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Scottish Health Workforce Plan - 2004 Baseline
Appendix A Partnership Agreement Commitments
Commitment
We will develop an entitlement to continuous professional development for all staff and require all Health Boards to increase flexible working, starting with nurses, including a more diverse range of working practices and contracts. |
Definition | Timescale (if relevant) | Data Source | Position |
NHSScotland aims to be an exemplar employer to all of its employees and to enhance and improve knowledge of and commitment to flexible working practices within NHSScotland | Variable | Progress and benefits to be monitored by SEHD, CCI, Scottish University for Industry, in partnership with other stakeholders | Work to date in support of this entitlement includes: Learning Together strategy (Dec 99) PIN guidelines - personal devt planning and review (Apr 02) Staff Governance self-assessment tool for NHS employers (02/03) Other flexible working initiatives being developed with CCI and other stakeholders
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Commitment
We confirm our commitment to the implementation of
Agenda for Change (AfC). |
Definition | Timescale (if relevant) | Data Source | Position |
AfC: a major UK-wide change programme which will modernise pay structures, assist service delivery of patient care, aid recruitment and retention and allow for personal development of staff. Work of equal value assessed under a customised Job Evaluation scheme, where staff recognised and paid accordingly. Partnership working reflected on AfC design, testing, implementation and monitoring | Intention to implement from Oct 04 | Benefits to be monitored by Scottish Pay Reference Implementation Group (SPRIG) | Implementation Teams set up in each of the 4 countries. Early Implementers in England and project sites in Scotland are evaluating jobs and matching to national profiles developed from 500 benchmarks. Intention for remaining Trusts/Boards in England to implement from Oct 04. The four pilot sites in Scotland are examining the implications of AfC with a target date for full roll-out in Scotland of Oct 04 |
Commitment
We will introduce further measures to attract and retain GPs and other health staff with a wider range of incentive packages. In respect of allied health professionals and in cases of shortage, that wider range of incentives may include contributions to student loan repayments. |
Definition | Timescale (if relevant) | Data Source | Position |
Recruitment packages for GPs, AHPs and all other staff | Apr 04 | Monitor plan for implementation | Introduction of flexible careers and GP returner schemes are currently under consideration as part of the investment in the new GMS contract. AHP Officer for Scotland is addressing recruitment and retention for AHPs, including 100k for a return to practice initiative, 100k for alternative routes to state registration initiative and 200k to develop specialist practitioners. Other incentives being considered to address particular shortage areas
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Commitment
We will increase our programme to train, recruit and retain nurses and midwives, bringing 12,000 into the NHS by 2007 as part of our overall improvements in workforce planning in the NHS (a high level commitment). |
Definition | Timescale (if relevant) | Data Source | Position |
| To achieve target by 2007 | Performance measured from workforce data (NAMS - National Manpower Statistics) provided on a bi- annual basis from the Scottish Standard Payroll System to the Information and Statistics Division | Over 4,000 joiners in 02/03 and around 3,400 if bank staff are excluded. As numbers of joiners has been rising, and increased numbers of student nurses are in the system, we expect 3,000-4,000 joiners pa. This will meet and surpass the recruitment target of 12,000 by 2007 |
Commitment
We will treble existing numbers of nurse consultants to 54. |
Definition | Timescale (if relevant) | Data Source | Position |
Nurse Consultant role has four components: | Action Plan in place with timelines (reviewed on a monthly basis) | Working with NHS employers, special health boards, HEIs and units within SEHD to increase capacity | 29 posts have been established, of which 23 are in place, two advertised and four approved for April/. May 04. Action plans to deliver on this target have been developed by the lead officer in consultation with NHSScotland A number of other proposals for Nurse Consultant roles are currently being developed across Scotland |
Commitment
We will continue our guarantee of one year's employment for all newly qualified nurses and midwives. |
Definition | Timescale (if relevant) | Data Source | Position |
Newly qualified nurses and midwives only Registered between 1 Sep 03 and 31 Aug 04 Minimum 12-month fixed-term contract Guarantees employment if individual wishes. Does NOT guarantee post within preferred specialty or geographic area Administered by NHS Education for Scotland (NES)
| Aug 2004 | Monthly monitoring of numbers by NES in partnership with NHS employers to identify suitable vacancies. Evaluation of 2002/03 scheme undertaken | When establishing the One Year Guarantee, it was estimated that at least 80% of students manage to find a job of their choice upon qualifying. The data from NES regarding the number of newly qualified staff who have registered with the scheme - that is, less than 1% of the number of students
eligible to register - suggests that the vast majority of newly qualified nurses and midwives gain employment through their own means |
Commitment
We will continue to develop a wider role for nurses to get the full benefit of their skills and give them greater career opportunities. |
Definition | Timescale (if relevant) | Data Source | Position |
New nursing roles integrating professional requirements, career structures, educational requirements and practice competencies, underpinned by clinical leadership at all levels | Ongoing | Consensus statement developed offering recommendations on way ahead. Role development also to be monitored through the Clinical Nurse Specialist data collection exercise | Two day consensus conference on new nursing roles held Nov 03. Consensus statement includes development of a national framework that integrates professional requirements, career structure, educational requirements and practice competencies underpinned by clinical leadership at all levels Intention to test framework at regional events and engage practising clinicians as soon as possible
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Commitment
We will implement nationally co-ordinated nursing bank arrangements to assist nurse placement across Scotland, to improve patient services and cut the costs of agency nursing. |
Definition | Timescale (if relevant) | Data Source | Position |
Bank nurses and midwives only Registered and non-registered staff 6-month project to map nursing bank arrangements across Scotland. Aims to reduce costs of agency nursing
| Report to be published Summer 2004 | Mapping information collated via NHS Boards and Trusts. Data on bank and agency usage via ISD Scotland | Percentage of bank and agency nurse usage greatest across NHS Lothian and NHS Greater Glasgow. Nurse Bank Steering Group operating since Oct 03; project manager now appointed. Bank and agency nurses used as a last resort. Mainly employed to get over particular pressures such as in winter, recruitment and reducing waiting lists
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Commitment
We will aim to increase the number of consultants in the NHS by 600 by 2006 and continue to build on that increase thereafter. |
Definition | Timescale (if relevant) | Data Source | Position |
| End date: Sep 06 | Performance against this target will be measured from workforce data (MEDMAN - Medical and Dental Manpower) updated continually by NHS Boards and sent to Information and Statistics Division to support monthly reporting/monitoring | Net growth rising steadily - figure reached 105 in 01/02 - but 600 target is likely to be under pressure in prevailing climate of increased vacancies and tightening labour market. Plans to appoint a project director to oversee consultant recruitment mechanism in longer term as well as focusing on shorter term recruitment issues |
Commitment
We will further pursue mechanisms which encourage preventive dentistry and design appropriate reward measures to support that objective. |
Definition | Timescale (if relevant) | Data Source | Position |
Short-term measures to improve the recruitment and retention of dentists. Some of these supersede or update previous announcements about the level of allowances | Start date: from Apr 03, ongoing | Advice on the most effective way to supply trained dental staff to satisfy current and future demand is provided by Scottish Advisory Committee on the Dental Workforce (SACDW) and NHS Education for Scotland (NES) | Current wide-ranging consultation "Modernising NHS Dental Services in Scotland" was extended to 2 April 04. Short-term measures to improve recruitment and retention include range of increases in allowances and grants for trainees/salaried dentists. 1.5m extra from Jan 04 via Primary Care Modernisation Fund to build new premises
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Commitment
We recognise the need for an increase in the number of dentists and dental graduates in Scotland. We will undertake an assessment of the reasons for the shortfall in the number of dentists in some areas of Scotland and the options for addressing that. |
Definition | Timescale (if relevant) | Data Source | Position |
Training output target of 135 "net" graduates, allowing for attrition. Head count Involves NES in identifying future supply and demand trends
| Original target of 120 will be met by 2006. Target of 135 will be met by 2008 | Scottish universities via Scottish Executive Education Dept. Dental workforce steering group report due to be published 2004 | Dental Review Group set up by Scottish Executive in 1999; set original target output of 120 graduates. Further review set a higher target of 135. Number of professionals complementary to dentistry (hygienists and therapists) have increased and will start to impact by 2005. New dental therapist course - first in Scotland - started in Glasgow 03 (qualify 05)
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Commitment
We will expand the capacity of dental training facilities in Scotland by establishing an outreach training centre in Aberdeen. We will consult further on the need for its development to a full dental school. |
Definition | Timescale (if relevant) | Data Source | Position |
Establishment of dental training centre in Aberdeen | Start date Jan 04 - ongoing | Grampian NHS Board and NHS Education for Scotland (NES) action plan | To meet this objective NES, liaising with NHS Grampian, is co-ordinating and planning the development of a dental facility |
Commitment
We will ensure a total increase of 1,500 in the number of allied health professionals, (AHPs) such as radiographers, physiotherapists, dieticians and chiropodists. |
Definition | Timescale (if relevant) | Data Source | Position |
AHPs include art therapists, podiatrists, dieticians, orthoptists, physiotherapists, speech and language therapists, prosthetists and orthotists and occupational therapists. Qualified staff Head count Net growth
| Target date Mar 07 | Performance against this target will be measured from workforce data (NAMS - National Manpower Statistics) provided bi-annually from the Scottish Standard Payroll System to the Information and Statistics Division | Positive rising trend across all staff groups - numbers of AHPs increased by 24% between 97 and 03. Increase of 363 between 02 and 03 should enable 1,500 target to be reached. Some profession-specific recruitment and retention difficulties in, e.g. therapy radiography being addressed by pilot graduate entry Diploma in Oncology and Radiography. In time, regional approach to workforce will allow better linkages between supply and demand issues, decisions on numbers and allocation of training places
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