Implementation, Monitoring and Refresh: implement the plan, measure progress and refresh the plan as required
After the plan begins to be delivered, it will need periodic review and adjustment. The plan will have been clear about how success will be measured; but unintended consequences of the changes also need to be identified so that corrective action can be taken.
What does it do?
The NHS workforce scorecard is a tool, developed locally to enable HR interventions to be aligned with the overall goals of an organisation. It measures the contribution of HR to patient value and service improvement
The Good Indicators Guide >>>
Indicators are a fact of life for every NHS local authority and social care organisation. For the most part, you will have little or no choice over the indicators that are used to measure performance in your organisation. If you don’t fully understand the indicators you have to work with, if you think they paint an inaccurate picture of how things really are on the ground or suspect they are fundamentally flawed in some way, you can find yourself locked into an unhappy relationship with a performance measurement tool that you can neither challenge nor improve.
Workforce Evaluation Tool >>>
Allows users to periodically review progress, control unintended consequences of the change and plan corrective action as per Step 6 section 6.2. and 6.3.
What does it do?
The Workforce Evaluation Tool supports the Six Step Methodology to Integrated Workforce Planning by offering an online balance scorecard which will help users to evaluate changes in workforce practice. The tool evaluates organisation performance in four key areas: service, workforce, customer and financial by allowing users to set measurable organisational goals which can then be mapped against actual organisational performance. The tool offers a visual representation of user success in the four key areas and alerts the user to the best performance indicators and those which require attention.
Sustainability Model >>>
supports step 6, section 6.1 and 6.1 by enabling users to monitor pogress against time.
What does it do?
The NHS Sustainability Model aims to help NHS improvement teams to self assess against a number of key criterias for sustaining change, recognise and understand key barriers for sustainability, relating to their specific local context, identify strengths in sustaining improvement, plan for sustainability of improvement efforts, monitor progress over time.
What does it do?
The change capability appraisal toolset is designed to help local health communities to assess their own capacity to deliver successful service transformation.
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 
