Greater Manchester Network Presentation 17.10.13

GM Workforce
Modernisation &
Planning Network
October 2013
ESR Enhancements to Consultant Job Planning
National Workforce Assurance Tool
Health Visitor Update
Talent Pool
Data Quality Update
Workforce Modelling Collaborative
ESR Enhancements
to ESR Job Planning
ESR Enhancements to
Consultant Job Planning
September 2013 in Release 20 there will be enhanced Consultant Job Plan functionality
available within ESR
The current job planning functionality within ESR is available to all NHS organisations
using ESR in England and Wales
The current Consultant Jobs Plans will be renamed to ‘Medical and Dental Job Plans’ as
these are used for both Consultants and SAS medical staff
The job plans will have a number of new fields added to support more detailed recording
of the type of work undertaken
If you have any queries about these enhancements then contact Maria Scott within the
NHS ESR Central Team - [email protected]
National Workforce
Assurance Tool
Workforce Assurance Tool
NHS England currently hold the WAT contract until the end of this financial year
Senior level conversations are on-going with regards to the contractual arrangements
beyond this point
NHS TDA are clear that under their operating framework the WAT is a vital mechanism to
allow performance monitoring of Non-FTs on the foundation pipeline
NHS TDA are continuing to work heavily with Deloitte on the tools continued development
Plans to set up a number of working (technical and strategic) groups to engage with users
to drive its development
If you have any comments on the tools; benefits, drawbacks, implementation at a local
level and/or needs going forward please do share them with
[email protected]
Health Visitors
Health Visitors
Year to Date Position 2013/14
The Mar-14 target is 1656.90
Currently 192.07 FTE away from the target
Outturn of newly qualified Health visitors expected over the next few months
Health Visitors
North West modelling for 2013/14 takes into account natural turnover, attrition and the
outturn of newly qualified students into the Health Visiting workforce.
Newly Qualified
Professionals Talent
Background and Accessing the Pool
NHS Jobs allows newly qualified candidates in certain healthcare professional work areas
who are looking for their first post in the NHS to register their details as ‘profiles’ that can be
searched and viewed by employers.
Employers can access the Newly Qualified Healthcare Professional Profile Pool (NQHP)
and email such candidates to invite them to view and apply for vacancies
Accessing the Profile Pool
• Login to NHS Jobs as per
• Select Profile Pool in the
left hand menu, the
database should be
automatically set to
North West
Searching for Candidates
Employers can search for candidates
solely on one criteria or by selecting
several at the same time.
They can view candidates dependent
on their answers to the following
When did you qualify?
Please select your profession?
Please select your area of specialty?
Please specify which Higher
Education Institution you completed
your professional qualification?
Please state whether or not you
have set up a 'Jobs by Email' alert?
Contacting Candidates
1. A message can be sent to all /
specific candidates by clicking in the
tick boxes in the far right column and
then on the Select button at the
bottom of the screen
2. Employers also have
the ability to highlight
their adverts as suitable
for newly qualified
healthcare professionals
when placing their advert
on the system via
‘Vacancy Manager’
Further Guidance
Further guidance can be found at:
If you experience any difficulty navigating through the site please contact:
[email protected]
Data Quality Update:
Data Quality Information
o Acute and mental health trust in England data quality results published in Health and
Social Care Information Centre report:
o Available on HSCIC here or eWIN
o Woven report ex-employees validation limited to leavers since 1st July 2012
o Woven report GMC/GDC registration validation been corrected. Scores might have
changed but are now correct
o Emphasis on putting in place strong data collection & validation processes remains
Data Quality: North West Score
• NW retained first place Aug-12 to Aug-13
• Error count decreased by 486 (4.3%) errors Jul-13 to Aug-13
• Error count decreased by 5,002 (31.6%) errors Aug-12 to Aug-13
Data Quality: Priority Areas
• Each organisation starts with a perfect score (10,000) and loses a proportional amount
of that score for each problem detected by the validation process
• Each validation is scored individually and is equally weighted
• The overall score is derived from the sum of the scores for the individual validations and
is scaled out of 10,000
Data Quality: Maximum Scoring
0 organisations in the North West in August 2013 achieved a maximum score of 10,000
1 organisations achieved a score of 9995:
University Hospitals of Morecambe Bay NHS Foundation Trust
For full ranking please access eWIN’s data quality reports here:
Data Quality
Full reports on eWIN: direct link
To navigate:
1. Select Data Quality
in Benchmarking Service
2. Four reports are currently available and a guidance page
3. Demos can be set up on request
Workforce Modelling
What is the Workforce
Modelling Collaborative?
Who is it?
What is its purpose?
East Midlands
Kent, Surrey and Sussex
Yorkshire and the Humber
North West
East of England
Thames Valley
The Whole Systems Partnership
To develop workforce supply models
for all medical specialties
To share Nursing and AHP workforce
supply model
To develop demand models
To provide shared learning across the
To inform local education
commissioning decisions
How the Collaborative
In each LETB:
– To provide a briefing for
each model application
before identifying and
gathering the necessary
– To support in the calibration
of each model
– To provide a template for
reporting on the outputs of
each model
Once for all:
– To provide a data dictionary
for each model
– To identify key parameters
within each model for
– To provide an environment
(online, by e-mail and in
workshops) for the sharing
of models and further
application of the modelling
Developing a model
1 Preliminary intelligence
• Training pathway
• Key challenges
• Review of literature
(CfWI/colleges etc.)
Refine model and
publish initial report for
first LETB
Production of an initial
set of presentation
material summarising
initial findings
3 Meeting with a lead
• Demonstrate model
• Validate assumptions
• Identify learning
2 Meeting with a lead
• Demonstrate approach
• Confirm & challenge early
• Identify key distinctives
Develop prototype of
model and gather initial
data to populate this
Benefits (1)
• Allows for testing of different scenarios
• Locally developed tools with clinical
engagement and locally sourced data
• Enables joint learning at a local level and
therefore greater alignment of local strategies
• Consistent approach leading to comparative
outputs and sharing across the regions
• Bottom up planning has the potential to inform
and complement national planning
Benefits (2)
• Needs to be informed by, but also to inform
national ‘top-down’ modelling
• Engaging clinicians at a local level will improve
the intelligence base and ownership of the
tools, and the decisions made as a result of
using them
• Provides a launch-pad for a more local
approach to demand side modelling, currently
being explored in Paediatrics in the East
• Dermatology – in development in NW
• Emergency Medicine & Anaesthetics – being
• Paediatrics – completed
• Radiography – completed
• GP – in development in East Midlands
Resources. Intelligence. Innovation.
o Available in the Local Education and Training Board areas East of
England, North West, Thames Valley, Wessex and Yorkshire and the
o NHS workforce focused portal designed to support delivery of QIPP,
transition and productivity challenges
o Aligning to Education Outcomes Framework and HEE and LETB
o New eWIN live May 2013 at @ewin_portal
Resources. Intelligence. Innovation.
eWIN is
o A communication platform to drive a culture of sharing
knowledge and generating innovation
o A repository of good practice case studies, hot topics,
bulletins, news and events
o A benchmarking service providing valuable workforce
indicators and modelling tools @ewin_portal
Resources. Intelligence. Innovation.
Current Work Programme
Soft launch of eWIN version 2 (May – July 2013)
Champion Network Pilot (May – December 2013)
Testing of new dashboards (May – July 2013 – extended to Dec 2013)
Pilot of GP Practice Data Collection (June – August 2013)
Implementation of Communities development (Sept – Dec 2013) @ewin_portal
Resources. Intelligence. Innovation.
New Dashboards
o Staff Health Indicators Dashboard
o Staff sickness absence reasons – ESR & Staff Survey
o Equality and Diversity Dashboard
o Profile of workforce by protected characteristics – ESR
o Workforce Modernisation Dashboard
o Assistant and Advanced Practitioner commissions and
o Organisation Profile Tool
o Determine who to benchmark against @ewin_portal
Resources. Intelligence. Innovation.
Liz Thomas
Senior Programme Manager Workforce
[email protected]
0161 625 7793
Any comments or
Resources. Intelligence. Innovation.

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