Planning your workforce for future uncertainty
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Transcript of Planning your workforce for future uncertainty
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The CfWI produces quality intelligence to inform better workforce planning that improves people’s lives
Planning your workforce for future uncertaintyPrimary Care & Public Health Conference22 May 2013
Greg Allen, COO CfWI
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The new healthcare system in England
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Our Mission To become the
primary source of workforce
intelligence for health and social
care
We produce quality intelligence to inform better workforce planning that improves people’s lives
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Our vision
To be the national authority on workforce planning and development, providing advice and information to the NHS and social care system.
Our values
Everyone working together
Quality counts Respect Improving lives Dignity Compassion Care
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The care and health workforce in England is significant…...because of its size
...over 1.4 million people in the NHS
...1.63 million adult social care workers
...and also because of the work itself
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Demands on the healthcare sector...... will evolve with changing demographics and societal shifts. How can we plan for and develop the healthcare workforce to meet these demands?
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The future of primary care & general practice
Those starting training now will still be in practice in 2050
The pace of change is increasing
The NHS is facing unprecedented challenges
We will be working differently in the future
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Some statistics about primary care
• 90% of all patient contact is in primary care
• The NHS Budget is expected to be under significant pressure despite being “ring-fenced”
• Spending on primary care rose by 1.3% last year compared to 5.1% for secondary care
• 22% of GPs are aged over 55
• 20% of Practice Nurses are aged over 55
• 10,000 GPs intend to retire in the next 5 years
• Doubling in demand for consultations in the next ten years
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GPs as a proportion of all NHS doctors (England)
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Our workforce planning frameworkImproving the quality of workforce intelligence
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Macro-level research
Horizon scanning
Scenario workshops
Parameters defining possible futures
Workforce model
Forecast supply and
demand
Sensitivity analysis to
identify critical parameters
Workforce data and
assumptions
Delphi
Micro-level research
Policy interventions
Our horizon scanning work aligns with wider scenario generation and workforce modelling. Our outputs inform later research activities to produce workforce intelligence.
From horizon scanning to final report...
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Scenario generation workshop
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Our medical workforce supply model
medical school
Foundation 1
Career post
Foundation 2
Core training
Run-through training
GP training
GP
Higher specialty training
Hospital consultan
t
Consultant to GP training
Not shown but modelled
• Attrition from stocks• Exits out of system• Inflows from overseas and
re-joiners• Re-sits
1. Highly configurable
2. Ageing in one-year bands
3. Migration can be modelled (but we lack data)
4. SAS doctors data and modelling need improving
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What is our review seeking to address...
Considering the likely changes to service delivery and the role of GPs over the next
20 years, how do we ensure sufficient supply for the future general
practitioner workforce?
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How are we addressing this?
Review current workforce capacity issues in general practice
Assess the current GP recruitment target for England and review options for GP training and recruitment targets beyond 2015
Understand the likely impact of possible future shifts in care in the medium and long term
Develop and refine the CfWI’s GP system dynamics model
Make recommendations, if appropriate, on GP service delivery models and affordability of different options
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Sources: NHS HSCIC 2006a, 2006b and 2012a
GPs (excluding retainers and regis-trars)Practice nursesDirect patient carers
0
5,000
10,000
15,000
20,000
25,000
0
1
2
3
4
5
6
7
8
Practice nurses headcount (left axis)
Practice nurses FTE (left axis)
Ratio GP: practice nurse (right axis)
Nu
mb
er
of
pra
cti
ce n
urs
es
Rati
o G
P:
pra
ctic
e n
urs
e
The general practice workforce
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1995 1996 1997 1998 1999 2000 2001 2002 2003 2004 2005 2006 2007 2008 2009 2010 20110
5,000
10,000
15,000
20,000
25,000
30,000
35,000
40,000
0
20
40
60
80
100
120GPs per 100,000 population (right axis)
GPs, headcount basis* (left axis)
GPs, FTE basis* (left axis)
Num
ber
of
GP
s
GP
s p
er
100 0
00 p
opula
tion
Source: NHS HSCIC 2012a and ONS (2012a and 2012b *Excluding GP registrars and retainers
The GP workforce 1995-2011
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Source: NHS HSCIC 2011
Under 25 25-29 30-34 35-39 40-44 45-49 50-54 55-59 60-64 65-69 70 and over
Unknown0
500
1,000
1,500
2,000
2,500
3,000
3,500
4,000
Men Women
Age band
Headco
unt
GPs by age band and gender
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Source: GP National Recruitment Office (2012), Health Education England (2013a)
2009-2010 2010-2011 2011-2012 2012-2013 2013-20140
1,000
2,000
3,000
4,000
5,000
6,000
0.0
0.2
0.4
0.6
0.8
1.0
1.2
1.4
1.6
1.8
2.0
Applicants (right axis)
Vacancies (right axis)
Accepted offers (right axis)
Competition ratio (left axis)
Recruitment year
GP
tra
inee n
um
bers
Com
peti
tion r
ati
o
GP postgraduate trainee recruitment
(left axis)
(left axis)
(left axis)
(right axis)
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• CfWI’s analysis points to a GP workforce under strain. GP workforce numbers need to be lifted to more sustainable levels
• If the recruitment target of 3,250 GP trainees per year in England is achieved by 2015 and maintained it will result in an increase of about 15,300 GPs by 2030 compared with 2011 levels
• If this boost in GP training is coupled with other measures to improve supply and manage demand, it may be sufficient to meet expected patient demand to 2030
Preliminary findings I
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• By 2030, we expect women to be the majority of the GP workforce
• Our projections suggest the average age of GPs will be lower, and the number of GPs in their thirties will have doubled
• There are fewer ‘single-handed’ practices; very large practices now see around one in seven patients and are growing rapidly
• There has been a shift towards more salaried GPs and fewer GP partners, which is likely to continue
Preliminary findings II
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2010 2015 2020 2025 203030,000
35,000
40,000
45,000
50,000
55,000
Demand - baseline GPs
Supply - baseline GPs
Fu
ll-t
ime
eq
uiv
ale
nt
Source: CfWI system dynamics medical workforce model for England
GP supply and demand baselines
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2010 2015 2020 2025 203030,000
35,000
40,000
45,000
50,000
55,000
Demand - baseline GPs
Supply - baseline GPs
Demand - scenario 1 - 6
Fu
ll-t
ime
eq
uiv
ale
nt
Source: CfWI system dynamics medical workforce model for England
With demand scenarios added...
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• Scenario 1: ‘Happy GPs, excellent patient care’
•Scenario 2: ‘GPs good, commissioners bad’
•Scenario 3: ‘Right plan, but wrong tools’
•Scenario 4: ‘Meltdown in care’ • Scenario 5: ‘Technology through regulation’
• Scenario 6: ‘Rise of the machines’
The six scenarios
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2010 2015 2020 2025 203030,000
35,000
40,000
45,000
50,000
55,000
Demand - baseline GPs
Supply - baseline GPs
Demand - scenario 1 - 6
Supply - scenario 1 - 6
Fu
ll-t
ime
eq
uiv
ale
nt
Source: CfWI system dynamics medical workforce model for England
and supply scenarios
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• Work to achieve the recruitment target for England of 3,250 GP trainee places per year by 2015 and maintain training at that level
•A substantial share of this workforce increase should go towards improving support for under-doctored areas
•Other measures to improve workforce supply and manage demand
•Regular reviews of the GP workforce at least every 3-5 years • More frequent data on GP activity and consultation
rates
Emerging recommendations I
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Source: NHS HSCIC (2011) and the CfWI system dynamics medical workforce model for England
20 to 29 30 to 39 40 to 49 50 to 59 60 to 69 70 to 790
2,000
4,000
6,000
8,000
10,000
12,000
14,000
16,000
18,000
20,000
2000 2010 2020 2030
Nu
mb
er
of
GP
sAge of GPs - 2000 to 2030
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• Action needed to improve the attractiveness of general practiceand to retain the existing workforce
• More flexible and open ended medical career pathways
• NHS commissioners to encourage more innovative and collaborative approaches to primary care delivery
Emerging recommendations II
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Preliminary findings
http://www.cfwi.org.uk/publications/gp-in-depth-review-preliminary-findings
• We look forward to hearing the views of GPs, other health professionals, professional bodies, employers, patients and the public
• Please email your views or evidence, or contribute to our LinkedIn online forum:
• http://www.linkedin.com/groups/Friends-Centre-Workforce-Intelligence-CfWI-4274008
• The Preliminary findings report
can be downloaded from:
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Centre for Workforce Intelligence209 – 215 Blackfriars Road, London SE1 8NL T +44 (0)20 7803 2707General enquiries E [email protected] www.cfwi.org.uk
www.cfwi.org.uk