Page 56 - Statement of Intent 2015/16

4.3 Workforce
The health and disability sector continues to face increased demand for services along with rising public expectations as to how services are delivered. There is also a strong requirement for simpler, more standardised ways of doing things to release resources for better use elsewhere and build a platform to develop a workforce with more generic skills that is flexible and able to work in integrated service models across hospital and community settings. We will continue to work with the Regional Director of Training and support the regional approach.
4.3.1 Managing Our Workforce within Fiscal Restraints
Waikato DHB has been undertaking activities to build our workforce capability and capacity since 2008. The issues now as then are similar:
 we still have an ageing workforce - our average age is 47 and it is higher in our rural and small town workforces
 it is still not easy to attract health professionals to rural and semi-rural locations
 if nothing changes, the demand for services will exceed the workforce’s capacity.
To continue to answer the above issues in 2015/16 we think we need to focus on the following:
 Reliable workforce data;
 Recruitment to hard to fill areas;
 Pathway to health careers;
 Care assistant training;
 Leadership competencies;
 First line manager skills;
 Nurse prescribing;
 Dedicated education units;
 Vulnerable children;
 Nursing skill mix;
 Nurse Practitioners.
4.3.2 Strengthening Our Workforce
Much of the service based workforce development is covered in the Regional Services Plan. The Waikato DHBs workforce plan includes only those things which are specific to the organisation which aren’t already covered in the Regional Services Plan. Much of the 2014/15 work needs to continue until it is completed and some has transferred to business as usual.
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