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GM Workforce Modernisation & Planning Network October 2013.

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Presentation on theme: "GM Workforce Modernisation & Planning Network October 2013."— Presentation transcript:

1 GM Workforce Modernisation & Planning Network October 2013

2 Contents ESR Enhancements to Consultant Job Planning National Workforce Assurance Tool Health Visitor Update Talent Pool Data Quality Update Workforce Modelling Collaborative eWIN

3 ESR Enhancements to ESR Job Planning

4 ESR Enhancements to Consultant Job Planning September 2013 in Release 20 there will be enhanced Consultant Job Plan functionality available within ESR The current job planning functionality within ESR is available to all NHS organisations using ESR in England and Wales The current Consultant Jobs Plans will be renamed to ‘Medical and Dental Job Plans’ as these are used for both Consultants and SAS medical staff The job plans will have a number of new fields added to support more detailed recording of the type of work undertaken If you have any queries about these enhancements then contact Maria Scott within the NHS ESR Central Team -

5 National Workforce Assurance Tool

6 Workforce Assurance Tool NHS England currently hold the WAT contract until the end of this financial year Senior level conversations are on-going with regards to the contractual arrangements beyond this point NHS TDA are clear that under their operating framework the WAT is a vital mechanism to allow performance monitoring of Non-FTs on the foundation pipeline NHS TDA are continuing to work heavily with Deloitte on the tools continued development Plans to set up a number of working (technical and strategic) groups to engage with users to drive its development If you have any comments on the tools; benefits, drawbacks, implementation at a local level and/or needs going forward please do share them with

7 Health Visitors

8 Health Visitors Year to Date Position 2013/14 The Mar-14 target is 1656.90 Currently 192.07 FTE away from the target Outturn of newly qualified Health visitors expected over the next few months

9 Health Visitors North West modelling for 2013/14 takes into account natural turnover, attrition and the outturn of newly qualified students into the Health Visiting workforce.

10 Newly Qualified Healthcare Professionals Talent Pool

11 Background and Accessing the Pool NHS Jobs allows newly qualified candidates in certain healthcare professional work areas who are looking for their first post in the NHS to register their details as ‘profiles’ that can be searched and viewed by employers. Employers can access the Newly Qualified Healthcare Professional Profile Pool (NQHP) and email such candidates to invite them to view and apply for vacancies Accessing the Profile Pool Login to NHS Jobs as per usual Select Profile Pool in the left hand menu, the database should be automatically set to North West

12 Searching for Candidates Employers can search for candidates solely on one criteria or by selecting several at the same time. They can view candidates dependent on their answers to the following questions: When did you qualify? Please select your profession? Please select your area of specialty? Please specify which Higher Education Institution you completed your professional qualification? Please state whether or not you have set up a 'Jobs by Email' alert?

13 Contacting Candidates 1. A message can be sent to all / specific candidates by clicking in the tick boxes in the far right column and then on the Select button at the bottom of the screen 2. Employers also have the ability to highlight their adverts as suitable for newly qualified healthcare professionals when placing their advert on the system via ‘Vacancy Manager’

14 Further Guidance Further guidance can be found at: If you experience any difficulty navigating through the site please contact:

15 Data Quality Update: Aug-13

16 Data Quality Information o Acute and mental health trust in England data quality results published in Health and Social Care Information Centre report: o Available on HSCIC here or eWINHSCICeWIN o Woven report ex-employees validation limited to leavers since 1 st July 2012 o Woven report GMC/GDC registration validation been corrected. Scores might have changed but are now correct o Emphasis on putting in place strong data collection & validation processes remains

17 Data Quality: North West Score NW retained first place Aug-12 to Aug-13 Error count decreased by 486 (4.3%) errors Jul-13 to Aug-13 Error count decreased by 5,002 (31.6%) errors Aug-12 to Aug-13

18 Data Quality: Priority Areas


20 Data Quality: CUMBRIA & LANCASHIRE ORGANISATIONS FINAL SCORES Each organisation starts with a perfect score (10,000) and loses a proportional amount of that score for each problem detected by the validation process Each validation is scored individually and is equally weighted The overall score is derived from the sum of the scores for the individual validations and is scaled out of 10,000


22 Data Quality: Maximum Scoring Organisations 0 organisations in the North West in August 2013 achieved a maximum score of 10,000 1 organisations achieved a score of 9995:  University Hospitals of Morecambe Bay NHS Foundation Trust For full ranking please access eWIN’s data quality reports here:

23 Data Quality Full reports on eWIN: direct link To navigate: 1. Select Data Quality in Benchmarking Service 2. Four reports are currently available and a guidance page 3. Demos can be set up on request

24 Workforce Modelling Collaborative

25 What is the Workforce Modelling Collaborative? Who is it? East Midlands Kent, Surrey and Sussex Yorkshire and the Humber North West East of England Thames Valley Wessex The Whole Systems Partnership What is its purpose? To develop workforce supply models for all medical specialties To share Nursing and AHP workforce supply model To develop demand models To provide shared learning across the Collaborative To inform local education commissioning decisions

26 How the Collaborative shares In each LETB: –To provide a briefing for each model application before identifying and gathering the necessary data –To support in the calibration of each model –To provide a template for reporting on the outputs of each model Once for all: –To provide a data dictionary for each model –To identify key parameters within each model for benchmarking –To provide an environment (online, by e-mail and in workshops) for the sharing of models and further application of the modelling approach

27 Developing a model 1 Preliminary intelligence gathering: Training pathway Key challenges Review of literature (CfWI/colleges etc.) 2 Meeting with a lead clinician: Demonstrate approach Confirm & challenge early findings Identify key distinctives Production of an initial set of presentation material summarising initial findings Develop prototype of model and gather initial data to populate this 3 Meeting with a lead clinician: Demonstrate model Validate assumptions Identify learning Refine model and publish initial report for first LETB

28 Benefits (1) Allows for testing of different scenarios Locally developed tools with clinical engagement and locally sourced data Enables joint learning at a local level and therefore greater alignment of local strategies Consistent approach leading to comparative outputs and sharing across the regions Bottom up planning has the potential to inform and complement national planning

29 Benefits (2) Needs to be informed by, but also to inform national ‘top-down’ modelling Engaging clinicians at a local level will improve the intelligence base and ownership of the tools, and the decisions made as a result of using them Provides a launch-pad for a more local approach to demand side modelling, currently being explored in Paediatrics in the East Midlands

30 Models Dermatology – in development in NW Emergency Medicine & Anaesthetics – being tested Paediatrics – completed Radiography – completed GP – in development in East Midlands

31 eWIN

32 Resources. Intelligence. Innovation. o Available in the Local Education and Training Board areas East of England, North West, Thames Valley, Wessex and Yorkshire and the Humber o NHS workforce focused portal designed to support delivery of QIPP, transition and productivity challenges o Aligning to Education Outcomes Framework and HEE and LETB priorities o New eWIN live May 2013 at @ewin_portal Resources. Intelligence. Innovation.

33 @ewin_portal Resources. Intelligence. Innovation. eWIN is o A communication platform to drive a culture of sharing knowledge and generating innovation o A repository of good practice case studies, hot topics, bulletins, news and events o A benchmarking service providing valuable workforce indicators and modelling tools

34 @ewin_portal Resources. Intelligence. Innovation. Current Work Programme o Soft launch of eWIN version 2 (May – July 2013) o Champion Network Pilot (May – December 2013) o Testing of new dashboards (May – July 2013 – extended to Dec 2013) o Pilot of GP Practice Data Collection (June – August 2013) o Implementation of Communities development (Sept – Dec 2013)

35 @ewin_portal Resources. Intelligence. Innovation. New Dashboards o Staff Health Indicators Dashboard o Staff sickness absence reasons – ESR & Staff Survey o Equality and Diversity Dashboard o Profile of workforce by protected characteristics – ESR o Workforce Modernisation Dashboard o Assistant and Advanced Practitioner commissions and workforce o Organisation Profile Tool o Determine who to benchmark against

36 Liz Thomas Senior Programme Manager Workforce Strategy 0161 625 7793 @ewin_portal Resources. Intelligence. Innovation. Any comments or questions?

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