Peter Gregg Education and Training Unit, Human Resources Directorate, DHSSPS

WORKFORCE LEARNING STRATEGY Post-Registration Training - £10.5 million Effective? Improve patient/client care? Education Providers – are they effective? Value - line managers/employers? Is the process right?

EXPENDITURE ON EDUCATION & TRAINING Occupational FamilyHeadcount % of Headcount £,000 Administrative and Clerical12,748192,500 Ambulance1, Included in budget for NI Ambulance Service Ancillary and General6, Generic142nil 60 (includes Hospital Chaplains) Medical and Dental3,823684,000 Nursing and Midwifery21, ,525 Professional and Technical7, ,900 Social Services13, ,250 Works and Maintenance6441 Included with Ancillary Total66, ,760 Figures as at March 2008

WORKFORCE LEARNING STRATEGY Lifelong Learning – Why? Improve patient and client care Support staff to develop their potential Enable staff to take advantage of available career opportunities Link and empower existing workforce learning/training strategies

WORKFORCE LEARNING STRATEGY Principles for Effective Learning Individuals responsible for own learning Employers responsible for providing learning and development opportunities PDP’s / KSF Equity and Equality for all levels and grades of staff Responsive to the diversity of need Multi-disciplinary encouraged Learning should be accredited where possible

WORKFORCE LEARNING STRATEGY Opening Up Opportunities Skills escalation Widening access Modern, flexible approaches Essential Skills Career advice and information

WORKFORCE LEARNING STRATEGY Team Working and Role of Supervisor Team, Task, Individual Facilitate, Encourage and Support PDP’s / KSF – Use them Management and Leadership – update your skills Family friendly work life balance policies

WORKFORCE LEARNING STRATEGY Implementation Recommendations and actions Implementation Group Integration with WLS Prioritisation

WORKFORCE LEARNING STRATEGY apr-2009.pdf THANK YOU