Page 65 - Regional Services Plan 2016/19

Objective 4: Build the Workforce
Name
Benefit Description
Deliverable
Measure
2014/15
2015/16
2016/17
Accountability
Growing the health workforce through strengthening recruitment, retention and repatriation
WF1
Recruitment and retention strategies
Increase productivity, efficiencies and effectiveness of the recruitment service
Standardisation of the recruitment process and service
Financial savings in the DHB investment in recruitment
Realignment of roles to focus on target market, candidate care and strategic recruitment improves quality of hire and retention
Improve reporting on recruitment metrics, such as tracking internal movement, drill down and trending capability
Online training provides consistency across DHBs, which also frees up recruiter time
1. Implement Onboarding to improve the management of employee inductions, and reduce the cost of recruitment
2. Implement two-way interface between HRIS and Taleo systems to reduce human error and increase efficiency. The interface is contingent on completion of 1. above.
3. Re-develop suite of regional and individual DHB reporting and analytics metrics, as part of the migration to the new OBI reporting tool
4. Processes are automated, such as offer letters/templates, scheduling of interviews, candidate expressions of interest, agency referrals, internal recruitment
5. Investigate potential for re-scoping/realigning roles to align with strategic direction of recruitment
6. Online Taleo training courses available to hiring managers and recruiters
Functionality available within the e-recruitment system is fully utilised.
Transactional recruitment processes are automated where possible.
Candidate experiences are enhanced
A new suite of reports is completed in OBI
Resources focused toward strategic recruitment, target market, and retention
A range of training courses and troubleshooting set up in Moodle, and made available to hiring managers and recruiters
6 mths per DHB
4 mths per DHB
??
Q1-Q3
Q4
Q4
(1) DHBs recruitment teams and Taleo system administrator
(2) DHBs IS departments, DHBs recruitment teams, HRIS system developer and Taleo system administrator
(3) Regional GMs, recruitment team leaders, and Taleo system administrator
(4) DHBs Recruitment teams and Taleo system administrator
(5) Regional GMs, DHBs HR consultants and DHBs recruitment team leaders
(6) Moodle developer and Taleo system administrator


Retention and recruitment strategies for rural and primary care workforces
Method to link sector together within a community and to recruit, orient and socialise new health professionals
Enable each Midland DHB to lever off the successes and learnings of each other and to develop shared programmes where these are appropriate
Clinical Training Centres
1.
General Practice:
1.1 Develop training placements opportunities for GP
trainees in vulnerable populations/hard to recruit
centres.
1.2 Consider placements within DHBs for those GP II
& III trainees seeking to experience another
vocational scope as part of their training
1.3 Determine training, provision and supervision models for GP practice across the Midland region.
Working with RNCGP, develop strategies to actively recruit GP registrars with the intent of providing them
2.
GP Registrars matched to vulnerable populations and areas of service need.
Q1-4
HealthShare Ltd (MRTN) in partnership with HWNZ, primary care and Directors of Clinical Training and RDoW, CEs and COOs.
REGIONAL SERVICES PLAN 2016-2019
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