Académique Documents
Professionnel Documents
Culture Documents
1. Project structure detailing governance arrangements for accountability, decision-making, roles and responsibilities of the
project team
2. A clear statement to support workforce redesign process to include best practice examples
3. A resource plan which details capabilities and capacities to deliver the redesign process
4. An equality impact assessment report
5. A risk log
6. An evaluation process
7. A monitoring and review process
Suggested Activities
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STEP 2 DATA COLLECTION (Mapping current status)
Questions to consider Action/Comment
1) Identify who is collecting or may have already collected this data.
2) What is the workforce profile is in your local area? Taking into consideration:
1) Age
2) Gender
3) Ethnicity
4) Language
5) Disability
6) Religion
7) Sexuality
8) Employment status
9) Recruitment issues
10)Retention Issues
3) What is your current staff profile is? Taking into consideration:
1) Age
2) Gender
3) Ethnicity
4) Language
5) Disability
6) Sexuality
7) Religion
8) Recruitment issues
9) Retention Issues
4) What are the current staff costs? Including:
Salaries,
Learning, development and training
Recruitment
IT, software and equipment
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Personnel
General office overheads
Expenses
5) Carry out a skills audit that shows what skills, qualifications, knowledge and
competencies existing staff have or are completing?
6) What are the current roles and the tasks being undertaken?
7) What information has been extracted from the joint strategic needs assessment in
regards to the current demographic profile of the local community and their health and
social care needs?
8) What is there a comprehensive map of current services available (refer to
commissioning strategy if appropriate)?
9) Is the workforce representative of the local community demographic profile?
10) If there are mismatches what are they and what are the current actions?
11) How is this step going to be monitored and reviewed?
National Minimum Data Set social care (organisational and employee profile) www.nmds-sc-online.org.uk
National Occupational Standards and qualifications www.skillsforcare.org.uk/nos
Workforce planning framework Tools 1 and 11
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Census reports
Regional observatory
Workforce intelligence data
Public health observatory
Projection of Older People Population Information system www.poppi.org.uk
Projection Adult Needs and Service Information system www.pansi.org.uk
NASCIS, provides a single national resource of timely, relevant and useful information for Social Care services across England
http://nascis.ic.nhs.uk/
Joint Strategic Needs Assessment (JSNA)
Staff appraisals
Commissioning strategy
Care Quality Commission assessments
Human Resources /payroll systems
Departmental expenditure (for example IT, HR)
Suggested Activities
Identify and make contact with key people who will be able to assist in gathering data, for example, HR, training lead, information
analyst, commissioners.
Ensure appropriate access to databases for example, internet, workforce, NMDS-SC
Allocate timescales to complete this stage.
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STEP 3 ENGAGEMENT
Questions to consider Action/Comment
1) Has a stakeholder engagement and communication plan being developed that addresses
both internal and external stakeholders?
2) Does the plan cover who, when and how engagement and involvement should take
place?
3) Does the plan include all internal stakeholders such as:
1) Commissioners
2) Human Resources
3) Learning, development and training providers
4) Workers directly affected by the change
5) Workers indirectly affected by the change
6) Providers of universal services (housing, leisure, culture and employment)
4) Does the plan include all external stakeholders such as:
1) People who use services, and carers
2) Private, Voluntary and Independent sector
3) Statutory bodies such as GSCC,CQC
4) Local authorities
5) Health
6) Personal assistants
7) Micro employers
8) Unions
9) Reference Groups
10)Employer forums
11) Sector Skills Councils - Skills for Care
5) Does the plan include the process for feedback to all stakeholders?
6) Has financial and human resources required been identified to implement the
communication and engagement plan for example:
1) Staff time
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2) Costs
3) Training
4) Communication and media costs
7) Is the information for communication available in different media formats? (Information
should set out rationale, benefits and possible impact for all stakeholders)
8) How is this step going to be monitored and reviewed?
1. Stakeholder analysis
2. People who use services and carers consultation on current and future needs
3. Communication plan (internal and external)
4. Financial and Human Resources plan for engagement
5. Range of material to support communication
Tools/Resources/Points of Reference
Social Care Institute for Excellence Guidance on user and carer involvement - www.scie.org.uk
Adult social care workforce planning framework for the East Midlands tool 3,4 and 5
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Suggested Activities
Access stakeholder analysis tools e.g. PRINCE 2, project management approach, internet
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STEP 4 FORECASTING
Questions to consider Action/Comment
1) The following information needs gathering
1) Collate information on demographic profile of local community in the future and their
health and social care needs
2) What is likely to be the future employee profile taking into account new roles and new
types of working
3) What are the transformation, commissioning cycle, and financial plans with timescales?
2) Use this information to do an analysis of future requirements using data collected in Step
2 and the information above
3) What is likely to be your future staff profile?
4) What is the future employee profile likely to cost?
5) What are the future recruitment and retention issues likely to be and identify solutions to
address these issues?
6) Compare the current and future employee profiles and identify the gaps?
7) Compare the current and future community profile and health and social care needs and
identify the gaps?
8) Identify where the priorities are, referring back to the vision set out in Step 1.
9) What action needs to be taken to meet those needs?
10)Have you identified the potential benefits of these changes for service users and carers?
11) Has your analysis taken into consideration any political, environmental, social, technical,
legal and economic factors that may impact on this in the future?
12)What resources for example, IT, are required to support change?
13)Have you acknowledged the limitations of resources and explored the alternatives.
14)Explore solutions alongside cost benefit and added value analysis.
15)Follow governance protocols to develop a business case for preferred solutions including
evidence from previous steps.
16)Refer back to Project Structure in Step 1 and seek approval for implementation.
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17) How is this step going to be monitored and reviewed?
Tools/Resources/Points of Reference
Adult social care workforce planning framework for the East Midlands Tools 6, 7, 8 and 9 -
http://eastmidlands.skillsforcare.org.uk/workforce_strategy/workforce_development_strategy/workforce_development_strategy.aspx
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Labour Market information
Suggested Activities
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STEP 5 TRANSITION
Questions to consider Action/Comment
1) Communicate the agreed proposals for redesign.
2) Develop a Specific Measurable Achievable Realistic Timescales action plan to implement
redesign process. This will need to consider for example
1) Roles and responsibilities
2) New or revised job descriptions / personal specifications/employment
contracts/supervision/appraisal process
3) Learning, training and development opportunities
4) Engagement and communicate with stakeholders
5) Support available for internal and external staff
3) How is this step going to be monitored and reviewed?
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Tools and Resources
Knowledge sets
http://www.skillsforcare.org.uk/knowledge+sets&btn
Funding streams
Sub regional workforce strategy
Commissioning strategy
Communication and engagement strategy/plan
Change management strategy
Business case guidance template
Risk log
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Equality Impact Assessment documentation
Project structure
Suggested Activities
Identify appropriate communication methods for service teams directly affected, stating the rationale, analysis of data, feedback from
stakeholders and options for workforce redesign.
Identify appropriate communication methods for teams/service indirectly affected.
Undertake skills audit.
Identify appropriate levels of communication about the implementation process to the range of stakeholders.
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STEP 6 - REVIEW
Questions to consider Action/Comment
1) Pull together information from monitoring and reviewing each step in order to review the
Workforce Redesign Pathway as a whole.
2) Identify the impact and outcomes for the following:
1) People who use services and carers
2) Workforce
3) Services
4) Partnership working
5) Learning and development needs
6) Future changes for workforce, service and process
7) Stakeholders
3) Review the forecasting data to ensure that it is still relevant.
4) Communicate the findings of this to the Workforce Redesign sponsor highlighting any
recommendations.
5) Communicate the findings to all stakeholders.
6) How is this step going to be monitored and reviewed?
Tools/Resources/Points of Reference
National Minimum Data Set social care (organisational and employee profiles) www.nmds-sc-online.org.uk
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MIE Tool (a tool developed by RIEP that measures the impact and efficiency) -
http://www.tribalgroup.co.uk/Documents/Localgovernment/Localgovernment/mietool.pdf
Suggested Activities
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