Joint meeting: Health Scrutiny and Adult Social Care and - PowerPoint PPT Presentation

Gloucestershire Workforce – summary presentation Joint meeting: Health Scrutiny and Adult Social Care and Communities Scrutiny 30 July 2019 #glosSTP

One Gloucestershire Health & Care • Paid adult social care workforce is similar in size to the healthcare workforce • The Volunteer workforce is similar in size to the total paid workforce • Unpaid social care and support is more than 50% of total care available in Gloucestershire. #glosSTP 2

Risks and Challenges #glosSTP 3

3 Top Workforce Themes and Risks Top 3 workforce risks Recruitment & Retention • developing new routes of supply – University of The key risks are as follows: Gloucestershire • Supply and Capacity • grow-your-own • Recruitment and Retention apprenticeships o • Leadership and Succession planning succession planning o There is a clear read across between these areas of • “Proud to Care” risk and the current programme workstreams. • joint careers activity However there is no one solution, no “magic bullet” Training & Development that will address any of these workforce challenges – rather there are a number of initiatives and activities Upskilling our current staff to ensure they are skilled which together move us towards our desired to deliver the services our population needs position Development of new roles improves opportunities for skill mix and most effective use of staff and their Review of activity across One Gloucestershire to skills; address these risks: Integration – a cultural change leading to more • Recruitment & retention initiatives effective use of staff and skills • Staff training and development Leadership • Leadership development • ICS wide Leadership programme • Adult Social Care Leadership & Management Development Pathway #glosSTP 4

Collaboration and Partnership working “ Working in • The ICS works collaboratively through the Local Workforce partnership across the Action Board (LWAB) to determine shared risks and then system has meant we’ve been able to identify actions and interventions which address these risks agree a training across the ICS. passport & common • approach to DBS Many actions to mitigate workforce risks remain with the checks for providers, employer, but ICS wide programmes are also identified which making things more support individual providers and provide greater opportunities efficient for new staff for efficiency; shared risk; shared learning and shared & their managers.” Neil Savage, Joint resources. Director of HR & OD • Governance determining how development funds available to 2gether & GCS) the ICS are deployed is in place and criteria aligned with the ICS Executive Board priorities. • Activity within and across the ICS addressing known risks and challenges are detailed on the following slides #glosSTP 5

Recruitment & Retention Initiatives #glosSTP 6

Recruitment & Retention Initiatives (1) Supply: Succession Planning : • GHT’s Accelerated Development Pool Additional supply route developed with the enables those who are deemed overall University of Gloucestershire: ‘exceeding expectations’ to be considered • General Nursing degree – 60 graduates by 2020 for entry into a year-long talent pool • Mental Health Nursing – 30 graduates by 2021 where they receive and access tailored • Paramedic programme – 30 commenced 2019 development and support to help them • Physiotherapy – 30 to commence 2019 grow in their career. The Scheme is being • 30 registered Nursing Associates now in post considered by other ICS partners now. with 41 to complete training in 2020 and a further 42 to commence both in September and • NHS High potential scheme supporting April leaders with potential Apprenticeships: • Joint procurement for Level 3 & 5 Management, Level 5 Assistant Practitioner, Level 4 Data Analyst (rotational apprenticeship) and Level 2 & 3 Health Care Assistant apprenticeships. • Social Work apprenticeships – 4 per year • Development of an ICS Apprenticeship Hub for 2019 – maximise opportunities for provisions across all Trusts and Partners #glosSTP 7

Recruitment & Retention Initiatives (2) NHS Employer retention schemes: NHS Employer retention schemes: For medical staff: For scientific, therapeutic and technical staff • • Retire and return policies/ Pension recycle Introduction of integrated team structures policy/flexible retirement scheme to share expertise • • Pilot of Locum’s Nest / growth of Internal Development of AHP rotational posts to medical bank increase attractiveness of posts • For nursing staff: Scope ‘generic’ AHP roles in the community to improve skill mix and • Career pathway developments (nurse 10 sharing of expertise year career plan) • Alternative professional roles • ‘Keep Me’ and Itchy feet conversations • (pre-exit conversations) “Grow -your- Own” initiatives eg: Audiology and Radiology • Nurse Rotation scheme • Introduction of Chief Nurse Fellows – across band 5/6 roles including Nurses, Midwives, AHP, Pharmacists etc #glosSTP 8

Recruitment & Retention Initiatives (3) NHS Employer Recruitment schemes National shortages of Band 5 nurses impact in Gloucestershire as elsewhere. Across the ICS there are vacancies across acute, district and community nursing teams. Various recruitment initiatives are underway or planned. These include: Gloucestershire's Adult Social Care Recruitment & • Overseas recruitment (non-EU) - including Retention Initiative aiming to raise profiles of careers Australia and Philippines initiatives in care. • Refer a friend scheme • Social media campaigns eg: for community nursing – film etc • RMN Nurse Training Sponsorships & Guaranteed Primary Care: job on completion of training • RMN Student Nurse Practitioner Options • Primary Care Retention Schemes: Next Generation GP; Health Inequalities Fellowships ICS Wide: (recognised as regional champion for the NHS Shared attendance at recruitment days/events Parliamentary awards 2019); Two ICS providers part of the NHSI retention education/leadership/clinical development programme and Department of Health flexible Fellowship posts; GP Career Lead Role. working project. • Primary Care Recruitment schemes: ICS supporting RePAIR – a national scheme aimed at International GP recruitment and local jobs fair; reducing attrition for local HEI students newly Qualified GP scheme; “Be a GP in Gloucestershire” campaign. #glosSTP 9

Training & Development #glosSTP 10

Training & Development (1) Closing Skills Gaps – upskilling current staff: A number of upskilling programmes have been supported by the ICS in the last few years: • The Council’s long standing, well regarded Upskilling of key groups to “Strengthen Mental multi-agency workforce development Health Care and Support” • strategies was re-branded under the ‘Proud to Fundamentals of Care programme delivered Learn’ umbrella through the “Proud to Learn” platform • Multi-agency training strategies: Clinical skills Awareness for Mental Health Staff • – parity of care Dementia • Perinatal Mental Health workforce • Safeguarding transformation • MCA & DoLs • Supporting “Better Births” • Autism • Supporting skills development across a number • Mental Health Crisis Care of Clinical Pathways including: Young onset E-learning and face to face training hosted on dementia; Respiratory clinical pathway; End of LearnPro Life Care; Falls and Rehab; Falls prevention; Cancer Pathway; Circulatory clinical pathway (CVD and Hypertension); Stroke; Diabetes (Adults with a learning disability) #glosSTP 11