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To give you a brief update on Welsh Health Informatics Professional Development Programme ... No clear idea of current health informatics capacity or capability ... – PowerPoint PPT presentation

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Title: Health%20Informatics%20Professional%20Development%20Programme


1
  • Health Informatics Professional Development
    Programme
  • Information Governance Learning Needs Workshop
  • 17th July 2007

Susan Thomas Health Informatics Professional
Development Manager
2
What does this mean to you?
  • 79

3
What do any of these mean to you?
  • 60
  • 65
  • 68

4
What will this mean for you?
  • 10

5
What will this mean for you?
  • 1 year from now

6
Objectives for today
  • To give you a brief update on Welsh Health
    Informatics Professional Development Programme
  • To help you understand where you fit into the
    Health Informatics family and this programme and
    identify potential benefits for you
  • To identify the learning needs of information
    governance staff
  • To explore how those needs may be met

7
Can you define health informatics?
?
  • The knowledge, skills and tools which enable
    information to be collected, managed, used and
    shared to support the delivery of healthcare and
    promote health

8
Are Information Governance staff in the health
informatics family?
  • Reasons why they should be?
  • Reasons why they should not be?
  • Does it feel like you are?

9
Who are health informatics professionals?
  • Knowledge Management staff
  • Information Management Staff
  • Business data analysis, research, clinical
    audit. Data protection confidentiality,
    clinical coding, planning performance
    management
  • Health Informatics Senior Managers Directors
  • Information Communication (ICT) staff
  • ICT infrastructure including training, internal
    external networks, operational, hardware
    software systems, project managers
  • Health Records Staff
  • Clinical Informatics Staff

10
HIPDP Subspecialisms
  • Knowledge management/library staff
  • Clinical coders
  • Health/medical records staff
  • IT staff
  • IT Trainers
  • Project/programme Managers
  • Clinical audit staff
  • Information Governance staff
  • IMT Senior Managers
  • Clinical Informaticians
  • Information management staff

11
Background
  • Output of Architecture Event in September 2005
  • National Strategy for the Utilisation,
    Deployment and Professional Development of
    Informatics staff
  • Arose from CEOs list of priorities to be
    addressed in the time out

12
Drivers
  • Origins in the findings of WAG IMT Baseline
    Survey Report December 2002 e. g.
  • Reinvented /duplicated services and capabilities
  • Services provided around historic
    organisationally based pathways of care
  • Funding, profile, and quality of services
    inconsistent across organisations
  • No benchmark for outcomes, quality, and VFM
  • Inconsistent range of skills and expertise
  • Patchy access to professional development
    programmes
  • Core clinical applications overly reliant on key
    individuals

13
Drivers
  • Has this changed?
  • Has it changed enough?
  • Can we meet the new policy drivers

14
The future of health informatics will ..
  • More sophisticated ways of developing health
    planning commissioning of services new
    informatics initiatives like IHC need a more
    versatile workforce
  • Clinical systems will require more sophisticated
    tools ICT
  • Clinicians will rely more on what should be
    reliable and robust information systems and
    services
  • Patients and the public will expect safe access
    to relevant information for themselves and their
    clinicians at and beyond the point of care
  • Information and IT tools will move increasingly
    centre stage
  • And so will Health informatics staff but .......

15
.....but the current situation is .....
  • Health informatics is a young discipline
  • rapidly changing environment
  • wide range of functions
  • many levels of seniority
  • no clear entry route
  • no established career pathways
  • does not yet display the attributes of a
    profession
  • Lack of understanding/ agreement on what health
    informatics is
  • Lots of noise
  • No clear idea of current health informatics
    capacity or capability
  • Patchy access to education professional
    development programmes
  • Core clinical applications overly reliant on key
    individuals
  • Little coordination of recruitment, retention,
    workforce planning
  • A universal issue not confined to Informing
    Healthcare, to Wales, or to the NHS

16
and so ...what needs to be done?
  • A strategic long term overview is needed but
    broken down into a practical, achievable
    implementation with some immediate and visible
    benefits for
  • You personally
  • For the profession as a whole
  • For our healthcare colleagues
  • For employers
  • But most of all for patients
  • The time is right to harness the overwhelming
    desire and commitment to change this at an
    individual, team, organisational, professional
    body and national level

17
Whats different now?
  • Senior level buy
  • NHS Chief Execs
  • Director NHS Engagement leading
  • Strategy for the Utilisation and Deployment of
    Health Informatics Staff
  • Health Informatics professional Development
    Programme
  • Head of HI Professional Development Appointment
  • Underpins Informing Healthcare, Designed for
    Life, healthcare modernisation
  • Linked to other initiatives and imperatives
  • Agenda for change KSF
  • National activities like professional
    registration (UKCHIP)
  • Closer partnership working with other
    organisations and sectors
  • NLIAH
  • Higher Education
  • Professional organisations Trades Unions

18
How many, and what categories?
  • Approximate number of Informatics staff working
    in the NHS in Wales is 2740. Using the actual
    data received and taking account of the different
    types of organisations, it could be estimated
    that of the total of 2740, there are
  • 1000 Health Records staff
  • 700 ICT staff
  • 350 Information Management staff, excluding
    Clinical Coders.
  • In England a similar survey estimates about 25000
    staff but bear in mind more services are
    outsourced
  • Data is somewhat UNRELIABLE because we dont know
    who we are counting or which category they fit
    in!

19
How many, and what categories?

Figures obtained from 7 NHS Wales trusts as part
of the ASSIST Workforce Survey
20
Future Staffing Needs
21
Recruitment Significant Challenges
22
Retention Significant Challenges
23
Skills Shortages Current Future
24
Progress with AfC JE by staff group
25
Contentious Areas for AfC (JE)
26
The role and potential uses of National
Occupational Standards
TNA
Qualifications
Professional Registration
Resource Management
Career Progression
NOS
Mentoring
Benchmarking
Risk Analysis
Recruitment
Readiness
Pay conditions
27
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32
Education and trainingPromoting health
informatics
33
Events Programme 07/08
  • Conferences
  • Health Informatics in Action November 07
  • Learning Needs Workshops - Jan June 07
  • One for each Health Informatics subspecialty
    (12)
  • Workshops (North South)
  • Facilitation Skills
  • Benefits realisation
  • Evening Seminars (North South)
  • Stress Management
  • Evidence based Health Informatics

34
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35
Welsh Health Informatics Learning Community
  • Provide a one-stop shop for HI development
  • To keep up to date
  • To share good practice
  • Participate in personal and professional CPD
  • To develop as an individual, subspecialty and
    profession
  • Engender a sense of community
  • Build on and develop existing networks

36
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37
Our Survey
  • 8/15 Trusts responded but most only partially
  • 4/11 national organisations/services responded
  • 642 staff represented

38
Health Informatics Staff Outcomes
  • 115 appeals out of 465 bandings 24.7
  • (Variation 10 to 80 across organisations)
  • 48 out of 530 on protected pay 9
  • (Variation 0 to 50 across organisations)
  • Appeals put forward 115
  • Of these, 35 have been heard
  • Appeals resulting in reband 28/35 80
  • Appeals rejected 7/35 20

39
Appeals comparisons
  • Welsh Health Informatics appeals (465 staff)
  • Nurses (RCN UK Survey 1600 nurses)
  • Unhappy
  • Bandings reviewed
  • All job roles per organisation
  • Welsh Trust A (early) appeals (3000 staff)
  • Welsh Trust B (late) appeals (4000 staff)
  • 24.7
  • 40
  • 12
  • (30 rebanded)
  • 16
  • 5.5

40
Your comments
  • Impact worse higher up the bandings with
    management responsibilities
  • Technical grades
  • Lower grades fared poorly
  • Inability to score on patient care and physical
    skills
  • Hierarchies in Health Informatics not recognised
    by reviewers
  • Lack of understanding of Health Informatics
    functions and complexities
  • Having a real impact on retention and then
    recruitment to replace
  • Early adopters fared badly
  • My comments Variation, Variation, Variation!

41
But for today .
  1. What skills, knowledge, personal attributes does
    the roles within information governance demand?
  2. What gaps are there in your (personal and group)
    skills, knowledge and attributes?
  3. What training, education, development
    opportunities currently exist which map to these
    requirements?
  4. Can the gaps (2) be filled by what is available
    and how?
  5. If not how can we acquire/develop what is needed?

42
  • Susan.thomas_at_ihc.wales.nhs.uk
  • Jackie.barker_at_ihc.wales.nhs.uk
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