Workforce Plans: Themes and Analysis

Workforce Planning Process 2014/15
Stakeholder Update
Mike Burgess, Associate Head of Workforce Planning
Vital Statistics
• 41 NHS Providers
• 1000 pages of narrative
• 1.4m data items in demand and
supply across specific workforce groups
• 100+ calls
• 500+ emails
• 78 hours of analysis
• 100 hours of reading
Wider Analysis
Primary Care:
• 13% coverage from workforce transformation
• Area Team transforming primary care plans
• NHS IC SC General Practice Census 2013 analysis
• RCGP practice nurse survey - indicative
• HENW primary care survey
• Dentistry data from NW postgraduate education team
• Pharmacy – modelling and NHS Pharmacy Establishment and Vacancy
Social Care
• Social Care NMDS extrapolated up to give NW coverage
• Commissioning intentions from Local Authorities
Wider Analysis
Public Health
• NW public health team review
• NW public health MDS work for HEE and CfWI
Independent Sector
• IHAS data and annual accounts only
Voluntary Sector
• Data sets provided by Voluntary Sector North West (VSNW)
Narratives from: Clinical Networks, HEIs, Area Teams and 32 CCG 2-5 year
commissioning plans and better care fund bids
Key top 5 NW workforce themes
• Existing nursing workforce shortages across the NW (primary and
secondary, including paediatric and MH nursing)
• Significant vacancies in the medical workforce across a range of
specialties and levels
• Emergency Medicine / AED / Critical Care / Theatres workforce
demand at all levels and types
• GP recruitment and Primary Care Workforce
• Clinical Radiology / Interventional Radiology – demand for
workforce and training pathways
Major recruitment issues for newly qualified in some areas
Major recruitment issues for specialist nurses / HVs / School Nurses
Shortage areas filled with International recruitment / bank / agency
Impact of 24/7 and safe ward staffing
Impact of degree only nursing
Learning Disability nursing for mental health and care providers
Age profiles of some staff groups
Skills and competencies to work in isolation in different care settings
Head room for CPD and skills development
Medical and Dental
High vacancies and gaps in some medical specialties at all levels including
junior doctors.
Major international recruitment programmes across regions
Medical training: Secondary care versus primary care 50:50 split.
Reductions in junior doctor training posts
Changes to the shape of medical training
Extending GP training to 4 years
Medical workforce demand shows further increases for consultants across
Junior doctor stocktake indicates gaps between anticipated demand and
Provider reputation / Keogh and CQC
Key risks – A&E / Emergency medicine / Clinical Radiologist / Psychiatry
Emergency Medicine
• Major issues for most providers across the whole
workforce and not just clinicians
• National issue – decade of targets and pressure
• Recruitment and retention issues
• Reliance on locums and agency
• Impacts on theatres, critical care, ICU, HDU, A&E and
Primary Care & GP Recruitment
Aging workforce
GP recruitment to target
Practice Nursing
Current gaps and future gaps
Succession planning
Understanding optometry, pharmacy and dentistry
Wider out of hour’s workforce
Clinical Radiology / Interventional Radiology
• Shortages of Consultants (evidence submitted to HEE
call for evidence)
• Looking how to fill gaps – RCCR report
• Impact on interventions
• Impact on service provision
• No immediate solution
High Level Workforce Themes
• Demand for newly qualified nursing – do we increase commissions
for 2015/16 to out-turn 2018/19?
• Demand for more CPD across sectors – do we increase CPD / redistribute do differently?
• Demand for medical workforce – not in pipeline – how do transform
across system with new roles?
• 8 major NHS England service reconfigurations across NW How do
we transform education commissioning? Local commissioning,
choice, innovation, quick delivery, agility and at pace?