An engaged, committed, robust and skilled workforce is the key to any successful organisation. Western Health is an organisation of people that provide healthcare to people, so to achieve our Purpose the effective management of our workforce is integral. There are many factors, both internally and externally, that impact on workforce management – so an informed, strategic and multi-facetted plan is essential.

As the largest workforce group, which is uniquely involved in all aspects of healthcare and the patient journey, our nurses and midwives have a critical role to play in shaping the future of Western Health.

There is no doubt that the current local, national and international nursing and midwifery workforce challenges are greater now than any other time in our careers. After years of having projected a shortage of nurses and midwives, as the COVID-19 pandemic has globally impacted on all elements of healthcare the demand for healthcare professionals exceeded the available supply. The last couple of years has seen the predicted shortages become a reality.

The reasons for the shortages are varied and include fatigue and the direct impact of the pandemic on the workforce, an ageing workforce, and a growing preference for part‑time work. Western Health has not been immune to the effects of this shortage of nurses and midwives, however our planning has placed us in an enviable position. Western Health’s Nursing & Midwifery Workforce Plan 2019-21 has been instrumental in placing the health service in a strong workforce position, which has allowed us to continue to grow and be responsive to meet the healthcare needs of Melbourne’s west.

The evolution in health care delivery has not only continued, but it has been fast-tracked due to the pandemic spurring on innovation like no other time seen in recent history. This has resulted in new models of care, new roles, increases in community- based healthcare and the increased use of technology. These evolutions in care have seen an increase in the complexity of care and a greater requirement for clinicians to have highly developed skills in supervision and delegation.

On top of these currently challenges, Western Health is a rapidly growing health service. Over the next 6 years we will almost double in
size, with the new Footscray Hospital, Melton Hospital, mental health services and community hospitals coming on line. It is therefore vital that we have a robust Nursing & Midwifery Workforce Plan for the upcoming 5 years to ensure that we build upon the successful initiatives of the past, to include actions that strategically meet the current and future requirements.

The Nursing & Midwifery Workforce Plan 2022-26 has been launched, and is also available in a Plan-on-a Page for easy viewing.

The key elements of the strategy are:

Workforce Analysis and Forecast Future Need

This involves establishing a clear understanding of what is required in terms of the nursing workforce here at Western Health, examining its strengths and weaknesses and the internal and external factors that influence the current and future nursing demands.
This involves identifying changes to service delivery and service demands.

Analyse gaps

A key component of this aspect is the assessment of the characteristics, capacity and capability of the workforce. The access to data and capacity to predict nursing EFT shortfalls and trend over time is vital if gap analysis is to be achieved.

Develop and implement strategies

In developing strategies, the planning and design of specific programs and projects that enable nursing to develop and maintain a capable workforce is crucial. The keys to this include access to post graduate education programs, support for new graduates and other staff development programs. The implementation of the strategies is a task for all stakeholders and requires significant organisational support.