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The idea

To develop and test a programme that  uses the existing Workforce Planning approach that is established within our trusts in terms of the Population Centric Model and the workforce planning cycle, and underpin this with evidence based improvement tools and the culture of rapid improvement workshops.

The programme will focus on a one month rapid cycle that delivers a workforce plan for a service/pathway that demonstrates:

·       Affordability – efficiencies and workforce cost savings where applicable

·       Sustainability

·       Improved quality and safety

·       Innovation – using evidence based tools to support transformation and process/service redesign

The Three P’s programme will provide a framework and structure for services to be supported through their planning which will grow their capability for future workforce and service redesign. A structured approach supports engagement, scoping, rapid modelling and maximises the use of tools for workforce and service redesign that will deliver as an outcome the workforce plan for the service. It will support ownership of the plan and prepare services for future workforce planning and developing capability for service improvement and innovation.

The Approach

·       Initial Meeting with Sponsor and Process Owner(s) to scope and plan (2 hours/half day)

·       One day Planning Workshop – stakeholder mapping, mapping current state and data sharing, surfacing critical issues review and scoping.

·       A short period of data collection to establish current workforce data and activity, engagement with stakeholders.

·       Three day Rapid Workforce Planning Workshop – the Three Ps.

This workshop will embrace Rapid Process Improvement culture and use rapid prototyping approaches to develop and agree the future workforce plan and preparation for implementation. This workshop will use the workforce modelling tools and those of the Cumbria Production System. All these elements come together to support the design of innovative, high quality, safe, affordable services. A 3P approach will consider ‘soft’ and ‘hard’ elements of workforce planning and service redesign such as;

o   People – Engagement, stakeholders, staff skills and ideas, patient’s needs, population needs.

o   Process – innovating, using baseline data for capacity and demand and activity planning, modelling, prototyping, efficiencies, adding value, removing waste.

o   Preparation – scenario planning, implementation planning, costing, identifying risks

·       Half day/two hour follow up meeting to review and finalise plan, identify any barriers/issues.

Outputs and Benefits

·       A service workforce plan and preparation for implementation,

·       service engagement in the plan,

·       service ownership of the plan,

·       developing our workforce for future workforce planning and service redesign.

developing improvement capability

taking workforce planning beyond the people to take in the process

Evaluation and sharing Learning

The programme would use a PDSA approach with one service/pathway following the programme and then learning would be shared and an evaluation of the impact would be produced.

How you can contribute

  • Is it a good idea
  • How could we improve it
  • Has anyone tried this


  1. Workforce challenges are amongst the most difficult to solve and are the most important reason why services can be unsustainable from a safety and quality point of view - driving the need for service configurations. If we could bring together QI methods with the existing workforce planing process I think there could be real benefits so I think this is a great idea. I think the project has enough detail to know what you're going to test and it may be that the process will have to be modified as you learn how to get the most from this sort of work, but must be worth £30K to try this out and report back so we can improve!

  2. Its a good idea.I be interested to know for instance if you also considered the workforce across boundaries and looked at passport working across different sites community hospital integrated models.So involving primary care workers and looking at skill mix across the federations and hospitals would be interesting .Guess it depends how you define the trusts as patients move across the system and we are moving towards ACOs.

  3. Guest

    Thanks for posting this idea, it looks like it's got potential. I'm an Improvement Fellow at the Health Foundation and had a few thoughts on the project idea, that I hope are helpful.

    First, it would be good to understand a bit more more about the scope of the project. For example, including where the workforce plan will be implemented and what the workforce looks like at the moment (including challenges you're trying to address). It would also be good to know who you are going to engage with specifically. Will this include service users and senior staff? It would be good to hear a bit more about the improvement tools you hope to use in this project and the potential benefits to the Q Community as well.

  4. Can you list some of the processes that you would address as a priority? Regards Tom

    1. Guest

      karen morrell 3 years, 4 months ago

      The workshop would give the opportunity to identify the processes that would be impacted by changes to the future workforce mix. It will vary in each service/pathway but would be part of the scoping and initial mapping.

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