1. Liberating the NHS: Developing the healthcare workforce Workforce planning, education and training Consultation Engagement

2.  Successful patient care depends on the whole workforce. Staff who are empowered, engaged and well supported provide better patient care.  The NHS Constitution requires all employers ensure all staff have personal development, access to training, line management support to succeed and support to improve staff health and well being.  The White Paper sets out proposals for a new framework for education and training: driven by patient need, led by healthcare providers and underpinned by strong clinical leadership.  Consultation with patients and local communities, a focus on value for money, and effective linkage to delivery of the wider service strategy.  A strong relationship with education providers to ensure that we can improve on the quality and value for money for pre registration and post registration training and CPD. What are we trying to achieve

3. System design  We want to design a system that has :  Robust workforce planning and security of supply  A flexible workforce that can respond to the needs of local patients  Continuous improvement in the quality of education & training of staff  Transparency to ensure value for money  A diverse workforce that has equitable access to education, training and opportunities to progress.  The design principles are set out in the consultation.

4. New system Healthcare providers to work together in ‘networks’ to plan and commission education and training for the local health economy. A newly formed, executive national body Health Education England (HEE) acting on behalf of the health care sector to: bring together the interests of healthcare providers, staff, patients and the professions, provide sector-wide oversight for long-term planning and commissioning for future generations, engage with the regulators about planning and developing the healthcare workforce, and standards for education and training that are responsive to service and patient needs.

5. A new framework for planning and developing the workforce:

6. Increased Autonomy & Accountability for Healthcare Providers  Healthcare providers are the engine of the new system-their decisions will drive the investment in education and training.  The responsibilities for planning and developing the workforce apply to all providers of NHS funded-care, and build on pledges set out in NHS Constitution  In exercising these responsibilities healthcare providers have an obligation to plan and commission thoughtfully for the whole workforce and long-term sustainability  There is a need for clear duties for providers and appropriate ‘checks and balances’ to provide accountability.  The consultation proposes 3 duties for providers:  To consult on workforce plans.  To provide data about the current workforce and future workforce needs.  To cooperate in planning the healthcare workforce and in the planning and provision of professional education and training

7.  Healthcare providers will decide how they work together to exercise their responsibilities for planning and developing the healthcare workforce.  Healthcare providers will need to create and own a legal entity to carry out SHA functions and ensure effective planning and development of the local workforce including:  Managing workforce data.  Developing and consulting on local skills and development strategy.  Holding and allocating education and training funding.  Contracting for education and training- securing value for money and quality.  Managing all clinical placements including deanery functions.  Partnership working with Universities and other education providers.  Working with LAs across the health, public health and social care workforce.  Contributing to the development of national policy.  Size and governance of local ‘skills networks’ to be determined locally Healthcare Providers

8. Setting up local ‘skills networks Size and governance structure of local networking arrangements would be determined locally The skills network would need to create a legal entity The skills network would need to include GPs The skills network would include all NHS-funded healthcare providers within the agreed locality, with proportionate arrangements for very small providers. The agreed locality may be regional or sub-regional. The arrangements would need to be big enough to manage post- graduate education programmes and the current deanery functions. Smaller ‘skills networks’ could achieve this by working collaboratively together to provide scale and diversity. There would be Local Authority representation from social care and public health commissioners There would be mechanisms for ensuring that the whole workforce is considered. The governance structure should provide robust accountability, finance and audit arrangements to member healthcare providers.

9.  A new organisation with executive powers. Lean and expert organisation, free from day to day political interference. Will bring together interests of healthcare providers, the professions, patients and staff, building on the work of MEE and professional advisory bodies. It will involve patients in the way it does business and promote equality.  HEE will have four main functions:  Providing national leadership on planning and developing the healthcare workforce  Supporting the development of healthcare provider ‘skills networks’  Promoting high quality education and training that is responsive to the changing needs of patients and local communities  Allocating and accounting for NHS education and training resources –HEE take on the accountability for the framework for leadership development –The relationship between HEE and the networks is likely to be a contract for delivery with funding Health Education England

10.  MPET would continue to fund education & training in the short term with greater transparency being introduced over time.  In the future the centrally determined investment in education and training could be based on the requirement for training the next generation of healthcare workforce.  HEE would be responsible for allocating the central funding to the local healthcare provider skills networks.  A set of transparent education & training tariffs would be introduced for the education programmes and clinical placements that are provided by healthcare providers.  Over time we would move towards a full education and training levy where all healthcare providers would contribute to the levy.  It is proposed that the central budget should be confined to funding education and training for the next generation of clinical staff only. Healthcare providers individually or collectively will be responsible for funding the development of their existing workforce Funding education & training Key Points

11. Transitional Arrangements  SHAs will continue to lead on workforce investment and the commissioning of education & training throughout 2011/12.  SHAs will lead the transition to the new system across their region and continuing their planning with providers and the higher education sector to build up local processes and infrastructure to support a smooth migration of SHA functions.  Health Education England (HEE) will be established in shadow form in 2011 and as a special health authority from April 2012.  Healthcare Provider Skills Networks -healthcare providers will set up ‘skills networks’ that can enter into legally binding contracts. Models that are developed will be shared. A sign off process will be agreed for ‘skills networks’ to be operative from April 2012.

12. Thanks and any Questions