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National Workforce Planning Network Development Day 23rd March 2016

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Presentation on theme: "National Workforce Planning Network Development Day 23rd March 2016"— Presentation transcript:

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 :)

23


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