PCN Workforce Planning 2025

Tags
Clinical Terms
Strategic planning framework for Primary Care Networks to identify, recruit and develop their workforce needs through to 2025 and beyond.

What is PCN Workforce Planning 2025?

What is ?

PCN Workforce Planning 2025 is a comprehensive approach to ensuring Primary Care Networks in the UK have the right staff with appropriate skills to meet patient needs by 2025. It encompasses workforce modelling, role development, recruitment strategies, and skill enhancement, aligned with the NHS Long Term Plan. This structured planning recognises evolving healthcare demands and aims to build sustainable, multidisciplinary teams capable of delivering integrated care while addressing recruitment challenges in primary care.

PCN Workforce Planning 2025 Best Practices

What is ?

  • Conduct thorough needs assessments based on population health data to identify specific workforce requirements
  • Develop clear role specifications for Additional Roles Reimbursement Scheme (ARRS) positions that align with PCN objectives
  • Create robust retention strategies including professional development pathways and wellbeing support
  • Establish collaborative training partnerships with local education providers and other healthcare organisations
  • Implement regular workforce plan reviews with flexibility to adapt to emerging healthcare priorities

Use PCN Workforce Planning 2025 in a Sentence

What is ?

  1. Our PCN Workforce Planning 2025 strategy includes recruiting four clinical pharmacists and two social prescribing link workers over the next three years.
  2. The clinical director emphasised that effective PCN Workforce Planning 2025 must account for retirement projections among existing GPs and nurses.
  3. Through comprehensive PCN Workforce Planning 2025, we've identified mental health practitioners as a priority role to address increasing demand for psychological support.
Frequently Asked Questions about
PCN Workforce Planning 2025

What does PCN Workforce Planning 2025 mean?

PCN Workforce Planning 2025 refers to the strategic process by which Primary Care Networks in the UK develop comprehensive plans to identify, recruit, and retain the healthcare professionals needed to deliver effective patient care through to 2025 and beyond. It involves analysing population health needs, identifying skills gaps, utilising the Additional Roles Reimbursement Scheme (ARRS), and creating sustainable staffing models that align with the NHS Long Term Plan objectives for primary care.

How does the Additional Roles Reimbursement Scheme (ARRS) fit into PCN Workforce Planning 2025?

The Additional Roles Reimbursement Scheme (ARRS) is a cornerstone of PCN Workforce Planning 2025, providing funding for PCNs to recruit specific roles such as clinical pharmacists, social prescribing link workers, physiotherapists, and mental health practitioners. The scheme covers 100% of the salary costs for eligible roles up to set maximum amounts. PCNs must incorporate ARRS roles strategically within their workforce plans to address local population health needs while ensuring these new team members are effectively integrated, supervised, and developed to maximise their contribution to patient care.

What challenges are PCNs facing with workforce planning towards 2025?

PCNs face several significant challenges with workforce planning towards 2025, including: national GP and nurse shortages making recruitment difficult; competition between PCNs for the same limited pool of healthcare professionals; integration challenges when embedding new roles into established teams; providing adequate clinical supervision for diverse multidisciplinary team members; limited physical space in existing premises for expanded teams; balancing immediate service demands with long-term workforce development; and adapting plans to evolving NHS policies, funding arrangements and healthcare priorities driven by post-pandemic recovery needs.

How can PCNs ensure their workforce planning is aligned with population health needs?

PCNs can ensure their workforce planning aligns with population health needs by: conducting detailed population health needs assessments using public health data and local insights; engaging with patient participation groups to understand community priorities; collaborating with local authorities and community services to identify gaps in provision; analysing appointment data and service demand patterns; reviewing Quality and Outcomes Framework (QOF) performance to identify clinical areas requiring additional support; mapping existing skills across the network against identified needs; and regularly reviewing workforce plans against emerging health trends, such as increasing prevalence of long-term conditions or mental health concerns.

What role do Clinical Directors play in PCN Workforce Planning 2025?

Clinical Directors play a pivotal role in PCN Workforce Planning 2025 by providing strategic leadership throughout the planning process. Their responsibilities include: coordinating workforce needs assessments across member practices; developing the overarching workforce strategy aligned with PCN objectives; overseeing the recruitment and integration of Additional Roles Reimbursement Scheme (ARRS) staff; facilitating collaborative working between different professional groups; negotiating with commissioner and system partners about workforce funding and support; championing innovative workforce models and new ways of working; ensuring appropriate clinical supervision arrangements are in place; and regularly reviewing workforce effectiveness against agreed metrics and outcomes.

10x primary care outcomes with remote clinical pharmacists
Hand-off everyday clinical tasks to our remote pharmacists using ARRS funding, in less than 2 weeks.
Start Setup
New
The Complete ARRS Funding Guide
Everything you need to know about NHS Arrs Funding for 2025.
Read

Hire a remote pharmacist
by December 14

Save thousands of hours in pharmacist training, task allocation and prescription processing. Clinical Rx is the all-in-one remote pharmacist solution, ready to go in less than 2 weeks.
Start
 
Prescription Management
Medication Reviews
QOF Management
Discharge Letters
Clinical Supervision
Now
48-72 Hours
12-36 Months
6+ Months
2 Months
2-5 Hrs/Week
3-4 Hours
< 12 Months
1-5 Months
< 1 Week
Included in Contract
The All in One
Remote Clinical Pharmacist
Hand-off everyday clinical tasks using ARRS funding, in less than 14 days.
Prescription Management
17
Medication Reviews
17
Discharge Letters
17
QOF Support
17
LTC Reviews
17
Backlog Support
17
Supporting
Your Growth
Enjoy our tools, tips and techniques on how to 10x your clinical practice.
PCN Glossary
A-Z library of PCN terminology
17
Expert Guides
Learn from clinical experts
17
Case Studies
Hear from our partners
17
Calculators
See how much you can save
17
Clinical Rx © 2025
Terms
Privacy
Cookies Policy
Sitemap
{ "@context": "https://schema.org", "@type": "FAQPage", "mainEntity": [ { "@type": "Question", "name": "What does PCN Workforce Planning 2025 mean?", "acceptedAnswer": { "@type": "Answer", "text": "PCN Workforce Planning 2025 refers to the strategic process by which Primary Care Networks in the UK develop comprehensive plans to identify, recruit, and retain the healthcare professionals needed to deliver effective patient care through to 2025 and beyond. It involves analysing population health needs, identifying skills gaps, utilising the Additional Roles Reimbursement Scheme (ARRS), and creating sustainable staffing models that align with the NHS Long Term Plan objectives for primary care." } }, { "@type": "Question", "name": "How does the Additional Roles Reimbursement Scheme (ARRS) fit into PCN Workforce Planning 2025?", "acceptedAnswer": { "@type": "Answer", "text": "The Additional Roles Reimbursement Scheme (ARRS) is a cornerstone of PCN Workforce Planning 2025, providing funding for PCNs to recruit specific roles such as clinical pharmacists, social prescribing link workers, physiotherapists, and mental health practitioners. The scheme covers 100% of the salary costs for eligible roles up to set maximum amounts. PCNs must incorporate ARRS roles strategically within their workforce plans to address local population health needs while ensuring these new team members are effectively integrated, supervised, and developed to maximise their contribution to patient care." } }, { "@type": "Question", "name": "What challenges are PCNs facing with workforce planning towards 2025?", "acceptedAnswer": { "@type": "Answer", "text": "PCNs face several significant challenges with workforce planning towards 2025, including: national GP and nurse shortages making recruitment difficult; competition between PCNs for the same limited pool of healthcare professionals; integration challenges when embedding new roles into established teams; providing adequate clinical supervision for diverse multidisciplinary team members; limited physical space in existing premises for expanded teams; balancing immediate service demands with long-term workforce development; and adapting plans to evolving NHS policies, funding arrangements and healthcare priorities driven by post-pandemic recovery needs." } }, { "@type": "Question", "name": "How can PCNs ensure their workforce planning is aligned with population health needs?", "acceptedAnswer": { "@type": "Answer", "text": "PCNs can ensure their workforce planning aligns with population health needs by: conducting detailed population health needs assessments using public health data and local insights; engaging with patient participation groups to understand community priorities; collaborating with local authorities and community services to identify gaps in provision; analysing appointment data and service demand patterns; reviewing Quality and Outcomes Framework (QOF) performance to identify clinical areas requiring additional support; mapping existing skills across the network against identified needs; and regularly reviewing workforce plans against emerging health trends, such as increasing prevalence of long-term conditions or mental health concerns." } }, { "@type": "Question", "name": "What role do Clinical Directors play in PCN Workforce Planning 2025?", "acceptedAnswer": { "@type": "Answer", "text": "Clinical Directors play a pivotal role in PCN Workforce Planning 2025 by providing strategic leadership throughout the planning process. Their responsibilities include: coordinating workforce needs assessments across member practices; developing the overarching workforce strategy aligned with PCN objectives; overseeing the recruitment and integration of Additional Roles Reimbursement Scheme (ARRS) staff; facilitating collaborative working between different professional groups; negotiating with commissioner and system partners about workforce funding and support; championing innovative workforce models and new ways of working; ensuring appropriate clinical supervision arrangements are in place; and regularly reviewing workforce effectiveness against agreed metrics and outcomes." } } ] }