AHP Research and Development opportunitiessupports and plans

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AHP Research and Development
opportunities/supports and plans
SLT Frontiers
Dr Valerie Blair, Programme Director NHS
Education for Scotland
17th September, 2009
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Aims

• Consider NMAHP Research in relation to
• Modernising Careers Agenda
• Drivers for more structured career pathways
• Support mechanisms already in place
• Opportunities to develop sustainable careers
• Plans to move the agenda forward

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Modernising Careers

• identifying and developing a structured approach
  to career development for AHPs, enabling them to
  maximise their impact, respond to changing
  workforce demands and deliver high quality
  services
• Curam (2009)

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Key Drivers in the development of NMAHP RD
Careers

• 1994 The CSO Nursing Research Initiative
• 2002 Choices and Challenges
• 2004 AHP Research and Development Action Plan
• 2004 NMAHP Research Consortia
• 2004 UKRC Walport Report Research Career
  Pathways for doctors and dentists in training
• 2007 SCREDS Research Career Pathways for
  medical staff
• 2007 UKCRC recommends Nursing Research Career
  Pathways
• 2008 The Advanced Practice Tookit (SGHD)
• 2008 RAE Results
• 2009 Curam Scotland Cares Future proofing
  NMAHP Research
• 2009 NMAHP Leaders Day focussing on NMAHP
  Research and Development
• 2009 NMAHP Clinical Academic Career Pathway
  Consultation Events

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Established RD Support Mechanisms

• Research and development support and expertise
• Health Boards
• HEIs
• NMAHP Research Consortia
• Professional Bodies
• NMAHP Research Training Schemes
• CSO Personal Research Award
• CSO Research Networks
• Other funding sources i.e. charities

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Future-proofing NMAHP Research Curam (2009)

• NMAHP Research 2008-2010
• The research programme aims to ensure evidence
  based, high quality, NMAHP health care provision
  for patients and carers by building and
  sustaining NMAHP research (Curam 2009)
• Capitalising on the skills/knowledge
• and expertise within
• The NMAHP Research Unit
• The NMAHP Consortia
• The Health Boards
• The HEIs

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Career Pathways for AHPs
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Possible Career Pathways
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The Career Framework for Health

• Enabling tool which sets out a common language
  and currency to support career planning.
• Maps the entire NHS Scotland workforce into a
  nine level core skills and competences framework.
  
• Each level represent a clustering of roles
  which are grouped according to complexity,
  responsibility and the level of experience and
  knowledge needed to carry them out.
• Level do not directly read across to Agenda for
  Change (AfC) pay bands and it is important to
  note that the Career Framework has no direct link
  to pay.
• Concerned only with defining the level of
  knowledge, competence, responsibility, and
  associated experience,
• Ref Guidance from Scottish Government (March
  2009)

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Career Framework for Health
More Senior Staff level 9
Consultant Practitioner level 8
Advanced Practitioner level 7
Senior Practitioner level 6
Practitioner level 5
Assistant Practitioner level 4
Senior Healthcare Support Worker level 3
Healthcare Support Worker - level 2
Support Worker level 1
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Research Roles/FunctionsConsultant NMAHPs

• Consultants will make a significant contribution
  to the health research agenda by
• analysing, synthesising and interpreting the
  evidence base to underpin practice within their
  clinical area
• ensuring that services are based on high-quality
  evidence
• identifying gaps in the evidence base and
  communicating their findings to appropriate
  clinical, policy and research communities
• initiating, facilitating or undertaking
  appropriate high-quality research
• collaborating with appropriate research partners
  
• gathering, collating and communicating
  appropriate clinical data to enable audit,
  service evaluation and clinical research
• evaluating service developments resulting from
  the role and opening the results of their
  evaluations to peer review and
• developing a research culture within the NMAHP
  community, acting as role models, establishing
  appropriate policies and ensuring support for
  clinical research activity.
• Ref Consultant NMAHPs Guidance for NHS Boards
  (in draft SGHD 2009)

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How can the Career Framework be used

• It can be used to support workforce planning and
  service redesign.
• It can also help individual members of staff,
  with transferable, competence-based skills to
  progress in a direction that meets workforce,
  service and individual needs
• More clearly illustrating career options
• Supporting career moves in all directions
• Encouraging skills development based on
  competences
• Allowing an individual to identify their
  transferable competency based skills clearly
• Allowing an individual to consider more fully
  their own developmental needs for career
  progression.

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(No Transcript)
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Indicative only Linking Levels in Career
Framework and SCQF Framework
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Clinical Academic Careers
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TABLE NO
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Partnership working

• Removal of Silos

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Plans for the Future

• Short Life Working Group
• Development of the Clinical Academic Career
  Framework will go out for consultation early
  2010
• Negotiations for jointly funded posts to pilot
  the first cohort of NMAHP Clinical Academic
  Careers

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Clinical Academic Careers England, Ireland and
Wales

• Promoting
• Masters in Research (MRes) or Masters in Clinical
  Research
• Doctoral Research (not professional doctorate)
• Clinical Lectureship (30 balance between
  academic and clinical work)
• Senior Academic Clinical Lectureship

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NMAHP Clinical Academic Careers

• Contacts
• Dr Lesley Whyte
• Lesley.Whyte_at_nes.scot.nhs.uk
• Dr Valerie Blair
• Valerie.Blair_at_nes.scot.nhs.uk

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Conclusion

• Key message from Delivering Care, Enabling Health
• opportunities for integrated clinical, education
  and research roles rely on changing the cultural
  context of nursing, midwifery and the allied
  health professions to ensure that practice,
  education and research are equally valued within
  the professions (2006)