The NHS Grampian Integrated Workforce Plan 2022-25 (pdf), describes the drivers for change, the associated workforce challenges expected over the next 3 years and our current and planned work in respect of these. During this period, we will continue the transformation of our services, there will be the expansion of roles such as Advanced Clinical Practitioners, Physician Associates and more specialised Heath Care Support Worker roles, alongside the further development of career pathways and educational opportunities, including steps to widen access to health and care careers.

Through alignment to the Culture & Colleagues component of ‘Our Plan for the Future', we will focus on putting our workforce centre stage so that people are enabled to thrive and be safe and well through work, by working to ensure:

• We have a workforce able to do today’s work today, and innovate for tomorrow;
• Work and roles that support people’s health, safety, and wellbeing;
• Colleagues are included, supported, and empowered to make their best contribution.

The Integrated Workforce Plan provides information regarding the profile of our current workforce.  Based on this and information from services and Portfolios  about workforce requirements, a number of high-level  actions have been identified aimed at responding effectively to ongoing challenges with supply in particular recruitment and retention of Nurses and Midwives, Doctors, Allied Health Professionals; the aging workforce and the implications of working longer; the impact of supplementary staffing; and the need to provide safe, effective and quality services through a time of significant change.

Over the next 12 months our actions include:

Plan: Begin to define the workforce requirements of future service delivery models, particularly connected to enhancing planned and unplanned care.

Attract: Further streamline the recruitment process, introducing bulk recruitment for high volume roles to help release time to care.

Employ: Take steps to support improved retention by exploring different use of terms and conditions and enhancing bank working arrangements.

Train: Support the recovery of education and training, and improve take up of statutory and mandatory training

Nurture: Respond to the priorities identified through over 4,500 responses to the BPA Culture Survey Phase 1 and develop plans for Phase 2.

These actions and others outlined throughout the Plan, will be managed through our Workforce Plan Action Plan for tracking our progress across the organisation in achieving our actions, highlighting risks to successful implementation and steps being taken in mitigations over the next 3 years. The Workforce Plan will be refreshed periodically to reflect both progress with these actions and to reflect the outputs of longer-term planning by Portfolios and Directorates.

NHS Grampian intends to implement change in relation to the workforce as part of wider strategies supporting transformation. Because this work is itself evolving, we will annually review our actions from this Plan, aligned to the Delivery, Financial and Digital Plans as enabler Plans to that of the NHS Grampian Plan of the Future, Delivery Plan, with the intention to create a workforce with the skills to deliver more preventative, anticipatory care to enable people to be well.

As we progress the Workforce Plan, we intend to further develop a culture of learning and improvement. In support of this, it is vital that staff continue to be involved in addressing these challenges and helping to shape the future delivery of services across Grampian.

 

Published: 23/08/2023 14:59