Workforce Development: Workforce Planning Learning and Education

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Workforce DevelopmentWorkforce Planning
Learning and Education

• Derek Morgan
• Workforce Planning Manager
• Lyndsay Lauder
• Head of Learning and Education

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Workforce DevelopmentWorkforce Planning
Learning and Education

• Financial pressure
• Demographic pressure
• Need for critical review of staff deployment and
  resources
• Agenda for Change / NHS Careers Framework
• Different roles based on competence rather than
  professional hierarchies
• Extended hours and 24 / 7 working

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Workforce Planning Assumptions

• No change in workforce cost
• Above inflation pay increases ? smaller workforce
• Shift in the balance of care
• Increased efficiency and effectiveness
• Appropriately supported professionals working at
  the level for which their qualifications and
  experience have prepared them

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NHS Careers Framework Workforce
Development (workforce planning learning
education)
level
Agenda for Change Individual employee remuneration
Knowledge Skills Framework Individual employee
development
band
outline
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Competence-based Workforce Planning Using
The NHS Careers Framework (Clinical and
non-clinical including medical and dental
workforce)
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Current Workforce
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Future Workforce
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What does this mean for Learning Education
planning?

• Using the Career Framework to design a
  qualification structure for GGC

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Modern Apprenticeships
Modern Apprenticeships
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What does this mean for Learning Education
planning?

• Using the Career Framework to design a
  qualification structure for GGC
• Training developing existing employees in
  significant numbers in preparation for future
  workforce demands

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Levels 1 - 4

• Develop new existing staff
• FE colleges, SVQs, Niche, PEFs
• Young people/NEET
• FE colleges, MA
• BME/Refugees
• Attracting staff
• Retraining/upskilling
• Lone Parents
• Training)
• Jobs ) that fit with care requirements
• Over 50s
• Retraining/reskilling
• People on Incapacity Benefit
• Graduates who cant work in own discipline
• Retraining/reskilling

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What does this mean for Learning Education
planning?

• Using the Career Framework to design a
  qualification structure for GGC
• Training developing existing employees in
  significant numbers in preparation for future
  workforce demands

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What does this mean for Learning Education
planning?

• Using the Career Framework to design a
  qualification structure for GGC
• Training developing existing employees in
  significant numbers in preparation for future
  workforce demands
• Ensuring ongoing LE activity supports competence
  based workforce development
• Learning Education plans
• CPD requirement
• KSF based PDPs
• Research development aligned with changing
  practice

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Levels 1 - 7

• Engage Directors stakeholders to implement
  workforce development changes in specific areas
• Incorporate existing projects/changing roles into
  Workforce Development framework
• Take forward Levels 5-7 development in harmony
  with Levels 1-4 development
• Develop strategies for transitions from Level 4
  to Level 5 (articulation)

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