1. National Workforce Planning Network Development Day 23rd March 2016

2. Welcome – Why This? Why Now? It’s All About You!.....

3. Overview of the Day
To provide a masterclass in Population Centric Planning
To give you something to take away to use locally
To consider own role
To begin to articulate core offer

4. National and Local Context and Landscape
Strengths
Opportunities

5. Population Centric Model

6. Stage One - Establishing the change management approach
Scope and parameters of project; regional, condition specific etc?
Who needs to be involved?
What are the timescales?
Any expert input?
Where’s top level support?
Project lead?
Givens?

7. Stakeholders – Where to Start?

8. Monitor (minimum effort)
Stakeholder Mapping
Keep satisfied
Manage closely
Monitor (minimum effort)
Keep informed
Concern
Importance
(or power)
Low High
Low High
Interest

9. Community Mapping
Proximity = Reliance on support to deliver objectives
Size = Relative power and influence on objectives
(Ref: Aston OD)

10. Stage Two – Population definition and strategic environment
How are you going to “cut” it?
DESCRIBE the population comprehensively
DESCRIBE the environment comprehensively; national, local
What sort of information and where from?
Who needs to input into the process?

11. Engaging Others - Proxies

12. Ethel is 85 years old. She has had
a hip replacement and has COPD.
She lives at home alone with day
time help from a community health
and social care team. She can get
confused. She calls 999 for an
ambulance about twice a month
for various reasons - a fall, losing
medication at night, breathing
problems. She is kept in hospital
overnight but is let home the next
day.

13. Stage Four - Defining knowledge, skills and competence levels of the future workforce
“Listing” knowledge and skills/mapping knowledge and skills onto pathways/scenarios
Deciding on levels of competence; challenges
Considering the “shape” of workforce

14. Skills and knowledge ‘pot’
Expert / Specialist
Intermediate
Support /NVQ
which particularly constrain recruitment of local people to professions and management
Remedying skills shortages could prove difficult; a high proportion of unskilled people have little interest in training and education, giving reasons such as not having enough time or being too old. However this often masks true feelings of inadequacy or a lack of self confidence – particularly amongst females. A significant factor is people not appreciating the benefits of training. The older population in particular identify that recruiters tend to employ people who are under the age of 45.
Exclusion of older workers (those over 50) is expected to get worse, as numbers in this age bracket are set to increase (by 2006 the age group will be the largest age group in the workforce).

15. Service element
Competence level
SKILLS/KNOWLEDGE REQUIRED
Spe %
INT%
Sup
Taking Blood Pressure 5 95
History taking and diagnosis
Assessment of home environment
Daily Living Skills
100
Prescribing medication

16. Stage Five – Defining the future workforce; roles, numbers and the “ideal” workforce
An exercise in combining the ‘blocks’ of skill, knowledge and competence levels into new roles
Remember to think about the shape of future workforce
Can introduce any on-going role redesign, skills mix or role extension here and this acts as a good ‘reality check’ for that work

17. Your Future Workforce Develop options for the future workforce: Roles,
Numbers,
Costs!
Can identify minimum requirements in terms of the level of competence, or professional role or location
Scenario building – business cases options

18. 06/07/2018
Stage Six - Gap analysis, reality check, action planning from present to future
About working out the gap between your ideal workforce and your current workforce & how to close it!
You can talk about the present
In reality, would have been gathering this information from the beginning, but in the background

19. Current workforce – where we tend to begin...
Need current workforce data and demography
Supply & demand
Age profiles
Recruitment
Training
Retention
Absence rates
Labour market intelligence

20. Fast Forward
Aspirations
Results/Impact

21. Your Core Offer..... Your customers Your value proposition
Who
What problem will you solve/help
Your value proposition
What will you offer
Packages, products, support
Resources Needed
Skills, knowledge, technology, people

22. Just Doing It :)