People and Workforce Development Strategy

Enabling us to ‘find, keep and grow’ high quality staff and volunteers

The principal aim of this strategy is to bring together a series of frameworks that have been designed and implemented across the organisation to enable us to achieve our people and workforce goal to ‘find, keep and grow’ high quality staff and volunteers.

We believe this will ensure our ongoing sustainability and future success as a world class leader and provider of palliative care and enable us to achieve our vision of “a world in which all dying people and those close to them have access to the care and support they need, when and wherever they need it”.

Our workforce deals with many external challenges on a daily basis; this includes societal changes such as people living longer, many with more than one life-limiting condition, the impact of a challenging socio-economic climate and a rise in public expectations. We are also facing a nationally recognised shortage of qualified nursing staff with numbers continuing to decline, changes in the way care is both commissioned and provided and some uncertainty around the potential impact of ‘Brexit’.

Our internal pressures include an aging workforce (with just over 50% being over the age of 50) and the need to better support staff to become more resilient and manage organisational change.

We recognise that workforce planning requires a long-term perspective which includes the need to find innovative solutions and implementation of transformational change (such as the introduction of new models of care and greater use of technology) to meet our strategic priorities. Therefore this document is very much an emergent document that will be subject to development as the needs of the sector, patients, staff and the organisation evolves over time.

Developed by our HR Director and the Workforce Development Steering Group, this strategy has been widely shared and discussed amongst our senior managers and our Staff Forum. The actions will be formally monitored by the HR Directorate and reported to both the Workforce Development Steering Group and the Executive Team.

Documents