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Three ways to engage

Start at the level your workforce problem requires

HPI uses one workforce development framework across three engagement levels. Employers can begin with an urgent role, establish a managed response to recurring pressure or design a broader transformation programme. Scope, authority, evidence and measures are agreed for the chosen engagement.

Workforce Starter is a focused entry pathway for an urgent vacancy, defined cohort or contained workforce requirement. The scope can cover role definition, attraction, readiness, selection support, mobilisation and early follow-up without turning a practical need into an unnecessarily large programme.

Typical inclusions

  • Controlled employer and role brief
  • Targeted attraction and matching
  • Role-specific readiness controls
  • Agreed mobilisation and early support
Discuss Workforce Starter

Workforce Core is a managed pathway for employers facing repeat demand, difficult-to-sustain pipelines or regional workforce pressure. It connects individual requirements with cohort planning, readiness, capability, deployment support and agreed retention measures over a defined period.

Typical inclusions

  • Demand and pipeline planning
  • Cohort attraction and readiness
  • Role-based development where agreed
  • Support, retention and performance review
Discuss Workforce Core

Workforce Transformation is a strategic programme for an organisation that needs to redesign long-term workforce capability, access or resilience. It can use all nine framework stages, with governance, leadership, measures and improvement activity agreed for the specific system problem.

Typical inclusions

  • Workforce-system diagnosis and priorities
  • Full framework design and governance
  • Leadership and capability development
  • Measured improvement and transition planning
Discuss Workforce Transformation

Choosing well

Which HPI engagement model should an employer choose?

Choose Workforce Starter for a contained immediate need, Workforce Core for recurring pressure and Workforce Transformation for a structural challenge. If the boundary is unclear, begin with the smallest verified problem. HPI can clarify dependencies before a wider programme is agreed.

No lock-in assumption

Can an engagement begin small and expand?

Yes, where evidence shows a broader need and both parties agree a revised scope. Expansion is not automatic. Responsibilities, deliverables, privacy, controls, fees, timing and measures must be documented before HPI performs additional work.

Employer authority

What decisions stay with the employer?

Employers retain selection, employment, workplace, clinical governance, induction, supervision, local policy and scope decisions within their authority. HPI coordinates its agreed workforce pathway and does not use a partnership or service model to transfer those responsibilities.

Employer workforce request

Describe the need before choosing the label.

Tell HPI the role, setting, location, urgency and likely duration. We will help determine the appropriate starting scope and explain what information is needed next.

Submit a request View the framework