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761 The development of a workforce planning toolkit for occupational health nursing services in ireland
  1. S Carolan,
  2. D Moriarty,
  3. S Kane,
  4. K Nolan,
  5. C Kelleher,
  6. M Cagney,
  7. N Riordan
  1. Workplace Health and Wellbeing Unit, HSE, Human Resources, Dublin, Ireland


Introduction At a time when health resourcing costs are contracting, it is vital that services examine the potential to maximise the efficiency of their services and resources.

The objective of workforce planning is to develop knowledge and intelligence data on the workforce, to inform decisions at local level and to drive improvements in Occupational Health service outcomes.

Methods Organisational Development Approach/Practice Development Approach

The workforce planning approach involved the following points -

  • The main stakeholders were committed to and involved in the planning process with clear lines of responsibility and accountability being defined.

  • Build from a structured information base on current staffing, and relevant activity for departments.

  • The development of an overview analysis to identify need for and scope for change.

  • An agreed unit workforce plan, which included a cycle of review and update.

  • Support at National Level was a key factor in this project

  • The Team Project was part of a Future Leaders Programme with the Royal College of Surgeons in Ireland, Institute of Leadership.

Result Approved Workforce Planning Toolkit

  • The toolkit is robust addressing measurement of demand, capacity, capability, key performance indicators,and business planning.

  • It has been used within the Workplace Health and Wellbeing Unit for OHS, the toolkit is continually reviewed to ensure that it is user friendly to acknowledge differences in work practices and at the same time promote standardisation.

Discussion Optimising Healthcare Workers

  • This toolkit provides a framework for workforce planning within Occupational Health Nursing

  • The WHO (2016) predicted a significant shortfall of healthcare workers.

  • Further work needs to be done in relation to integrated succession planning for Occupational Health Services.

  • Staffing
  • Operational
  • Strategic

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