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ISD Scotland better information, better decisions, better health

Workforce

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NHS National Services Scotland ISD Scotland & NHS National Services Scotland

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2020 Workforce Vision

The 2020 Workforce Vision "Everyone Matters" was launched in June 2013. It emphasises the need to ensure that everyone who works for NHS Scotland is: treated fairly; empowered to influence the way they work; supported to work to the best of their ability; supported to keep their skills and knowledge up to date. Our people, in all of the disciplines which make up our modern workforce, are fundamental to delivering the high standards of safe, person-centred and effective care we need to meet care needs in future and, therefore, to achieving the 2020 Vision for Healthcare in Scotland.

The 2020 Workforce vision sets out the key ambitions, as well as the main challenges, facing the future provision of healthcare services in Scotland. The programme also sets out a framework of what the workforce needs to look like in order to deliver against those ambitions and meet those challenges.

Everyone Matters: 2020 Workforce Vision Download pdf file

2020 Workforce Vision - Implementation Framework and Plan 2014-15Download pdf file

Better Health, Better Care Publications

Better Health, Better Care is a significant step towards a Healthier Scotland and its three main components of health improvement, tackling health inequality and improving the quality of health care. This Action Plan sets out a programme of comprehensive and targeted action to accelerate progress on each of these components.

Cover of the Better Health Better Care Action Plan.

Action Plan Download pdf file

The challenge for workforce planning is to enable NHSScotland to help people to sustain and improve their health, especially in disadvantaged communities, ensuring better, local and faster access to healthcare and services. Workforce planning plays a key role in enabling the health service to work together with its partners, provide services that are both accessible and which meet the needs of patients, and realise efficiencies and improve productivity. With around 70% of the NHSScotland budget allocated to the workforce, the importance of workforce planning to ensuring sustainable services across Scotland cannot be overestimated.

Better Health, Better Care: Planning Tomorrow?s Workforce Today sets out the direction of travel for workforce planning. It outlines the challenges in supporting delivery of theBetter Health, Better Care: Action Plan through a selection of case study examples. It also emphasises the importance of investment in education and training, both in relation to the existing workforce and new supply flows.

Cover of Planning Tomorrow's Workforce Today.

Planning Tomorrow's Workforce Today Download pdf file

Our vision is to ensure that we meet the needs of individuals and communities by providing high-quality, safe and effective care through an empowered and flexible workforce which understands the diverse needs of the population it serves and which chooses to work for, and remains committed to, NHS Scotland. To make this vision a reality, NHS Scotland and its workforce have been asked to focus on five key ambitions related to the five core workforce challenges for the 21st Century.

Cover of A Force for Improvement

A Force for Improvement Download pdf file

This report was produced to support NHS employers to maximise the contribution of nursing staff employed in nurse banks, consequently reducing reliance on agency nursing staff. National spend on nurse agency at the time was unacceptably high. Nurse bank managers across Scotland have been networking and developing best practice as part of the process of implementation. Their aim is to ensure that nurse banks are run as effectively and efficiently as possible, and that nurse banks are promoted as an option to help substantive staff manage their demand for bank or agency staff. The Good Practice Guide highlights the organisational policies and responsibilities of those who manage the nurse staffing resource through, for example, staff rostering, use of workload tools, managing sickness and absence and annual leave, providing both the rationale and a means of assessing the ward, care setting or organisational position.

Cover of Nursing and Midwifery Workload and Workforce Planning Project

Nursing and Midwifery Workload and Workforce Planning Project Download pdf file

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