Data on NHS provider and CCG board level vacancies and commercial spend was collected three times a year by the Regional Talent Boards (RTB) since 2018 but the collection mechanism being used was inefficient and expensive. From April 2020, responsibility for this collection transferred to the Talent Insights function within the People Directorate within NHS England and NHS Improvement (NHSE/I).
NHSE/I has commissioned NHS Digital to develop and operate a quarterly collection to obtain the board level vacancies (executive director, non-executive director and chair level) and commercial spend data from NHS Providers and CCGs. Integrated Care Systems (ICS), and Sustainability and Transformation Partnerships (STP) will also be required to submit the data from the financial year 2022/23. It is intended that the move to NHS Digital will reduce burden on submitters, provide increased scope for validation, and therefore improve data quality.
NHS Digital will collate the information from the Board Vacancies and Commercial Spend collection and disseminate this to NHSE/I which will support: Identification of trends and insights over time e.g. persistent challenges experienced when appointing to certain types of post, regional variation etc. Annual commercial spend data helps identify changes in board level vacancies, including variation in spend on advertising in the last financial year.
Better visibility of their demand and supply of board level roles across Trusts, CCGs, STPs and ICSs in England. This will enable NHSE/I to understand both the short and long-term workforce needs at a regional, system and national level and to better understand the talent pool within the NHS.
Talent Insights will be combining the findings of this collection, alongside the data collected from their Board Diversity survey to assist NHSE/I’s action in the We Are the NHS: People Plan 2020/211 (page 30) to create a set of competency frameworks for every board-level position across NHS Trusts and CCGs
Strategic demand and supply decisions on board level appointments, reduces vacancy levels and costs, especially in challenged trusts and systems.
NHSE/I to deliver on actions contained in the NHS Long-Term Plan and the We Are the NHS: People Plan 2020/21. This includes improving the leadership culture by supporting organisations in the recruitment, development and retain of the best and most diverse executive directors and board members.
Talent Insight’s strategic objective to develop one single, efficient, cost effective and flexible data collection service for all Talent Insight’s workstreams at Executive Director, Non-Executive Director, and Chair-level in line with the NHS Long Term Plan and NHS Interim People Plan and the We Are the NHS: People Plan 2020/21.