Developing the Future Workforce An Employer Perspective Michael

Developing the Future Workforce An Employer Perspective Michael Proctor 11 th May 2017

1 Northumberland, Tyne and Wear Durham, Darlington and Tees, Hambleton, Richmondshire and Whitby Humber, Coast and Vale South Yorkshire and Bassetlaw West Yorkshire Greater Manchester (Devo Manc) Cheshire and Merseyside Lancashire and South Cumbria West, North and East Cumbria 9 2 5 3 8 6 7 4 North Sustainability & Transformation Plan Footprints

Our Footprint Population characteristics 1. 4 million population 23% live in the most deprived areas of England Diverse rural, urban and coastal communities Huge variation in health outcomes Three main acute providers Hull and East Yorkshire Hospitals NHS Trust North Lincolnshire and Goole NHS Foundation Trust York Teaching Hospital NHS Foundation Trust

We Serve 4

Almost every problem I deal with (finance, performance quality, safety) have, at their root, a workforce issue.

The Policy Context • Brexit • A need for new ways of delivering care – Five year forward view – HCV STP • Reduction in HEE funding for existing staff • Education reform - from August 2017 – Apprenticeship levy – From bursary to fee paying – Opening the education market place

The Workforce Context • • • Supply and demand – RNs, AHP’s, junior doctors, GPs, some Consultant specialities Medical workforce ‘fixed’ for 10 years Recruitment Retention (Social Care staff turnover 27%) Ageing workforce (47% over 55) EU recruitment may diminish

The Financial Context • Our System Pressures – Existing CCG savings targets £ 25 m – York FT £ 23 m (8 th year of 4%) – ‘Shortfall’ £ 14 m • Capped Expenditure Programme • York FT Locum/Agency expenditure – – 13/14 £ 5 m 14/15 £ 11 m 15/16 £ 25 m 16/17 £ 21 m • Apprenticeship Levy - £ 1. 5 m

Focus of HCV Local Workforce Action Board • • Learn from the innovation that takes place where there are the greatest pressures A focus on supporting Primary Care To attract, recruit, develop and retain a sufficient supply of health & social care support staff through the establishment of a collaborative framework. Developing Advanced Clinical Practice to meet existing and future workforce demand across HCV

A Personal Wish-List • Get the right people into ‘care’ and give them a job for life by offering progression (no matter how low the start point). • Merge Health and Social Care learning and qualifications • Stop pretending nursing is an academic pursuit. • Recruit locally to Pre- Reg programmes • Recruit more medical students but widen the entry gate