CCS NHS Workforce Alliance Healthcare Solutions

Bidding for NHS Workforce Alliance Healthcare Solutions Framework

The NHS Workforce Alliance Healthcare Solutions framework, formerly known as Health Workforce Solutions (RM6380), is a key initiative managed by Crown Commercial Service (CCS) to support the NHS and wider public sector in accessing comprehensive workforce solutions.

This framework includes a wide range of services, including outsourced staff banks, managed service solutions, and both domestic and international recruitment. With an estimated value of £5 billion, the framework is set to operate from February 2026 to February 2030, following a market engagement period in late 2024 and an approach to market in August 2025.

Preparation for NHS Workforce Solutions

To maintain the highest standards, CCS has established key requirements for participating suppliers in the NHS Workforce Alliance Healthcare Solutions framework. These include obtaining Cyber Essentials Plus certification and developing Carbon Reduction Plans that align with the UK government's ambitious targets. As a government agency committed to helping the public sector achieve maximum value in procurement, CCS is well-suited to oversee this framework and ensure compliance and cost savings for all involved parties. Suppliers aiming to participate in the NHS Workforce Alliance Healthcare Solutions framework must align with NHS England's efficiency programs.

Preparation is essential for submitting a successful bid. This process should start with the development of comprehensive documentation and policies, including evidence of technical and professional ability, detailed account management structures, details of your relevant volumes by lot and approach to candidate attraction and matching procedures, for example.

A draft implementation plan is another useful tool to create a quality bid framework submission. Agencies should use GANTT charts to clearly outline tasks, timelines, responsible parties, ongoing activities, goals, key performance indicators (KPIs), and communication plans. Compliance and financial stability are also factors, so bidders must prepare a clear complaints procedure and provide detailed financial documentation, including a breakdown of turnover by sector. You can complete a Financial Viability Risk Assessment (FVRA) today to see how you agency stacks up.

Identifying and reporting on KPIs is another area where suppliers can differentiate themselves. By defining KPIs that align with buyer specifications and providing examples of reporting formats, bidders can demonstrate their commitment to transparency and continuous improvement. Clear communication strategies, such as designating single points of contact and utilising customer relationship management (CRM) reporting, further showcase a supplier's ability to effectively manage accounts.

Innovation and added value are key differentiators in the competitive bidding process for the NHS Workforce Alliance Healthcare Solutions framework. Suppliers should highlight tailored solutions that address the specific needs of the buyer, supported by relevant case studies. Demonstrating a commitment to social value standards and providing evidence of past achievements in this area can also set a bid apart.

Finally, suppliers must maintain a comprehensive register of essential policies, covering areas such as anti-corruption, business continuity, code of conduct, complaints handling, corporate social responsibility (CSR), environmental management, equal opportunities, information security, modern slavery prevention, and quality management.

Thornton & Lowe Support to Bid Successfully for the Framework

Thornton & Lowe, a leading bid management consultancy, has been helping clients successfully bid and win recruitment tenders for over 15 years. Their extensive experience includes successful bids for nearly all CCS frameworks, as well as others such as the NHS Workforce Alliance portfolio of frameworks. These frameworks cover a wide range of services, including clinical agency staffing, staff banks, international recruitment, non-clinical staffing, IT, workforce support, and improvement services.

Thornton & Lowe's expertise in bid writing, tender preparation, and procurement processes has helped numerous clients secure contracts under these frameworks.

By using Thornton & Lowe's wealth of experience and knowledge of the NHS Workforce frameworks, suppliers can significantly improve their prospects of submitting a winning bid.

To maximise their chances of success, suppliers should engage early in the process by participating in market engagement sessions, collating necessary documentation well in advance, regularly reviewing CCS and NHS recruitment requirements, and developing templates for key bid sections.

Crown Commercial Service's Support for NHS Workforce Requirements

Crown Commercial Service (CCS) plays a vital role in supporting the NHS to meet its workforce requirements through the NHS Workforce Alliance, a partnership between CCS and NHS Procurement in Partnership, which is a collaboration of four regional NHS procurement hubs: NHS Commercial Solutions, NHS East of England Collaborative Procurement Hub, NHS London Procurement Partnership, and NHS North of England Commercial Procurement Collaborative.

This collaboration enables the NHS to access sustainable workforce solutions quickly and easily, ensuring the continuity of services even during periods of high demand, sickness, and absence, such as during the Covid pandemic. The NHS Workforce Alliance aims to address the NHS need to increase recruitment to fill existing permanent vacancies with dedicated staff, aligning with recommendations set out in the NHS Long Term Plan and the NHS People Plan.

One of the key commercial agreements jointly launched by the NHS Workforce Alliance is the International Recruitment framework, which supports not just the NHS, but the wider public sector. This agreement provides a compliant route for international recruitment of healthcare professionals, offering expert guidance and a range of associated services to enable participating authorities to obtain recruitment and retention support for overseas candidates. The framework is broken down into five lots covering various healthcare roles and support services, with an option to extend for a further two years as a complementary framework.

In addition to the International Recruitment framework, the NHS Workforce Alliance has developed other key agreements such as the Flexible Resource Pool - Staff Bank framework, which provides the ability to build a flexible staff bank for both clinical and non-clinical temporary staff, and the Non-Clinical Temporary and Fixed Term Staff framework, which replaces the previous Non-Medical Non-Clinical framework and provides access to competitive pricing, with the ability to better use fixed term appointments and statement of work.

By offering these solutions and commercial expertise, CCS supports key Government priorities, such as recruiting new clinical workers into the NHS and clearing the elective backlog. The NHS Workforce Alliance's comprehensive 'hire-to-retire' workforce portfolio, including agreements for international recruitment, flexible or bank staffing, agency staffing, and employee support services like occupational health and learning and development, ensures that the NHS has access to the workforce it needs to deliver high-quality patient care.

Overview of Healthcare Workforce Solutions

Healthcare workforce solutions have evolved to address staffing challenges in the NHS. The NHS Workforce Alliance has introduced new frameworks to improve clinical and healthcare staffing processes.

Evolution of Clinical Staffing Frameworks

Clinical staffing frameworks have undergone significant changes to meet the evolving needs of the healthcare sector. The NHS Workforce Alliance has been at the forefront of developing these solutions. Earlier frameworks focused primarily on temporary staffing, but newer iterations have expanded to include a wider range of healthcare roles and specialties.

The shift towards more comprehensive frameworks reflects the growing complexity of healthcare delivery. These solutions now aim to provide a more flexible and responsive approach to staffing needs. You'll find that modern frameworks cover not only traditional clinical roles but also emerging specialties and support services.

Understanding RM6161 and RM6281

RM6161 and RM6281 are key frameworks in the NHS's clinical staffing strategy. RM6161, the existing Clinical Staffing framework, has been extended until October 2024. This extension ensures continuity while the transition to the new framework takes place.

RM6281, set to launch in November 2023, will succeed RM6161 as the National Framework for the Provision of Clinical and Healthcare Staffing. This new framework builds upon its predecessor, offering enhanced benefits and wider coverage. You'll notice improvements in areas such as emergency services, social healthcare, community care, and medical and dental staffing.

The NHS Workforce Alliance has designed RM6281 to be more comprehensive and user-friendly. It includes updated job roles and specifications tailored to current healthcare needs. Trusts and suppliers can expect a series of informative webinars to guide them through the new framework's features and implementation process.

Bidding for Framework Agreements

The bidding process for NHS framework agreements requires careful preparation and adherence to specific criteria. Trusts and public bodies must understand the eligibility requirements and demonstrate alignment with NHS social value goals.

Understanding the Bidding Process

To bid for an NHS framework agreement, you'll need to follow a structured process. Start by reviewing the bid pack, which outlines the framework's requirements and specifications. Pay close attention to the evaluation criteria and weightings. Prepare a detailed proposal that addresses each element, showcasing your organisation's capabilities and experience.

Key steps include:

1. Registering interest
2. Attending supplier briefings
3. Submitting clarification questions
4. Preparing your bid response
5. Submitting your proposal before the deadline

Ensure you allocate sufficient time for each stage, as late submissions are typically not accepted.

Eligibility Criteria for Trusts and Public Bodies

To be eligible for NHS framework agreements, your organisation must meet specific criteria:

• Be a legally constituted entity
• Have a proven track record in healthcare staffing
• Demonstrate financial stability
• Possess relevant certifications and accreditations
• Comply with NHS employment standards

You'll need to provide evidence of your qualifications, including:

• Company registration documents

• Financial statements

• Quality assurance certifications

• References from previous NHS contracts

Meeting these criteria is essential for your bid to be considered. For NHS health care services in England take a look at our overview of the Provider Selection Regime.

Compliance with NHS Social Value Goals

Your bid must align with NHS social value goals, as outlined in PPN 06/20 and the Social Value Model. Demonstrate how your organisation will contribute to:

• COVID-19 recovery
• Tackling economic inequality
• Fighting climate change
• Equal opportunity
• Wellbeing

Include specific, measurable commitments in your proposal. For example, you might pledge to:

• Hire a certain percentage of staff from disadvantaged backgrounds

• Implement green transport initiatives

• Offer mental health support programmes for temporary staff

Quantify the impact of these initiatives to strengthen your bid.

Ensuring Quality and Compliance

Quality and compliance are paramount in healthcare staffing. Rigorous standards ensure patient safety, proper care, and regulatory adherence. These elements form the backbone of effective clinical workforce solutions.

Role of Healthcare Staff Agencies

Healthcare staff agencies play a crucial role in maintaining quality and compliance. They act as intermediaries between healthcare facilities and clinical professionals, ensuring proper vetting and placement.

Agencies must:

• Conduct thorough background checks
• Verify credentials and qualifications
• Provide ongoing training and support

You can expect agencies to maintain detailed records of staff competencies and certifications. They often use advanced software to track compliance requirements and expiration dates. This meticulous approach helps NHS employers streamline their staffing processes and maintain high standards of care.

Service Elements and Patient Care

Service elements directly impact patient care quality. The new framework emphasises:

• Timely staff deployment
• Proper skill matching
• Continuity of care

You'll find that agencies are required to have robust systems for quickly filling vacancies with appropriately skilled professionals. This ensures minimal disruption to patient care.

Patient feedback mechanisms are increasingly important. Agencies must have processes to gather and act on patient experiences, driving continuous improvement in service delivery.

Qualifications of Clinical Staff

The qualifications of clinical staff are rigorously scrutinised under the framework. You can expect:

• Verification of professional registrations
• Regular competency assessments
• Mandatory training compliance

Agencies must ensure all clinical staff meet or exceed NHS standards. This includes:

1. Up-to-date professional qualifications
2. Relevant speciality experience
3. Completion of required training modules

You'll find that the framework emphasises ongoing professional development. Agencies are expected to support staff in maintaining and enhancing their skills, ensuring they remain at the forefront of clinical practice.