In line with requirements of the NHS England Long Term Plan, we are reviewing job planning for clinical nurse specialists, education and corporate nurses across our hospitals. These roles include some of the organisation’s most experienced and senior staff and their expertise is highly valued.
This job planning will help to understand how we can further develop and support colleagues and service delivery, whilst improving productivity and reducing variation.
Experience and feedback from the pilot groups:
Experience and feedback from the pilot groups taking part in the Nurse Job Planning will be shared during an online session hosted by Group Chief Nursing Officer, David Melia, and Deputy Chief Nurse, Colin Hont, on 17 March, between 3-4pm.
Click here to attend, or add the link to your calendar. This meeting will be recorded and shared for colleagues unable to attend.
Allocate drop-in Sessions:
Thursday 20 March 1-2pm Join the meeting now
Thursday 27 March 1-2pm Join the meeting now
Thursday 3 April 1-2pm Join the meeting now
Thursday 10 April 1-2pm Join the meeting now
For any queries please contact; NurseJobPlanningSupport
The aim for the Nurse Job Planning work is:
- to support these clinical colleagues to have a job plan which aligns with NHSE requirements and will also enable us to provide equitable and consistent bands, responsibilities and development opportunities that colleagues have asked us to deliver
- to ensure job plans align with service requirements and relevant financial tariffs are aligned to these roles
- to help to make the best of our skill mix across the Trust and support future workforce planning.
There will involvement from representatives from clinical nurse specialists, education and corporate nursing throughout the process and they will help to shape the work.
Useful documents
| Thumbnail | Title | Date Posted |
|---|---|---|
 |
Nurse Job Planning Clinician Training Enrolment Guide | 05/02/2025 |
|
Nurse Job Planning Demo Training Enrolment Guide | 05/02/2025 |
Frequently Asked Questions
Q: What is a job plan?
A: A job plan is an annual prospective agreement between employers and clinicians, it outlines the work the clinician does for the NHS organisation.
Q: Why are we being asked to submit a job plan?
A: This is aligned to the NHS England Long Term Plan commitment, which expects all the clinical workforce to have an e-job plan, except staff who work exclusively in one clinical area (eg purely ward-based staff). It is to have a better understanding of what services we have in place and how to support CNSs, education and corporate nurses in their development, ensuring a standardised approach.
Q: What are the benefits of a job plan?
- Positive impact on patient outcomes. By aligning workforce resources to patient need, resources can be focused on the areas with the highest impact for patients.
- Empower staff to shape services. Easy access to reliable data will enable staff to build stronger cases for service redesign.
- Improve understanding of the multidisciplinary team’s contribution to the patient pathway. By providing easily accessible data, e-job planning can clearly document the input of each professional group to a patient’s care, improving board-level understanding of its role in care delivery as well as improving income recovery for its work.
- Improve staff morale, health and wellbeing. More efficient staff deployment alongside improved expectations of the workforce’s capacity for service delivery should reduce understaffing, and its associated stress. Additionally, if implemented appropriately and collaboratively, the process is more transparent, consistent and fair.
- Improved staff recruitment and retention.
- Improve responsiveness of services to changing clinical demand. Routine, annual review of service delivery, alongside accurate and timely data, should enable identification of changing patterns of clinical demand. Service design can then be recalibrated to incorporate these changing service requirements.
- Improve use of resources. Reporting of metrics such as planned versus delivered direct clinical care sessions ensures that agreed individual and team e-job plans are being delivered and subsequently provides an evidence base to inform organisational planning processes.
- Increase visibility of workforce capacity to the board. Detailed reporting of key performance indicators (KPIs) and other e-job planning data enables improved board oversight of workforce planning.
- Reduce bank and agency spend. For some workforce groups, early identification of a shortage in workforce resources enables forward-planning to manage this discrepancy in a way that avoids the excessive use of bank and agency
Q: What are the four categories used for a job plan?
A: Direct Clinical Care (DCC), Supporting Professional Activities (SPA), Additional NHS Responsibilities (ANR), External Duties (ED).
Q: What counts as Direct Clinical Care (DCC)?
A: All clinical and clinically related activity such as MDT meetings, patient related administrative tasks, digital health activities (e.g. virtual clinics that use digital communication platforms, telehealth monitoring, etc.) and undertaking laboratory or other diagnostic work
Q: What counts under the category for DCC for corporate and educational nurses?
A: Non-individual patient attributable, activity which indirectly impacts patients such as undertaking a LQA, providing clinical training.
Q: What counts as Supporting Professional Activities (SPA)?
A: Activities that support clinical care such as Appraisals, teaching, training, mandatory training, research, audit, CPD (Continuous Professional Development).
Q: What counts as Additional NHS Responsibilities (ANR)?
A: Appointed roles within the Trust or wider NHS such as FTSU (Freedom to Speak Up) guardian, clinical governance lead, NHSE advisory committees, etc.
Q: What counts as External Duties (ED)?
A: External roles that bring benefit to the NHS but are not connected to agreed job plan outcomes (often externally funded) such as Academic posts, roles in professional bodies or Royal Colleges, consulting work, etc.
Q: Do I need to log everything I do across the year?
A: No just log your core activities; daily, weekly, monthly. The objective is NOT to overpopulate your job-plan but to capture the main activities that are being carried out over a specified time.
Q: Will I be asked to review my Job Plan?
A: Yes, job plans should be reviewed on a yearly basis.
