Document

Report
The Benson
Model: School
Nursing
A new methodology for
caseload and workforce
assessment
Q1 2014
This presentation
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Introduction / about the service planners
Who is using the Benson Model
Examine the methodologies
Case study: Liverpool Community Health
Planning, implementation and support
Discussion
The Benson Models: Children’s
Health
Health Visiting
Service Planner
School Nursing
Service Planner
• Clients have own folder
and secure access
• Tools are updated
quarterly with new
features
About the service planners
Owned locally with ongoing remote support
Objective
Transparent
Live - reflecting and developing strategy
Benchmarking and discussion groups
Current providers
Cumbria
Bury
Liverpool &
Sefton
Salford
Stockport
Bridgewater
Derbyshire
Derby City
Leic &
Rutland
Birmingham
BSBC x 5
Bedfordshire
Hertfordshire
Ealing
North
Somerset
Cornwall
& IoS
Coventry
System architecture
Settings
Local
intelligence
Local
strategies
Live folder
Benson
Model
National
policy
Download/upload
and use offline
Benchmarking
and external
validation
School
Nursing
Database
Service and
workforce level
data from
providers
Model overview
Schools
Profiling local
complexity
HCP
0-5
Model overview
GPs
Developing
local
Developing
service
local
profiles
service
profiles
Model overview
GPs
Developing
local
Aligning service profiles
service
with policy,
best practice
and
drivers of
profiles
BEST
PRACTICE
LOCAL
POLICY
improvement
NATIONAL
POLICY
NEW
TECH
SNSP DATABASE – IDEAS FROM OTHER
AREAS
Model overview
Workforce
structure
HCP
5-19
Model overview
Workforce
profiling
and
capacity
HCP
5-19
Model overview
Aligning our workforce
profiles with policy, best
practice and drivers of
improvement
HCP
5-19
LOCAL
POLICY
NEW
TECH
SNSP DATABASE –
IDEAS FROM
Model overview
GPs
Identifying workforce potential
Model overview
GPs
SHORTFALL
Example: the SNSP indicates we have a
workforce shortfall in Area 1
Model overview
GPs
SHORTFALL
CHANGE?
Can we address this by increasing our workforce?
Model overview
GPs
SHORTFALL
CHANGE
?
Or revising our workforce assumptions around role
profiles to allow more delivery time?
Model overview
GPs
SHORTFALL
CHANGE?
Or by revising the service programme?
- but this will apply to all areas
Model overview
GPs
SHORTFALL
CHANGE?
Or do we need to rebalance the caseload? Can we
rezone some of the school’s into Area 2?
Targeting services by complexity
By
Deprivation
• Deprivation is captured by locality and used as a basis to profile
services that are targeted at or sensitive to deprivation
• Child deprivation data is captured and profiled by locality using
deprivation quartiles
• Alternatively, groups who receive targeted or more
intensive support may be defined and populated by locality
By Special
population
• These provide an alternative to profiling service delivery by deprivation
• e.g.:
• Safeguarding (CP, CIN, LAC)
• Additional health needs
• Special needs
• Ethnic groups / English as a 2nd language
Case study :
Liverpool Community Health School Nursing
• Project began in late 2012
• Reconfiguration of 3 services into one
– North Liverpool
– South Liverpool
– Sefton
• Each service had its own
– service programme
– workforce roles
– beliefs on how the service should look
Outcomes - Liverpool
Workforce
allocation
Risk,
opportunity
and
improvement
Service
programme
Policy
LCH outcomes: Workforce allocation
• Assessed the effectiveness of the existing
workforce to deliver the future programme
and identified skill shortages
• Revised caseloads to reflect complexity of
needs across each locality
• Provided an objective basis for new team
structure and deploying new practitioners
• Review the balance and
contribution of skill mix
1 2
4 3
LCH outcomes: Service programme
• Developed a clear, transparent, local and
harmonised service programme
• Identified Additional Needs Groups who we
target services to
• Explore future delivery strategies, workforce roles
and opportunities to incorporate new technology
• Profiled travel time and administration duties to
reflect service requirements more
accurately
1 2
4 3
LCH outcomes: Policy
• Facilitated the rebalancing of the new team
structure and caseloads
• Ongoing development of a single set of local
service profiles and alignment with outcomes
• Currently documenting the service profiles to link
to local policy & demonstrate compliance with
the HCP etc
• Develop local workforce profiles based on a
collective understanding of requirements
1 2
4 3
LCH outcomes:
Risk, opportunity and improvement
• Identified and quantify risk of workforce
shortfall
• Helped identify and incorporate best practice
for both the service programme and workforce
strategy
• The new workforce and service profiles
prompted discussion and pointed to
potential variances in the current service
1 2
4 3
Performance
data
National
policy
Service
plan
Targeted
improvements
Benchmark
vs. other
services
Implementation plan - overview
Planning
Scoping and configuration
Data development
Implementation
Workshops
Planner development
Ongoing support
Use, improve and refine
Access to updates & benchmarking
Implementation plan - example
Milestone
Activities involved
Time
Project initiation, scoping and
planning
•Agreed objectives with steering group
•Establish working group
•Develop the data specification
1-2 weeks
Data development
•Working with analysts and access national
datasets to develop comprehensive local school
dataset
•Configure tool in accordance with local
requirements
2-3 weeks
Workshops
Run 2 half day workshops to introduce the tool
and develop local area and workforce profiles, and
a service specification
2 weeks
Post workshop support
Co-ordinate collection of outstanding data
Complete development of the tool and assist
rollout to ensure the tool is supported
Setup the live client folder and logins
2-3 weeks
Rollout / Ongoing support
Provide ongoing assistance as required
Linking with other initiatives
Service
Service scheduling
scheduling
-- Workflow
Workflow and
and scheduling
scheduling
-- Phasing
of
staff
Phasing of staff // demand
demand
-Recording
outcomes
-- Recording outcomes
Comparison to actuals
- Compare with actuals from
PM system
- Identify variation from plan
-Target areas of efficiency
--Validate assumptions
Service planning
- caseload sensitisation
-workforce deployment
--demographics
Service
Service forecasting
forecasting
-- identifying
identifying future
future demand
demand
and
workforce
requirements
and workforce requirements
-- Predict
Predict levels
levels of
of
productivity
productivity
Local policy
- Local
/ national
initiatives
- local
and national
- Linkinitiatives
to Outcomes
- Joint working
Contact details
Michael McGechie
Director – health services
[T] 0207 617 7134
[M] 0796 919 9920
[email protected]
www.bensonwintere.com/healthcare
EALING CASE STUDY
SELECTED SCREENSHOTS
Developing a service spec
•Each child protection case in this area takes an estimated 63 hours each year, when
including administration and travel
Defining the service offer
•What services do we want to offer in the future?
•In this example we have switched off a few services but may explore these as potential
services later
•This allows us to link each service to the HCP and local policy by clicking on the INFO button
next to each service
Workforce planning
•This currently commissioned workforce for this area is unable to deliver the service
plan, with 69% service potential
•We can create a custom profile to explore workforce required to deliver 100%
•Why does the skill mix not have enough work?
Dashboard – how does the
service look? (1)
•It appears our commissioned workforce levels in three of the main teams are not
adequate to deliver the desired programme
Dashboard – how does the
service look? (2)
•However by switching to a customised workforce we have developed, we can show
the additional workforce (and cost) requirements to deliver the desired programme
Service plan

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