Health Education Kent Surrey Sussex
The Local Perspective
Philippa Spicer
Managing Director
“Through creative partnerships we shape and develop a workforce that impacts positively on health and wellbeing for all”
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The Local Planning Cycle –
Timescales and Process
Workforce Planning Timeline
Template and Process
NHS TDA
2 year plan
NHS TDA
1 year plan
Monitor 5
Monitor 5
year plan,
Year Plan
Second cut final
Monitor 5
year plan
February March
NHS TDA
5 year
plan
April
HEKSS Workforce
forecast and
education
commissioning
template released
County
Workshops
May
June
6thj June
Return of
HEKSS
Template
from
providers
July
HEKSS return
of Demand/
Forecast
Template to
HEE
25th
September
HEKSS return
Investment
Plan to HEE
Sept
October Dec-14
August
Jan-15
HEKSS Local
Workforce
Plan
published
Feb-15
HEE National
Workforce plan
published
09th July
HEKSS Workforce
Planning and
education
commissioning
event
Planning
HEE Formal
board sign
off of
Workforce
Plan
Plan Sign-Off
Triangulation
Publication
1
HE KSS Allocation
• HE KSS - £287k annual budget.
• 3 Categories
• Future Workforce.
• Workforce Development.
• Educational Support.
2
HEE Funding
• HEE - £5b annual budget, spending over £9,500
a minute on education and training.
• Less than 5% spent on CPD.
• Drs = 12% of workforce (60% of NHS Training
Budget).
• Nurses & AHPs = 40% of workforce (35% of
NHS Training Budget).
3
HE KSS Workforce
4
Health & Social Care Information Centre Census 2013
HE KSS Future Workforce
5
Health & Social Care Information Centre Census 2013
HE KSS Future Workforce
6
Building Capacity and Capability
• Introduction to Workforce planning – 3 day
module.
• Kent Surrey & Sussex 1 course each.
• Master Class – Selecting and Using Ward/Department
Staffing Methods – 1 day.
• Kent Surrey & Sussex 1 course each.
• Further Masterclass being held on 17th July 2014.
• Exploring further models by care pathway.
Workforce Returns
Returns
• 22 workforce and education commissioning templates sent out.
• 21 workforce and education commissioning templates returned.
• 18 organisations completed both workforce and education
commissioning returns to a degree.
• 3 organisations have not returned workforce returns.
• 2 organisations have not returned education commissioning returns.
Quality
• Workforce forecast incomplete.
• Number of education commissions incomplete.
Challenges
• Medical workforce forecasts.
• Five year forecasts.
• Monitor Returns.
Nursing Forecasts
AHP Forecasts
HCS and Radiography
Primary Care
GP Trainees – HE KSS 100% Fill rate.
Practice Nursing – 240 additional Mentors to support additional
adult nursing students, paramedic students in primary care
settings.
Practice Nursing- Common pathway for nursing agreed by 4 HEIS –
first cohort from September 2014.
Primary Care Development Programme – Community Education
Provider Networks.
Primary Care Workforce Database.
Primary Care Workforce Planning Support Programme.
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Safer Staffing
EXPECTATION 9: Providers of NHS services
take an active role in securing staff in line
with their workforce requirements. Providers
of NHS services actively manage their existing
workforce, and have robust plans in place to
recruit, retain and develop all staff. To help
determine future workforce requirements,
organisations share staffing establishments
and annual service plans with their Local
Education and Training Board (LETBs), and
their regulators for assurance. Providers work
in partnership with Clinical Commissioning
Groups and NHS England Area Teams to
produce a Future Workforce Forecast, which
LETBs will use to inform their Education
Commissions and the Workforce Plan for
England led by Health Education England
(HEE).
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Workforce Development
CPD funding direct to providers
SDS Programmes – Year 2
Dementia - £1million
Primary Care - £1million
Emergency Care - £750k
Children and young People - £200k
Compassion and Patient Safety – £500k
Technology Enhanced Learning - £750k
Career Progression – Bands 1-4 - £750k
Strategic Reviews 2014/15
Specialty Medical Trainees
Physicians Associates
Educational Support
• Clinical Learning Environment – improving
quality of learning and teaching in practice.
• Research Innovation and Evaluation – new ways
of learning and evidenced based education.
• Integrated Education – support for providers to
bring together educational governance within
organisations to ensure multi-profession
learning.
• Quality Improvement Tool – supporting
improvement in education through the LDA
process.
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Key Messages
• Placement Capacity
• Workforce must be aligned to service – not vice
versa.
• Health and Social Care is the same team.
• Effective teams are more important than
individual excellence.
• Funding should align with training need – not
based on history.
• Most of the future workforce is already working
in the NHS – CPD Spend should reflect this.
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