Education and Training Workshops for Concise Guides in Stroke

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Education and Training Workshopsfor Concise
Guides in Stroke

• Andrea Lawson-Chalcraft

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Introduction

• In pairs interview each other
• Your Name
• Your Job
• Why you think you are here
• One interesting fact about yourself you are happy
  to share with the group
• Your partner will then introduce you to the group
• You have 1 minute to interview each other!

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Expectations

• What are your expectations and needs for this
  workshop?

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Background

• Commissioned by NHS Education South Central
• Work with the South East Nurses Stroke Forum
• Summarise existing work on Stroke Competencies
  in the region
• Develop comprehensive collection of Stroke
  Competencies across the Stroke Pathway

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Workforce Profile
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Workforce Profile key points

• 5 Surveys returned
• 160 WTE
• 37 Band 2,
• 43 Band 5,
• 2 Band 8c
• Very few staff employed on Band 3,4,6,7,8a and 8b
• Opportunity to review skills mix, workforce
  profile and career progression

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Next Steps in Stroke Project

• Concise guides for AHPs working in Stroke
  Services such as Physiotherapy, SALT, OT,
  Dieticians, and Diagnostic Radiographers ,
• Emergency and Ambulance staff
• Other professionals who may wish to contribute to
  concise guides for their professional groups in
  Stroke Services

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Web design
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Appraisal

• Appraisal for your organisation
• Handout - on table
• Discussion what is an appraisal?
• What does it mean for you?

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Stroke Specific Education Framework

• Handout on table
• CD available for full document
• Download at http//www.dh.gov.uk/en/Publicationsa
  ndstatistics/Publications/PublicationsPolicyAndGui
  dance/DH_098352

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• National Stroke Strategy, 2007

• High-quality care and services for people with
• stroke or at risk of stroke need to be delivered
• by staff with stroke specialist knowledge
• To grow a workforce that enables all people
• with stroke, and at risk of stroke, to receive
• care from staff with the appropriate level of
• knowledge, skills and experience

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• Stroke-Specific Education Framework 2009

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The NHS Knowledge and Skills Framework

• Overview of the KSF

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NHS KSF - Main Purpose

• To provide an NHS-wide framework that can be used
  consistently across the service to support
• personal development in post
• career development
• service development

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Agenda for Change Pay Structure
Gateway
Pay Band
Incremental Pay Points
Development
Development
Gateway
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What the NHS KSF is Not

• It does not seek to describe what people are like
  or their attitudes
• It does not describe the exact knowledge and
  skills that people need to develop
• It does not determine job weight or pay band

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Structure of the NHS KSF

• 30 dimensions
•   6 core dimensions for all posts
• 24 specific dimensions
• Each dimension has 4 level descriptors
• Further supported by indicators
• Clear examples of application that can be applied
  to different posts

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6 Core Dimensions every post
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Specific Dimensions p
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4 levels to each dimension

• Personal and People Development
• Level 1 Contribute to own personal development
• Level 2 Develop oneself and provide information
  to others to help their development
• Level 3 Develop oneself and contribute to the
  development of others
• Level 4 Develop oneself and others in an area of
  practice.

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The KSF Personal Development - Lifelong Learning

• Commitment to annual development reviews and
  development of all individuals
• Everyone to have a personal development plan
• Everyone is expected to learn and develop within
  their job role
• Enshrined in the AFC Agreement part of
  everyones terms and conditions

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Development Review Process
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Keep it Simple and Feasible! KSF

• Dont aim for absolute perfection refine
  outlines after they have been tested in use
• Be practical and pragmatic support staff
  development
• Enjoy the process its a great way to
  understand NHS roles and how they interact
  together
• The KSF process should not be difficult or
  onerous!
• There is no requirement for complex or extensive
  written evidence

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The NHS KSF - Summary

• Identifies the knowledge and skills that people
  need to apply in their post
• Helps guide development
• Provides a fair and objective framework on which
  to base review
• Provides the basis of pay progression in the
  service