The body of knowledge on the impact of existing or new roles is growing. Further development of the tools will support movement beyond merely considering 'numbers of nurses' towards increasingly sophisticated determinations of skill mix. Linking with the activity analysis work, this process would be supported by nationally agreed benchmarks of 'senior' and 'advanced' practitioner and would allow clearer determination of the service need for such a role.

Clearer definitions of level, activity analysis and educational profile/support information all help to support better future demand modelling. The 'Six Steps for Workforce Planning' model (Figure below), developed as part of the Healthcare workforce portal, integrates workforce and service strategy and provides an ideal framework for generic workforce planning.

'Six Steps for Workforce Planning' model

The framework can be used for workforce planning in a ward, department, team or an entire service. It sets out the six key steps in planning/supporting decisions regarding role use and skill mix.

NHS Education for Scotland (NES) have also developed a service needs analysis tool that is complimentary to existing workforce planning tools such as the Six Steps Methodology.  The Service Needs Analysis Tool  has been developed and adapted from the existing frameworks for the introduction of advanced nursing practice or other new nursing roles.  These frameworks are referenced in the tool itself.