Podiatry Profession Fit For Purpose.

1

• Podiatry Profession Fit For Purpose.
• Perceptions of Training Needs.
• Neil Simmonite
• University of East London.

2
Scope of this Presentation

• Workforce Planning/Training the Back drop
• Podiatry Manager perceptions
• Some ideas on the way forward

3
2007/08 A Critical Year for Progression?
Patient-led NHS
2008
From 80/20 top-down target led
To 80/20 local innovation incentive led
2007
2008
2003
4
Health Consumer Powerhouse

• UK falls further down European health league
  despite rise in funding The index of European
  health services, issued yesterday in Brussels by
  Health Consumer Powerhouse, found Britain had
  slid further down the European league table over
  the past year despite the investment in the NHS
  under New Labour.
• 1st Oct 07 Euro Health Consumer Index 2007
  Brussels Health Consumer Powerhouse

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Health Consumer Powerhouse

• 1 Austria
• 2 Netherlands
• 3 France
• 4 Switzerland
• 5 Germany
• 6 Sweden
• 7 Norway
• 8 Finland

• 9 Denmark
• 10 Belgium
• 11 Luxembourg
• 12 Estonia
• 13 Cyprus
• 14 Spain
• 15 Czech Republic
• 16 Ireland
• 17 UK

6
NHS Litigation Authority

• Paid in connection with clinical negligence
  claims. (Includes damages and legal costs)
• 2006-07 579.3 million
• 2005-06 560.3 million.
• The figures for non-clinical claims are
• 2006-07 33.9 million
• 2005-06 31.3 million
• NHS Litigation Authority  Report and Accounts
  2007 The Stationery Office http//www.nhsla.com/h
  ome.htm

7
Ministers Invite Private Companies to Manage
NHS Services

• John Carvel, social affairs editorSaturday
  October 6, 2007The Guardian
• Alan Johnson, the health secretary, alarmed
  health unions yesterday by opening up a new
  market for the management of NHS services worth
  up to 70bn.
• He approved a list of 14 private companies that
  would be available to help primary care trusts in
  England evaluate the health needs of local people
  and buy appropriate services. If the trials
  succeed, the companies may influence the
  commissioning of services ranging from family
  planning to chiropody

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Precarious Nature of Workforce Planning/Training
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Workforce Planning/Training

• The terms workforce planning and workforce
  development refer to a wide range of different
  activities and there is no single accepted
  definition for either.

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Common Sense?

• Before planning to increase the stock of
• human resources it is essential to
• establish that the existing workforce is
• working effectively
• Dr Karen Bloor of the University of York

11
Expansion of NHS Staff

• The Department of Health acknowledged this in
• its written submission, and officials confirmed
  on
• 11 May 2007 that improving productivity was not
• amongst the aims of the NHS Plan reforms
• When we put more money into the NHS with the
• NHS Plan investment, we expected productivity
• would not actually rise. We did not anticipate
  that
• we could put all those new resources into the
• system and get productivity as well.

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Evidenced by the new GP Contract?

• Professor Bonnie Sibbald of the National Primary
  Care
• Research and Development Centre
• Question their contract has meant fairly
  substantial pay rises for GPs.
• Are they doing less and getting more?
• Professor Bonnie Sibbald Yes.
• Question Do you think that is justified?
• Professor Bonnie Sibbald NoWe conduct national
  surveys of general practitioners in this country,
  about 1,000 GPs On average doctors were
  reporting a 15,000 increase in pay and a four
  hour reduction in their working week.

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Training Cuts

• Professor David Gordon of the Council
• of Heads of Medical Schools who described
• cuts in education and training spending by
• SHAs as eating the seed-corn for the
• future

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• What Do Podiatry Managers Think?

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• Podiatry Managers from the UK were asked to fill
  in a questionnaire about what they believed were
  the top 3 training needs for
• Themselves
• Clinical Leads
• General Staff

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Mgr Perceptions of Mgr Needs (Raw Actual
Data)
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Mgr Perceptions of Mgr Needs Male vs.
Female
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Mgr Perceptions of Staff Needs (Raw
Actual Data)
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Mgr Perception of Staff Needs
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So What is this Telling Us?

• Managers
• There are some topics emerging- Gen Mgmt.,
  Business Dev., Marketing.
• There is some variation between Male and Female
  perceptions- is this Real or Chance?
• If Real, does this reflect a difference between
  Gender Management Styles?
• Too early to tell.

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So What is this Telling Us?

• Staff Needs
• Male mgrs perceived Leadership, CPD and Clinical
  Skills.
• Female Mgrs perceived Management, Research,
  Customer Focus and Legislation.
• Consider the implications from the earlier slides
• does this fit with priorities identified?
• Male Mgrs significantly less likely than Female
  Mgrs to identify a need for Leadership training.
• (Plt0.05)
• Will that change following today?

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• THE FUTURE?

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21st CENTURYLEADERSNOT 20th CENTURYMANAGERS
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UK Employees of the Future (2010)

• 20 Will be Mothers (50 as Single Parents)
• 1.3 Million Fewer Workers Aged 25-35
• 20 Workforce White Men Under 45 years old
• 80 Workforce Growth Women
• 10 Working Population Ethnic Minorities
• How will this affect our training strategies?

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Interprofessional Agenda

• The trap that writing a training course for one
  profession in the hope and expectation that it
  meets all needs is at best hopeful.
• To be Fit For Purpose we need to be meaningful
  across the teams we seek to train.

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Polyclinics-Redesigning Care Provision
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What Do Managers Want from Employees?

• Reliability
• Punctuality
• Understand Procedures
• Competent
• Commitment/Engagement
• Working With Others

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Podiatry Manager/Lead Issues-Roles?

• As service providers and workforce employers
• The Impact of the new SHA on your provider
  organisation or services
• What can you expect from SHA in its workforce
  capacity role?
• How do you influence the education process,
  product, and supply currently?
• Future?

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Workforce Education/Training Opportunities

• Our changing workforce
• -Specific skills / groups
• -In which settings?
• -At which grades?
• Working Differently
• -Service modernisation re-design
• -Workforce productivity (reduced funding growth)
• Model Employer
• -Part of being a high performing autonomous
  provider(s)
• -Return to Practice, Staff Development, Widening
  Access etc
• Model Career
• -Skills Escalator
• -Four Modernisations Pay, Learning, Regulation,
  Workforce planning

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As Providers of Clinical Education

• Incentives for quality / innovation (Joint
  projects)
• Recruitment and Retention
• Using T and L strategies to improve clinical
  rotations
• Sharing Resources
• Partnerships with Higher and Further Education
• Placement capacity
• Shaping your current and future workforce

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Enhancing Quality in Partnership-EQUIP

• Skills for Health have launched a 3-month
  consultation on their
• Quality Assurance Framework for NHS funded
  healthcare
• education in England. The framework EQuIP has
  a planned
• implementation date for academic year 2008/9.
• A series of regional half-day workshops are being
  held throughout England
• between October and December this year
• 23 October Liverpool
• 7 November Bristol
• 8 November Birmingham
• 15 November Peterborough
• 28 November London
• 13 December Newcastle
• qaconferencebookings_at_skillsforhealth.org.uk

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In Summary

• Value added to your services by being actively
  involved in education/training/developing the
  workforce
• Positive consequences of involvement in
  educational partnerships to improve patient care
• Consequences of not being involved!
• Making the future, present!

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Acknowledgements

• Podiatry Managers and Leads who took part in the
  questionnaire.
• University of East London.
• Pm Forum (Jackie, Karen and Marcel).
• Members of the Faculty of Management.

34
Apparently Carlsberg Dont Do Decorating, But If
They Did. Any Questions?