Enhancing Workforce Development for Bradford District & Craven Place Vision
Collaborative efforts are underway to attract and retain top talent, focusing on Mental Health, LD & ND, Healthy Communities, Access to Care, and more. Various leadership groups and priorities are guiding workforce development activities, including talent recruitment, retention strategies, and skill development. The overall aim is to ensure the right people with the necessary skills contribute to realizing the BD & C Place vision through effective workforce planning and development initiatives.
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Presentation Transcript
Act as One: Workforce Act as One: Workforce Development Breakfast Bites Development Breakfast Bites Working together to attract and retain the best people, with the right approach/skills/knowledge and experience, in the right numbers to deliver our Bradford District & Craven Place vision
Our new priorities Mental Health, LD and ND Healthy Communities Access To Care Workforce Development Children and Young People Addressing Inequalities
Workforce Priority set out in our People Plan PLE Lead: Foluke Ajayi Priority Directors: Daniel Hartley/Karen Stansfield Theme SROs: Bob Champion, Anne Lloyd/Louise Clarke, Jo Harrison, Pat Campbell Always striving to work on the best footprint- e.g. Place/ICS/sector People Committee People Plan Leadership Group People Plan- Pillar 4 Growing our Workforce Leadership Group (Pat Campbell) People Plan - Pillar 3 New Ways of Working Leadership Group (Jo Harrison) People Plan- Pillar 2 Leadership, Inclusion and Belonging Leadership Group (Anne Lloyd and Louise Clarke) People Plan - Pillar 1 Looking after our people Leadership Group (Bob Champion) CTE Health and Social Care Board (Amanda Stanford) Learning Needs Reference Group (Phil Hubbard) Priorities/ Workstreams Priorities/Workstreams Activity focused around vacancy risks Showcasing & promoting careers School curriculum development; Role profile raising with students, parents, educators; Community engagement; Skills badging Quality Placements & Experience Placement/work experience growth; Pathways development Increasing Entry level recruitment Creating access pathways; Running role specific recruitment events; Creating a system narrative; Talent development; Apprenticeships; Rotational schemes Priorities/Workstreams Priorities/Workstreams Ongoing HWB offers more targeted (group/topic specific) Menopause MH Awareness for Managers Long Covid Place based Schwartz Rounds Retention AAO values & behaviours implementation Act as One induction & Experience Coaching and Mentoring Leadership development Workforce Engagement EDI specific workstreams being updated System development/OD being incorporated Enabling change approach to our 5 strategic priorities Chair: James Drury Commission H&C learning and training (New roles and curriculum development) Scoping opportunities for further workforce collaboration (e.g. re recruitment and learning) Overarching and collective aim: To work together to attract and retain the best people, with the right approach/skills/knowledge and experience, in the right numbers to deliver our BD & C Place vision
Discussion Discussion
People Plan speaking notes We continue to develop and deliver the Act as One people plan working across the partnership Working with the People Committee to make sure we are working on the right things and that people issues are at the heart of decision making 2 deep dive workshops Workforce planning with HEE This starts us better understanding medium term demand and supply and will help us to work out how we need to approach workforce planning as a partnership, not just as organisations, to get to a 5 year workforce plan New Ways of working Work to enable the other 4 big priorities by having nominated leads for key pieces of work e.g. virtual wards; urgent and emergency care strategy etc. Work for the people/workforce community to lead Plus areas we want to drive as People community based on feedback from people we will be prioritising through the NWOW leadership group and People committee the workplan for this pillar - whether through making it easier for people to get into health and care how we use our digital assets e.g. oneworkforce.org ; what can we do that makes working life better for people, responding to your feedback - improve learning and development opportunities, more learning together, more communications on successes of new ways of working across the partnership increased flexible working options etc. Developed bids for funding for HEE monies via West Yorkshire ICB team to support priority areas Home care bringing people into the workforce who want to work in care but who don t have use of a car by providing training and drivers to support them. This will help people stay well in their own homes this winter Emergency departments funding mental health specialists to work in ED to support people who attend with mental health as well as physical health needs Hospital at night boosting capacity and increasing skill mix to support doctors and patients at night time 8pm -8am Step into care providing support to newly recruited HCAs to develop into their new roles, providing mentorship to help them to enjoy the role and stay with us, which will be especially important given winter pressures on staff. Increasing the project management, communications and administrative support to the People plan given the breadth of the agenda and based on feedback from both those involved and from our wider engagement events e.g. 30th September event. 4 pillars each have leadership groups from across the partnership to shape the approach Daniel will take us through the key areas and let you know how you can get involved.
