nd Aug 2 2017 Workforce Redesign Design, develop and test new ways of working
Successfully Redesigned Healthcare Workforce Requires skilled implementation of many complex steps, including • Careful planning of each new role and its boundaries, Clarifying roles and responsibilities beyond those implied by professional • titles, Understanding interactions among team members, accountability and safety, • • Eliminating unnecessary tasks and decommissioning old roles • Using change management skills to support the implementation of new workforce models Bohmer and Imison (2013) New organisational models of primary care to meet the future needs of the NHS RAND 2015
Workforce Redesign Principles Are we improving the patient experience of healthcare? • Review existing ways of working • Maximise the potential of existing workforce to meet the needs of • the people using the services Develop the team, not just individual professional groups • Ensure sustainability – future development, competency, • succession planning Provide clarity, accountability and safety for patients and staff – • test! Use the expertise and support of patients and staff. •
How do we change roles? Changing a role or the way work is done to make an improvement for the care and experience of the user. Typically- Individuals take on different tasks Tasks can move between different levels of skill Individual may take on new tasks
1. Extending the breadth of a role Skill levels Individuals extend their of staff breadth of skills across traditional roles Traditional roles An example of role with extended breadth – a community paramedic based in the GP surgery uses their existing skills to respond to emergency calls and carry our home visits on behalf of the GP . They assess patients who request home visits, or have been recently discharged from hospital etc…
2. Increasing the depth of a role Skill levels Individuals take on a of staff new skill not traditionally associated with their role Traditional roles An example of role with increased depth – Care Navigator HCA role as part of the frail elderly pathway.
3. Developing new roles Skill levels of staff A new role is developed taking on Traditional roles selected tasks Development of physician associate role – elements of normally performed existing tasks from different traditional roles – GP , nurse, by a variety of admin support. existing roles
Self-rating by GPs info@primarycarefoundation.co.uk 5,128 consultations
10 High Impact Actions
Oxford Terrace & Rawling Road Medical Group Merger/Two sites • 15.200 Patients • 2500 high admission risk • • All long term conditions • Hospital stay longer • Deaths earlier etc etc • High Dementia Prevalence PMS • 8 Care Homes • Research Ready • Training • Culture of Continuous Quality Improvement “Passionate about Complex care”
Extending the Practice Team Workforce • Transformation of Nurse team • Frailty Nurse • Primary Care Navigators Health & Wellbeing Co-ordinator Emergency Health Care Plan Practice Based Occupational Therapist Practice based Community Matron Older Peoples Specialist Nurses
Workforce Redesign Model
Workforce Redesign Model
Job Design: Exploring the issues
Our action plans
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