1. Workforce Update Saba Razaq Monday, 12 December 2011

2.  Workforce Planning Process 2011  Workforce Assurance Process and Patient Safety  Data Quality and new measures going forward with NHS IC / Woven  eWIN updates and exciting new developments  Hot topics  NHS operating framework 2012 / 2013

3.  Demand spreadsheets and narratives still coming in  Still a few stragglers from the cluster*  Information shared with the modernisation hub  Deep dive discussions in place  Pulling together the analysis to feed into the Education Commissioning Plans for 2011/12 with Universities  Intelligence and information to be shared with applicable and appropriate networks  High demand for assistant and advanced practitioners ----------------------------------------------------------------------------------- Any issues? Any challenges Happy to discuss – email or call Do you need any more details?

4. Workforce Assurance Patient Safety

5. Information shared  Workforce assurance links shared with Plans  Workforce assurance framework on eWIN tool box  Building on good practice from across the region and NHS England  Case studies and best practice imminent (volunteers) Trust Assurance  Are plans assured at provider / trust level?  What operational assurance and patient safety systems?  Are the Medical Director and Director of Nursing signing off workforce plans?  Is the Chief Executive signing Off

6. Developments Developing on-line tool and trigger metrics to assure plans? Who would like to be involved? – volunteers? What methodologies would you like to use? The NHS NW has to respond to Key Lines of Enquiry (KLOEs) from the Department

7. 5. External Input CQC Monitor Others What processes are in place?

8. Data Quality

9. Why data quality? Monitoring data quality via Woven Updating eWIN reporting Ways NHS NW are working to improve data quality Finance information on eWIN? Health Visitors

10.  Why is data quality important?  What is your data used for?  What impact does this use have on decision making?  For example, data is used to populate current position of workforce and forecast future workforce  What impact would incorrect data have?  What do you use for board reports – do you believe it?  Ensuring accuracy minimising risk in data modelling and mapping  Ensuring accuracy provides confidence in robust data and consequent decision making  Ensuring accuracy enables accurate reporting

11. Source: NHS IC Woven Data Quality Report Time Frame: Aug11-Dec 11 Measure: Final Score

15. Future View  Trust ranking reporting final score and metric error count  Regional and national ranking  Monitoring trust final score over time against NW average and selected trusts  SHA ranking / Cluster rankings  Importance to bring up region’s data quality to enable intelligent benchmarking Temporary Reports  Sourced from Woven  Excel file modelled on new reports  Regional and national ranking

16.  Data quality steering group set up to encourage the improvement of ESR data quality in the North West NHS community and identify measures for reporting DQ on eWIN  Trust feedback has been sought to identify issues effecting data quality e.g. TCS, capacity  eWIN forum topic  Raise awareness  Deputy HRD networks  ESR Workforce Management SIG  Workforce Planners meetings

17.  Pay-bill  Ledger  Downloadable tools What would you like to see? Ideas Forums Validation checks More detailed reports

18. Key priority for government National increase 4200 FTE by 2015 DH Implementation Plan published Feb 2011 North West will grow to 1808 FTE by 2015 PCT cluster allocations based on weighted capitation and deprivation. Monitoring against this plan will take place

19. Regional data cleansing exercise for Health Visitors Letters sent out from Dr Ann Hoskins/Jane Cummings to CE’s of all Health Visiting providers. All organisations have been formally requested to review ESR data for Health Visitors. Deadline: was 30 th November Send confirmation of completion to Mike.Burgess@northwest.nhs.uk

20. Data cleansed by all providers Continuous monitoring Need to increase FTE Official Guidance on eWIN http://www.ewin.northwest.nhs.uk/knowledge/resource/424

21.  Definition: “An employee who holds a qualification as a Registered Health Visitor and who occupies a post where such a qualification is a requirement.” Occ Code: N3H Not below Agenda for Change Band 6 Holds Registered Health Visitor Qualification Managers (not involved in clinical work) – G Matrix Learners – P Matrix

22. eWIN Update

23. Priority Dashboards QIPP Dashboard Developments Workforce Transformation and QIPP Planning Toolbox Two new hot topics on eWIN this month including one on Agency Worker Regulations and another on NHS Commissioning A new case study this month which looks at eWIN itself, and how far it has come since it was launched last year.

24. New tool to provide workforce information on Health Visitors, Midwives and School Nurses Priority areas in the North West and nationally (Health Visitors) 12 key metrics showing key workforce data by organisation and PCT Cluster

26. Key metrics include: - Actual Staff in Post V Plan - Actual Staff V Regional Allocations - Skill Mix - Age Profile - Trust Turnover - Cluster Turnover - Starters/Leavers - Vacancies (from NHS Jobs) - % Workforce of Qualified Nursing Staff - Cost Per Employee - Pay-bill - Sickness Absence

29. Select Trusts for comparison Export QIPP dashboards to PDF Email exported PDF

30. Sort by Footprints or PCT Clusters Use check boxes and link to expand choices

31. Export the Summary or detailed pages in PDF format

32. Or you can email a copy of the QIPP dashboards to yourself or to your colleagues

33. Hot Topics

34.  DH ROCR approval on National Minimum Dataset for health visitors monthly collection  Completed a maternity workforce submission – more to come  NHS single operating plan – DH seeking approval from ROCR for full plan to include FTs (Monitor in agreement).  Monitor and DH agreeing more transition and transparency around sharing workforce information and intelligence  Workforce and Education Network Leadership Groups progress  QIPP programmes and future delivery

35. NHS operating framework

36. Workforce The SHA expects to assure workforce plans for both Safety and Quality and will require analysis of the triangulation of workforce, finance and activity. National assumptions will be provided to inform workforce planning. A clear and evidenced description of the assurance of Safety and Quality of workforce plans is paramount. Detailed guidance describing key requirements and criteria that detail the collection and analysis of information will be available from the following individuals and will reflect the DH Operating framework and technical guidance. North West – Mike.Burgess@nhsnorthwest.nhs.uk North East – Derek.marshall@northeast.nhs.uk Yorkshire and Humber – Jonathan.Brown@yorksandhumber.nhs.uk RequirementHow tested? Key Lines of enquiry and Operating Framework challenges Assurance against Operating framework tests Data templatesAnalysis against activity and finance and National Assumptions Overarching narrative describing workforce plan Key lines of enquiry, Safety and Quality and key challenges Compliance with Key lines of enquiry and DH Workforce Assurance Framework

37.  A full guide to the Operating Framework is available from the NHS Confederation. Four key and interrelated challenges set the context for this year’s framework: full guide  Dignified and compassionate care for all  Maintaining continued strong performance on finance and service quality  Changes to service provision required to meet the QIPP challenge  Completion of the transition to new commissioning structures.  The Operating Framework recognises the challenges that personal and professional uncertainty bring but reasserts the need for NHS organisations to continue to act responsibly in fulfilling ongoing statutory and other core duties.  This year’s framework includes a range of measures related specifically to workforce, largely set out in section three, paragraphs 3.31–3.39 and deal with the transition to the new structures for the NHS, staff health and well- being, arrangements for education and training and the role of the staff survey.