NW Core Skills ProgrammeProgramme Board MeetingFriday, 13th January 2012
Agenda
1 Terms of Reference & Membership
2 Programme PID & Programme Plan
3 Workstream 1a: CSF Implementation
4 Workstream 1b: Skills Passport Implementation
5 Workstream 2: Junior Doctors
6 Workstream 3: Future Workforce
7 Risk Log & Next Steps
1. Terms of Reference
1. To determine direction and strategy for the development of Skills Frameworks and delivery to the North West Health Sector.
2. To agree, monitor and scrutinise the implementation of the work streams to ensure system benefits are delivered.
3. To engage and influence key stakeholders to promote adoption within the North West Health Sector.
4. To identify any risks and assure the appropriate mitigations are in place to ensure successful delivery.
5. To inform and influence the direction and strategy for the associated national developments.
1. Terms of Reference Jane Raven NHS Merseyside QIPP Lead/Director of HR & OD
Margo Kane Director of HR, North West Ambulance Service
Joe McArdle Education Commissioner NHS North (North West)
Rosalind Way Lancashire and Cumbria HIEC
Dr Sue Powell Greater Manchester HIEC
Paul Tubbs Head of Nursing Department & Rep of Council of Deans
Adam Rudduck Associate Director of HR & OD
Ged Bryne Director of UHSM Academy
Alison Terry Head of HR Services
Jacky Knapman Associate Director L&D
John Herring Programme Director, Skills for Health
TBC Director of Nursing
TBC Independent Health Care Sector
TBC Staffside
2. Programme PID & Plan
WorkstreamsCSF &Skills
Passport
FutureWorkforce
NWProgramme
Board
ProgrammeTeam
JuniorDoctors
Locum& Agency
StakeholderGroup
Seán BradburyMike FarrellNick StaffordTim Grocott
CurrentlyNot inscope
2. Programme PID & Plan
Key areas to agree in PID:
•Programme Objectives – Pg 4
•Business case & benefits plan – Pg 5
•Programme scope – Pg 6
2. Programme PID & Plan
• Core Skills Framework Develop Tool Kit Apr 2012eLearning Support Apr 2012Embed CSF across NW Sep 2012
Draft National CSF Apr 2012Rollout Skills Passport Jan 2013
• Junior Doctor Induction Feasibility Study Feb 2012Embed for August rotation Aug 2012
• Future Workforce Current Position & Data Feb 2012CSF Adopted by HEIs Sep 2012
3 CSF Implementation
How engaged are organisations with the CSF
0
2
4
6
8
10
12
14
Cheshire &Merseyside
GreaterManchester
Cumbria &Lancashire
Nu
mb
er o
f O
rgan
isat
ion
s Awaiting Reponse
Unaware of the CSF
Aware of the CSF but notimplementing itPlanning to implement theCSFHave partiallyimplemented the CSFHave fully implementedthe CSF
3 CSF Implementation
Would your organisation accept Core Skills training delivered by another organisation?
0
2
4
6
8
10
12
14
Cheshire &Merseyside
Greater Manchester Cumbria & Lancashire
Nu
mb
er o
f O
rgan
isat
ion
s
Awaiting Reponse
No
Don't Know
From NHS
From HEI
From Independent
Agenda
1 Terms of Reference & Membership
2 Programme PID & Programme Plan
3 Workstream 1a: CSF Implementation
4 Workstream 1b: Skills Passport Implementation
5 Workstream 2: Junior Doctors
6 Workstream 3: Future Workforce
7 Risk Log & Next Steps
Skills Passport for HealthJohn Herring
Programme Director
This brief
• Background to the Skills Passport• What is the Passport?• Development of a national statutory & mandatory skills framework• Benefits to individuals• Benefits to employers• Programme status• Key messages
Approach …
RCN Congress 2011
“The Skills Passport … will save us time. Time doing things over and over and over again.
It will save our employers money. Money that they have to spend on training us again and again and again because they are not sure that the training we’ve had previously has reached the required standard.
It’s brilliant! I urge you to support this resolution.”
Professor Dame Betty Kershaw
Background
• The Genesis – Modernising Nursing Careers – UK Coalition
• National Steering / Stakeholders Group• 2009–2011
– Initial piloting– External evaluation reports– Proof of Concept
National Stakeholder Group
Plus representatives fromEngland, Scotland, Wales & NI
Skills Passport Vision• Secure online record, owned by individual
– Identity– Work history– Training record– Evidence of competence– Other info
• Verifiable / verified• Portable across UK
– NHS and non-NHS– Clinical and non-clinical– Permanent, contract, temporary &
volunteers– All four UK countries
• Based on nationally agreed training and skills frameworks
– Statutory & Mandatory– Clinical– Management & leadership
APPLYFOR JOB
CHECKQUALIFICATIONS
CONTACTREFEREES
CHECK WORK
HISTORY
CHECK WORK
HISTORY
CHECK WORK
HISTORY
CHECKQUALIFICATIONS
CHECKQUALIFICATIONS
CONTACTREFEREES
CONTACTREFEREESVERIFY
QUALIFICATIONSIDENTITY
VERIFICATIONVERIFY WORK
HISTORY
CRBCHECK
STATUTORY & MANDATORY
TRAINING
STATUTORY & MANDATORY
TRAINING
STATUTORY & MANDATORY
TRAINING
STATUTORY & MANDATORY
TRAINING
STATUTORY & MANDATORY
TRAINING
STATUTORY & MANDATORY
TRAINING
STARTJOB
Other Checks:Occ Health
Right to work
Pre-Employment Checks currently outside scope:•Occupational Health•Right to work** Information potentially available
APPLYFOR JOB
STARTJOB
CHECKQUALIFICATIONS
CONTACTREFEREES
CHECK WORK
HISTORY
CHECK WORK
HISTORY
CHECK WORK
HISTORY
CHECKQUALIFICATIONS
CHECKQUALIFICATIONS
CONTACTREFEREES
CONTACTREFEREES
STATUTORY & MANDATORY
TRAINING
STATUTORY & MANDATORY
TRAINING
STATUTORY & MANDATORY
TRAINING
STATUTORY & MANDATORY
TRAINING
STATUTORY & MANDATORY
TRAININGVERIFY
QUALIFICATIONSIDENTITY
VERIFICATIONVERIFY WORK
HISTORY
CORE SKILLSFRAMEWORK
TNA CHECK
CRBCHECK
Reduction in:•time to hire•backfill costs•pre-employment admin
• Reduction in duplication of training• Shift from attendance to assurance
of competence
Other Checks:Occ Health
Right to work
SKILLSPASSPORT
Other Checks:Occ Health
Right to work
Skills Passport Vision• Secure online record, owned by individual
– Identity– Work history– Training record– Evidence of competence– Other info
• Verifiable / verified• Portable across UK
– NHS and non-NHS– Clinical and non-clinical– Permanent, contract, temporary &
volunteers– All four UK countries
• Based on nationally agreed training and skills frameworks
– Statutory & Mandatory– Clinical– Management & leadership
Development of a national statutory & mandatory skills framework
• Being developed separately in 4 regions• Creation of one common framework • Nine core subject areas
– Fire Safety – Moving and Handling– Conflict resolution– Equality, diversity and human rights– Resuscitation– Health, safety and security– Infection prevention and control– Safeguarding children– Safeguarding vulnerable adults
Consultation underway
• 1st Draft UK version out for comment – 4 W Mids, NW, Lon & S Cen only
• E-survey• Engagement with expert / regulatory bodies• Engagement with Countries & Regions
Early consultation results (final report out shortly)
• Strong initial response – 850 responses • Of those who had moved jobs on the past 5 years:
– Unnecessary duplication of training• 78% have personal experience• 85% know people who have
– Inconsistent training standards• 86% agree• 92% agree it should be standardised
– Concept of training/skills portability• 95% agree
– I trust the training given in other orgs• 29% agree
– Single UK org should be responsible for the framework• 93% agree
– Agreement with the nine Stat / Man areas?• Average 92% agreement
Benefits to Individuals
• Portability of skills• Reduced duplication of training
– freeing-up staff time– reducing frustration
• Easier movement to and between jobs, with faster pre-employment checks
– university to employer– from NHS to private sector, and vice-versa– between jobs in different UK countries
• Reduced refresher training where unnecessary• Potential to assist with recording Prep for NMC
• Reduced duplication of training • Particularly Stat & Man• Assessments vice automatic refresher training • Free up learning & development capacity
• Quicker pre-employment checks • Reduced administrative burden• Quicker to hire new staff
• Better visibility of workforce skills• Better compliance• Easier matching of staff skills to patient needs
• Significant savings• “Average (3,000 strong) employer should save £225k / year” (but this
may be very conservative)• Potentially reduces insurance costs
Benefits for Employers
Programme Status2009/10 2010/11 2011/12 2012/13
Strategy Group
Version 1
Pilot sites
Gather detailed user requirements
HEI Pilot
Non NHS Pilot sites
Business Cases
Partnerships
Proof of concept
Nat’l Stat/Man Framework
Version 2 development
Junior Doctors benefits
realisation
Clinical & leadership
frameworks
Stakeholder engagement
Resources Identified
Nat’l Stat/Man Framework
Roll out
Develop / rollout more frameworks
Incremental pilots of
whole system
Full roll- out in 1st Region
Complete Complete In Progress In Planning
Passport development – forecast timings
• Feb – April Design contract incl new Prototype • May – Dec Passport build. Core build by Aug/Sep, then increase
functionality module by module, with incremental escalating piloting programme.
Sep: Release 1 for piloting in early adopter Trusts
Oct: Release 2 for piloting
Nov: Release 3 for piloting
etc
• Feb-Mar 13 National rollout starts
Key messages
• Serious delay – for which sincere apologies
• Now increased investment, full SfH commitment, and full control
• Design and prototype build starts early Feb 2012
– Modular resource estimation to reduce risk
• Available for whole region – best guess Feb-Mar 13
• Request your help with
- NW Representative on national Passport (& Framework) stakeholder Group
– Support for adoption of common Framework, UK wide
– Participation in Design user group
• 9-10 Feb workshop
– to test your requirements
– how you want it to work
• Then regular calls / interactions, Feb – Apr
- In meantime, WIRED available now
Questions?
“During an advance practice critical care nursing course I had 4 clinical placements in specialist units, in 4 separate trusts.
As part of my rotation I attended four IV courses in a six week period, all delivered by the same tutor.”
Critical care nurse (anonymity requested)
October 2011