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People Plan
Foreword
Introduction
Our context
Our ambition
Our workforce today
Current challenges
Five pillars of our People Plan
Opportunities for all
Delivering the plan
Programmes
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Mental Health, Learning Disability and Autism programme workforce
Diversity in the workforce
Retention of the workforce
Embedding new ways of working
Looking after our people
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Our workforce today
We have a directly contracted workforce of
110,000
. Of these NHS employed workforce (Trusts and communities of interest companies) account for
56%
, adult social care
37%
, primary care (GP practices)
6%
and childrens’ social care
2%
.
Of the
56,000
adult social care jobs,
50,000
are in the independent sector
The NHS workforce is
77%
female, while the social care workforce is
83%
female
The social care workforce is
83%
White and
17%
minority ethnic colleagues, while the NHS workforce is
79%
White with
21%
of colleagues from ethnic minorities communities
Around
25%
of staff are
over 55
years old for both health and social care
In primary care the pipeline for GPs is very strong, so while GP numbers have decreased by
2.8%
since 2018, the number of registrars has increased by over
64%
, which will provide a significant increase in newly qualified GPs in 2024/25
The dependence on care workers is striking; the total number of care worker roles region-wide is nearly
three times
the number of all nursing, midwifery and health visiting staff.
Turnover trends, for NHS trust staff in West Yorkshire, are in general
lower in 2020 and 2021
than they were
5-6 years ago
and in most staff groups are relatively stable.
In the voluntary community social enterprise sector (VCSE) there are currently
34,100
employees delivering
56 million
working hours a year.
The average turnover of staff in adult social care is
31.2%
in West Yorkshire. This is similar to the regional turnover rate of
31%
and the national average of
30.4%
. However, within the West Yorkshire averages there is wide variation between local authority areas and staff groups, with vacancy rates in some areas twice that in other, and vacancies and turnover for registered nurses being considerably higher than other staff groups. Therefore, sharing best practice is a significant opportunity.
Overall, staff vacancy rates remain relatively stable, but nursing and midwifery vacancies and medical and dental vacancies tend to fluctuate more. The current trend for nursing and midwifery is increasing with recent vacancy levels of
11.8%
.
List of pages
Foreword
Introduction
Our context
Our ambition
Our workforce today
Current challenges
Five pillars of our People Plan
Opportunities for all
Delivering the plan
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Workforce home
People Plan
People Plan
Foreword
Introduction
Our context
Our ambition
Our workforce today
Current challenges
Five pillars of our People Plan
Opportunities for all
Delivering the plan
Programmes
Programmes
Mental Health, Learning Disability and Autism programme workforce
Mental Health, Learning Disability and Autism programme workforce
Diversity in the workforce
Retention of the workforce
Embedding new ways of working
Embedding new ways of working
Collab bank
Looking after our people
Staff Mental Health and Wellbeing Hub
Staff Mental Health and Wellbeing Hub
Support for me
Support for me
Get Support
Self Referral
Let's talk menopause
Local place support
Managing stress
Support for my team
Support for someone else
Get urgent help
News
News
Back to Partnership website