Page 69 - Regional Services Plan 2016/19
P. 69
Name
Benefit Description
Deliverable
Measure
2014/15
2015/16
2016/17
Accountability
WF4
Ageing workforce strategies
The “Ageing Workforce in DHBs Supplementary Survey Report 2014” prepared for the NZ Human Rights Commission details the results of a survey that the Midland DHBs can use to develop a guideline document. This document will ensure DHBs deliver relevant strategies to meet the needs of an ageing workforce. Recognition is given of current strategies being delivered and in many situations this is on a case by case basis.
1.
To meet the findings of the Report the guideline document will recognise that DHB workers:
seek an older age for
retirement and seek financial
stability
prefer a challenging and
rewarding role
want to feel valued and
recognised for their skills
seek the same elements in a
role as younger people
want to learn and master
new skills
Flexible Work Arrangement policy and procedures will ensure DHBs comply with legislation.
2.
3. DHBs will have the ability to review their activity targeting the ageing workforce for future access.
1. Develop a regional guideline document for local implementation (as required) that will inform relevant strategies to meet the needs of an ageing workforce as informed in the Report. Proposed activity include:
(i) Implementation of appropriate workplace health
and safety strategies
(ii) Succession planning for identified critical roles
(iii) Career planning on a case by case basis as
appropriate
(iv) A recognition and values programme that
recognises the contribution of older workers to
the DHB (age discrimination)
(v) Planned exits for employees to enable DHBs to
tap into the valuable skills and knowledge of motivated retirees for service delivery, training and mentoring
(vi) Reduce pressure on filling vacancies by retaining this workforce on a case by case basis
2. Develop and implement an annual review process that will enable DHBs to evaluate the effectiveness of strategies, to trial new models and to share ideas.
Annual Review
Q3-4
Q4
(1) Taranaki as the lead DHB (2) HR GMs
GMsHR
Strengthening health workforce intelligence
WF5
Workforce Intelligence and modelling
Workforce planning:
Improves our understanding of
current demographics
Enables us to model workforces for
future needs
Design and build a workforce forecast modelling tool and populate with data to enable workforce modelling and forecasting. Provide demographic information and forecasting model for all workforces identified by the Clinical Networks and GMsHR group and some base line intelligence out lined in workforce delivery WF3.
Support Clinical Networks in the design of new models of care based on the workforce modelling tool.
Q4
(1) HealthShare Ltd in partnership with GMsHR, HWNZ and Clinical Networks.
REGIONAL SERVICES PLAN 2016-2019
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