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Getting started

The workforce redesign that employers and healthcare systems are responsible for will be unique in setting and context. You may be looking at solutions that:

  • Are new to everyone (not currently used in the NHS)

  • Are new to the care or employment setting or

  • Involve new ways of working for existing staff, with innovative adaptation of roles.

The guidance in the HEE Roles Explorer focusses on roles that have already been through a process of evaluation and have the required quality and governance in the NHS. We have gathered some tools and resources to support you as you start to implement workforce redesign.

Good practice in new roles

It is important to carefully plan for new or different roles and co-production with the existing team is vital. Their knowledge and experience of the work and local system will be key to successfully shaping the roles.  When new roles are implemented poorly, it can put a strain on infrastructure, isolate and frustrate new staff and create an unsustainable role.

When beginning to plan a change in roles you need to consider some important factors, including:

  • Patient need

  • Direct impact on the organisation

  • Impact on the local system and service offer

  • Monitoring and evaluation of proposed change

Good practice in developing new workforce roles is a suite of resources that have been built on good working practice. The resource offers advice to workforce designers when modelling supply and demand, whilst supporting NHS and social care employers. It allows them to create sustainable new roles that are worthwhile and offer good career opportunities for the staff filling them. The work is also summarised in  the Good practice in Developing New Workforce Roles - PDF guide.  Contents include:

  • Underpinning approach: exploring key considerations, stakeholders, and milestones.

  • Setting a foundation: building shared values and the right culture, understand the need and commitment.

  • Understanding resource: share resource, approach, and knowledge, plan sustainable roles from existing resource.

  • Stakeholder engagement: empowering leaders to build the right culture, bring stakeholders together to support the role, understand and support each level.

  • Training and support: plan and resource the right training, monitor needs moving forward.

  • Monitoring and evaluation.

Equality and diversity

It is important to ensure that new and additional roles are inclusive and representative of the local population. Considerations must be given in the planning of the role to ensure that the process does not discriminate and has been equality impact assessed.


We have brought together some tools and resources we believe are essential for effective and efficient workforce redesign.  We recommend those who are responsible for development and delivery of new roles fully explore the following.

Additional tools and resources