CIPS_Salary_Survey_2016_LR

People-focused procurement
training and retaining professionals
Maidstone and Tunbridge Wells NHS Trust
The Maidstone and Tunbridge Wells NHS Trust has recently
completed a comprehensive review and transformation of its
procurement function.
The review, aligned with the principles of Lord Carter’s recent review
of efficiency in the NHS, identified that there had been a gradual
reduction in the Trust’s investment in procurement capacity and
expertise over a number of years. This underinvestment had been
accompanied by increasing demand and costs; as well as decreasing
efficiency and benefits.
They also found that the procurement function had a direct
influence over only 29% of its non-pay spend, dramatically limiting
its effectiveness.
To combat the inefficiencies and segregated functions plaguing the
Trust, a new operating model for procurement was gradually
introduced; one which signifies a major investment in people and
technology whilst developing strong partnerships with suppliers and
stakeholders in order to share resources and combine expertise.
Key to the programme was the introduction of comprehensive
professional development. The Trust developed apprenticeship and
management trainee schemes and created links with universities to
attract and develop emerging talent who could increase the
efficiency and lower the cost of the existing procurement function.
Working with Hays, the Trust launched a digital marketing campaign
alongside traditional advertising to promote the new roles and
communicate the overall procurement objectives.
Competition with the Private Sector, escalating pay measures and
nationwide austerity measures were all challenges the Trust had to
overcome. The rigid rules governing NHS salary uplifts proved an
obstacle as candidates often expect a significant pay rise when
moving roles. Benefits, including opportunity for development and
evident career progression, were vital to overcoming this challenge.
Furthermore, a comprehensive staff development programme,
linking an individual’s current competencies with the expected
competencies of both their current role and where they would like
to progress to next, was created. This, alongside a tailored personal
development plan for each employee, was supported by fully
funded professional training.
The new focus on the development of people, for an ongoing
solution to the procurement problem, rested upon creating a sense
of value and wellbeing for the Trust’s procurement professionals. As
well as offering training and clear progression, they make sure that
staff are well motivated, with challenging but achievable objectives.
Success is acknowledged and well rewarded.
Over the last 12 months, procurement has grown to command
almost 60% of non-pay spend, and has tripled the benefit to the
Trust as a whole. The establishment of a procurement strategy
committee involving key senior stakeholders is driving their longterm
strategy forward and ensuring the procurement function is
delivering and constantly developing. They now have board level
support and buy-in, with procurement professionals being involved
at every level, supporting key organisational decisions.
Despite their successes and the continuation of the programme, the
Trust continues to face challenges. However, the expectation to
deliver is now far greater. The organisation has invested in its
procurement function to deliver greater value whilst achieving its
strategic objectives. This involves delivering against tough cost
improvement programmes, whilst supporting the organisation’s
need for continuous improvement in quality. The mounting
challenges require dedicated, experienced and highly
knowledgeable procurement professionals, which is where the
Maidstone and Tunbridge Wells NHS Trust’s investment in training
and retaining its people, truly pays off.
The Trust was transparent about its progression paths, from entry
level or trainee right up to director of procurement. In order to both
attract and retain the best talent, relevant training and exposure to
challenging situations are continuously provided throughout the
employee’s career with the Trust.
DAVID WALACH
Programme Director
Maidstone and Tunbridge Wells NHS Trust
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