Developing an Action Plan: plan to deliver the required workforce (new skills in new locations) and manage the change
This step involves reflecting on the previous three steps and determining the most effective way of ensuring the availability of staff to deliver redesigned services, even if this means some further service redesign. A plan for delivering the right staff, with the right skills in the right place needs to be developed with milestones and timescales. You should also include in your plan an assessment of anticipated problems and how you will build a momentum for change, including clinical engagement.
Gap analysis
What key changes are needed to the current workforce?
Priority planning
What are the most significant areas for change?
Action planning
How do education and other strategies support the main plan?
Managing the change
How do you build options into a plan and how do you build momentum for change?
Whether your organisation wishes to implement a formal job shadowing scheme or a more informal approach, this Job Shadowing Guidance Pack provides some key points that you might wish to consider when developing such a scheme. The pack includes a description of job shadowing and outlines some approaches to it, as well as a section on some of the possible expectations of both guest and host.
This framework has been developed as a resource for organisations that may be considering offering mentoring opportunities and provides a description of mentoring and some practical considerations to bear in mind when implementing a mentoring scheme.
The scenarios presented within the guide include the following:
Scenario 1: leadership
This scenario explores the issue of leadership as a key factor for the successful delivery of EWTD.
Scenario 2: rota review
This scenario considers the management of existing rotas with potential cost implications.
Scenario 3: new and enhanced roles
This scenario considers the development and contribution of new and enhanced roles.
Scenario 4: generic foundation programme rota
This scenario looks at issues associated with achieving EWTD 2009 within rotas established for Foundation Programmes and submits a suggested proposal for a generic rota solution.
Change Readiness Tool >>>
Supports step 5, section 5.4 by enabling users to understand their current state of change readiness and subsequently the ability to design a workforce plan.
What does it do?
The Change Readiness Tool strengthens the potential for improvement, as measured through the assurance process. It has being developed by the NHS Institute, working with three primary care trusts and two of the leading consultancies. The tool enables users to assess their prospects and understand your current position in terms of change readiness. It also helps users develop and implement a plan that will enable them to reach the desired state of change readiness.
Now you've experienced the Six Steps Methodology to Integrated Workforce Planning, we’d love to hear your opinions about the resource, and how it can continue to be developed in the future. We’d also love to hear from you if you have any suggestions of further electronic tools that could be used to help put together a workforce plan.
Six Steps 
