Designing Career Plans

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Designing Career Plans Sharing views from the
health sector

• Career and Development Framework for Nurses,
  Midwives and allied Health professionals in
  Scotland
• Dr Colette Ferguson
• Director of Nursing, Midwifery and Allied health
  Professions
• NHS Education for Scotland

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Plan

• Provide some background to the health care sector
  in Scotland
• Briefly introduce the role of NHS Education for
  Scotland
• Introduce the Career Framework for Health UK
  wide
• Focus on the Career and Development Framework for
  nurses, midwives and allied health professionals
  and demonstrate the way in which this can be used
  by employers, practitioners and educationalists.
• Explain how this was developed in partnership
• Provide opportunity for discussion and
  exploration of opportunity across sectors.

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Scotland
Population 5,500,000 Scotlands cities
Glasgow - 592,820 Edinburgh - 486,120 Aberdeen
- 217,120 Dundee - 144,290 Inverness - 56,660
Stirling - 89,850 Life Expectancy at birth
Male76.3 years on average Female80.7 years on
average
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Scottish Parliament - Holyrood Edinburgh
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1) Ayrshire Arran
2) Borders
3) Dumfries Galloway
4) Western Isles
5) Fife
6) Forth Valley
7) Grampian
8) Greater Glasgow Clyde
9) Highland
10) Lanarkshire
11) Lothian
12) Orkney
13) Shetland
14) Tayside
NHS SCOTLAND HEALTH BOARDS
14 territorial Health Boards 8 national Special
Boards
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NHS Education for Scotland

• Who We Are
• A Special Health Board created on 1st April 2002
• Responsible for the development and delivery of
  education and training for all NHS Scotland staff
  and for supporting NHS services to the people of
  Scotland

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What we do

• Responsible for
• postgraduate training of junior doctors and
  dentists
• postgraduate training of clinical psychologists
• pre-registration training and continuing
  professional development for pharmacists
• Performance Management of pre-registration
  nursing and midwifery education
• Supporting the continuing professional
  development for nurses, midwives and allied
  health professions

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Nursing and Midwifery

• Scotlands Nursing and Midwifery Workforce
• Registered Nurses and Midwives
• 48,000 registered nurses and midwives.
• Approximately 2,500 newly qualified nurses and
  midwives each year.
•  
• In addition we have 17,600 healthcare support
  workers
• Total NM workforce of almost 67,000

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Career Framework for HealthSkills for Health
(2006) Scottish Government (2006/9)

• Consists of nine levels at which a function can
  be performed, from level 1 initial entry jobs to
  more senior staff at level 9.
• It aids workforce flexibility, providing a common
  language and currency to support career planning.
  
• It does this by mapping the NHS workforce into a
  nine level core skills and competence framework
  (except doctors and dentists).
• The nine levels represent a clustering of roles
  which are grouped according to complexity,
  responsibility and the level of experience and
  knowledge required to carry them out.
• It has no direct link to pay concerned only
  with defining the level of knowledge, competence,
  responsibility and associated experience,
  required for the delivery of roles within the NHS
  in Scotland.

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C A R E E R F R A M E W O R K for H E A L T H
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The Post Registration Career and Development
Framework for Nurses, Midwives and Allied health
professionals

• The Post Registration Career Framework is a web
  based resource which provides an infrastructure
  to support the continuing and changing
  development needs of the nursing, midwifery and
  allied health professions workforce.
• It aims to help these practitioners to assess
  their learning needs and plan their continuing
  development.
• It builds on a range of work already done for
  specific groups eg Neonatal Nurses Community
  Nurses but provides a common framework that only
  needs to be customised to specific groups.
• The framework identifies key aspects of practice
  transferable across discipline specific and
  speciality groups.

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Structure of the Framework

• Two key parts levels of practice and pillars of
  practice.
• Levels of Practice
• Based on levels 5 -9 of the Career Framework for
  Health (Skills for Health 2006 Scottish
  Government (2009).
• The overview of each level of practice provides a
  description of the attributes expected and the
  qualification level that may be expected.
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• Pillars of Practice
• Built on four pillars of practice
• Clinical Practice
• Facilitation of learning (education)
• Leadership
• Evidence, Research and Development

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Pillars of Practice
Clinical
Facilitating Learning
Leadership
Evidence, Research Development
LEVEL 5 Practitioner
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The Framework can be used by

• Individual Nurses, Midwives, Allied Health
  professionals
• To guide professional development
• Managers
• Support discussions with staff as part of
  professional development reviews
• Inform succession planning
• Support service redesign and skill mix
• Educators
• Plan and deliver education and training to meet
  the rapidly changing needs of practitioners.
•  

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The Benefits

• Consistency in expectation of level of practice
• Clarity of expectation for development and career
  progression
• Increase in awareness of development
  needs/opportunities
• Reduction in duplication in developing a range of
  frameworks
• Increase in potential use for service redesign
  what do you need/where/what level/ how do you
  manage talent and upskilling
• Clarity and guidance for curriculum development.

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