Page 73 - Regional Services Plan 2016/19
P. 73
Name
Benefit Description
Deliverable
Measure
2014/15
2015/16
2016/17
Accountability
Develop a sustainable model of RMO training and mentorship across the region which match anticipated SMO vacancy models
Q2 (2, 3,4)
Workforce planning for Elective services
Future workforce requirements are identified and plans developed to ensure appropriate care provision continues.
A system in place for capturing up-to-date specialist capacity for each DHB and the region as a whole
Regional planning to capture workforce constraints and shortages, with the view of sharing resources where practicable
Implement a regional production planning model that identifies the capacity of DHBs to deliver elective services at sub-specialty level, in order to match capacity and demand across the region
Forward planning for regional service delivery including investigating regional appointments
Q1 ongoing (2)
Q1 ongoing (2)
(1) HSL RDoT & Workforce Analyst Role.
(2) Regional Clinical Networks (3) Midland DHBs
(4) HSL
Workforce planning for Mental Health
services
Future workforce requirements are identified and plans developed to ensure appropriate care provision continues.
Workforce initiatives aligned to national drivers.
Undertake a regional workforce stocktake and needs analysis
Implement and support recommendations
Establish workforce priorities annually
Identify opportunities to build Midland capacity in Infant Perinatal Mental Health & Addictions
Infant Perinatal workshops are delivered across Midland
Q1 start 2016
Complete (2)
(1) HSL MH&A Workforce Planning Lead and Te Pou
(2) Regional Mental Health Network
(3) Midland DHBs (4) HSL
Workforce planning for Trauma services
Trauma clinicians in the Midland region maintain competency and skill aligned to current best practice through the development of a tool for staff working in the area of trauma (e.g. nursing, Trauma Oriented Consultants (TOC), core staff)
Determine orientation and training requirements for staff specialising in and/or providing trauma care
Develop a professional development pathway for staff involved in trauma patient care
Review opportunities for regional support of training and professional development
Q4 (2, 3)
Q4 (2, 3) Q4 (2, 3)
(1) HSL RDoT & Workforce Analyst Role.
(2) Regional Clinical Networks (3) Midland DHBs
(4) HSL
Workforce planning for Child Health Services
Workforce - Plan for a sustainable generalist and specialist paediatric workforce
Identify child health workforce
across the primary, community and secondary sectors (head count and FTE)
Identify current workforce shortages or vulnerable
Q4 (1 & 2)
(1) HSL RDow & Workforce Analyst.
(2) Regional Clinical Networks (3) Midland DHBs
(4) HSL
REGIONAL SERVICES PLAN 2016-2019
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