Extract from the Draft Strategic Workforce Plan 2010-2011

Financial Context
This financial model is based on average salary per staff group and the Full Time
Equivalent (FTE) estimate is modelled on the estimated pay envelope detailed in the
Long Term Strategic Model (LTSM), which assumes achievement of the Trusts
financial savings. This plan is limited in that it gives a general idea of affordability of
FTE, assuming the make up of the workforce does not change.

FTE Estimate per LTSM

2010/11 2010/12 2010/13 2010/14 2010/15

Medical & Dental 694.65 651.37 601.41 568.81 537.98

Nursing & Midwifery 3050.82 2860.76 2641.34 2498.17 2362.77

Other Clinical 621.62 582.88 538.48 509.02 481.42

Other 1612.81 1512.33 1396.34 1320.65 1249.07

Total 5979.9 5607.34 5177.57 4896.65 4631.24

The shape of the workforce continues to be determined through the Trust’s

Transformation Programme, to ensure that the right skills and number of staff are in
post to provide excellent care to patients, taking into account any anticipated
changes in patient population or profile. For example if patients are moving into a
community setting at an earlier, more appropriate stage in their care, then a higher
proportion of the patients in UHNS will require more acute care requiring higher
skills, possibly increasing the average salary costs. The introduction of advanced
level support workers will support new models of care, but will also impact the
average salary for these staff groups.
The shape of the workforce [i.e. the grade mix/skills mix], once determined against
care pathways as part of ongoing work, will inform the Long Term Financial models
as regards changes to average salary and mix of staff in occupational groups. This
will enable financial plans and operational workforce plans to be reconciled and
aligned