1. HCS Workforce Planning
Presented by:
Nadine Boczkowski (Workforce Intelligence Manager) –
Jonathan Brown (Strategic Workforce Planning Manager) –

2. Overview
→ MSC and Workforce Planning → Workforce Planning Models → Y&H Planning Cycle 11/12 → Ongoing Programmes of work → Key Questions

3. MSC and Workforce Planning
MSC – Bringing about improvement through change
Revised Career Framework
Revised classification scheme for ESR coding of roles
Set education and training standards
Safer patient care
Diagnosis closer to home
Faster entry to the correct care pathway
Workforce Planning – Managing the change
New ways of working/roles
Skill mix – asst’s, practitioners, scientists
Competency and knowledge requirements
Security of supply
Harnessing the use of technology

4. Workforce Planning Models – Skills for Health: 6 Step Model
Step 1. Defining the Plan
Step 2. Mapping Service Change
Step 3. Defining the Required Workforce
Step 4. Understanding Workforce Availability
Step 5. Developing an action plan
Step 6. Implement, Monitor & Refresh
1. Defining the Plan
- Scope: service area/locality/pathway
- Responsibilities/ stakeholders/engagement
2. Mapping Service Change
- Objectives/goals/benefits of change
- Current costs/performance measures
- Drivers/constraints/risks of change
- Option appraisal and preferred service model
3. Defining the Required Workforce
- Key tasks/activities of the new model
- What skills/competencies are needed for delivery?
- What numbers/types of staff are needed?
4. Understanding Workforce Availability
- Who is the current workforce?
- Factors impacting even without service change
- Options available for changing supply
5. Developing an action plan
- Analyse the gap
- Action plan for priority areas
- Manage the change process
6. Implement, Monitor & Refresh
- Regular review
- How is success measured?
- Monitor progress and capture learning
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5. Workforce Planning Models – ODS: Population Centric Model

6. Y&H Planning Cycle 2011/12

7. Workforce Integrated Planning Tool
Excel based tool
Map the current HCS workforce
Effective Modelling Tool:
- Demand: productivity and skill mix
- Indicative costs
- Training capacity/attrition
- Supply: retirements, entrants
Test different options/scenarios for the future HCS workforce
Effective reporting functionality

8. Programmes of work ongoing
Healthcare Science Workforce Information Project – NHS Employers
Workforce Risks and Opportunities – CfWI
Healthcare Science Programme Board - Medical Education England (MEE)
Scientist Training Programme – NHS Employers
A Career Framework for Healthcare Scientists in the NHS – DH
MSC Early Adopters – Learning and Best Practice

9. Key Questions…
Are functions carried out at the appropriate level – how can these be mapped to the new service model?
How can you ensure a flexible workforce adaptable to change, innovation and technological advances?
Do education commissions match service need and support skill mix change?
Is there a clear succession planning process in place?
Are workforce monitoring/reporting systems and processes in place?