Workforce Planning

The NHS FV Workforce Strategy 2014-16 was refreshed and approved by the NHS Board in July 2014. This Strategy was developed in partnership and details how we, as a Board will deliver our workforce aims:

 To develop a modern, sustainable workforce

 To become a model employer

 To create and maintain a healthy and modern culture

The Everyone Matters Implementation Framework details five priorities and these are fully incorporated as part of our Workforce Strategic Vision and its associated programmes of work. The Everyone Matters Implementation Framework is an integral part of our local workforce strategy and an ongoing element of our Workforce and Organisational Development Priorities.

Our current focus is on undertaking system wide service reviews, through our Clinical Services Review programme which will ensure that we have appropriate models of safe, quality care in place and a confidence that we are optimising the use of our resources and facilities. This work is key to informing and shaping the new NHS FV Integrated Health Care Strategy 2015-2020.

Over 80% of our workforce lives within the Forth Valley area. Although the total working age population of Forth Valley (adults aged 16-64) will remain fairly constant over the next 20 years at about 182,000 it is important to recognise that the percentage over age 50 will increase from 36% to 41.7% by 2025. Currently NHS FV has an ageing and predominantly female workforce, the demographic of our staff and local communities requires that we deliver innovative, proactive workforce solutions.

In common with other Health Boards, NHS FV faces many challenges in relation to the delivery of ongoing, affordable health care within tight financial parameters.

Changes to pension and national insurance arrangements along with the challenges of pay, prices, prescribing, achieving and sustaining targets, technology advances, demographic impact and the changes as we implement Health and Social Care Integration will place a much higher risk on the system from 2015/16 and beyond.

In order to address these challenges, we remain committed to the continuous development of our workforce through their skills and competencies and to our annual programme of workforce planning.

4.2.2 Progress during 2014 – 15

A wide range of activities and plans were successfully taken forward in 2014 – 15 delivering the five Everyone Matters Priorities within Forth Valley, some of these will continue to support the actions required of Boards for 2015 – 2016. In 2014 NHS FV achieved the ‘Peoples Choice Award’ for work on attendance management, delivered a system wide inclusive Staff Recognition Scheme and successfully delivered proactive recruitment initiatives.

In support of our Strategy and in accordance with CEL 52 (2011), NHS FV has developed workforce plans for all services and staff groups. Integrated Workforce, Service and financial plans continue to support full implementation of our Healthcare Strategy and inform the development of the revised Integrated Health Care Strategy.

In recognition of the crucial role that workforce plays in supporting continuous quality improvement to deliver flexible and responsive services, NHS FV and the University of Stirling work collaboratively to deliver National Nursing and Midwifery Workforce Tools and Planning Programme (NMWWP) Workforce Education Toolkit

as a four day education programme for all NHS FV Senior Charge Nurses and Band 6 Nurses and Midwives to support succession planning this offers academic credit at SCQF Level 9 through a work based learning (WBL) platform.

The NMWWP learning toolkit supports our Senior Charge Nurses, Midwives and Team Leaders to understand workforce planning and to support the workload measurement tools in use across NHS FV. This toolkit has been reviewed nationally and developed now to support Senior Charge Nurses, Midwives and Team Leaders but also aspiring Senior Staff Nurses as well as Clinical Nurse Managers and Lead Nurses, providing the opportunity to develop their understanding of workload and workforce planning and help them use workload measurement tools effectively.

NHS FV as part of the workforce planning process has already started to identify potential gaps in future workforce using age demographic information. The medical workforce profile demonstrated that a significant number of our Consultants would be leaving the organisation through retirement. Anticipating this position, NHS FV has been successful in appointing over 40 new Consultants across all specialties. This work will continue in 2015/16. The following considerations continue to be taken into account when planning our current and future Medical workforce:

 Outputs from Clinical Services Review

 Age profile

 Ageing population and Demographics in NHS FV

 Hard to fill posts – Paediatrics, Microbiology, Old Aged Psychiatry, Middle Grade A&E doctors

 Provision of sustainable services over 7 days

 Expansion of Regional and National working

In 2015/16 this work will be extended to other job families across NHS FV.

4.2.3 Top Priority Actions for 2015/16

 The Workforce Plan 2015-2016: This year, we will complete our 10^th Workforce Plan and this will be published in August 2015. This will build on a strong

background of effective change management, service redesign and skill mix review consistent with the national and local strategic view under the Everyone Matters 2020 Vision.

 Workforce Strategy - We will review our Workforce Strategy to reflect the

outcome of the Clinical Services Review. This will ensure we continue to deliver the five national priorities within the Everyone Matters Workforce Vision

Implementation Framework.

 Attendance Management – We will maintain our current focus in order to improve attendance rates and deliver the national standard.

4.2.4 Performance Management

In addition to the Priority Actions outlined above, the following section sets out the relevant measures that will be used to monitor and assess progress and manage performance. These measures will be used at appropriate levels within NHS FV to monitor and drive progress. Regular monitoring will take place at a range of levels from front line, through Directorate Performance Reviews to the Performance &

Resources Committee and NHS Board.

Measures LDP Standard

A refreshed Promoting Attendance Partnership Information Network Policy will be published in 2015

 Sickness absence 4%

National Requirements

 Workforce projection submissions

 Staff Governance Action Plan

 Everyone Matters Implementation Plan 2015/16

4.3 NHS Forth Valley’s Contribution To Community Planning