Workforce 21: Delivery culture: flexible and engaged workforce with a positive culture of delivery 22: Highly skilled: Trained and transformed with the skills and capacity to do the job well Statement of need Our workforce is skilful, talented and has a deep understanding of the data and information that we use. However, the way in which teams operate is inconsistent. In the future, we will need to handle more data and use new tools and techniques that require a new mix of skills in our teams. Our capacity and capability will need to be fundamentally different. We need to drive a transformation through training, adjusting skill mix, new approaches in teams and the recruitment of new talent to ensure that we are fit for the future. Strategic initiatives to deliver Project Description Milestones Deliverables Tactical Recruitment of data Nov 2016 Defined resource requirement recruitment management specialists (grade & job description) for and data scientists to recruitment campaign address short term needs. Apr 2017 Staff in position Centralisation Shift from large, generic Feb 2017 Pilot target operating model, of specialist analytical teams to concentrating data management data functions specialisation in teams activities into DM service. leading data processes. Apr Sep 2017 Phased roll-out across all teams – External and Development and delivery Oct 2016 8c staff rotation internal staff of a programme to rotation team members in new tbc Further rotations tbc environments to spread and adopt learning through professions. Skills mapping Understanding current tbc Reference skill list for each skills against an agreed profession reference. Mapping of current staff skills against the reference, for each profession. Capacity and Review of capacity and Nov 2016 First draft report capability capability across NHS review Digital.
Workforce 21: Delivery culture: flexible and engaged workforce with a positive culture of delivery 22: Highly skilled: Trained and transformed with the skills and capacity to do the job well Statement of need Our workforce is skilful, talented and has a deep understanding of the data and information that we use. However, the way in which teams operate is inconsistent. In the future, we will need to handle more data and use new tools and techniques that require a new mix of skills in our teams. Our capacity and capability will need to be fundamentally different. We need to drive a transformation through training, adjusting skill mix, new approaches in teams and the recruitment of new talent to ensure that we are fit for the future. Strategic initiatives to deliver Project Description Milestones Deliverables Tactical recruitment Recruitment of data management specialists and data scientists to address short term needs. Nov 2016 Apr 2017 Defined resource requirement (grade & job description) for recruitment campaign Staff in position Centralisation of specialist data functions Shift from large, generic analytical teams to specialisation in teams leading data processes. Feb 2017 Apr – Sep 2017 Pilot target operating model, concentrating data management activities into DM service. Phased roll-out across all teams External and internal staff rotation Development and delivery of a programme to team members in new environments to spread and adopt learning through professions. Oct 2016 tbc 8c staff rotation Further rotations tbc Skills mapping Understanding current skills against an agreed reference. tbc Reference skill list for each profession Mapping of current staff skills against the reference, for each profession. Capacity and capability review Review of capacity and capability across NHS Digital. Nov 2016 First draft report
data_and_information_strategy_-_version_1.docx