1. Firstly, undertake a skill-mix review. Use a diary to log the different tasks staff routinely do (see Workload Analysis Tool). Group the tasks into broad categories, such as 'administration'. Compare the tasks with the job descriptions of the staff to identify cross-over and duplications. Mapping this out with your team can help identify where skill gaps exist. Download the template .
2. Make regular competency assessments to identify development needs, and ensure staff can then be directed to work at the right level, making full use of their skills. Download an example.
3. Communicate with staff – ensure a lead GP or practice manager discusses details of the skill mix and capacity plans with all the team at the practice.
4. Communicate with patients to understand their views about likely new roles and responsibilities (See Patient engagement Section).
5. Support the integration of any new role. A new role must be clearly understood.This is a key consideration for both the practice team and patients. Ensure patients understand the reason for the change, and what this means to them.
6. Monitor and review any changes. Set out what you hoped to achieve at the start, and gather feedback from staff and patients to assess the impact. Download a template.
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