Our NHSBSA strategy recognises that our people are crucial to our overall success and this is equally true when it comes to data. Our people are central to the successful delivery of our data strategy. Their knowledge, skills, and collaboration play a pivotal role in interpreting, analysing, and leveraging data effectively. This doesn’t happen by accident, and we need to continue to nurture, invest in and support our people so that they have the right capabilities, opportunities, and tools to enable data-informed decision making across the NHSBSA and health system.
We experience challenges in attracting candidates with the right data knowledge and skills when recruiting to certain technical data roles. In 2022 we welcomed our first data apprentices to the NHSBSA, a key investment in growing our own talent for the future and a small way of giving back to our local communities. There are lessons we can learn to enhance this experience and ensure apprenticeships deliver maximum value without placing undue demands on our existing colleagues.
Recruitment challenges have been exacerbated by the coding language used within our current enterprise data warehouse, delivering our Modern Data Platform (MDP) should address this.
Having the right operating model in place enables the coordination of people, tools, and processes to deliver efficiently and effectively. As our data capacity has grown organically, several operating models have emerged across the organisation and there is a lack of clarity in some areas. This can cause confusion and generate inefficiencies. In conjunction with the technical solution, we are also designing the future Data Operating Model (DOM) to support our MDP and deliver for our customers.
Through this work we will look to establish a clear approach which enables colleagues to self-serve from our data platform and visualisation tools with trusted data management and data modelling practices in place and guidance available from subject matter experts (SMEs). We will also ensure we have the right leadership roles and the right guidance in place to support data colleagues regardless of where they sit within the organisation. Additionally, we will establish a training and engagement plan for colleagues to smoothly integrate the new technology into our operational framework.
Competency frameworks are a useful tool to support the development of career pathways. In 2022 we took part in the beta testing and were one of the early adopters for the National Competency Framework (NCF) for Data Professionals across health and care. NCF is an NHS focussed framework that provides key building blocks for the professionalisation of the data and analytical workforce. This is a key enabler for the development of career pathways and continuing professional development for data professionals across our organisation and beyond.
In the past, our development offering for data professionals has been inconsistent, driven by team or project priorities or motivated individuals. By utilising frameworks such as the NCF, aligning with business need and drawing on capabilities already available within the organisation and across the wider system we have begun to adopt a more standardised approach to development which delivers for our people as well as our organisation.
Professional registration provides many benefits for colleagues including the opportunity to validate their skills and knowledge, demonstrate their commitment to their profession and help guide career planning. While professional registration is an emerging area in data, there are a number of existing routes for data colleagues. We are committed to supporting our data professionals to gain and maintain professional registration by promoting opportunities and providing advice and guidance.