Local Delivery Plan 2016-17

Introduction from our Chair and Chief Executive

Education, training and workforce development play a crucial role in developing the world-class health and care services that Scotland aspires to provide.

Our role is to support the development of a skilled, person-centred workforce which is well prepared to respond to the demands placed on our health and care services. We welcome the publication of the National Clinical Strategy for Scotland which sets the framework for health services over the next 15 years and which will provide the direction of travel in helping to address some of the workforce issues that are increasingly apparent.

Our 2016/17 Local Delivery Plan (LDP) details the activities and targets which support the third year of our strategic framework for 2014-19: Quality Education for a Healthier Scotland; and is designed to ensure that we deliver best value in the education and development of the workforce from the resources that we invest.

This year continues transformational change across the five strategic themes → identified within Quality Education for a Healthier Scotland, supported by key outcomes designed to improve how we deliver education, training and workforce development. In particular this plan highlights the improvements we are making to the digital delivery of our services which represent a key strategic outcome for our organisation. This plan also sets out the contribution we continue to make to safe and person-centred care in support of the Scottish Government’s ambition of everyone being able to live longer healthier lives at home, or in a homely setting and to meet the priorities identified by our stakeholders over the last year which included recruitment and retention, health and social care integration, access to education and training, leadership and management and role development.


Lindsay Burley & Caroline Lamb

Chair & Chief Executive

Our Priorities for 2016-17

During 2015 we engaged with colleagues in government and across health and social care and the third sector to identify the following priorities:

Recruitment and Retention

There are challenges in recruitment and retention, particularly with regard to the medical and nursing workforce. The issues are complex and we are engaged in discussion at a Scottish and UK level to address them. We are working hard to ease immediate pressures by implementing solutions where possible.

Some highlights of our work in this area include:

  the expansion of medical trainee numbers in some specialties and proposals to recruit more trainees where we anticipate gaps

  promotion of postgraduate medical training in Scotland

   Continued support for nurse and midwifery registrants collect the evidence required for revalidation with our ePortfolio

  100 funded Return to Practice places for nurses and midwives

  Career support

Health and Social Care Integration

We are engaging with Integrated Joint Board Chief Officers. We have also been working with key partners.


Some highlights of our work in this area include:

  Learning and development for cross sector working – including the further development of TURAS (our digital platform)

  Workforce development to improve health and reduce health inequalities, with a focus on people with complex needs

Access to Education and Training

We have a new, digital vision for the future of access to our services. This Digital Transformation puts users at the heart of everything we do.


Some highlights of our work in this area include:

  Continued development of TURAS (our digital platform) - which will provide a single point of entry for all our users

  Improving access to learning for support workers and role development to help reshape the workforce and support career development

Leadership and Management

We are supporting leadership and management training and development needs.


Some highlights of our work in this area include:

   Increasing emphasis on leadership for change with cross sector working and integration: Dialogue Community of Practice, Public Service Leadership Framework, Enabling Collaborative Leadership Pioneer Programme and primary care initiative

  Middle management, talent management and succession planning: the revised Leadership Qualities Framework (LQF)

  Honest dialogue to improve performance: the Scottish Coaching Collaborative

  Improved access to digital learning from Digital Transformation

Role Development

We are supporting role development across the NHS in some key areas.


Some highlights of our work in this area include:

   Nurse Practitioner - Consistent education pathways for advanced nursing practice roles

   Nursing and Midwifery - Enhancing the understanding of the Children and Young People's (Scotland) Act (2014) through the service contribution of nurses and midwives to unscheduled care/out-of-hours, seven day working and changes to models of community-based care

   Pharmacy - Practitioner role development – such as more independent prescribers (IP)

   Nursing, Midwifery and Allied Health Professionals - early clinical career and AHP fellowships plus practice internship opportunities

   Medical - a range of remote and rural, health inequality, paediatrics and academic fellowship

Key Themes

Our Local Development Plan is set out across five Strategic Themes as identified in our Strategic Framework for 2014-19.


Contact Us

NHS Education for Scotland

Westport 102

West Port



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Recruitment and Retention