Workforce Planning and Development Lead

Detailed job description and main responsibilities

 KEY WORKING RELATIONSHIPS

 Detail the main working relationships that the post holder will be required to develop. 

CMG Management Teams including Heads of Service, Heads of School,

General and Service Managers

Our Futures Hospitals Team

Wider People Services Team – in particular People Partners 

Medical Workforce Manager

Deputy Director of HR

Programme Director – Future Operating Model

Senior Financial Management staff

Worforce Systems & Analytics Team

NHSE Regional & National teams

New Hospital Programme – national team

KEY RESULT AREAS

Workforce Planning and Transformation

     1.    To lead development and co-ordination of Service and Specialty level                 workforce plans to reflect changes in models of care

2. To engage with senior managers to ensure workforce planning becomes integrated as part of development of future models of care.
3. To ensure workforce plans reflect best value, innovative and creative approaches to resolving workforce challenges e.g integrated rotas, new role.
4. To ensure plans deliver safe and high quality care following best practice guidance.
5. To work with finance colleagues to ensure workforce plans are fully costed. To challenge the affordability of proposed models and work with clinical teams and develop cost effective solutions that meet budgetary requirements.
6. To develop workforce planning capability of managers within the Trust, devising and delivering a rolling programme of specialist training sessions and general updates. This will include presenting to groups of colleagues and managers who potentially have a limited knowledge of workforce planning.
7. To advise on best practice in workforce planning (using recognised tools such as the Six Step Workforce Planning Tool, functional mapping) by building colleagues and managers’ knowledge and giving them access to information systems and tools.
8. To develop and produce workforce information data in a variety of formats and using a number of different systems enabling managers to contribute towards realistic workforce plans and ensure these are fed into the overarching future operating model plans including presentations to Project Boards
9. To undertake functional mapping where appropriate particularly where workforce supply is challenged or workforce models are inefficient.
10. To have an understanding of national workforce initiatives, service developments or changes to education commissioning which could have an impact on the supply of and demand for workforce skills and numbers in the future.
11. To lead and contribute to the review and development of policies, procedures and strategies relevant to workforce planning.

Workforce Information 

1. To deliver workforce planning models, forecasts and analysis using complex and triangulated information and use of scenario workforce planning. 

2. To ensure changes in the workforce profiles in ESR are reflected in the Workforce plans.

3. Provide and interrogate workforce information to understand the workforce information and identify future gaps in the workforce while supporting the development of innovative and appropriate roles to fill these gaps.

4. To ensure that workforce information is standardised and relevant, continuously validated and data quality improves.

        5. Support and promote workforce data literacy across the Trust. 

Service Delivery & Development

 Implement, review and monitor the introduction of new policies and working practices in relation to workforce best practice and undertake surveys, audit  and research as required monitoring  compliance with  evidence  based practice and national policy.

Be responsible for identifying and implementing  policy changes, making improvements to data collection and data management activities  and issues relating to own work area.

Actively participate in research projects locally and nationally.

 Governance (E.g, CQC, Audit)

Responsible for ensuring appropriate systems are in place to evidence ongoing compliance with local and national policies as required for CQC standards, Audit requirements etc and supporting Workforce planning and Transformation strategies.

Patient/Customer Service

Responsible for ensuring that consistently high standards of customer service are delivered  and act as a role model  at all times.

 GENERAL

All employees are subject to the requirements of the Health & Safety at Work Act.  The post holder is required to ensure that as an employee, his or her work methods do not endanger other people or themselves.

All employees are subject to the requirements of the Data Protection Act and must maintain strict confidentiality in respect of patient’s and staff’s records.

All employees must comply with the Trust’s Equal Opportunities Policy and must not discriminate on grounds of age, colour, race, nationality or ethnic origin, religion, belief, gender, marital status, sexuality, disability, trades union membership (or non-membership) or political affiliation, or any other grounds which cannot be shown to be justifiable.

This job description is not to be taken as an exhaustive list of duties and it may be reviewed in the light of changed service needs and development.  Any changes will be fully discussed with the post holder.  The post holder will be required to carry out the duties appropriate to the grade and scope of the post.

In order to ensure the Trust’s ability to respond to changes in the needs of the service, after appropriate consultation and discussion with you (including consideration of personal circumstances current skills, abilities and career development) the Trust may make a change to your location, duties and responsibilities that are deemed reasonable in the circumstances.

Your normal place of work will be as discussed at interview and will be confirmed in Section 1 of your contract but you may be required to work in other locations of the Trust. In particular, flexibility is required across the three main Hospital sites (Leicester Royal Infirmary, Leicester General Hospital, Glenfield Hospital).  If your initial location is based at one of these sites, excess travel reimbursement will not apply for a permanent/temporary change to base.

You will be required to maintain compliance with all statutory and mandatory training requirements.

The link to the Trust’s policies and procedures is:

https://secure.library.leicestershospitals.nhs.uk/PAGL/SitePages/Home.aspx