current          by April 2008   leave NHS Highland
                                                            Development      practice
R3 Develop a workforce succession          HR Director      Senior HR        In progress      On-going /      Succession planning for key
plan to ensure NHS Highland makes                           Team                              longer term     posts in the organisation
the best use of talent management




2
    HDL(2005)52: National Workforce Planning Framework 2005 – Guidance. Edinburgh: SEHD, 2005 November 16

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ACTION                                      EXECUTIVE        SUPPORTED     CURRENT       TIMESCALE      OUTCOMES AND OUTPUTS
                                            LEAD             BY            POSITION
R1 Ensure that independent contractors      Associate        Workforce     On-going      September      Independent contractors are linked
and other key partners are linked into      Medical Director Planning                    2007: report   into workforce development strategies
workforce planning and development                           Manager                     to NHSH        to support service change and
strategies                                                                               PMWPB3         improved access to services for
      Independent contractors                                                                          patients
      Other NHS Boards
      Scottish Ambulance Service
R8 Further develop Equality and Diversity HR Director       Pay and        Compliance April 2008        Legislative compliance;
approaches for NHS Highland                                 Equality       Action Plans
                                                            Manager        in place                     NHS Highland’s workforce reflects
                                                                                                        that of NHS Highland’s population.


R10 Participate in local, regional and      HR Director     Workforce      On-going      N/A            Promote NHS Careers and develop
national NHS Careers promotions and                         Planning                                    employer branding approaches for
events.                                                     Manager                                     NHSH as an employer of choice


R10 Expand work experience placements HR Director           Workforce      On-going      N/A            Support young people to pursue
at NHS Highland for school students.                        Planning                                    careers in Health and Social Care
Develop Skills for Work initiatives in                      Manager
Health and Social Care in partnership with
Highland Council




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     NHS Highland Pay Modernisation and Workforce Planning Board PMWPB
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                                         Working with you to make Highland the healthy place to be
Section 2: Workforce Projects
    Supporting the implementation of NHS Highland Clinical Framework;
    Supporting staff to work in a different way; and
    Improving the patient experience

ACTION                                     LEAD             SUPPORTED      CURRENT       TIMESCALE      OUTCOMES AND OUTPUTS
                                           EXECUTIVE        BY             POSITION
R1 Progress opportunities for joint        Chief Officers   Workforce      In progress   On-going /     Ensures workforce planning and
working with partner agencies in the                        Planning                     longer term    development strategies are
context of workforce planning and                           Manager                                     identified across inter-agency
development strategies.                                                                                 services

R4 Develop a Workforce Strategy to Director of              Workforce      In progress   November       Consult with key stakeholders
support the implementation of NHSH Human                    Planning                     2007           across the organisation in the
Clinical Framework                 Resources                Manager                                     development of a Workforce
                                                                                                        Strategy for NHS Highland
R6 Implement Workload and Workforce Associate               Lead Nurses    In progress   National       Implement tools and methodologies
Planning Tools across Nursing and AHP Director of           and Lead                     Programme      to measure workforce contribution
professions                           Clinical              AHPs                                        and productivity
                                      Workforce
                                      Development
R7 Develop a Clinical Leadership      HR Director           Learning and   In progress   April 2008     Support NHSH clinical workforce to
Strategy for NHS Highland                                   Development                                 develop the knowledge, skills and
                                                            Manager                                     competency to be efficient and
                                                                                                        effective leaders
R6 Use the NHS Career Framework to HR Director              Workforce      Awaiting      TBC            Provides a framework to support
develop staff and measure competencies                      Planning       further                      workforce deployment in line with
across service delivery                                     Manager        guidance                     service redesign priorities
                                                                           from SE
R6 Implement KSF in Highland               HR Director      Learning and   KSF           October 2008   Implements Personal Development
                                                            Development    Implementat                  and Planning Review principles for
                                                            Manager        ion Plan in                  all staff under Agenda for Change
                                                                           place



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ACTION                                   LEAD             SUPPORTED             CURRENT        TIMESCALE        OUTCOMES AND OUTPUTS
                                         EXECUTIVE        BY                    POSITION
R5 Develop workforce planning for        Board Medical Clinical                 Scoping        On-going /       Clarifies specific medical workforce
Consultants and each taking into account Director         Directors             work by end    longer term      planning and development issues;
Consultant Productivity4, the impact of                                         November                        supports the implementation of
MMC, and EWTD compliance                                                        2007                            NHSH Clinical Framework
R4 Develop workforce planning and        Associate        Clinical Dental       In progress    On-going /       Supports the implementation of
workforce development solutions to       Medical Director Manager                              longer term      NHS Highland Dental Strategy
support NHS Highland Dental Strategy
R4 Develop workforce planning systems to Director of          Childrens         Developing     Plans in place   Underpins a joint working approach
support Childrens Services: initially Child Community         Health            Project        by end           with partner agencies to support
and Adolescent Mental Health Services;      Care              Commissioner      proposals      January 2008     workforce planning and
followed by GIRFEC.                                                                                             development strategies for children’
                                                                                                                services
R4 Develop a workforce pan to support        Chief Executive CHP General        National       National         Defines workforce planning and
Remote and Rural Health Care that                            Managers           Group          Group            development strategies specific to
identifies sustainable workforce                                                               Timescales       remote and rural needs of NHS
development solutions                                                                                           Highland
R3 Implement the actions identified by     Chief Operating CHP and SSU          CHP and        April 2008       Workforce Planning and
CHP and SSU Local Workforce Plans          Officer         General              SSU to                          development strategies are
                                                           Managers             prioritise                      embedded at operational level
R9 Work with educational and training      HR Director     Workforce            In progress    On-going /       Develop educational solutions to
providers to develop national and regional with Board      Planning                            longer term      support workforce development
training programs to meet identified       Nurse Director Manager
workforce development needs.               and Medical
                                           Director
R9 Examine potential benefits of eHealth Head of eHealth TBC                    eHealth        On-going /       E-health solutions are identified to
to support training and development of                                          strategy in    longer term      support workforce and service
NHS Highland workforce.                                                         place                           redesign



4
    HDL 2005(51) Efficient Government: Achievement of Time Releasing Savings Targets. Edinburgh: SEHD, 2005 November 10

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Section 3: Performance and Effectiveness
    Integrating the planning processes at NHS Highland to support Workforce Planning and Development strategies;
    Developing the NHS Highland Workforce Planning Function;
    Workforce Information Systems and SWISS; and
    Pay Modernisation and Benefits Realisation.

ACTION                                            LEAD              SUPPORTED          CURRENT         TIMESCALE      OUTCOMES AND OUTPUTS
                                                                    BY                 POSITION
R2 Integrate workforce planning, financial HR Director             Workforce           Report          April 2008     Workforce planning and
planning and service planning functions    with Finance            Planning            available                      development strategies are
                                           Director and            Manager             mid October                    affordable and support service
                                           Director of                                 2007                           planning and redesign initiatives.
                                           Planning &
                                           Performance
R3 Ensure workforce planning and           Director of             Workforce           Workforce       Regional       NoSPG Workforce Planning Review
development requirements that support      Planning and            Planning            Review by       Workforce      will clarify outcomes
identified Regional work streams are       Performance             Manager             NoSPG.          Plan due end
progressed                                                                                             September 07

R3 Consider the role of the NHS Highland HR Director               Employee            In progress     November       Workforce planning and
Workforce Planning and Development                                 Director                            2007           development strategies are planned
Team and strengthen staff side and                                                                                    and implemented in partnership with
partnership working approaches across all                                                                             staff side representatives and
aspects of the workforce planning                                                                                     embedded it at all levels in the
function.                                                                                                             organisation, for example through
                                                                                                                      local Partnership Forums in the
                                                                                                                      CHPs and SSU.

R2 Improve data collection between NHS HR Director                 Workforce           Monthly         National       The on-going development of
Highland Board and ISD.                                            Planning            meetings        timescales     workforce information systems will
                                                                   Manager             with ISD5       apply          improve workforce data




5
    ISD is the Information and Statistics Division of the Scottish Government Health and Well-being Directorate
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R2 State the potential benefits of the    Director of   Workforce       Awaiting      On-going    Investment in pay modernisation is
investment in Pay Modernisation contracts Human         Planning        further                   evidenced by development
and their links to NHSH Local Delivery    Resources     Manager         guidance                  outcomes that underpin service
Plan, achievement of HEAT targets and                                   from SE                   redesign and efficiency
associated performance requirements.




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                                      Working with you to make Highland the healthy place to be
            NHS HIGHLAND WORKFORCE FRAMEWORK 2007 / 2008

            STRATEGIC                               ACCOUNTABILITY FRAMEWORK:
           FRAMEWORK:
    Delivering for Health (2005)                            NHS Highland Board;
and Better Care, Better Health (2007);
                                                      Staff Governance Committee;
      NHSH Local Health Plan;
                                                    Pay Modernisation and Workforce
     NHSH Local Delivery Plan;                             Planning Board;

    NHSH Clinical Framework; &                        Board Partnership Forum and
                                                   associated forums in the operational
 NHSH Organisational Development                                  units
             Plan


                    OVERARCHING WORKFORCE FRAMEWORK
                          KEY WORKFORCE PLANS

        Accessing Future           Recruitment & Reward:              Delivery
         Workforce Plan            Recruitment Plan; and          of annual NHSH
       (workforce supply,           Retention Plan (Staff         Board Workforce
          demand &                 Governance Integrated                Plan
          succession                    Action Plan)
           planning)


                                WORKFORCE PROJECTS
    NHS Highland              Workload     Specific NHSH                Clinical
      Workforce             Measurement     and Regional             Leadership;
      Strategy to           and Workforce    workforce               NHS Career
    support NHSH              Planning:        plans:                 Framework;
        Clinical             Nursing and      Childrens                   KSF
     Framework              Midwifery and     Services;             Implementation
                                AHPs       Dental; Remote                Plan
                                             and Rural


           CHP and SSU                    Modernising                 Consultant
          Local Workforce                Medical Careers              Workforce
              Plans                                                   Planning


                     PERFORMANCE AND EFFECTIVENESS
          Developing the       Pay          Workforce                     System
           Workforce       Modernisation   Information                 Integration:
            Planning        & Benefits    Systems and                   workforce,
            Function        Realisation      SWISS                     finance and
                                                                          service
                                                                         planning



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