The Workforce Transformation Approach

This includes:

• The use of digital data and reporting suites – monitoring progress and initiating conversations where there is most opportunity.
• Process transformation – identifying opportunities to streamline processes and remove ineffective practice that lead to inefficient use of financial and human resource.
• Developing new processes to set expectations across each trust and hold individuals to account.
• Planning for suitable stakeholder engagement through the change management process.
• Understanding the barriers to change, in order to put forward considered recommendations.
• Project managing workforce improvement programmes to support NHS organisations to progress at pace with their improvement agenda.
• Be the thinking space for the client – recognising the pressures facing clients and creating an environment for them to step back, reflect and strategically plan for sustainable financial improvement.
• Being the critical friend through constructive challenge.
• Providing support, guidance and training to employees so they adopt new processes and required behaviours.
• Identifying how Liaison Workforce’s suite of services can assist NHS organisations to improve in all areas of workforce management, from short to long term, ultimately reducing reliance on temporary workforce.

• Reduction in agency spend
• Increase in staff bank utilisation
• Reduction in agency commission breaches
• Reduced timeframe for outcomes to be achieved through project management of the Trust’s action plan to meet expectations, as set by NHSI
• Developed a standard and aligned process and a plan to embed with bookers and approvers to ensure procedures are followed
• Through analysis of booking trends, assisting the Trust to discover where there were most opportunities to
  make improvements. Using the data as evidence, this enabled the Trust to have informed and effective conversations with bookers and draw attention to the standard and agreed processes 
• Introduced a procedure and structure to enable the Trust to proactively use Liaison’s reporting suite to tackle exception bookings, challenge vacancies and question recruitment plans. Reports were established and aligned to standard operating procedures, and actions are logged and tracked to monitor progress
• Using our reporting suite to influence change in behaviours. The data available has increased the Trust’s knowledge and understanding of activity, which has subsequently encouraged internal collaboration between teams and departments to respond to exception bookings
• Investigated breach bookings, to illuminate depth of issues and identify opportunities to improve booking processes
• Instigated discussion on robotic process automation for the Trust to meet the NHS interoperable agenda and standardise and streamline processes to reduce agency spend
• Led on communications and engagement activity to promote the Trust’s internal staffing service, promotion of the TempRE mobile app and promotion of Bank
• Reduced locum Standard Engagement to nil and ensured no substantive workers are working through agencies
• Established KPIs and a Management Dashboard for at-a-glance visibility of progress across divisions and the whole Trust.