Draft Health and Social Care Workforce Plan 2022-2025: Developing a Motivated Workforce
"The draft Health and Social Care Workforce Plan outlines goals for enhancing the competence, confidence, and value of the workforce by 2025 in Dumfries and Galloway. It focuses on attracting, recruiting, and retaining staff, ensuring quality training, valuing employees, improving communication, and promoting human rights in care delivery."
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Development of a Health and Social Care Workforce Plan 2022-2025 Draft in Development at 07/09/2021
1st Draft Plan Final Draft Plan Final Approvals HSCMT / IPF / Social Work Committee HSCPG 11/11/21 IJB 18/11/21 Social Work Committee IJB Progress Update APF/ SGC/ NHS Board APF/ SGC/ ACF / GMs Prof Leads IPF 02/09/2021 NHS Board 8/11/21 APF 25/11/21 SGC 22/11/21 GMs/Professional Leads APF 23/09/2021 SGC 27/09/2021 Aug 21 Sep 21 Oct 21 Nov 21 Dec 21 Jan 22 Feb 22 Mar 22 Apr 22 PUBLISH 6 week feedback period IJB Workshop joint Strategic Plan/Workforce Plan IJB Workshop joint Strategic Plan/Workforce Plan Workforce Plan Finalisation Stage Workforce Plan Drafting Stage Note: 3rd & Independent Sector have own routesRoutes NHS Routes Wider Partnership Routes
The aim of this Workforce Plan is that by 2025 we will have a motivated and valued Health and Social Care Workforce with the competence and confidence to meet the needs of the people of Dumfries and Galloway Aim 1. By 2025 we will have a workforce with the right values, behaviours, knowledge, skills and confidence to deliver evidence based care and we will support people s wellbeing as close to home as possible Objectives 2. By 2025 we will develop ways of working across the partnership to be able to deliver responsive health and social care to meet the needs of the people of Dumfries and Galloway 3. By 2025 we will have a workforce that feels valued and is valued 1. Attracting, recruiting and retaining Themes 2. Ensuring sufficient availability of high-quality training and development including multidisciplinary and cross sectoral working and training 3. Building on, consolidating and promoting health and wellbeing 4. Improving workforce communication and engagement 5. Creating a culture that embeds human rights, equity and equality in health and social care and supports Good Conversations Action Plans 2023-2024 2022-2023 2024-2025
Theme 1 Attracting, Recruiting and Retaining Ambition 1 To attract people from an early age to want to pursue a career in health and social care including returners to the workplace Actions 1. Develop a plan of activities including joint marketing materials to events, for use on social media and adverts, use D&GHSP logo in any joint collaborative initiatives 2. Actively engage with other health partners and educators via the Developing the Young Workforce (DYW) Strategy to inspire a new generation of workforce into health and social care 3. Engage with youth/schools/DYW around potential use of YouTube videos to rebrand social care to attract younger generation with potential to target schools for long term prospects 4. Benefits/rewards and explore non-salary incentives as a means of recruiting 5. Support Return to Practice Initiative across the NHS and within the Independent Sector SCI 8 People who deliver health and social care and support, including Carers and volunteers, are valued and fully supported to maintain their wellbeing and developed to achieve their potential
Theme 1 Attracting, Recruiting and Retaining Ambition 2 To recruit people into health & social care as a "career" (not just a job), to have properly mapped career pathways and provide opportunities locally for our people to self navigate these Actions 1. Publicise health and social care as a career option with properly mapped career pathways, could we develop a "Career Service" type portal on the IJB website to showcase routes into health and social care. Use case studies to describe positive experiences of career development 2. Explore whether we can jointly develop a Health and Social Care Graduate Programme 3. Currently there is no clear Health and Social Care Modern Apprenticeship route, commence development work to scope out what is achievable currently SCI8 People who deliver health and social care and support, including Carers and volunteers, are valued and fully supported to maintain their wellbeing and developed to achieve their potential
Theme 1 Attracting, Recruiting and Retaining Ambition 3 To develop and support the "unpaid" workforce including carers and volunteers Action Unpaid Carers 1. Include Equal Partners in Care (EPiC) training in staff induction packages across the partnership 2. Strive to achieve Carer Positive Exemplary Award in the Partnership 3. Explore the role of a Carer Champion Volunteers 1. Continue to plan to create diverse volunteering opportunities to include and involve under-represented communities to ensure a diverse cohort of volunteers 2. Evaluate and roll out further pilot work to provide work placements and employment opportunities for volunteers SCI 8 People who deliver health and social care and support, including Carers and volunteers, are valued and fully supported to maintain their wellbeing and developed to achieve their potential
Theme 2 Ensuring sufficient availability of high-quality training and development including inter-disciplinary and cross-sector working and training Ambition 1 To have a workforce that is an early intervention asset supporting and delivering prevention strategies across all client groups and supporting people in gaining, regaining and maintaining independence Action Action to be developed around what we need to do to deliver the ambition to have an early intervention/prevention focussed workforce? Something like developing a workforce that is skilled in operating from a rehabilitation and reablement focus. Linking to Home Teams development. SCI 4 People are supported to avoid crisis SCI 8 People who deliver health and social care and support, including Carers and volunteers, are valued and fully supported to maintain their wellbeing and developed to achieve their potential
Theme 2 Ensuring sufficient availability of high-quality training and development including interdisciplinary and cross-sector working and training Ambition 2 To develop interdisciplinary, cross-sector working opportunities Actions 1. Investigate potential for shared inductions/shared 1 week initial training for key health and social care workers 2. Explore opportunities to undertake joint mandatory training for health and social care staff 3. Assess educational facilities across the region e.g. ADL suite at DGRI/Dementia suite at D&G College with a view to sharing resources 4. Identify opportunities to support services with staff banks e.g. using models currently developed in Independent Sector SCI 4 People are supported to avoid crisis SCI 8 People who deliver health and social care and support, including Carers and volunteers, are valued and fully supported to maintain their wellbeing and developed to achieve their potential
Theme 2 Ensuring sufficient availability of high-quality training and development including interdisciplinary and cross-sector working and training Ambition 3 Improve digital skills across the workforce so that people delivering health, care and support are confident at discussing Assistive Inclusive Technologies or other digital technologies Actions 1. Training for the workforce to an agreed set of recognised competencies, becoming Trusted Assessors. This will include agreeing the skill set for Trusted Assessor, agreeing how training will be delivered, and how procured 2. Develop a general action on upskilling the workforce to use digital technology more effectively including some of D&GC Digital Driver/Digital Champion 3. Look to develop an action on digital exclusion? Possibly adding in the Scottish Care handheld equipment project roll out SCI 4 People are supported to avoid crisis SCI 7 People and Communities are enabled and supported to self manage and be more resilient SCI 8 People who deliver health and social care and support, including Carers and volunteers, are valued and fully supported to maintain their wellbeing and developed to achieve their potential
Theme 3 Building on, consolidating and promoting health and wellbeing for the people who deliver care and support Ambition 1 To value the contribution that we all make to delivering excellent, compassionate care and to improving the health, quality of life and wellbeing of the people of Dumfries and Galloway Actions 1. Ensure the Working Well Framework provides interventions that reach across the partnership that will assist staff to remain resilient and physically and mentally well at work including signposting to the National Wellbeing Hub 2. Promote a consistent approach to attendance management across the Health and Social Care Partnership, sharing processes and templates as a starting point 3. Develop an action within the Working Well Framework that is aimed at supporting the wellbeing of unpaid carers including consistent access to manual handling training opportunities. 4. Explore access to Occupational Health Services across the Partnership SCI 8 People who deliver health and social care and support, including Carers and volunteers, are valued and fully supported to maintain their wellbeing and developed to achieve their potential
Theme 3 Building on, consolidating and promoting health and wellbeing for the people who deliver care and support Ambition 2 To recognise and support that people have different needs and obligations outside of work, whilst balancing service needs Actions 1. Co-produce a work-life balance part on the IJB site for health and social care staff 2. Support the workforce to access their work remotely where appropriate e.g. agile working potential action to share home/agile working policies SCI 5 HSC is delivered within the financial budget available to the IJB SCI 8 People who deliver health and social care and support, including Carers and volunteers, are valued and fully supported to maintain their wellbeing and developed to achieve their potential
Theme 4 Improving workforce communication and engagement Ambition 1 To establish processes and procedures to ensure that information flows freely across organisations/systems and that employees are kept abreast of developments Actions 1. Investigate potential for peer and personal support networks alongside professional networks to take a co-productive approach to common issues across sectors/staff groups 2. Ensure workforce development issues and opportunities are explores as a whole across all partners when creating new teams so that there are opportunities for people to learn from each other 3. Ensure that any new integrated teams are developed with an approach that ensures the language we use is jargon-free and understandable by all sectors SCI 8 People who deliver health and social care and support, including Carers and volunteers, are valued and fully supported to maintain their wellbeing and developed to achieve their potential
Theme 5 Creating a culture that embeds human rights, equity and equality in health and social care and supports "Good Conversations" Ambition 1 To support cohesive working in Dumfries and Galloway by developing more open, honest and inclusive cultures Actions 1. Identify and share good practice and ideas that will support positive culture and effective leadership and management behaviours 2. Ensure that different organisations in the Partnership are working together at every level and that stakeholders at every level are involved in decision making and change management. This includes creating opportunities to help stakeholders understand the culture, issues and concerns of others. 3. Leaders in the integration space must be able to articulate a common vision and shared sense of purpose so that staff at all levels are engaged and motivated to have ownership of the vision. SCI 4 People are supported to avoid crisis SCI 7 People and Communities are enabled and supported to self manage and be more resilient SCI 8 People who deliver health and social care and support, including Carers and volunteers, are valued and fully supported to maintain their wellbeing and developed to achieve their potential
