Welcome to the Recipe!

Follow the Stages of the Recipe Process Map: click on a Stage, download your Ingredients (documents and resources) and follow the Method (actions with assigned roles) to complete that Stage.  Need to know what you should be doing right now or which Stages are relevant to your role?  Filter the Recipe to quickly access the support you need.  Click on The Recipe to get started now.


Find out more about the different Roles involved in workforce planning, join in the Discussion where you can share best practice with colleagues and request further support, download Cookbooks – packs of resources – to suit your particular needs, and create your own Cookbook as you browse the site.  Check out the Links and Resources page for interesting articles, reports and documents relating to workforce planning – including Case Studies and examples of best practice – and see our Events page for upcoming meetings, events and support sessions.


Please Contact Us to let us know what you think of the Recipe and what we can do to make it even better.  We hope you enjoy your visit.

What's Cooking

Current planning stages

Below you can see the active Stages of the process map.  These are the Stages where work is currently being completed as part of a Trust's annual workforce planning cycle.

See recipe overview page

Agree Corporate Strategy and Commissioning Intentions

  • Executive Team to agree Corporate Strategy and produce a written Corporate Strategy document.
  • Review the Corporate Strategy document and articulate implications for workforce planning.
  • Communicate commissioning intentions to the Trust.
  • Review the commissioning intentions and articulate implications for workforce planning.

Complete Service Workforce Plan

  • Create a service workforce plan template that includes:

    • Purpose of the plan
    • Vision of the service in the future
    • Review of demand
    • Review of current supply
    • Risks and mitigation
    • Action Plan 

    Example templates for you to use or adapt can be found in the Ingredients.

  • Create a guidance document that can be issued with the template to ensure the template is completed correctly and consistently.
  • Consult Service Leads and incorporate feedback into template and guidance.
  • Complete service workforce plan template and submit to Workforce Planner by the required deadline.

Demand and Supply

  • Compare workforce demand, informed by scenario modelling, with current workforce.

  • Identify any gaps between current supply and demand.

  • Establish how gaps will be addressed e.g. are you able to recruit additional workforce? Are you able to reduce the workforce? Could any new roles or new ways of working be implemented?

  • Where possible, incorporate proposed changes in the service workforce plan.

  • Where identified gaps remain, ensure these are documented in the risk log and action plan.

Population Intelligence

  • Gather demographic information.  This can be accessed via the ONS Neighbourhood Statistics site.

  • Assess possible future impact of demographic changes on service delivery to inform scenario modelling.

Scenario Modelling

  • Select an approach or approaches to generate scenarios.

  • Gather intelligence to inform scenario modelling e.g. retirement data, projected changes to activity levels, changes to service models.

  • Generate scenarios, input data and run scenario model.

  • Consult Service Leads to assess impact of scenario modelling and determine most likely outcome(s).

  • Once most likely scenario(s) has been developed, consult with Finance Lead regarding financial impact.

  • Incorporate scenario modelling into the forecast workforce demand in the service workforce plan.

Risks, Action Plan and Review

  • Identify and record risks and issues. Create an action plan to mitigate against these.

  • Create a project plan to ensure that the workforce plan is kept on track and key responsibilities are identified.

  • Monitor and review the risk register, action plan and project plan throughout the process.

Education Commissioning Recommendations to HEIs

  • Identify your key contact within the HEIs in your area.

  • Information it would be useful to share with your HEI contact includes:

    • Areas that are difficult to recruit to;
    • Areas where there are issues with student placements (e.g. not enough placement capacity);
    • Areas with planned workforce changes that will have an impact on demand;
    • Potential changes to course content (e.g. requested additions to course modules);
    • Risks and issues (e.g. attrition).

  • Information it would be useful for HEIs to share with Trusts:

    • Any planned changes to course numbers;
    • Any planned changes to student placements;
    • Any planned changes to course content;
    • Risks and issues (e.g. attrition).
  • Make sure any risks and issues arising from these conversations are captured and mitigated against.


Recent topics and comments

  • Discussion Forum

    Want to contribute to a thread or set up your own discussion? Simply go to the discussion forum and click on register.  Add a few details and your account is created.

    Chamberlain, Sarah (HEE WM)
  • New to Workforce Planning

    New to Workforce Planning? Have a look at the Workforce Planning for Beginners Cookbook.

    Chamberlain, Sarah (HEE WM)