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Developing capacity and an estates and facilities workforce

DH Estates and Facilities Division is developing capacity and the workforce during 2005-2006. A new project has been set up within DH Estates and Facilities to ensure that the good work and learning gained, continues after the abolition of NHS Estates and its previous partner the NHS University.

The project was under the leadership of David Whiteley, project managed by Ruth Benjamin.

The project work had a significant impact on the profile of estates and facilities both internally and externally. The needs of the E and FM workforce were identified and actions were taken to address the issues raised.

A national workforce strategy for estates and facilities staff

In October 2002, and further to the launch of a consultation document, Ministers requested that a national workforce strategy be developed for E and FM staff working in and for the NHS. On behalf of the Department of Health, NHS Estates was tasked with driving forward the workforce development for this staff group.

A steering group was formed, with a wide range of stakeholders, such as the private sector, staff side organisations, service representatives, DH representatives and sector Skills Council, chaired by a senior E and FM Director.

This culminated in the launch of Best Practice Guidance efm Developing Capacity: Estates and Facilities in the NHS at the Institute of Healthcare, Engineering and Estate Management (IHEEM) Conference in November 2004, with an endorsement from Andrew Foster, the then Director of HR at DH.

Achievements to date

  • National Occupation Standards for support services and supporting qualifications (made available from the end of 2004).
  • Seven pathfinder sites (funded by NHS Estates) to look at workforce planning and future learning and development needs for E&FM staff within their organisations. This yearlong project has recently ended and outcomes indicate possible future problems with an ageing workforce, recruitment and retention issues, limited succession planning, very little development and training and limited funding allocations for this specific staff group. The Report also suggests that in some instances this has led to low morale and lack of motivation or desire to achieve. A detailed report is targeted to be published by the DH in early 2006.
  • A development centre programme for aspiring directors of E and FM has been designed to support managers putting together their personal development plans and equipping them with the necessary competencies, skills and knowledge required to progress to estates and facilities director level. Now formally supported by IHEEM and the Health Facilities Management Association (HEFMA), sixty-six candidates have taken part in the programme to date.
  • The Professional Advisory Group, which provides a forum to steer development and training for estates and facilities staff working in and for the NHS, social care and voluntary sector, was set up. The Group, which meets regularly, represents professions within the E and FM fraternity, such as the Hospital Caterers Association, Association of Domestic Managers, the HEFMA and the professional body IHEEM.
  • A model career pathway website illustrating career pathways in engineering, catering, portering and engineering has been developed. 
  • A recruitment handbook based on the Department of Health's Sharing Strengths handbook focusing on best practice and initiatives for recruitment into efm has also been published.

Next steps

A strategic group and two geographically split implementation groups, all chaired by senior E and FM directors within NHS trusts, have now been established to take this work forward. These groups have established links with the majority of relevant networks within the NHS and beyond.

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