In addition to strategic oversight, the role encompasses leadership responsibilities, communication with stakeholders, and the delivery of specific key performance indicators. The post holder will engage with various teams to foster a culture of best practices, ensure compliance with training standards, and promote research and educational opportunities. The position also requires the ability to manage complex workloads, maintain professional registrations, and uphold high standards of confidentiality and risk management within the Trust.
The Workforce Development Lead is responsible for the development and sustainability of high-quality, innovative workforce initiatives within the Trust. This role focuses on implementing the Trust's workforce strategy, building capacity, and supporting clinical workforce initiatives. The Lead will engage with the Trust's Education and Training board and Nursing/AHP Education Faculty to support workforce transformation and build a sustainable Nursing/AHP community.
Main Responsibilities
Lead the development of the Clinical, Nursing/AHP, and wider workforce as outlined in the Long-Term Plan.
Provide insights into workforce development issues to support Nursing, AHP, and wider workforce supply across the health and care system.
Collaborate with the Nursing, AHP, and senior leadership team to develop and implement the Trust's strategic workforce plan.
Support professional development objectives through training and education for registered Nurses, Midwives, AHPs, and other clinical groups.
Support initiatives such as Return to Practice, Widening Participation, Apprenticeships, Pre-Graduate learners and international recruitment.
Implement the Trust's workforce development strategy with a focus on management and leadership development.
Ensure alignment with local and national workforce development and education guidelines.
Deliver on specific KPIs and ensure alignment with the Coventry and Warwickshire People Plan.
The Workforce Development Lead has leadership responsibility for the ongoing development and sustainability of high quality and innovative workforce development within the Trust.
Responsible for leading on the implementation of Workforce development Trust's strategy with a focus on building capacity and structures to support Clinical workforce initiatives. To actively engage with the Trust's Education and Training board, and system Nursing/ AHP Education Faculty's tosupport the Nursing /AHP workforce transformation to build a strong, sustainable Nursing/AHP community across the region. The post holder will have specific responsibility for: Delivering on the development of the Clinical, Nursing/ AHP and wider workforce, as outlined in the Long-Term Plan by providing local, regional and national organisations with dedicated insight into Nursing and AHP and wider workforce development issues to support and build the Nursing and AHP and wider workforce supply across the health and care system.
Work alongside the Nursing and AHP and senior leadership team and will be responsible for leading on the development and implementation of the Trust's People strategic workforce plan. The education and training strategy with a focus on building capacity and structures to support workforce development priority initiatives.
About us
Key responsibilities:
The post holder will be responsible for supporting the professional development objectives of the wider workforce through commissioning and delivery of training and education, this includes supporting workforce development of registered Nurses, Midwives and AHP and other clinical professional groups in line with LDA contract e.g., Pharmacy at SWFT.
Return to practising
Widening participation, Apprenticeships, and International recruitment Development of mid to late career clinical graduates.
The post will be responsible for implementation of the Trust strategy relating to workforce development and continuing professional development for the Workforce at SWFT with specific focus on management development and will act as a point of contact for advice and expertise in regard to workforce development. The post holder will ensure the workforce development and education agendas are aligned and follow local and national guidance.
The Workforce Lead is responsible for delivery to specific KPIs and to ensure alignment with the Coventry and Warwickshire People Plan. The role will be integral to ensuring excellent communication with the senior staff across the Trust as well as with external agencies and HEIs. The post holder will be supported by and escalate to the Strategic Lead as required.
Leadership and management:
To provide high profile leadership and support to all staffing groups to ensure education governance requirements are met and sustained across the Trust.
To lead and support commissioning and ensuring delivery of quality education and for learners with SWFT.
To deputise for the Head of Education, Learning and Workforce Development, at meeting relevant to training and educations required.
To be accountable for ensuring that all required reports are prepared and submitted within the agreed timescales to a high standard.
To lead and empower all staff and to challenge poor practise and behaviour which could compromise patient care.
To be responsible for the delivery of Education and training strategies by working closely with Clinical Leads, ADNs and GDNAs to foster a culture that embeds best practise and sustainable change, that will harness innovations and technologies and design out risk.
To act as expert advisor to other services and external bodies as required.
Support the Head of Education Learning and Workforce Development to develop the infrastructure to support high quality training and education for workforce .
Education, Workforce and Research
To support and drive workforce educational development opportunities and oversee the delivery of robust workforce and educational pathways for all Trust staff both clinical and non-clinical.
To review and utilise themes and trends from workforce, research, development and education, performance metrics, university, and student feedback to inform the workforce objectives and education strategy.
The post will identify and share best practise and lead on internal and external educational peer audit reviews.
Work closely with the HEIs and external partners to ensure best practise and compliance with national guidance in any projects.
To contribute to the development of the annual training plan for workforce in conjunction with key stakeholders and ensure this reflects strategic priorities.
To lead on the development of robust educational and development programmes for all staff, delivering consistent assurance that all Trust staff are equipped with required knowledge to undertake their roles and support learners in practise in alignment with professional responsibilities and standards.
support the development and standardisation coaching and mentoring for all workforces.
To represent SWFT at local and national events if required including presentations and delivery of reports.
To encourage and actively promote research and audit with professions contributing as necessary in line with strategic priorities.
To ensure that workforce, education, and training policies are reviewed and developed in line with national and local best practise guidance and/or legislation and that an assurance framework is in place to monitor compliance.
Will be responsible for the commissioning of education and training as agreed within the learning needs analysis and CPD funding arrangements.
Will develop and submit education bids to support workforce Development of clinical workforce, monitoring and reporting back on spend against outcome measure to NHSE.
Communication:
Establish and maintain communication links with all stakeholders.
Act as a representative for the Trust in relation to education and training with other external organisations such as NHS Trusts and higher education institutes.
Chair and support meetings related to workforce development projects as required.
Professional and Quality:
To develop and maintain governances structures of the Trust and the quality improvement frameworks within the groups.
To support the development of systems to measure performance at ward, department and service level.
To support implementation of specific initiatives within the organisation as required with the strategic Leads.
Ensure professional registration and continuing professional development as required of a registered professional.
Support the delivery and achievement of local and national programmes of work relating to workforce development.
Work independently and manage own complex workload.
Utilise datasets and templates to present information as required by the Trust and NHSE.
Ensure information is presented in accordance with professional and the Trusts standards.
Promote, develop and implement professional standards and good practice.
Demonstrate good time management skills and ability to work to tight deadlines.
Personal and Professional Development:
Be accountable for your own actions in accordance with the professional code/other regulatory bodies, as appropriate.
Maintain professional registration and revalidation portfolio as required by the regulatory bodies, as appropriate.
Maintain personal and professional development to meet the changing demands of the job, participate in appropriate training activities and encourage and support staff development and training. Gather, assess, assimilate, interpret and analyse highly complex information, delivering a clear rationale for actions, outcomes and strategies.
Demonstrate a high level of reflective practice and competence in reasoning and decision making.
Escalate any concerns through the appropriate mechanisms and contribute to and support any processes as a result of these concerns. Demonstrate initiative, decision making and problem solving skills
Contractual Responsibilities:
Confidentiality The post holder must maintain confidentiality, security and integrity of information relating to patients, staff and other Health Services business.
Health and Safety All staff must be familiar with the Trust Health and Safety Policy, including a thorough understanding of personal responsibilities for maintaining own health and safety and others.
Risk management All staff need a basic working knowledge of risk management to enable them to participate in identification control of all business risks that they encounter in there are of work.
Equal and Diversity Everyone has the opportunity to be treated with dignity and respect at work and has a clear responsibility to comply with the detail and the spirit of the Dignity at Work Policy.
Infection Control and Prevention The Trust is committed to minimising any risks of healthcare associated infection to patients, visitors and staff. All employees are required to be familiar with and comply with Infection Prevention and Control policies relevant to their area of work.
Safeguarding Vulnerable Adults and Children The Trust is committed to ensuring the safeguarding of vulnerable adults and children in our care. All employees are required to be familiar with their responsibilities in this area and to raise any concerns as appropriate.
Conflict of Interest The Trust is responsible for ensuring that the service provided for patients in its care meets the highest possible standard. Equally, the Trust is responsible for ensuring that staff do not abuse their official position for personal gain or to benefit their family or friends. The Trusts Standing Financial Instructions require any officer to declare any interest, direct or indirect, with contract involving the Trust. Staff are not allowed to further their private interests in the course oftheir NHS duties.
Working Time Regulations The Working Time Regulations 1998 require that you should not work more than an average of 48 hours in each working week. For example, in a 26 week period you should work no more than 1248 hours. Employees may choose to opt out by providing written notification as appropriate.
The above duties and responsibilities are intended to represent current priorities and are not meant to be an exhaustive list. The post holder may from time to time be asked to undertake other reasonable duties and responsibilities. Any changes will be made in discussion with the post holder according to service needs.
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