At the NHS Workforce Alliance we understand that NHS trusts have varying workforce challenges and requirements. With extensive experience across the full range of staffing models, we support NHS organisations to identify and implement the most effective solution tailored to their operational needs, budget, and strategic goals. Below, we outline four key workforce models, highlighting their features, benefits, and considerations.
Preferred Supplier List (PSL)
What is a PSL? A Preferred Supply List (PSL) is a group of suppliers selected by the trust to fulfil staffing needs. The trust retains full control over agency relationships, bookings, and rates. Agency management responsibilities remain in-house.
Why use a PSL?
- Agile and responsive to fluctuating demand
- Greater control over supply chain and costs
- No additional management or transactional fees beyond agency rates
- Direct relationships with multiple suppliers
Considerations: Trusts must have sufficient internal resources to manage the PSL effectively. This model does not include bank staffing provision.
In summary: Trusts should use a PSL when they want to maintain direct control over agency selection and relationships and have the internal capacity to manage multiple suppliers efficiently.
Agency Neutral Vendor (NV)
What is an NV? A Neutral Vendor acts as a central coordinator, receiving all staffing requests and distributing them to a network of approved agencies. The NV does not supply staff directly but manages the agency supply chain.
Why use an NV?
- Fully managed agency supply chain
- Single point of contact and consolidated invoicing
- Supports multiple staff groups and Direct Engagement
- Compliance fully managed by NV
Considerations: There are associated transactional and management costs, and some agencies may choose to opt out of the neutral vendor’s supply chain. Bank provision is not included.
In summary: Trusts should consider an NV when they want a streamlined, compliant, and centrally managed agency supply chain removing the need to directly award and manage multiple suppliers.
Agency Master Vendor (MV)
What is a MV? A Master Vendor receives all staffing requests and prioritises filling them with their own workers. If unable to fulfil, they cascade the demand to their approved subcontractors. The MV manages the agency supply chain.
Why use an MV?
- Increased vendor accountability (in comparison to NV)
- Fully managed agency supply chain
- Single point of contact and consolidated invoicing
- Supports multiple staff groups and Direct Engagement
- Compliance fully managed by MV
Considerations: There are associated transactional and management costs, and trusts will be ‘locked in’ to the vendor resulting in less agile market responsiveness. An MV will aim to fill the maximum number of roles themselves therefore reducing supplier diversity. Bank provision is not included.
In summary: Trusts should consider an MV when they seek a streamlined, vendor-led solution with a focus on vendor accountability and are comfortable with reduced supplier diversity.
Bank & Agency Managed Service Provision (MSP)
What is an MSP? A Managed Service Provider is responsible and accountable for 100% fulfilment of all temporary staffing, as defined by the individual contract. The MSP acts as a strategic partner often with an onsite team to align workforce approaches and recruitment activity with the trust’s values and culture.
It’s worth noting that there are typically two key managed staff bank models; Trust Employed or Provider Employed, with the main difference being whether the bank workers are on the contract conditions and payroll of the trust or supplier.
Why use MSP?
- Bank provision in scope
- End-to-end management of all temporary staffing
- Partnership Team, which may include an onsite presence aligned with trust values and culture
- Single contract for multiple staff groups
- Some MSPs manage agency contracts on behalf of the trust
Considerations: There are associated transactional and management costs. MSPs will aim to fill the maximum number of roles themselves therefore reducing supplier diversity. Further consideration needed to evaluate which bank worker employment model meets requirements.
In summary: Trusts should consider an MSP when they want a fully outsourced, strategic workforce solution that can include both bank and agency staffing under one accountable provider.
Conclusion
Choosing the right workforce model has many complex considerations. Our teams of regional workforce procurement specialists are here to guide you through the decision-making process using their experience, data analytics and insights to implement the model that best aligns with your operational goals and workforce strategy.
For further support, please reach out to us using the form on our contact page.