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Core Skills Next Steps

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Title: Slide Title Author: Se n Bradbury Last modified by: Lee Francis (NWHEE) Created Date: 10/9/2013 9:15:33 AM Document presentation format: On-screen Show (4:3) – PowerPoint PPT presentation

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Title: Core Skills Next Steps


1
Core SkillsNext Steps
  • Haydock Park Racecourse
  • Wednesday 4th March 2015

2
Agenda
  • 0900 Registration
  • 0930 Welcome Opening Address
  • Programme Update
  • Utilising Technology
  • 1040 Break
  • 1100 Core Skills Adoption
  • Direction for 2015/16
  • Workshops x 3
  • Closing Remarks
  • 1245 Lunch Networking

3
Opening Address
  • Mike Gibney
  • Director of Workforce
  • The Walton Centre NHS Foundation Trust

4
Political landscape
  • NHS Englands Five Year Forward View
  • General Election Who gets your vote?
  • The Manchester Health Experiment
  • Generation X / Generation Y
  • Skill Shortage

5
Context
  • The NWCSP is here for the foreseeable future
  • They will continue to support but have an
    increasing remit
  • Set the conditions, need to operationalise
  • Last time in November we started to explore
  • What sustainable looks like
  • We now need to make it happen

6
Tipping Point
As Is
To Be
7
Tipping Point
  • The Tipping Point is a place where the
    unexpected becomes expected. Radical change
    becomes more than a possibility. It is
    contrary to all our expectations a
    certainty.
  • Malcom Gladwell, The Tipping Point How Little
    Things Can Make a Big Difference

8
ProgrammeUpdate
  • Care Certificate
  • UK Core Skills Training Framework
  • Core Skills in General Practice
  • Core Skills Education Resources Version 3
  • Future Workforce Workstream
  • Junior Doctor Workstream

9
CareCertificate
10
Care Certificate
  • Recommendation from Cavendish Review
  • Aimed at Health Care Social Work support
    workers
  • Developed by HEE, Skills for Health and Skills
    for Care
  • Applicable to bands 1 4
  • New Starters to complete in first 12 weeks
  • NWCSP supported HENW with the NW Pilot
  • National launch in February 2015
  • NW launch in March 2015
  • Organisations expected to use from April 2015

11
Care Certificate Standards
1. Understand your role 6. Communication 11. Safeguarding children
2. Your personal development 7. Privacy and dignity 12. Basic life support
3. Duty of Care 8. Fluids and nutrition 13. Health and safety
4. Equality and diversity 9. Dementia and cognitive issues 14. Handling information
5. Work in a person centred way 10. Safeguarding Adults 15. Infection prevention and control
Standards highlighted in yellow align directlyto
the equivalent UK Core Skills subject
12
Care CertificateSupport
  • National documentation released by HEE in
    Januaryhttp//hee.nhs.uk/work-programmes/the-car
    e-certificate-new/
  • HENW Care Certificate Toolkithttp//nw.hee.nhs.u
    k/our-work/care-certificate-toolkit/
  • Skills for Care releasing a National Workbook
    later in Marchhttp//www.skillsforcare.org.uk/St
    andards/Care-Certificate/Care-Certificate.aspx
  • ESR releasing National Competences in April

13
UK Core SkillsTraining FrameworkUpdate
14
Suite of Frameworks
  • UK CSTF 2015, update due April / May 15 to
    replace version 1.2
  • No substantial changes planned
  • Clinical Care Framework due to be released April
    15
  • With UK CSTF, covers the 15 standards covered by
    the Care Certificate
  • Dementia Framework due to be released April
    15www.skillsforhealth.org.uk/projects/item/176-de
    mentia-core-skills-knowledge-framework

15
Core Skills inGeneral Practice
16
Benefits to General Practice
  • Employer Responsibility Health Safety
    Legislation
  • Supports CQC inspections - particularly the Safe
    KLOEs
  • Standardised training provides
  • Clarity
  • Consistency
  • Quality
  • Efficiency

17
Approach for the pilot
  • Designated support from the NW CSP Team to manage
    the pilot
  • Central Lead in the CCG and HENW (Kirstie
    Baxter) Project Sponsor - to provide authority
    and escalate issues to
  • Single point of contact in each practice ie
    Practice Manager Responsible for rollout in
    practice and engagement with NW CSP team
  • Preference for majority to use eLearning, ie the
    HE COOP Platform NW CSP Team will provide
    additional support as required
  • NW CSP Team to capture activity, collate/record
    results and provide compliance reports at CCG
    and Practice level
  • Wider group of Practices to pilot Core Skills
    alongside CCG

18
Timescales
Prepare Systems Engage with Practices Identify
risks issues Set deliverables
Review Pilotwith Practices Evaluation Prep for
wider rollout
Provide Practices with access Provide ongoing
support to Practices Hold regular updates /
reviews to gauge feedback and progress
Proposed Target Engagement by 75 of practices
(approx 15) Of these 15 practices, completion of
the Core Skills by 75 of staff
19
Next Steps
  • Opportunity to capture Junior Doctors and
    Healthcare Students on placement in General
    Practice
  • Link into wider HENW programmes and initiatives,
    for example Practice Nurse Development Programme
  • Post pilot, other practices and CCGs interested
    in adoption, for example East Lancs CCG, North
    Lancs and West Cheshire CCG
  • General Practice Core Skills data to be captured
    on the Skills Directory

20
Core SkillsEducation ResourcesVersion 3
21
Education ResourcesVersion 3
  • NW CSP Education Resources reviewed and updated
    following release of v1.2 of UK CSTF in October
    2014
  • Content updated in a number of subjects
  • New resources for L2 SGC and L2 IPC
  • All content reformatted and version control
    introduced
  • Shared with SMEs for review
  • Available in a variety of formats Powerpoint
    Presentation, Reader/Workbook, eLite eLearning
  • Resources accessible from our websitewww.cmtpct.
    nhs.uk/north-west-core-skills/resources/education-
    delivery.asp

22
(No Transcript)
23
Future WorkforceWorkstream
24
Future Workforce
  • HE COOP platform updated
  • Focus on NHS Trusts accepting student Core Skills
    Training
  • Example with Psychology Walton Centre
  • Links to sustainable tools
  • Majority of healthcare programmes now aligned,
    medical schools main area still to target

25
Junior DoctorWorkstream
26
Northwestern Deanery
  • The objective of the North West Core Skills
    Programme (NWCSP) is to standardise Statutory and
    Mandatory Training and address the issues of
    training being needlessly duplicated, varying
    quality in training delivery and the inefficient
    sharing of data between organisations
  • Working with the North Western Deanery, 2 Lead
    Employer Organisations and 16 NHS Trusts. Over
    the course of the last 5 main rotations (February
    2013 February 2015), the NWCSP has implemented
    an eLearning based solution that has for the
    February 2015 rotation, resulted in
  • 1860 Doctors in Training being Core Skills
    Trained
  • Needless duplication of training reduced by 38.
  • Subject Level Compliance Reporting

27
Approach
  • The NWCSP have developed a number of education
    resources including e-Learning, aligned to the UK
    Core Skills Training Framework.
  • The eLearning resources have been implemented on
    the deaneries Virtual Learning Environment (VLE),
    embedding them within the Junior Doctor
    e-Induction Programme.
  • The training was available online allowing the
    Doctors in Training to access and complete it
    where and when it was convenient, with the
    provision it was completed prior to the
    commencement of their next rotation placement.

28
Junior Doctors
  • Completion rates for Core Skills Training by
    Doctors in Training for the February 2015
    rotation is 76.91

Core Skills Subject Completion
Equality Diversity 82
Fire Safety 83
Health Safety 80
Infection Control 78
Information Governance 56
Manual Handling 79
Safeguarding Adults 79
Safeguarding Children 78
29
Utilising Technology
  • Gemma Sheridan
  • Liverpool Womens NHS Foundation Trust

30
The LWH Guide
For Doctors in Training
  • Smartphone app intranet sites

Gemma Sheridan st6 OG, clinical app fellow
31
The Plan
  • Background
  • Tour
  • Our experiences of Implementation
  • Plans for version 2

32
Liverpool Womens Hospital
33
Doctors in Training
34
Aim of the LWH Guide
  • Trainees have practical information whenever
    needed
  • Improve access to clinical guidance
  • Allow induction to be focussed on clinical
    teaching
  • Improve trainees experience when starting at LWH

35
The LWHGuide App Project
Postgraduate Education Team
E Learning strategy
Software Developers
Funding for Clinical App Fellow
36
Timeline
37
Smartphone App
  • IOS
  • aNDROID

38
Home Screen
39
Handbook
40
Handbook
41
Clinical Guidelines
  • 4 Gynaecology
  • 19 Maternity
  • Antibiotic Formulary

Dedicated Intranet site
42
Active Forms Annual Leave/On Call Swaps
43
Session Log
44
Intranet SiteLWH Guide OG Doctors
  • LWH Guide App Features plus
  • Rotas
  • Calendar Educational events
  • Teaching presentations
  • Links to useful sites
  • Announcements

45
Evaluation feedback
  • App downloaded by a large proportion of doctors
    in training
  • Access to clinical guidelines as been
    significantly improved
  • Very useful during the first few weeks at
    Liverpool Womens

46
Problems
  • Doctors asked for the rotas to be available via
    the app
  • No live update facility
  • Low use of active forms

47
Version 2
  • Live update via Cloud Drive
  • Rotas via the app
  • Access to full range of Guidelines
  • All guidelines in app up to date
  • Wider range of Active Forms
  • Better publicity and training at launch

48
Version 2
INFORMATION DELIVERY SYSTEM TAILORED TO STAFF
GROUP AVAILABLE FOR
49
App team
  • Version 1
  • Dr D Roberts clinical lead, LWH
  • Ms K Smith Post graduate Education Centre
    Manager, LWH
  • Dr G Sheridan Clinical App Fellow, LWH
  • Mr G Constantinou team Coventry University
    Enterprises
  • Version 2
  • Mr D Walliker Chief Information Officer, LWH
  • Mr R Cowell, Mr S Dobie Information Management
    Team, LWH
  • Dr F Arshad team Liverpool John Moores
    University

50
The LWH Guide
Any Questions?
51
Break
52
Agenda
  • 0900 Registration
  • 0930 Welcome Opening Address
  • Programme Update
  • Utilising Technology
  • 1040 Break
  • 1100 Core Skills Adoption
  • Direction for 2015/16
  • Workshops x 3
  • Closing Remarks
  • 1245 Lunch Networking

53
Direction for2015/2016
  • Measuring Core Skills Success
  • Sharing Data
  • Sustainability Tools

54
Measuring Core SkillsSuccess
55
Core Skills Adoption
  • 93 return by NHS Trusts (37 / 40 Trusts
    aligned to UK CSTF)
  • 800 possible subjects available (20 subjects inc
    levels x 40 Trusts)
  • 85 of Core Skills subjects being delivered by
    Trusts (676 / 800)
  • 77 of subjects are fully aligned to the UK
    CSTF (523 / 676)
  • 100 return by HEIs (10 / 10 HEIs aligned to UK
    CSTF)
  • 94 of HEI Programmes aligned to the UK CSTF (79
    / 84)
  • 90 return by FE Colleges (19 / 21 FEs aligned
    to UK CSTF)
  • 91 of FE Programmes aligned to the UK CSTF (21 /
    23)

56
Critical Mass
As Is
To Be
Critical mass, the required number of adopters
needed for an innovation so that the rate of
adoption becomes self-sustaining and creates
further growth. Everett Rogers, Diffusion of
Innovations
57
Further Growth
  • The Core Skills has been adopted in the North
    West
  • Needs to be more than just delivering Core Skills
    training
  • Now need to realise the wider benefits of
  • Recognising and accepting Core Skills
  • Reducing duplication
  • Efficiencies from working differently
  • Expanding the Core Skills approach into other
    areas
  • New governance arrangements for the NW CSP
  • Need a new set of targets for organisations to
    measure the ongoing impact and success of the NW
    CSP

58
New Measures
  • Subject alignment and delivery
  • Time taken for training delivery and
    administration
  • Organisational commitment / Roles and
    responsibilities identified
  • Core Skills reflected in relevant policies
  • Required procedures in place (Compliance Check /
    Flexible Training)
  • Use of ESR National Competences / Skill Code /
    Naming Convention
  • Amount of training recognised / accepted and
    duplication avoided
  • A dashboard will be developed to capture these
    measures
  • Maintained and updated periodically by NWCSP

59
Sustainability Tools
60
Core SkillsImplementation Model
Phases Step 1 Step 2 Step 3 Step 4 Step 5
Phase 1 Engagement   Exec Support Core Skills Lead Project Meeting Assess Readiness Action Plan
Phase 2 Alignment Engage SMEs Complete Content Mapping Tool Ensure Content is Aligned Sign off By Organisation Submit Evidence to NWCSP
Phase 3 Share Data   Sign Info Sharing Protocol Data Reporting In Place Process for Sharing Core Skills Skills Register Admin/ Training Go Live with Core Skills Register
Phase 4 Recognition   Agree to Accept Training   Introduce Check for Compliance Introduce Flexible Training Sign off by Organisation Submit Evidence to NWCSP
Phase 5 Realisation   Embed Measure Audit Business As Usual Continuous Improvement
61
Overview of Tools
Responsibility
Flexible Training
Compliance
62
Compliance Check
63
Flexible Training Approach
Review How
64
Roles and Responsibilities
65
Sharing Data
66
Current Position
  • The Core Skills Register ver1.2 has reached the
    end of its lifecycle
  • Limitations of system reached both functionally
    and in capacity
  • Negotiations for a CSR ver2.0 development have
    stalled
  • HENW have withdrawn from existing system
  • NW CSP managing data internally following same
    process as CSR v1.2
  • NW CSP provide data uploads, queries and reports
    for organisations
  • Long term, new system required, to be in place
    for Summer 2015
  • Working title Skills Directory Focus for
    Workshop 2

67
IAT Competency Management
68
IAT and Competences
  • There is no QA process for the national MAND
    competences. Any organisation can use and assign
    them. If your organisation uses IAT then any
    competences will automatically transfer.
  • The CSTF competences have a QA process. SfH keep
    a list of all organisations who have declared
    alignment with the Core Skills Framework. The
    NHS Central Team and SfH monitor who is using
    them.
  • Following some work last year (big shout to
    StHK) an enhancement has been introduced to more
    effectively use the CSTF competences.

69
CCN966 - IAT competency management
  • A new form is available for the management of
    competencies during the IAT process. This enables
    an organisation to amend the competencies that
    transfer as part of that process.
  • Streamlines Hire Process
  • Provides key information to administrators
  • Enables better decision making for new starters
  • Features Include
  • Amend Competence Profiles at Pre-Hire Stage
  • Review Competence Requirements for Position
  • Configurable Role to Identify Appropriate
    Approvers

70
Process pre-Release 25
Source Trust
Target Trust
NHSMANDFire Safety 2 Years 20-MAR-2010 to
31-MAR-2016
NHSMANDFire Safety 2 Years 20-MAR-2010 to
31-MAR-2016
Details of Position Requirements NHSCSTFFire
Safety 1 Year Details of Current
Competence NHSMANDFire Safety 2
Years 20-MAR-2010 to 31-MAR-2016 Date Last
Awarded 01-APR-2014
Stat Mand Notification Role Holder
71
New Process
Source Trust
Target Trust
NHSMANDFire Safety 2 Years 20-MAR-2010 to
31-MAR-2016
NHSMANDFire Safety 2 Years 20-MAR-2010 to
31-MAR-2016
Approve
Details of Position Requirements NHSCSTFFire
Safety 1 Year Details of Current
Competence NHSMANDFire Safety 2
Years 20-MAR-2010 to 31-MAR-2016 Date Last
Awarded 01-APR-2014
NHSCSTFFire Safety 1 Year 20-MAR-2010 to
31-MAR-2015
Edit
No Stat and Mand Competencies Transferred
Stat Mand Notification Role Holder
Do Nothing
72
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73
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74
IAT and Competences - Best Practise
  • Define core skills requirements across the
    Organisation
  • Assign relevant national CSTF competences at
    Position level in ESR
  • Use bulk upload facility
  • Undertake data cleanse for MAND competences that
    may have transferred up to now
  • Fully utilise IAT functionality
  • Turn on Auto-enabled IAT setting
  • Request IATs pre-hire
  • Minimise use of direct hires
  • Remember that National Competences are only sent
    once
  • Use local notifications if appropriate (for
    depts/business units)
  • some Trusts re-request IATs to capture further
    information not available from the outgoing
    organisations VPD at the first time of asking.

75
Summary
  • Not overly complex but needs to be worked through
    with Recruitment, who may not be aware of the
    Core Skills Framework and the NW Programme
    activity.
  • Further information available on Kbase in release
    notice 238https//www.electronicstaffrecord.nhs.uk
    /kbase/entry/384/
  • Watch this space for
  • further case studies
  • Implications for agency staff

76
Workshops
  • Sustainability Tools
  • Sharing Data
  • Streamlining

77
Lunch
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