Workforce Planning - Yorkshire and the Humber

Report
Introduction
Thank you to all the organisations who contributed to this years
planning process
100% return and higher quality than ever before.
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Provider Evidence
The information presented today has come from provider plans which
were submitted at the end of July and consisted of three parts:
Part A – Workforce planning numerical data
Part B – Workforce challenges and risks
Part C – Narrative describing the future workforce
Data was collected from:
 14 Acute Trusts (including 1 Children’s Acute)
 9 Community organisations
 3 Mental Health Trusts
 1 Ambulance Trust
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Historical Trends:
Staff in Post 2009-2013
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Key Findings: Medical & Dental
FTE’s
Forecasted FTE’s in North Yorkshire and the Humber over the next five years by
Specialty.
Direction of travel
2013 to 2018 (FTE)
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TOTAL Consultants (including Directors of Public Health)
Accident & Emergency
Anaesthetics
Dentistry / Dental
GP, Community & PH
Medicine
Obstetrics and Gynaecology
Paediatrics
Pathology
Psychiatry (consultants)
Radiology
Surgery (consultants)
of which Career/Staff Grades
of which Trainee Grades
of which Other Medical & Dental
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Key Findings: Medical & Dental
Newly Qualified
Forecasted Newly Qualified in North Yorkshire and the Humber over the next five years by
Specialty.
Trend from 2013-2018
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Accident & Emergency
Anaesthetics
Dentistry / Dental
GP, Community & PH
Medicine
Obstetrics and Gynaecology
Paediatrics
Pathology
Psychiatry (consultants)
Radiology
Surgery (consultants)
of which Career/Staff Grades
of which Trainee Grades
of which Other Medical & Dental
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Key Findings – Medical & Dental
Risks
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Difficulties in recruiting to Consultant posts, especially in A&E and
Medicine specialties, resulting in a reliance on locum and / or agency
staff
Significant difficulties recruiting to Consultant level posts in the
majority of specialties in some areas. Additionally there are concerns
regarding the age profile of the Consultant body.
Difficulties in recruiting to posts in A&E, Anaesthetics and some
Medicine specialties.
Specialty Doctor posts can be difficult to recruit to in specific areas.
Reduction in training posts and the inability of the Deanery to fill all
available posts is a significant issue for Trusts
All grades, but particularly training grades, difficult to recruit to.
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Key Findings:
Non-Medical
On average there is a forecasted increase of 0.7% FTE (170 FTE) across all
specialisms between 2013 – 2018.
The main increases were forecasted in:
 Registered Nursing, Midwifery and Health visiting staff +7% (+545.7 FTE)
 Apprenticeships +178% (+91 FTE)
The forecast for the Yorkshire and the Humber Non-Medical staff is a decrease
of 1.9% (-1,868.1 FTE).
Key Findings
Non-Medical: FTE’s
Forecasted FTE’s in North Yorkshire and the Humber over the next five years by
specialty.
Direction of travel 2013 to
2018 (FTE)
Total Non-Clinical Staff
Registered Nursing, Midwifery and Health visiting staff
All Scientific, Therapeutic and Technical Staff
Allied Health Professionals
Other Scientific, Therapeutic and Technical Staff
Health Care Scientists
Qualified Ambulance Service Staff
Support to clinical staff
NHS Infrastructure Support
Any others
Apprenticeships
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Key Findings - Non Medical:
Newly Qualified
Forecasted Newly Qualified in North Yorkshire and the Humber over the next five years
by Specialty.
Trend from 2013 to 2018
Total Non-Medical and Dental Staff
Total Clinical Staff
Total Non-Clinical Staff
Registered Nursing, Midwifery and Health visiting staff
All Scientific, Therapeutic and Technical Staff
Allied Health Professionals
Other Scientific, Therapeutic and Technical Staff
Health Care Scientists
- Qualified Ambulance Service Staff
Support to clinical staff
NHS Infrastructure Support
- Any others
Apprenticeships
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Key Findings – Non-Medical
Risks
 Increase in advanced Nurse Practitioners
 Recruitment of Midwives and Health Visitors and
in some area nurses.
 Skills Gap - training people in extended roles
 Providing physical and mental health care
simultaneously
 Patient acuity – older, more frail and more
dependant
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Support Staff
Plans for all Trusts are forecasting a reduction in support to clinical staff
of 244 FTE (3.2%). A sub-category of this is the support to STT & HCS
staff which is forecast to fall 1.5%.
However, forecast figures for apprenticeships across the Yorkshire and
the Humber region are encouraging and backed by the evidence.
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Advanced Practice
 LETB & Service Priority in the following key areas:
 Acute Medicine, Emergency Medicine, Paediatrics, Surgery, & Anaesthesia
 Workforce Plans contain little evidence of need, this is not unexpected as earlier
discussions show that many NHS Trusts are still developing their thinking around
Advanced Practitioner deployment
 LETB to aid development by providing ‘Start Up Support’ to Trusts, this will include:
 Financial support during the implementation phase for those Trusts with welldeveloped plans
 Provide all Trusts with the opportunity to access the Calderdale workforce
analysis tool to aid role identification
 Establish a Yorkshire & Humber Task & Finish Group to develop the York’s &
Humber Advanced Practice Framework
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Key Findings:
Risks and Challenges
General Risks (1)
Additional risks highlighted by Providers that they believe require LETB
support.
Technology
 Telehealth /medicine - training required to meet
complexity and new demands
 Personalised care planning
 Excellent IT skills and paperless
 In communities using mobile technology
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General Risks (2)
Additional risks highlighted by Providers that they believe require LETB
support.
Skills Reviews
 Evidencing the qualifications and competence of
staff in light of Francis, Keogh and CQC approach
etc.
 Effectively training, supporting and supervising a
large support worker workforce
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General Risks (3)
Additional risks highlighted by Providers that they believe require LETB
support.
Pride & Professionalism
 Attracting staff to the NHS – morale/ intensity of
work/ reputation
 Professional standards
 Skills at point of registration – mixed views on this
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Questions
Do you have any questions?
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