Southern nursing workforce summit. 2 nd July 2015

South West Wessex Thames Valley Kent, Surrey and Sussex Southern view

Adult Nursing Workforce in South West

HESW Adult Nurse Staff in Post March 2015 Heads: 16,225 WTE: 13,922

SW Forecasts v’s Actuals

Adult Nursing Commissions

South West Population Expansion

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Overview of the Adult Nursing Workforce in Wessex

Current Workforce Profile

Age Profile NHS

Age Profile Community Trusts

Age Profile Acute Trusts

Retirement Risk The average age of retirement for nurses in Wessex is 59 »16% of nurses in community trusts will reach 59 in the next 5 years »9% of nurses in community trusts will reach 59 in the next 5 years However Not everyone retires at 59, there are almost 360 FTE Adult Nurses aged 60 and over who are still in the Wessex NHS workforce

Age Profile - Social Care

Age Profile Practice Nurses

Part-Time Working By Age

Historical Trends in Adult Nurse Workforce (Wessex)

New Entrants to NHS Workforce

Historical Commissions

Filled Commissions as a % of Nurses in Post

Future Demand and Supply Scenarios

Future Demand and Supply Scenarios

Impact of Increasing Commissions If we were able to grow placement capacity and increase commissions to a total of 750 py it would cost approximately £ 685,000

Adult Nursing Workforce in Thames Valley

Total number of staff (FTE) in Thames Valley Trusts Non Medical = 32,460 Medical = 4,110 Healthcare Scientists = 1,520 Total = 38,090 Adult Nurses (FTE) in Thames Valley Trusts Acute, Elderly & General = 6,850 Community Services = 730 Total = 7,580

Thames Valley Demand Forecast 2015 – 2020, Adult Nurses Current Vacancy Rate = 16% Establishment increase 2015 – 2020 = 0.2%

Thames Valley Adult Nurses, Age Profile, March 2015

Adult Nurses, Part-Time Working by Age Band

Adult Nursing Trends,

Future Workforce Supply

What does the Thames valley need to do? Attract. Increased nursing commissions and reduce attrition. Recruit. Continued support and increased numbers of nurses returning to practice and then employed within the Thames Valley Retain. Retention of nurses in Thames Valley with reduction of turnover. Migration is a particular problem for us approx % Expanding excellence: focus on community. Community Nursing Education Strategy?

The future workforce So what kind of workforce will be required if we are to respond to the drivers of change and meet the predicted need of future patients?

“We always overestimate the change that will occur in the next two years and underestimate the change that will occur in the next ten. Don’t let yourself be pulled into inaction.” Bill Gates We must be bold and brave…