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CAIPE AGM June 2009
Embedding Interprofessional Learning & Development:
Nationally Transferable Roles in the health sector
Filao Wilson, Skills for Health
Contents of Presentation
Who we are and what we do
What is the workforce problem we are all trying to fix and why does it matter?
What are SfH and partners doing about it?
Helping to embed IPLD
Sector Skills Councils:
25 Independent UK wide organisations
Cover 90% UK workforce on skills issues
One of the Big Five SSCs: large public sector workforce: health, justice, care and development, life long learning, Govt skills
All tasked with designing a skills system driven by employer demand from their sector.
All UK
All health, not just NHS
2 reasons why Skills for Health is unique in the health sector:
All SSCs have 4 goals:
Reduce skills gaps and shortages
Improve productivity, business and/or public service performance
Increase opportunities to boost the skills and productivity of everyone in the sector’s workforce
Improve learning supply through National Occupational Standards, apprenticeships, FE & HE
Skills for Health purpose & aims:
Helps the whole sector develop solutions that deliver a skilled and flexible
UK workforce in order to improve health and healthcare.
Develop and manage national workforce competences Profile the UK workforce Improve workforce skills Influence education and training supply Work with our partners.
(employers, education providers, national and regional bodies)
Problem we are trying to fix
Health sector employers agree on need for a more flexible workforce:
Demographic changeTechnological advances from R & DAdapting to changes in quality and
performance criteriaNew Government health policy
Response from SfH includes:
Workforce modernisation programmes New ways of Working Nationally Transferable Roles (NTR)
Supported by qualifications reform
Strategic workforce development programmes, e.g.
Challenge with new roles:
Ensure work based learning for new roles is:
Credit bearing
competence based Capable of being built into HE awards
Available quickly to meet employer needs
Genuinely transferable UK wide
High quality
Sustainable
Competences and NOS
Competences: descriptors of the performance criteria, knowledge and understanding required to perform a specific task.
National Occupational Standards: competences that have UK wide approval for use in vocational qualifications
Learning Design Principles
Identify service need
CommissioningSpecification
Slot in to Education PathwayDesign
Describe need
using NOS
Design packages of learning
Embedded within HE/FEquality assurance & enhancementprocesses
HE Demonstrator sites:
HE sector is willing to work with SfH Learning Design principles:
HE awards with embedded NOS Willing to go one step further: helping to develop new NTR learning
& development scheme
What is a Nationally Transferable Role?
Definition
A nationally transferable role (NTR) is a named cluster of competences and related activities, levelled to the Career Framework that is applicable, relevant and replicable across different geographical locations in the UK.
Definition, cont…
A NTR may be either a subset of a job at more than one level of the Career Framework, e.g. supplementary prescribing, or a whole job at one level of the career framework e.g. advanced practitioner in cancer rehabilitation
NTR initial priorities:
DH commissioned NTR to support reduced waiting times + other policy priorities
Advanced Practitioner roles
Assistant Practitioner roles
Navigator roles
Admin & Clerical Roles
A few examples:
Advanced Practitioner - orthopaedics Advanced Practitioner - urogynaecology** Alcohol coordinator ( navigator role in
development) Assistant Practitioner - cancer rehab ( in
development)
** competence based learning package accredited by PMETB and RCOG
Who benefits from NTR?
Benefits for patientsStaff in new roles working to transparent nationally agreed standards
Benefits for employersBetter knowledge of skills requirements when selecting staff for re-configured services and new roles
Benefits for individualsIncreased portability of skills, competences and qualifications
Template for developing NTR:
1. Competences:
Common core for CF level or for navigator role Specialty specific/pathway specific Locally relevant
2. Indicative learning and development package
Vision for NTR learning scheme
Shared database of small learning packages developed by HEIs using SfH learning design principles
HEIs build into qualifications & awards Advantages for HEIs, employers and
individuals – everyone gains
Addresses the challenges
Ensure work based learning for new roles:
Credit bearing competence based Capable of being built into HE awards Available quickly to meet employer needs Genuinely transferable UK wide
High quality
Sustainable
Embedding IPLD through NTR:
Nationally Transferable Roles not profession specific
Learning packages for NTR will draw on expertise in more than one professional discipline
Embody Learning Design Principles, i.e. start with service need, learning will be designed and developed using NOS
Encourages competence based interprofessional CPD at all levels of career framework, including Advanced Practitioners
More information on NTR
New website www.skillsforhealth.org.uk
(search for NTR) HSJ Supplement 11th June waiting times
section [email protected]@skillsforhealth.org.uk
Thank You
