Workforce Planning for
7 day service
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“Aims to ensure organisations strategically plan
to have sufficient staff (clinical and non-
clinical), with the appropriate skills, to meet
the current and future needs of their
What is Workforce Planning?
• To ensure the organisation can deliver its business objectives, contributing
to delivering safe, caring, effective and efficient services
• Prevent staffing crises and shortfalls in service
• Make best use of current staff
• Develop new and flexible roles
• To support education commissioning and avoid under/over supply
• Able to respond flexibly to future changes
Why do you need to do it?
How can Workforce Planning for 7 day service be done?
Define the Plan /
Visioning the future
Developing an action
plan / Implementation
• What is the current demand for the service?
• Do we understand who will be accessing the service? Have their needs been taken into
• Have we scoped out the wider implications of 7 day service e.g. impact on Pharmacies,
• What are the workforce implications? What is the gap? Are there any hotspots we need to
take into consideration?
• What is the baseline position and how can we identify early learning from best practice?
• What skills and competences are required to deliver 7 day service?
Assessing Demand (what’s needed)
• What workforce do we currently have in place to deliver 7 day service?
• What skills and competences do the workforce have? What is the gap between what has been
identified and what is needed?
• Have the new ways of working or new roles in developing 7 day service be explored?
• Data quality (ESR)
• Are turnover, sickness, vacancy, bank and agency spend being monitored and understood?
Assessing Supply (what’s available)
• How well do the current skills, roles and numbers match the expected service need?
• Has scenario modelling been undertaken to understand the best and worse case scenario?
• What are the timescales for delivery? Has this been mapped to the NHS England guidance?
• Have any solutions to the issues outlined within 7 day service e.g. Education Commissioning,
New roles / new ways of working. Physician Associates, Advanced Practice been considered?
Example: Emergency Medicine
Action Plan / Implementation
To address regional secondary and primary care
workforce shortages, by introducing a skilled non-
doctor workforce, trained to the medical model,
capable of seeing and treating patients in a
generalist or specialist setting.
Physician Associate: Re-launch of regional training and informing / influencing / driving
the national picture.
• Education Commissioning – robust forecasting
• Engaging with Education Providers over impact of 7 day service – shaping courses
• Working together on skills mix changes
• Sharing and learning best practice Nationally and other LETB’s
• Understanding and interpreting national policy such as the NHS Services Seven Days a Week
• Support system wide approach – working together
• Workforce Modelling tool
What support can Health Education West Midlands (HEWM)
offer to workforce planning for 7 day service?
It is a huge task, its not short term fixes
It is achievable if the system works together and shares best practice
In summary ………..