Filter resources

18 results:

Primary care indemnity guide

In: ,

Indemnity presents issues that are preventing staff from working across organisational boundaries. It is another challenge highlighted as preventing employees from working across organisational boundaries within new models of primary care.  This guide was delivered in partnership with NHS England and the Department of Health, and included engagement with all the Medical Defence Organisations (MDO’s), NHS England, […]

New care models and the workforce implications

In: ,

New models of care, new pathways and the establishment of new workforce roles create a series of challenges with staff working across organisational boundaries. These support packs are designed to assist with the development of new care models and to ensure the workforce implications of each of the new care models are fully considered.

Mental health workforce modelling

In: ,

These tools have been developed in partnership with our mental health programme to baseline current and future mental health care workforce needs, and test the impacts of different strategies locally before implementing them.  Two Microsoft Excel-based models have been developed for mental health. These cover perinatal mental health services and early interventions in psychosis. These were designed to support […]

Social care workforce modelling

In: ,

These tools have been developed in partnership with London Association of Directors of Adult Social Services (ADASS) to baseline current and future social care workforce needs, and test the impacts of different strategies locally before implementing them. These tools have been tested in a local authority pilot in an east London borough. The goal was […]

Primary care workforce modelling

In: ,

These primary care tools have supported London’s five sustainability and transformation planning (STP) areas, 16 CCGs, local federations and practices to baseline current and future workforce needs, and test the impacts of different strategies locally before implementing them.  The following tools and resources have been made available to share learning from this work and introduce some possible […]

Workforce modelling and building a model

In: ,

Our workforce modelling team partnered with Health Education England (HEE) and London’s five sustainability and transformation planning (STP) areas, including CCGs, providers and local authorities, to consider the additional pressure a growing and ageing population would place on London’s future workforce.  Using a system dynamics modelling tool, we supported STPs to baseline the current primary care workforce, […]

Value, quality and productivity

In: ,

Delivering improved value, quality and productivity through the workforce The NHS in London is facing a £4.76 billion affordability gap by 2020/21. Delivering the right care in the right setting, improved productivity in existing services, and establishing new ways of delivering care are all recognised as areas of opportunity for the workforce to deliver improvement […]

Care in the right place

In: ,

Ensuring care is delivered in the right place with the particular focus on primary healthcare and community services Transformed health and social care services of the future will deliver the right care for patients, in the right place and at the right time. To achieve this transformation across all care settings, the workforce in each […]

Strengthening health systems

In: ,

Service commissioners and providers are increasingly urged to work together to deliver more integrated care for their local populations, for example through accountable care organisations. To balance national and local priorities, alongside the transformational journey being undertaken to deliver new models of care, there is a need to build and strengthen the capability and capacity […]

Agility to respond to change

In: ,

A constant feature of the health and social care system is that it is always undergoing significant change. There is no reason why this will not continue into the future. There will be a need for greater agility in the current and future workforce to respond to, and manage, repeated change. Creating a workforce which […]

Developing leaders and managers

In: ,

To manage the increased scale and pace of change in such a complex and interdependent operational environment, there is a need to further identify, encourage and develop clinical and non-clinical leaders and managers. This will ensure the scale of transformation is achieved and delivered efficiently and effectively. NHS Leadership Academy The NHS Leadership Academy works with […]

Versatility to adapt

In: ,

Increasingly complex patient care needs require greater versatility in the workforce. The ability to adapt to provide care in different settings, at different times and in different organisational and team structures is becoming even more essential for individuals and multidisciplinary teams. The balance of generalist and specialist skills across the current health and social care workforce […]

Collaborating across boundaries

In: ,

Supporting staff to collaborate across organisational and professional boundaries The increasingly complex needs of the population mean that staff must be supported to work across organisational and professional boundaries to develop and deliver integrate services based around the patient. From the ability to put aside organisational loyalties to collaborate in networks, to increasingly developing collaborative […]

London Workforce Strategic Framework

In: ,

This framework seeks to establish the most pressing workforce challenges in London and enable the workforce to transform health and social care services across the Capital. The development of this London Workforce Strategic Framework has been made possible through the establishment of a collaborative workforce transformation programme on behalf of London’s clinical commissioning groups (CCGs), […]

London pharmacy matters

In: ,

An information support pack is now available. The pack contains national policy and key messages or challenges in the pharmacy sector; case studies of best practice for primary healthcare on role of pharmacy; an outline of the range of roles pharmacy ‘can’ do and ‘could’ to support out of hospital and improve access to care. […]

Physician associates

In: , ,

Developing consistent career pathways for Physician Associates to support staff retention across London. What is a Physician Associate? Physician Associates are new healthcare professionals who, while not a doctor, work to the medical model, with the attitudes, skills and knowledge base to deliver holistic care and treatment within the general medical and/or general practice team […]

Retaining and recruiting

In: ,

Ensuring that there is sufficient high quality staff to deliver health and social care services is particularly challenging, given London’s professionally and personally demanding environment. This affects all professions, but particularly lower paid staff.  Supporting resources The Finding and Keeping Workers website, available through Skills for Care, will support you with your recruitment and retention challenges, […]