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Mike Burgess

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2 Mike Burgess

3  1 LETB in the North West with 3 local workforce and education groups as per current geography  Largest in NHS England, strong ability to influence on the national stage  LETB will need to go through authorisation  Focus on progressing the MPET Investment plan, 5 year workforce development plan, and authorisation criteria  Recruitment of the LETB Managing Director  Workforce and Education staff / Deaneries transferring to Health Education England to support the LETB  HEE website  LETB information on eWIN

4 Workforce Plans 2012/13 – 2017/18  Current refresh of workforce plans out in the system with deadline of 21 st September 2012  The refresh covers update to multi-faceted narrative across 8 domains and a workforce risks / issues and mitigating actions paper  The coverage is inclusive of all NHS workforce and includes primary and community care, public health and other sectors where information is available.  Utilisation of the three workforce planning and modernisation networks across Greater Manchester, Cumbria and Lancashire and Cheshire and Merseyside

5 Workforce Assurance and Patient Safety The national drive by the Department of Health and workforce leaders group (WLG) for workforce assurance  Plans need to be signed off CE, Director of Nursing and Medical Director  Workforce and patient safety links report included with packs issued to providers and commissioners  Workforce assurance matrix available to download from eWIN eWIN  Plans to be tested against a single assurance process integrating finance, activity, patient safety, clinical safety and performance metrics  The eWIN system allows providers to benchmark their workforce against other providers along QIPP indicators, priority areas and use knowledge management and best practice to implement changes.  Purchasing the National Workforce Assurance Tool for Providers  Plans / training / implementation been drawn together  Officially launched via HRDs and LETB in next quarter (Sept – December 2012) Submission Workforce Demand spreadsheet Workforce Risks / Issues / Actions report (Optional) Workforce Narrative refresh Close of Play Friday 21 st September 2012

6 Workforce Assurance

7 The Workforce Assurance Framework is a method for achieving system assurance that the planned and available workforce can deliver safe and quality services. Identify current workforce issues and is an early warning system when reviewing projected workforce changes Reflects the key lines of enquiry agreed by the DH Operations Board 1 1 – Key lines of enquiry referenced in DH KLOE on Safety and Quality Assurance of Workforce Changes

8 Much of the data collected is currently retrospective and not forward looking Process, dashboards and metrics collected are different in different regions Individual indicators are often looked at in silos Current processes are not supported by robust statistical analysis Current processes are labour intensive as mainly manual processes Currently workforce plans go backwards and forwards between Trusts and Assurers, increasing timescales / tensions Current Challenges The tool will use trend data to project how the picture might change over time which can then be compared to actual performance Good practice adopted consistently across Trusts and regions with a collation of all existing metrics Enables consideration of the importance of interrelationship between indicators and triangulation of workforce, activity and finance Assurance processes underpinned by detailed information base and statistical analysis including detailed literature review Automation reduced manual data manipulation and handling burden Greater visibility of assurance expectations between Trusts and Assurers – a shared tool that can be also be used by individual Providers Solutions from the tool Expertise from 10 SHAs and the Department of Health have been drawn upon to support system design and to address the current limitations associated with attempting workforce assurance using static data and manual processes. The key challenges identified by this group in relation to workforce assurance and the related desired benefits of the system are detailed below:

9 What is different? A systematic approach enabling rigorous, structured evaluation A statistically robust underpinning for assurance analysis Analysis of correlation and relationships between triggers Thresholds for triggering Escalation routines to enable consideration of escalation in structured Our different approach creates a different conversation about assurance: This enables you to Create and drive top table discussions Changes the nature of assurance engagement with Trust Boards and Management Teams Call on robust evidence and analysis as support for key decision making Take a more integrated approach to assurance activities Justify decisions

10 1.Effective workforce assurance is a critical component of helping ensure the ongoing efficient and effective delivery of services across the NHS system. 2.Organisations should be supported to be rigorous in their self assurance processes, to improve outcomes and reduce the need for external assurance. 3.By using data appropriately, users can be supported to make better assurance decisions. This is a decision support tool, not a decision making tool. 4.Consistent high levels of assurance across regions. 5.Considers a cross section of demand, activity, quality, finance and service information rather than considering workforce alone. 6.Balances forward looking assessments with previous performance: i.e. Historic dashboards are a useful input but do not tell the whole story. 7.To minimise effort, Nationally available data will be used wherever possible to reduce the administrative burden. 8.Differences in data quality and availability need to be allowed for and highlighted within the system. 9.Throughout the life of the tool, the system will be actively managed so that as new national datasets become available each period they are uploaded into the tool. Fundamental Tenets Workforce Assurance in Practice Data usage

11 The Tool IS intended to provide:  The workforce element that will link with wider system level assurance  Triangulation between workforce, activity and finance data  A national platform to workforce assurance that can be adapted as appropriate for each SHA  Best practice approach that is built on existing published literature  An approach that recognises that assurance criteria will change and be refined over time The Tool IS NOT intended to be:  A tool to publish information  A performance management tool  A data collection tool; existing data is used  A directorate, divisional and professional assurance tool as other resources are available for this

12 My Analysis My Resources My Actions Organisation Dashboard Metric Dashboard Help Workforce Assurance Portal My Flags The Workforce Assurance Portal My Qualitative Indicators My Plans My ThreadsMy Notes My Assurance Logs Supporting Materials Community Data Sources FAQ Workforce Dictionary The key components that people use within the portal are illustrated in the table below:

13 13 Indicators, Metrics and Thresholds Target Value Intervals from Target Value Metric e.g. Midwife: birth ratio An indicator could be the number of midwives, or the number of births. The data from these indicators is used to create different metrics. The metric will be assigned a risk level depending on the threshold. Some thresholds are scales where one extreme is good and the other is bad. Other thresholds are ranges where there is an ideal level and anything either side increases risk. In our example a threshold would be a scale, and less than e.g. 3 midwives per birth is ‘high risk’. Indicator The base level of data used to make metrics This data comes from various source data sets Metric Metrics display information about an aspect related to workforce Metrics can also be direct (taken directly from one indicator) or compound (calculated by combining more than one indicator) Threshold The threshold is the level at which metrics turn green, amber or red, indicating the risk associated with each metric The threshold is different for each metric and based on the value needed for them to be considered high risk, and turn red, or low risk, and turn green The threshold can take the form of a scale or range Example: Indicators, Metrics and Thresholds

14 The Assurance Map There are 4 assurance groups, 3 are based on data and are shown below, the 4 th is based on qualitative data. Each of the 3 groups below contains trigger groups, triggers, and below each of these are the metrics.

15 Monday 17 th September 2012

16 The North West target for Mar-13 health visitors is 1489.0 FTE (1463.0 is the absolute minimum required) The Jul-12 ESR downloads show the current North West performance. Totals by PCT ClusterMar-12Apr-12May-12Jun-12Jul-12 Gap (ESR) to Mar-13 at Jul-12 Lancashire318.61315.59314.89311.73312.92 -25.04 Gtr Manchester533.79539.49541.70516.30515.39 -61.50 Cheshire214.10214.92216.07216.84215.72 -15.32 Cumbria74.7376.9178.4376.2176.74 -1.90 Merseyside255.79256.74249.63244.79244.98 -19.79 TOTAL1397.021403.641400.721365.871365.76 -123.56 TOTAL (inc Other Providers)1410.631419.061415.101380.261381.17 -108.67 NOTE: ESR cluster figures for Jul ESR have been calculated using proxy figures for the four divisions in Bridgewater, based on the July manual returns.


18 Trust will be paid a preceptorship fee for all newly employed Health Visitors who are new to the profession and joined the trust from September 2012. Payments will be quarterly and based on numbers collected directly from trusts on a quarterly basis. The collection will form a ’bolt-on’ to the health visitor manual collection Numbers for September (Q2) will be collected in October and payments will be made to trust in December (Q3)

19 Inaugural meeting on the 25 th September at Piccadilly Place Group will look at improving Health Visitor workforce information and sharing of Health Visitor strategies and modelling tools Target audience: Workforce Analysts, HR Managers, HV Service Leads To register or for more information: Working-Group-Call-for-participants Working-Group-Call-for-participants

20 Manual collection coordinated by Macaila Finch (SHA) Deadline for completion was 24 th August (snapshot as at 1 st August 2012) Work is underway to complete an analysis of the current school nursing service in the North West.

21 Saba Razaq Senior Workforce Analyst 0161 625 7774


23 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 o Would a data quality summary page in eWIN be useful?

24 NW retained first place Dec ‘11 to Aug’12 Error count increased by 3,060 (24.0%) errors Jul-Aug Error count reduced by 28,462 (64.3%) errors Sep11-Aug12 SHAAug-11Sep-11Oct-11Nov-11Dec-11Jan-12Mar-12Apr-12May-12Jun-12Jul-12Aug-12 Rank Position from previous month NHS East Midlands6,2306,3606,6406,7106,7256,7506,9506,9707,1807,3207,8257,175 10↓ NHS East of England6,2206,4106,4306,6606,7906,8807,0307,0557,1057,1407,4807,180 9↑ NHS London6,3606,4456,5106,7356,8456,9357,1307,2007,2307,2657,8857,290 8→ NHS North East7,4257,5857,6507,9457,9908,1358,2108,4308,5458,5558,8508,460 4↓ NHS North West7,3757,4807,7958,1958,5408,7859,0959,1609,2409,4159,4909,190 1→ NHS South Central7,2907,3907,5807,6607,9608,0608,0058,1608,1158,1458,4158,250 6→ NHS South East Coast6,6956,8357,1407,4857,9608,1858,4158,4408,4658,4558,7108,370 5→ NHS South West7,5957,8358,0558,3208,5158,5808,7408,8008,9058,9609,2558,900 2→ NHS West Midlands6,9206,8757,1857,3957,5107,5807,6607,7157,6257,6858,2057,885 7→ NHS Yorkshire and Humber7,3607,5057,4257,7458,0008,0458,1758,3458,4458,4958,7508,560 3↑


26  Destination on Leaving is blank – no longer a high impact error  New % baselines established for five high impact errors  40.1 Recruitment Source is Blank: 31.4% of total errors  19.1 Sexual Orientation is Blank: 13.7% of total errors  31.1 Disability is Blank: 16.4% of total errors  16.1 Religious Belief is Blank: 13.5% of total errors  2.1 Area of Work is Blank: 10.1% of total errors  Five high impact areas account for 85% of total errors

27 Two organisations in the North West in August 2012 had maximum scores of 10,000  Halton And St Helens PCT  Calderstones Partnership NHS Foundation Trust



30 QIPP Dashboard

31 Navigate to the Woven Data Quality Reporting “speed-o-meter” and select graph

32 4 data reports are available and a data guidance page All reports can be exported to PDF Demo WebExes can be set up on request

33 Liz Thomas Senior Programme Manager, Workforce Strategy 0161 625 7793

34 Monday 17 th September 2012

35  QIPP Dashboard Review  Health Visitor Working Group / Priority Dashboard Review  Knowledge Exchange Redesign  Equality and Diversity Proposal  Health and Well-Being Homepage & Dashboard  eWIN Research Project

36  QIPP Dashboards developed to assist NHS organisations identify efficiencies and savings  Twelve metrics for review  Functionality and design for review  Meeting 2 nd October, 11am-1pm at NHS North West  Contact / 0161 625 7793

37  To facilitate collaborative working between Health Visiting workforce leads and service leads  Motivate competition and challenge complacent operations  To define reporting methods on eWIN in respect of Health Visitors  To share Health Visitor workforce planning tools/strategies  To produce the redesigned Health Visitor workforce dashboards  Meeting 25 th September, 12-1.30pm at NHS North West  Contact / 0161 625 7774

38  To make the Knowledge Exchange search clearer and easier to use  Stage 1 produced a single search bar which displays results  Results can be filtered as required  Stage 2 discusses the requirements of an Advanced Search function  Contact / 0161 625 7285

39  Produce automated reports to support EDS requirements and CQC equality prompts  Support production of annual equality data publication  Provide organisational data and benchmarking data  Assist in developing analysis skills within the E&D community  Meeting 19 th September, 12-1.30pm at NHS North West  Contact / 0161 625 7793

40  Health and well-being homepage coming soon  Potential to develop data dashboard based on ESR Data Warehouse sickness reasons data  Days Lost by Sickness Absence Reason  Days Lost Per Quarter Average FTE  Average Length of Absence  Incidence by Long/Short Term  Call for participants will be released in October  Contact / 0161 625 7793

41  Conducting interviews with eWIN users  Inform eWIN team’s strategic planning  Contacting primary care representatives  Developing links with HEIs and academic research hubs

42 Liz Thomas Senior Programme Manager Workforce Strategy 0161 625 7793

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