FAQ
nursing projections project
- What is the project about?
- What is the main reason for undertaking the project
- How will it work?
- Who is leading the project?
- Who are HWIP?
- Who are CTA?
- Who are the Nursing and Midwifery WSG?
- Who is involved in the decision making?
- What is the reference group and who is on the group?
- How will you incorporate those of us with specialty area knowledge?
- What is an EAG and how will it work?
- What can I do to be involved or help?
What is the project about?
This project is a national initiative comprising a series of forecasting and workforce modelling exercises on the nursing workforce in New Zealand.
What is the main reason for undertaking the project
The project has developed in response to the widespread need to understand the current nursing workforce demand, supply and training requirements, and will help us plan for our national nursing workforce into the future.
The objectives of the programme are:
- To provide a global view of the current status of the nursing workforce.
- To produce nursing workforce projections based on differing scenarios to inform workforce planning and training decisions.
- To improve the quality of nursing workforce information within the Ministry and the health and disability sector.
- To provide a platform to improve the capability of the Ministry and the health and disability sector to undertake nursing workforce planning and funding allocation.
How will it work?
The ‘projections’ will be the first part of the project and will underpin future ‘planning’, as accurate workforce information is fundamental to the effective management and planning of health and disability services. It is also essential to adequately plan for undergraduate, post-graduate and post-entry clinical training.
The project has four stages, but will begin with the first two:
Project One - Macro View (currently in progress)
A report on the current status of the national nursing workforce:
- Funded vacancies – what would the workforce look like if all vacancies were filled.
- Graduation data – the number of graduate nurses and what areas they first begin working.
- Overseas entry data – the areas nurses from overseas are first choosing to work in.
- Attrition from the workforce.
- Nurse Practitioner, Registered Nurse, Enrolled Nurse, and Nurse Assistant numbers and areas of work.
- High level overview of workforce ethnicity
Project Two - Micro View (under development)
- Current and future workforce supply and distribution in specific service areas to assess post-entry training needs related to anticipated service development. Priority areas for projections include:
- Rural nursing
- Theatre Nursing
- Cardiothoracic
- Neonatal
- ICU/High Dependency
- Primary Care
- Aged Care
Note: these are only the first areas to be projected, others will follow.
Project Three - Professional Development (this will commence at a later date)
Estimates of demand for post entry training across the current workforce
An estimate of numbers requiring post-entry training including new graduate programmes and post entry programmes supporting competency development across services areas
Project Four - Regional Distribution (this will commence at a later date)
- Analysis of the current and future distribution of the nursing workforce at regional level including
- Development of scenarios to inform numbers and mix of nursing workforce required by regions based on known service development and the longer term impact of demographic change
- Identification of undergraduate training requirements at regional level to maximize optimum
workforce distribution across regions
Who is leading the project?
The project was initiated by the Ministry of Health Clinical Training Agency (CTA), who requested the services of the DHBNZ Health Workforce Information Programme (HWIP) and the Future Workforce Nursing and Midwifery Workforce Strategy Group.
Who are HWIP?
The Health Workforce Information Programme, based in DHBNZ Future Workforce Programme, is a strategic framework that delivers a health workforce information system to enable a central point for:
- The collection of health workforce data throughout the health sector
- Comprehensive analysis, modelling and forecasting of that workforce data that will produce key information for health workforce management and planning.
- HWIP achieve this through a collaborative, organised effort so that the health and disability sector as a whole can profile itself and plan for its future workforce needs.
Who are CTA?
The Clinical Training Agency is a part of the Ministry of Health. The planning and managing the purchase of post-entry clinical training for New Zealand health professionals is the CTA’s core business. However, the CTA also has a strong role in leading and supporting workforce development across the health and disability sector. The CTA has been at the hub of several workforce developments across the health and disability sector.
Who are the Nursing and Midwifery WSG?
As part of FUTURE WORKFORCE, six strategy groups have been established around key health and disability workforces including one for the Nursing and Midwifery workforces. For Nursing and Midwifery, the Strategy Group provides an overview, with sub-groups considering the specific issues for each workforce. Membership of the group is drawn from District Health Boards, with support from DHBNZ and external advisors.
Who is involved in the decision making?
The programme utilises the existing Future Workforce Nursing & Midwifery Strategy group to provide guidance. A Programme Reference Group has been brought together to provide more specific advice.
What is the reference group and who is on the group?
This group is representative of the national nursing workforce with the following members:
- CTA Nursing Portfolio Manager
- Future Workforce Portfolio representative
- Ministry of Health Chief Nurse
- DHB Chief Operating Officer Representative
- Nurse Executives NZ Representative
- Te Pou Representative
- NETS Representative
- Nursing Council Representative
- Private Nursing Workforce Representative
The reference group is developed to give:
- Advice to HWIP Programme on appropriate goals
- Education of colleagues on programme
- Advice on appropriate people to contact for Expert Advisory Groups (EAGs)
| Name | Title |
|---|---|
| Karolyn Kerr | Project Manager, HWIP |
| Anna Schofield | Nursing Leadership Manager, Te Pou |
| Heather Baker | Senior Lecturer, Nursing School of Nursing, University of Auckland |
| Jocelyn Peach | Director of Nursing and Midwifery, Waitemata DHB |
| Mark Jones | Chief Nurse, Ministry of Health |
| Vicky Noble | Director of Nursing, Primary Health Care, CCDHB |
| Maree Cassidy | Clinical Services Manager and Professional Nurse Advisor, Mercy Ascot Hospital |
| Daria Martin | Portfolio Manager, CTA |
| Andrew Potts | General Manager, Adult Health Services, Waitemata DHB |
| Andrea McCance | Registrations Manager, Nursing Council of New Zealand |
| Jane O'Malley | Director of Nursing and Midwifery, West Coast DHB |
| Shona Wilson | Advisor, HWIP |
| Liz Manning | Project Manager, Future Workforce |
| William Hamilton | Manager, HWIP |
How will you incorporate those of us with specialty area knowledge?
Expert Advisory Groups will be formed, as required, to inform the programme team on specific nuances related to speciality areas of work supply and demand issues.
What is an EAG and how will it work?
EAGs are formed to incorporate those in the sector with knowledge of the workforce issues in a specific specialty area. Their role is to assist in raising specialty specific issues which should be taken into account when making projections around future needs.
EAG members are required to attend two meetings, either in person or by teleconference, therefore must be supported to do so by their employer. Once the model has been developed, EAG members are asked to provide feedback on the assumptions made and the structure of the model.
What can I do to be involved or help?
Provide your nursing workforce data. The projections team need up-to-date nursing workforce data to make the project outcomes as accurate as possible. To do this the team are relying on the Nursing Council NZ, education providers, H.R departments, managers and nurse leaders (particularly Directors of Nursing),to contribute their nursing workforce data.