Head of Workforce Planning and Analytics - NHS
NHS Jobs Bristol
Leadership1. Leading the workforce planning and information team with responsibility for allaspects of the teams output and for team and individual performance anddevelopment2. Responsible for pay and non-pay budgets associated with the workforce planningand information team3.
Represent workforce planning and information on behalf of the Trust at system andNHS England networks and formal governance groupsPolicy4. Operational owner of the Trust workforce planning policy (planning approach),ensuring it is widely understood and embedded in the organisation and that thedocument is adapted and refreshed as organisational need or nationalrequirements change5.
Leading the use of the Trust Long-Term (Strategic) Workforce Planning tools,ensuring they are widely understood and embedded in divisional and professionalplanning activity10. Ensuring the Trusts tools can incorporate data from multiple systems andstakeholder feedback to produce outputs that allow different scenarios to bepresented, recognising that often uncertainty will be a large part of the planningprocess and that robust tools can support stakeholders making decisions11.
Translating modelling outputs and stakeholder analysis and feedback into cohesivenarrative to be used internally up to Trust Board level and externally with systemand NHS England stakeholders12. Working with system partners to ensure alignment of planning tools, approach, andassumptions, often having to negotiate and influence others to ensure the bestpossible outcome for the Trust and other stakeholdersOperational Workforce Planning13.
Support the Assistant Director of Workforce Planning, People Systems and Data inleading the operational workforce planning process in the Trust, ensuring thatoperational plans produced are aligned with activity and finance and also withresourcing, learning and development and profession level assumptions14.
Receive and translate NHS England and system planning guidance intooperational plans, taking overall responsibility for disseminating information to allstakeholders involved in the workforce element of operational planning15. Design, build and develop the operational planning model for workforce building inall required assumptions, aligning with long-term planning assumptions whererequired and covering all areas of workforce (substantive, bank and agency)16.
Provide a single point of contact for divisions to deliver their operational plans,including forecasts models, analysis, and modelling to inform target setting anddecision making andWorkforce Information17. Lead the Trust workforce information team ensuring all statutory and mandatoryworkforce reporting is delivered including monthly and ad-hoc returns to NHSEngland18.
Lead the workforce information team to ensure that the needs of the Trust are metacross all regular workforce performance reports to ad-hoc reporting and analysis.Designing and adapting BI tools and analysis to meet a range of needs, e.g. wherespecific technical requirements of stakeholders are known, where stakeholdershave simply posed a question or described a complex problem to where you as anindividual identify the need to carry out the work19.
Represent workforce planning and information on behalf of the Trust at system andNHS England networks and formal governance groupsPolicy4. Operational owner of the Trust workforce planning policy (planning approach),ensuring it is widely understood and embedded in the organisation and that thedocument is adapted and refreshed as organisational need or nationalrequirements change5.
Ensuring best practice is reflecting in the Trust workforce planning approach, usingpublished literature, network participation and working collaboratively with systempartners to do so6. Support the Assistant Director of Workforce Planning, People Systems and Datawith subject matter expert for workforce planning modelling, forecasts and analysisand workforce planning approach, including responding to changing situations andrequirements, designing modelling approaches from scratch or responding topartial guidance or informationStrategic Workforce Planning7.
Engaging stakeholders to ensure the value of strategic workforce planning isunderstood in the organisation and that this is translated into engagement andaction in the Trust8. Ownership of both the workforce demand and workforce supply side of planning,working with stakeholders from operational, clinical, and financial teams to ensurealignment on the development and use of long-term assumptions for planning9.Leading the use of the Trust Long-Term (Strategic) Workforce Planning tools,ensuring they are widely understood and embedded in divisional and professionalplanning activity10. Ensuring the Trusts tools can incorporate data from multiple systems andstakeholder feedback to produce outputs that allow different scenarios to bepresented, recognising that often uncertainty will be a large part of the planningprocess and that robust tools can support stakeholders making decisions11.
Translating modelling outputs and stakeholder analysis and feedback into cohesivenarrative to be used internally up to Trust Board level and externally with systemand NHS England stakeholders12. Working with system partners to ensure alignment of planning tools, approach, andassumptions, often having to negotiate and influence others to ensure the bestpossible outcome for the Trust and other stakeholdersOperational Workforce Planning13.
Support the Assistant Director of Workforce Planning, People Systems and Data inleading the operational workforce planning process in the Trust, ensuring thatoperational plans produced are aligned with activity and finance and also withresourcing, learning and development and profession level assumptions14.
Receive and translate NHS England and system planning guidance intooperational plans, taking overall responsibility for disseminating information to allstakeholders involved in the workforce element of operational planning15. Design, build and develop the operational planning model for workforce building inall required assumptions, aligning with long-term planning assumptions whererequired and covering all areas of workforce (substantive, bank and agency)16.
Provide a single point of contact for divisions to deliver their operational plans,including forecasts models, analysis, and modelling to inform target setting anddecision making andWorkforce Information17. Lead the Trust workforce information team ensuring all statutory and mandatoryworkforce reporting is delivered including monthly and ad-hoc returns to NHSEngland18.
Lead the workforce information team to ensure that the needs of the Trust are metacross all regular workforce performance reports to ad-hoc reporting and analysis.Designing and adapting BI tools and analysis to meet a range of needs, e.g. wherespecific technical requirements of stakeholders are known, where stakeholdershave simply posed a question or described a complex problem to where you as anindividual identify the need to carry out the work19.
Lead the data element of regular safer staffing reviews and ensure models remainfit for purpose20. Lead the production and use of workforce benchmarking information, using a rangeof nationally available platforms and data sets or from networks and targetedcontact with other NHS organisations to enhance understanding, complimentinternally produced information and facilitate decision making and target setting.
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