Health and Care Standards
Standard 7.1 Workforce
What is the Standard about?
Health services ensuring that there are enough staff with the right knowledge and skills available at the right time to meet need. Health boards achieving this by working with delivery partners to proactively plan their workforce taking into account a range of factors including the redesign of services, the needs of the local population and the contribution that can be made by other organisations, including those in the independent sector.
Who is it for?
Healthcare services in all healthcare settings
In relation to the standard criteria below (in bold) the following key questions need to be considered:
Staff are enabled to learn and develop to their full potential. The leaders of any NHS organisation have a duty to set the appropriate tone and promote the right culture, and ensure that individual members of staff can fulfil their responsibility to deliver high quality and safe services.
Health services work with partners to develop an appropriately skilled safe and sustainable workforce by:
- having effective workforce plans which are integrated with service and financial plans
- How do you engage with clinical and other health profession staff and managers to understand their workforce requirements and pressures?
- How do your service delivery plans take into account these matters and the workforce required to deliver those plans?
- Are the necessary mechanisms in place to ensure workforce considerations are taken into account as part of the annual Integrated Medium Term Planning process?
- What processes and structures do you have for identifying workforce efficiency and sustainability issues?
- How do you use your workforce information systems to inform workforce planning.
- meeting the needs of the population served through an appropriate skill mix with staff having language awareness and the capability to provide services through the Welsh language.
- Do you have an appropriate skill mix to deliver your service?
- How do you make use of skill mix analysis?
- Does your workforce reflect the demographic and communication needs of the local population?
- promoting the continuous improvement of services through better ways of working
- How do you plan to improve your services through more effective use of your workforce?
- What opportunities are provided for the workforce to contribute to discussions about service improvement and to play a role in developing new ways of working that may improve the effectiveness, efficiency or quality of services?
- enabling the supply of trainees, students, newly qualified staff and new recruits and their development
- How do you support and develop trainees, students, newly qualified staff and new recruits?
- How do you monitor and continuously improve what your organisation offers to attract and retain trainees, students and new staff?
- What measures have you put in place to reduce reliance on locum and agency staff?
- ensuring plans reflect cross organisational/regional/all Wales workforce requirements where appropriate.
- How do you build engagement with other health boards, regional or local collaboratives and other sectors into your workforce planning processes?
- have all necessary recruitment and periodic employment checks and are registered with the relevant bodies
- How do you ensure that all staff have the necessary recruitment and periodic employment checks and are registered with the relevant bodies?
- How do you ensure that individuals are subject to a Disclosure and Barring Service checks?
- How do you identify and mitigate against risk in respect of this standard?
- are appropriately recruited, trained, qualified and competent for the work they undertake
- How do you ensure that the workforce is appropriately recruited, trained, qualified and competent for her work they undertake?
- How do you engage with the trade unions, professional organisations and other partners in recruitment and employment practices?
- act, and are treated, in accordance with identified standards and codes of conduct
- How do you ensure that your workforce act in accordance with identified standards and codes of conduct?
- The workforce: are able to raise, in confidence without prejudice, concerns over any aspect of service delivery, treatment or management
- How do you ensure that your workforce can raise concerns over any aspect of service delivery, treatment or management, in confidence and without prejudice? (Raising Concerns procedures)
- How will you ensure a culture of conversation in embedded in your organisation?
- are mentored, supervised and supported in the delivery of their role
- How do you ensure that the workforce is appropriately mentored, supervised and supported in the delivery of their role?
- Is this supervision effective?
- are dealt with fairly and equitably when their performance causes concern
- How do you ensure that individuals are dealt with fairly and equitably?
- are provided with appropriate skills, equipment and support to enable them to meet their responsibilities to consistently high standards
- How do you ensure the workforce has access to a range of learning resources?
- How do you make the expectations on responsibilities and standards clear to all staff?
The workforce is provided with appropriate support to enable them to:
- maintain and develop competencies in order to be developed to their full potential
- How do you ensure the workforce maintain and develop competencies in order to do their job?
- How do you develop your staff to their full potential?
- Does training reflect the needs of your services/ organisation?
- How do you monitor workforce training and organisational development?
- attend induction and mandatory training programmes
- How do you ensure that the entire workforce participates in induction and mandatory training programmes?
- How do you monitor and report on mandatory training attendance?
- have an annual appraisal and a personal development plan
- Do all staff have an annual personal appraisal and a personal development plan which supports delivery of the service/ organisation objectives?
- How do you monitor and report on personal appraisal?
- How do personal appraisals link to the Knowledge and Skills Framework?
- develop their role
- demonstrate continuing professional development
- How do you support continuing professional and occupational development?
- Do you have robust systems to monitor continuing professional development?
- How do you ensure that the workforce keep up-to-date with changes in practice?
- How do you ensure that all professional registrants comply with the necessary requirements to maintain their registration?
- What processes do you have in place for medical revalidation?
- What processes do you have in place for post registration education and practice?
- How are you planning for the development and implementation of an effective system of revalidation for nurses and midwives?
- Do you have an equitable and effective policy on study leave?
- access opportunities to develop collaborative practice and team working
- work closely together, preventing duplication of effort and enabling more efficient use of resources
- How do you facilitate collaborative practice, team working the sharing of good practice and lessons learned?
Legislation and Guidance
Equality Act 2010:
The Disability Discrimination (Public Authorities) (Statutory Duties) (Amendment) Regulations 2008 (SI 2008/641)
NHS Employers & NHS Wales Employers: These websites provide a range of information and guidance on workforce matters including management, productivity and recruitment. The NHS Wales Employers website also includes specific all Wales policies that that have been agreed by the Welsh Partnership Forum.
National Assembly for Wales – Ministerial Written Statements: This site hosts the latest Written Ministerial Statements made by Welsh Ministers.
European Working Time Directive guidance (HOWIS)
Health in Wales – Pay and Terms & Conditions Resources