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Assessing your Team Skills Gaps and Skills Mix

Assessing your Team Skills Gaps and Skills Mix. Session Aims. To understand the benefits of using this approach to assess your team skills gaps and skills mix To demonstrate the approach with a specific service example

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Assessing your Team Skills Gaps and Skills Mix

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  1. Assessing your Team Skills Gaps and Skills Mix

  2. Session Aims • To understand the benefits of using this approach to assess your team skills gaps and skills mix • To demonstrate the approach with a specific service example • To be aware of SfH products that support workforce redesign and development

  3. Why? • Challenged economic outlook • Structural changes • Changing health and disease patterns • Patient expectations • Changing care settings • Quality (safe, effective and responsive) • Innovation • Productivity • Prevention • Patient safety • Current workforce costs – approx 70% of spend

  4. Through a High Quality Workforce Delivering high quality care Workforce Transformation “It isn’t marginal change…..it’s radical change. We are aiming at a different target.” (2010)

  5. Functions and Competence Approach to Workforce Transformation

  6. What Do We Mean? Functions activities or tasks that are done at work. Identifying the required functions for the workforce enables them to then be used flexibly in a number of ways Competences (National Occupational Standards or NOS) describe what people need to be able to do and know to deliver the service(s) regardless of who is performing the activity provide a UK wide, transferable and objective standard

  7. Quality Patient/client group focussed Supports effective and responsive care delivery Innovation Workforce flexibility – innovative approaches to workforce design rather than historical models Encourages new and effective ways of working Education and learning based on patient and service needs Productivity Ensures the right people are doing the right activities at the right time Increases efficiency Transferability and consistency of practice across locations and practitioner groups Effective organisational development Patient Safety Assures patient safety by using nationally recognised standards of knowledge, skills and competence - NOS Benefits of using Functions and Competences

  8. How can a Framework of Functions and Competences be used practically to Support Workforce Development and Service Improvements?

  9. Element 1 Links with step one and two Defining the Plan Clear understanding of current and future service, pathway or department Clear & shared vision & ambition Description of service model or pathway documented

  10. Element 2 Links Step Three Mapping service change Analysis of what actually needs to happen to commission or provide the service Strategic or whole health economy at reference function level Service Model or Commissioning specification At operational level drill down to competences Workforce quality & capacity specification Identification of workforce functions required to deliver the current & future service

  11. Element 3 Analysis of what actually needs to happen to provide or commission the service The Functional Map or Specification Links with Step Three and Four Designing the Required Workforce and Understanding Workforce Availability Identification of current workforce capacity, functionality or competences Workforce Strategy & Plan

  12. Element 4 Workforce Strategy & Plan Links with Steps Five and Six Developing an Action Plan and Implementation, Monitoring and Refresh • Skills for Health tools, techniques & resources e.g.: • Career Framework • Learning Design Principles • Extending Participation resources • Employability Skills Matrix • Apprenticeships – youth & adult • New Roles • National Transferable Roles • LMI • Six Step methodology • AND MORE

  13. Service ExamplePatient Pathway Observations to inform an Effective Skills Mix

  14. Implementation of effective patient centred pathways – a workforce function approach New paediatric unit – opportunity for change Enable the unit to provide evidence to support the further development of patient centred pathways and systems

  15. Implementation of Effective Patient Centred Pathways - Workforce Function Approach • Ascertaining the clients needs • Developed a functional map of reference pathways • Undertook observational analysis of admission pathways in practice • Developed a functional map of observed pathways • Additional observations • Data analysis • Recommendations

  16. Benefits and Outcomes • Effective use of staff between PAU and ward • Identifies transferable competences • Development needs → education • As a baseline to support further developments e.g. enable staff to map current working competences to national policies e.g. asthma • Evidence for change – Streamlining , reducing duplication and waiting times , making best use of staff • Informed skill mix analysis & options – Productive workforce

  17. Choices re workforce X X Strategic Transformational Change  X

  18. NOS’s data base and enabling competence application tools Full suite of Integrated Service and Workforce Planning Tools Nationally Transferable Roles and new roles New Ways of Working Career Frameworks LMI Apprenticeships Diploma and pre-employment programmes Workforce functional pathway maps Learning Design Principles Skills Transfer – capability and capacity building Language, Literacy and Numeracy Access to a range of workforce development and planning specialists Bespoke support and training Skills for Health Supporting Workforce Transformation

  19. Thank you For further discussions and information please contact : Andrew Harvey andrew.harvey@skillsforhealth.org.uk Andrea Watwood andrea.watwood@skillsforhealth.org.uk Elise Shepherd elise.shepherd@skillsforhealth,org.uk

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