Speakers and Facilitators James Steinhardt Associate Dean; Surrey Heartlands;

Chair and Clinical Lead, Surrey Training Hub

Sara Cowell Learning Environment Lead Surrey Training Hub

Terri Lovis GP Tutor Health Education England Kent, Surrey & Sussex (HEE KSS), Surrey Training Hub

Angie Denyer Head of L&D, Skills Design & Development CSH Surrey;

Finance Manager Surrey Training Hub

Andy Cochrane Associate Dean West Surrey, HEE KSS

Surrey Training Hub July 2020 James Steinhardt

POLLS Results

• Are you familiar with the services the Surrey Training Hub provides? • Yes – 55% • No – 45%

• Are you using or have used the Training Hub website for booking training/courses?

• Yes – 5% • Yes – I’ve used the site before but not for booking training – 15% • No – I didn’t know this was an option – 60% • No – I knew it was there but haven’t needed to use it – 20%

• Do you have a training lead in your PCN? • Yes – 12% • No – 47% • I don’t know – 41%

Background

Primary and Community Care Training Hubs are networks of education

and service providers (NHS and non-NHS) based in the community.

Training Hubs (TH) aim to provide an opportunity to meet the educational

needs of the multi-disciplinary primary care team, bringing together

NHS organisations, community, local authorities and education

establishments. They are tasked with increasing the capacity for future

healthcare workforce training, developing current and future workforce

around the needs of a geographically defined population.

The NHS Long Term Plan describes a commitment from NHSE and HEE to

establish Primary & Community Care Training Hubs on Integrated Care System

(ICS) footprints from 2020/21.

Surrey has had a Training Hub in the form of a Community Education Provider

Network (CEPN) since 2018. From April 2020, the Training Hub’s footprint is co-

terminous with the Surrey Heartlands ICS footprint.

Who we are

• Hosted by CSH Surrey (local community health provider)

• Governed by a Board made up of GP Tutors, GP Programme Directors,

community providers, ICS, Primary Care School (Patch Associate Dean), LMC

as well as HEI, pharmacy and care home representatives

• Work closely with arms length bodies such as HEE and NHSE/I

• Support delivery of local and national workforce, training and education priorities

as set out by both our local system (ICS) as well as HEE and NHSE/I

The Surrey Training Hub (which is hosted by CSH Surrey) is a local

partnership supporting the development and transformation of the

primary and community care (PaCC) workforce through education and

training across the Surrey Heartlands footprint. Our aim is to help attract,

recruit and retain staff to ensure that our workforce is fit for the future and

so that our patients will benefit from high quality care and services.

Meet the Training Hub Team

• Dr James Steinhardt: Chair and Clinical Lead

• Denise Thiruchelvam: Deputy Chair

• Angie Denyer: Finance Manager

• Kerrie Myall: Training Hub Workforce Transformation Manager

• Sara Cowell: Learning Environment Lead (LEL)

• Jemma Hunnex: Business Manager (Maternity Leave)

• Danielle Butler Lange: Interim Business Manager (Maternity Cover)

• Melissa Johnson: Project Coordinator / Student Placement

• Sue Flood: Business Administrator

GP Tutors

• Dr Beth Coward, Northwest Surrey

• Dr Hamish Whitaker, Guildford & Waverley

• Dr Terri Lovis, East Surrey

• Dr Nicola Hamilton, Surrey Downs

Our core functions

What we are doing - overview • Placements – working with practices and HEIs to place non-medical learners (pre-reg

nurses, paramedics) across Surrey Heartlands practices – new placement co-ordinator in

post now linking in with LELs due to start August 2020 and beyond

• Nursing Associate Apprentices (NAA) - we were the first Training Hub across Kent,

Surrey and Sussex to place NAAs in primary care. We have launched another cohort in

February – for more information, please get in touch

• Training for non-medical workforce – we deliver a fully funded, clinical training

programme for both new skills and update training including immunisation, cytology, ear

care, anticoagulation, leg ulcer, performing ECGs and others; new process developed

recently

• Multi-professional education and training – Educational Half Days, Protected Time for

Learning on a range of clinical topics (supported by GP Tutors) - PLT agreed across ICS

• PCN Development Programme – we are working with the KSS Leadership Academy to

deliver a local programme based on a successful pilot in Brighton

• ‘New to Practice’/Fellowship Programme – we will be working closely with primary care

colleagues in the coming weeks to deliver this national NHSE/I programme, supporting

newly qualified GPs and GPNs

• Practice Assessors/Practice Supervisor training – in line with new NMC standards

includes grand-parenting across for those with previous mentorship qualification

What we are doing – current projects • 1st Five learning sets for GPs

• Learning sets for pharmacists

• Learning sets for PAs

• Multi-professional resilience service due to launch next few weeks

• Helping to administer ACP process and support with this

• GP/Nurse universal fellowship looking to start delivery Sept

• GP individual fellowships – 5 across Surrey innovative posts for GPs

• Administering CPD funding Nurses, Midwives and AHPs in Primary Care – process

and support developed for this to help you grow your workforce

• Website as central repository for education across Surrey and in your ICP

Next steps • Enhance links with PCNs / ICS – development of PCN workforce/education leads, delivery of a

workshop to shape future working relationships, priorities etc.

• Review Training Hub Board membership – include representation from PCNs – what might

this look like?

• Strengthen engagement and awareness of Training Hub – further development and

promotion of Training Hub website, appointment of a Programme Manager, broader

representation on local boards e.g. ICP, PCTB

• Build staff infrastructure to support core functions – HEE have invested in Training Hub

infrastructure which includes new roles such as Clinical Lead, Programme Manager, Learning

Environment Leads and Placement Coordinator. We have 1 LEL in post and have recruited a

further one starting in August and hopefully a further LEL soon, we don’t have a programme

manager in post but are looking to recruit an interim soon.

• Workforce Implementation Group – golden time for primary care, strengthen strategic direction

across ICS through the creation of a Workforce Implementation Group with representation from

Primary Care, PCNs, ICS, Training Hub, HEE, NHSE/I (in development)

• Changed landscapes post COVID – has this changed the educational needs of your

workforce? What do you need with new models of care and delivery of these?

Get in touch…

James Steinhardt

Chair and Clinical Lead, Surrey Training Hub;

Associate Dean, Surrey Heartlands

Email: csh.surreyeducation@nhs.net

Website: www.surreytraininghub.co.uk

Twitter: @SurreyTH

Surrey Training Hub Website www.surreytraininghub.co.uk

New and improved website live now! Go here to learn more about your Training Hub. Get an overview of latest training offered and links to book your training. Check out the Training Calendar for an overview of what’s on or filter by job title for specific roles. Find career resources and links to useful info.

Breakout Session – response summaries

1. Have you thought of education and training in your PCN? • Variations across the PCNs. There is a desire to enhance and expand training

using clinical tutorials, action learning sets, as well as in-house training. In some areas, there was no formal focus on education and training. Supervision and development plans are key as well as ensuring that there’s a focus on embedding and supporting new roles. There are some issues with logistical challenges (estate and recruitment).

2. What is already happening and does anyone have a handle on it? • A lot of training is happening at practice level rather than PCN level. Some has

been done during the COVID-19 pandemic but much has been placed on hold. There was definite interest in having educational leads.

3. What do you need to develop your PCN workforce? • Key: structure for roles, development of roles, supervision, and support of roles

new to the PCNs. Would like to see a return of the multi-disciplinary care for the elderly day. Also noted was a need for communication to the public regarding different roles in a practice – e.g. a patient may be seen by someone besides a GP and why.

Breakout Session – response summaries (cont.)

4. Are you considering what makes a good placement? • Some PCNs expressed a desire to grow placements and all wanted to ensure

that they are embedded as part of the team. Key thoughts of how to have successful placements: strong inductions, communities of trainees / external peer support, shared skillsets, similar IT systems, and a named mentor or supervisor.

5. How do you support and retain staff through education and development? • Continuing to highlight the profile of Primary Care at career fairs, etc. Ensuring

that staff feel like part of the organisation (not just given tasks). Investing time into people – committing to them – so that they see a reason to stay – committing to you. Focusing on staff value.

6. How can the Training Hub support you with this? • The Training Hub is the glue that holds this all together and is good practice in

ICS footprint. The Training Hub can set an aspirational standard.

PCN Educator Role James Steinhardt

Why? • Feedback from PCNs – we need to have some structure to be able to help you develop and plan your

workforce needs better

• Good to have an educational network to try to support you and each other

• Need mechanism to ensure quality of educational environment and mechanisms/ responsibility

• Will link to local Learning Environment Lead (LEL) and GP tutor for your ICP

• Lack of educational infrastructure especially in non medical workforce at PCN level – this aims to start helping to address this

• Helps to look at educational capacity and workforce needs of PCN, support with staff development and link with LELs and CCG

• Prevent duplication of work

• Helps look at placement capacity at PCN level to link in with local HEIs to allow student placement:

• takes pressure off individual practice to provide placement

• helps with future workforce

• and may help with rotational placements of staff within PCN

• Helps with educational governance in the future for placement governance, brings together educators within a PCN, and looks at upskilling staff

Builds on Idea from Kent Training Hub

• Possible pump priming monies to embed a multi-professional educator lead at PCN level – can be used for backfill for this role or admin support for individual taking on this role

• Can be GP or other educator but must have some educational understanding

• To form a network of educators across ICP to link with the LELs and GP tutors embedded in the Training Hub

10 Potential Functions

1. Continuing Professional Development (CPD) and career progression of educators and members - with help from Training Hub upskilling

2. Curriculum mapping to workplace environment and supervisors

3. Timetabling, program coordination, and data maintenance to inform placement capacity - link to local trust for library support

4. Teaching and assessment activities

5. Educational governance -- with support from the Training Hub

6. Monitoring, evaluation, and quality improvement

7. Research, innovation, and digital capability

8. Workforce planning alongside clinical directors

9. Finances and investments, learners/learning as assets

10. Creation of a learning environment

Possible Benefits to PCNs

• Dedicated time made for education and workforce planning

• Link in to Surrey Training Hub to cascade help and support

• Overview of educational development of staff

• Link into CPD monies to make sure effectively used to help population within PCN

• Pipe-line of workforce and student capacity

• Help with capacity across PCN – ‘hub and spoke’ model – supporting non-training practices

• Create a community of practice for both educators and learners within your PCN – good for retention and development

• Help with PCN level / practice level educational events.

Possible Proposal for Consideration

• The Training Hub proposes to offer £6,000 initial funding in each PCN for set up of this role with SLA attached to these monies

• Would you consider putting some of your OD monies towards this project to make it more robust / be able to complete some of the training requirements for your PCN?

Training Hub Link with PCN Educators

Training Hub

LEL / GP Tutor

PCN Educators

PCN Educators

PCN Educators

LEL / GP Tutor

PCN Educators

PCN Educators

PCN Educators

LEL / GP Tutor

PCN Educators

PCN Educators

PCN Educators

LEL / GP Tutor

PCN Educators

PCN Educators

PCN Educators

Training Hubs and Their Partnership with Care Collaborative PCN Terri Lovis

Benefits to Practices & PCNs of the Training Hub at Place • System wide training offers that respond to a common need

• E.g. EMIS training package collaboration with surrey university offering practical clinical based teaching for upskilling users of EMIS in primary care

• Nurse training for courses that meet common needs

• To identify projects suitable for rolling out at ICS level rather than repeating at each ICP with cost benefits for efficiency

• Nurse Fellowship & GP Fellowship programmes • E.g. GP fellowship offer enabled us to attract a high quality GP applicant at a time

when applications for posts were low, to improve care for patients living with diabetes in the PCN and to develop a future leader in diabetes within the PCN and also within our system

• Training Hub links in with wider HEE KSS programmes to develop guidance and standards for practices and PCNs to use. E.g. appraisal guidance for each role in primary care to support practices

Benefits to Practices & PCNs of the Training Hub at Place (cont.) • Improving retention through supported learning sets

• Over 50s GPs, GPs returning to work, first 5s, AHPs, clinical pharmacists

• Responsive to place based needs and fostering collaboration with local ICP partners

• Joint training of PAs across SASH and primary care

• Weekly COVID webinars from April to July updating primary care clinicians with changes across CRESH ICP and clinical updates due to covid supported local clinicians to adapt to local changes and supported development of relationships and development of new patient pathways in response to shared learning experiences

Benefits to a PCN of a PCN Educator Role • Embedded in PCN board to support the education and training needs for each PCN project

• To have an eye on the present and future workforce needs of practices and the PCN

• To proactively support recruitment of retention of primary care roles in the PCN

• To support induction and a greater understanding of ARRS across the PCN

• To link with the Training Hub, the GP Tutor and LEL/ PCWT to ensure that the PCN fully benefits from all training opportunities for the whole team

• To link with partner organisations to foster collaboration around training our workforce

• To link with training organisations and the Training Hub to improve opportunities to host new learners, and help address any barriers identified around capacity; providing scope for further recruitment of staff to meet skills gaps in the future

• Responsive to new needs of PCN: e.g. COVID GP ST tutorials across PCN; scoping out training for new practice nurses on smears to address this critical need

Some questions for your first year. What will you focus on? • What learners do you have in your PCN?

• What are your skills gaps?

• What educational resources do you have in your PCN?

• What are the barriers to hosting more learners in the PCN or developing more educators?

• Learning needs analysis – what support do you need with that?

• Are you happy with appraisal needs for each role?

• What is your induction process across the PCN?

Summary

• Workforce planning, development and retention needs to be key to any strategy for the recovery of primary care

• Our workforce need to be nurtured by supporting their wellbeing

• Our workforce need to be given ample opportunity to grow and develop to their full potential through high quality training

• PCNs need the support of Training Hubs to facilitate the training and development of their workforce and to fully engage with the support available via HEE

• The integration of PCNs with the training hubs is key with a network of PCN educators linked to their named LEL/PCWT and GP Tutor for their ICP Training Hub group.

Continued Professional Development (CPD) Funding for Nurses, Midwives, and AHPs New Process and Allocation Sara Cowell

Overview

Following new guidance from Health Education England (HEE), there is a new process for allocating and accessing CPD funds.

• In alignment with the NHS Long Term Plan, £150million is pledged to be invested nationally for CPD for eligible staff.

• £1,000 per head over a three year period e.g. £333 per year

• Based on NHS Digital 2019 workforce data from November 2019

• PCNs are being asked work with GP Practices to devise an investment plan for CPD training across the PCN.

• Then working together with Surrey Training Hub (STH), will be able to access these funds.

Eligible Staff

Nurses, Midwives, and AHPs in Primary Care

Included in the Scheme Not Included in This Year’s Scheme

Advanced Nurse Practitioners Trainee Nurses

Nurse Specialists HCSWs

Extended Role Nurses Dispensers

Nursing Partners Phlebotomists

Practice Nurses Pharmacists

Nurse Dispensers Physician Associates

Nurse Associates Apprentices

Podiatrists IAPT staff and trainees

Physiotherapists Pharmacy Technician

Therapists Social Prescribing/Link Workers

Paramedics

Midwives

HEE Estimated Timeline

Process Outline

We delivered detailed information, guidance, and templates on 19 June to all PCNs

1. PCNs distribute GP Practice spreadsheets and Training Needs Analysis Guidance to practices to complete and return to PCN

2. PCNs collate information to complete investment plan and return spreadsheet to STH

3. STH reviews PCNs’ plans and training needs, identifying themes

4. Working together, PCNs and STH discuss how best deliver requested training

5. STH releases estimated funding to PCNs, who release funding to practices

6. PCNs report back to STH, who report to HEE

Benefits to Surrey Heartlands

• HEE have confirmed this allocated funding for next three years

• The data collected will enable PCNs to have a clearer understanding of workforce training needs

• We can work together to support those needs across Surrey Heartlands

• Will help with staff retention, recruitment, and workforce planning

• Increased collaboration with Surrey Training Hub

Further Information on New CPD Process & Allocation • Information was distributed to each PCN’s Clinical Director on 19 June

2020. Pack included: • Guidance and Information from HEE:

• 2020-06-20 - Doc - HEE NMA CPD Process Guidance Final v3.1

• Training Needs Analysis Guidance & Template • To be cascaded to GP Practices and returned to PCN for collation

• GP Practice Level CPD Submission template • To be cascaded to GP Practices and returned to PCN for collation

• PCN CPD Submission template (Investment Plan) • To be returned to Surrey Training Hub

• CPD New Process Flowchart (for reference – see next slide)

• Once you have read through the info, if you have questions, please drop us an email at csh.surreyeducation@nhs.net.

New CPD New Process Flowchart Nurse, Midwife & Allied Health Professional CPD Funding

LEGEND

Training Hub

PCN

GP Practice

Eligible Individuals

HEE

All Stakeholders

Multi-professional Educator Course – Increasing educator capacity in your PCN James Steinhardt

Multi-professional Educator Course – Quick Overview • New course to encourage better supervision and training for ALL

learners.

• Open to all professionals.

• Covers the principals of supervision, feedback, professionalism, and the student in difficulty.

• Free to all who choose to attend – more details through Training Hub nearer the time.

POLL Results

• Is your understanding of the Training Hub services clearer? • Yes – 95% • No – 0% • Not sure – 5%

• Do you understand the new CPD process? • Yes – 48% • No – 4% • Not sure – 48%

• You understand the function and benefit of the PCN Educator role? • Yes – 79% • No – 0% • Not sure – 21%

Quick Feedback Survey Thank you for joining!