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Workforce Analyst

Job Description

This is a key developmental and improvement role within the People Directorate, providing information and analysis from the many metrics and indicators from across workforce and the people data to support directorate business and service delivery.

• The provision and maintenance of accurate data relating to current and forecast staffing structures and the vacancies.
• The provision of intelligence of future workforce needs, support both succession and talent management.
• The timely production of accurate workforce reports for Trust Board/executive team, directorate and ward/departmental use.
• Supporting the Project management of the development of a data reporting system and process workforce planning
• Supporting the development of a robust information suite that brings together workforce and people related data
• Supporting the design and production of reporting templates that draw on the cross cutting data themes to support planning and transformation activities including in-year monitoring
• Advising and coaching staff on the use of information

• Analyse complex data relating to clinical and non-clinical staff establishments and labour markets. To benchmark the following against comparator healthcare organisations and Trusts:

• Through establishment and skills audits to maintain a database of accurate and up-to-date workforce information so real time and future/forecast statistics and data can be drawn down to understand the current workforce and the talent contained within it
• To provide detailed plans both of current and future workforce requirements to enable the Trust to take a proactive approach to both recruitment and retention of its staff ensuring a first class, skilled team to provide safe and high quality care to our patients.
• To support with the maintenance of the Trust wide workforce plan and report on this as required.
• To work alongside internal departments such as Finance, HR, Informatics and Central Recruitment Services to deliver a robust workforce planning service.
• To work collaboratively with external organisations such as HEE, NHSI and Humber and North Yorkshire health and care providers to support the wider workforce planning agenda.
• To provide a bespoke workforce analytical service including ad hoc workforce data requests, Freedom of Information requests and creating workforce dashboards to support projects and service performance.
• To lead on the collation, analysis and timely submission of National Workforce returns such as Gender Pay Gap and Workforce Equality Standards and compiling board level reports.
• To provide advice, guidance and statistical data as required and present complex data so it can be easily understood.
• To work with all clinical and non-clinical areas to understand their staffing skills matrix to inform complex succession planning, proposing creative workforce solutions.
• To provide day to day line management responsibilities of ESR administrator including providing effective training, development and review of performance in line with Trust policies and management of sickness absence by maintaining contact while absence and return to work meetings.
• To support with the development of the Trust level workforce informatics reporting suite.
• The post holder would be required to work closely with Directorates and senior managers to support with regards to workforce, looking at innovative changes to posts (to overcome hard to fill post issues) and teams, crossing professional boundaries to equip the Trust to deliver a workforce fit for the future in our ever-changing environment.
• To assist the wider People Directorate to deliver information and analysis to support the delivery of excellent clinical services, including dashboard creation, database management and sharing best practice.
• Consider what data is needed and in what format to effect improvements in both service delivery and workforce planning.
• Participate in the development introduction, design and monitoring of key performance indicators that cross the qualitative and quantitative arms of the People Directorate.
• Champion an information and analysis culture for the People Directorate and Clinical Divisions.
• Develop a process and system that addresses the complex and complicated information required to enable the Trust to understand and manage performance across People and Organisational Development activity.
• Developing / adapting / designing a system and processes for triangulating and comparing data across quantitative and qualitative data sets.
• Test systems through audits and surveys for proof of concept and functionality.
• Produce information for senior clinical and management meetings and a range of external stakeholders, including commissioning and regulators.
• Collate information to feed into monthly performance monitoring systems.
• Provide accurate and timely reports for information and ensure reporting timetables are met.
• Ensure that performance dashboards reports/reflect the key deliverables within the patient experience and staff experience strategic plans and includes all requirements against which trust performance is monitored externally.
• Increase understanding in relation to the future data and information requirements of any performance dashboard.
• To benchmark current performance across a range of indicators with an identified set of peer organisations to identify opportunities for improvement.
• Be responsible for designing and implementing a service level vision for the use of people related data.
• Work with colleagues in Clinical and Corporate directorates as appropriate to ensure dynamic interfaces with regards to data; local and organisational ‘fit’ and to consult with and adapt as necessary 3 to meet the multifaceted requirements.
• Provide a legacy data information and analysis system that the Trust can use going forward.
• Develop guidance for the use of the People and workforce data reporting dashboards

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