PowerPoint Presentation

The Journey

•Restructure 2006 –1st workforce census

•Agenda for Change –Review jobdescriptions and bandings

•Devolved HI workforce – national & local

•DPH Review of HI – commitment toworkforce planning and development

•Learning and Workforce DevelopmentFramework

•TNA Band 7 staff

What does workforce planningenable us to do

•Who we are – identity to the core HIworkforce

•Define our purpose

•How we support whole system working

•Using workforce planning as a proxy

•Define our core values

Review of the Current HI Workforce

•Systems approach

•Clear methodology –six steps- Skills for Health

•Building on existing approaches – repeat of the2006 Census London Observatory tool

•Training in workforce planning – WorkforcePlanning Team

•Advisory group established with realistictimescales for delivery

•Engagement with staff and stakeholders

•Director sponsorship

Why do we need a Workforce Plan

•We need to know how to direct ourworkforce in order to respond to nationalpolicy and local implementation of policy.

•We need to ensure that our workforce iscompetent in the delivery of work throughknowledge and experience gained fromtraining and development.

Continued

•Recruitment and retention

•Meet educational and professionaldevelopment needs

•Need to develop new and flexible careers

•Ensure safe and effective practice

•We need to ensure that the principals oftheory translate to practice in improvinghealth and reducing inequalities in health

Emerging Issues

•Strategic Voperational

•Clear ServiceDelivery Plans

•Flexibility of theworkforce

•Voluntary registration

•Education anddevelopmentconsistent approach

•Ensure we build oncompetencies anddevelop capabilities

•Create opportunitiesfor staff development

What staff want

•Integration of workforce development andplanning

•Have a recognised HI qualification andsupport for post graduate opportunities

•Pilot the register for practitioner workforce

•Strengthen the NHSSGGC Public Healthnetwork

Census results

•Majority of staff are female

•Majority of staff in the 40-49 age range

•Ethnic Group 96% described as whiteScottish /British

•23% had over 10 years service

•Majority had a HP background

•Job titles were standardised

•75% had a first degree

continued

•Self Assessment on the PH competencies– most assessed themselves at theintermediate level

•Reinforced through the consultation andthe review of TN for the Band 7 staff.

Next Steps

•Establish a sub group of the HIIG that wellbring together workforce planning anddevelopment

•Review progress with L&D Framework

•Integrate with draft action plan from thisreport

•Agree and finalise an action plan withclear timescales, leads and process forreporting back to HIIG

National Agenda

•Pilot registration across 4 Health Boards

•Collation of L&D activity across the 14Health Boards

•Scottish Public Health Network – tosupport an event on Development for theHI/HP Workforce.

•On going support for PHORcAST the online resource for Public Health Careers.