Overview

Key Workforce & Financial Considerations

·      ARRS funding flexibility – More roles can be funded, but reimbursement rules must be followed.

·      Balancing salaried staff vs. ARRS roles – Practices must decide on cost-effective workforce structures.

·      Avoiding unclaimed reimbursements – Practices need to ensure full funding utilisation.

·      Understanding contract obligations – Mismanagement of workforce costs can impact profitability.

Action Points:

·      Review ARRS funding rules and align workforce planning accordingly.

·      Maximise claims for reimbursements to avoid losing funding.

·      Optimise staff roles and responsibilities to reduce unnecessary costs.

Strategies for Workforce Cost Management & Funding Optimisation

Maximise ARRS Reimbursements Before Year-End

·      Review PCN workforce allocations to ensure all available funding is used.

·      Prioritise high-impact roles, such as Clinical Pharmacists and Physician Associates, for maximum service efficiency.

·      Ensure accurate claims submission to avoid delays or funding clawbacks.

Checklist:

·      Confirm which ARRS roles are most beneficial for your practice.

·      Submit all claims before deadlines to secure funding.

·      Work with your PCN to redistribute any unspent funding before year-end.

Balance Salaried Staff vs. ARRS Roles

·      Evaluate cost-effectiveness of employing salaried GPs vs. expanding ARRS-funded workforce.

·      Use ARRS roles to shift workload away from GPs where clinically appropriate.

·      Ensure ARRS staff are fully integrated into workflows to maximise efficiency.

Checklist:

·      Assess which roles provide the best return on investment.

·      Avoid over-reliance on salaried positions when ARRS alternatives exist.

·      Monitor ARRS staff workload distribution to ensure efficiency.

Avoid Common Financial Pitfalls

·      Underutilising ARRS funding – Practices failing to claim available funding may miss significant financial opportunities.

·      Incorrect workforce planning – Hiring non-reimbursable roles instead of ARRS-funded ones increases costs.

·      Failing to optimise skill mix – Ensuring staff are working to the top of their licence avoids wasted resources.

Checklist:

·      Ensure all ARRS roles are being effectively utilised.

·      Check whether salaried GP workload can be reduced through alternative roles.

·      Monitor monthly workforce expenditure to avoid budget overspending.

Plan for Future Workforce Sustainability

·      Consider long-term funding stability when making hiring decisions.

·      Monitor potential contract changes beyond 2025/26 that could impact workforce reimbursements.

·      Work with PCNs to develop shared staffing strategies for efficiency.

Checklist:

·      Establish contingency plans for potential funding shifts.

·      Work with PCNs to optimise shared workforce planning.

·      Stay updated on NHS England workforce strategy updates.

Next Steps & Deadlines

🗓 Immediately: Review ARRS workforce allocations and ensure full reimbursement claims.

🗓 Before April 2025: Submit final workforce funding claims for the financial year.

🗓 Ongoing: Monitor workforce expenditure and adjust hiring strategies accordingly.

Immediate Actions:

·      Ensure all ARRS roles are fully funded and utilised.

·      Review staffing models to balance salaried vs. reimbursed roles.

·      Work with PCNs to optimise workforce planning and funding usage.