New ways of working for applied psychologists

1
New ways of working for applied psychologists

• Gary Latchford after Tony Lavender

2
Wider changes

• National Institute for Mental Health in England
  (NIMHE) proposed changes to workforce
• Recruit more staff
• Develop roles and skills
• Take on new tasks
• Better meet needs of service users carers.

3
Why?

• Philosophy people with mental health problems
  want a more inclusive approach
• Demand on services continues to grow
• Staff recruitment a problem in some areas
• Nb Shortage of psychiatrists (12 vacancies
  amongst Consultant Psychiatry posts)
• Nb No shortage of applicants for psychology

4
Layard report Improving access to psychological
therapies

• Huge levels of untreated mental health problems
• Causes suffering and severe economic burden
• Evidence based treatments (e.g. CBT) available
  but not resourced
• Proposes manualised interventions in treatment
  centres

5
Implications for training

• Define competencies underpinning provision of
  therapy
• Look at education, training and service
  provision, and contribution of NWW

6
NWW for Psychiatrists

• Need for change
• Mental health NSF, demand, need for a cultural
  shift
• Change
• new role in team
• focus on service users with most complex needs
• patient centred approach
• Major shift - GMC clarified guidance on medical
  responsibility
• Consultants retain responsibility for those in
  their care for the advice support to teams.
  They are not accountable for the actions of
  others in the team.

7
NWW for other professions

• New roles and responsibilities e.g. Social
  workers, nurses, allied health professions etc.
• E.g. Advanced nurse practitioner
• Contribution of different professions
• Role and training route linked
• Ten essential shared capabilities

8
Ten essential shared capabilities

• Working in partnership
• Respecting Diversity
• Practising Ethically
• Challenging Inequality
• Promoting Recovery
• Identifying Peoples needs and strengths
• Providing service user centred care
• Making a difference
• Promoting safety and positive risk taking
• Personal Development and learning

9
NWW for psychology

• Graduate primary care mental health workers
• 1000 new graduate PCMHWs trained in brief
  therapy techniques of proven effectiveness, will
  be employed to help GPs manage and treat common
  mental health problems in all ages, including
  children NHS plan, 2000
• Some good examples (Mike Lucock, South West
  Yorkshire
• Fit in to tiered model of CBT interventions
• Future now?

10
NWW for psychology

• Associate Psychologists
• Addresses longstanding concern
• 13,000 graduate psychologists a year
• 500 DClin places (Nb but changes!)
• Alternative career structure for long term
  assistants?
• Northumbria pilot (Bruce Gillmer)
• 24 month in-service MSc
• Will be appropriately supervised and remunerated
  within NHS structure

11
NWW for psychology

• Clinical psychologists
• Changes to traditional role?
• Supervision
• Teaching presenting
• Consultancy
• Leadership
• Teamworking
• Etc.

12
NWW for psychology

• All applied psychologists
• education and training
• organisation of services
• career pathways
• new roles
• working psychologically in teams
• Implications of MH Act
• improving access to psychological therapies

13
New ways of working for applied psychologists
group

• Led to bi-monthly meetings
• Joint BPS/NIMHE initiative and jointly chair

14
Membership

• Membership of 37
• Representatives from all Divisions
• Service Users/Carers (BPS/NIMHE)
• Professional Practice Board Representative
• Representatives from NIMHE, Department of Health,
  Skills for Health, AMICUS
• Representatives from other professions
  (Psychiatry, Nursing, Social Work, Allied Health
  Professions)
• Representatives from Psychologists in Scotland,
  Wales and Northern Ireland

15
Inaugural meeting

• NWW overview issues for psychologists
• Identified 7 key work streams and associated key
  questions
• 7 project groups to carry out tasks
• Each with a lead
• Feedback to core group
• Stakeholder events to consult
• BPS/NIMHE web and publications to communicate

16
Organising, leading and managing psychological
services in trusts

• Lead Tim Cate
• Questions
• What are the best models for organising
  psychological services within Trusts that enhance
  recruitment, retention, morale and effective
  service delivery?
• What are the leadership and management
  development needs of staff?

17
Emerging work

• 2008 Vision Key drivers
• PBR
• NICE Guidelines
• 18 week care pathways
• Increasing psychological practice of whole
  workforce
• Need to identify principals to consider in
  establishing structures
• Board level appointments Psychological Therapies
  Directors
• Psychology Advisors
• Identify Leadership Development 4 levels
• Pre Registration
• Multi Disciplinary teams
• Career grade leadership management
• Director Development

18
Career pathways and roles

• Lead Tina Ball
• Questions
• What roles and at what times in career?
• What proportion of time will need to be spent
  supervising others?
• What is the relationship between National
  Occupational Standards (NOS) and Knowledge and
  Skills Framework (KSF) and continuing
  professional development?
• What should be the role of the National
  Assessors?

19
Emerging work

• Using available data to map current career work
  patterns is this right for the future?
• Developing translation aids between KSF NOS and
  linking to role of national assessors.
• Identifying key points in career development and
  role of national assessors.
• Identifying national examples of good practice
  Applied Psychologists doing it well in the NHS

20
New roles related to applied psychology

• Lead John Taylor
• Questions
• What roles, career structures, training and
  supervision should be available to psychology
  graduates in health and social care and in
  particular in mental health?
• What role can Assistants/Associates play in
  ensuring user access to psychological therapies
  services and what are the implications for
  training?
• To what extent can new roles play a part in
  improving the psychological welfare, performance
  of health and social care staff and the
  organisational culture in mental health services?

21
Emerging work

• The truncated professional pyramid broaden
  (PCGMHW, Assistants, Associates and all that)
• Learning the lessons PCGMHW and associate
  developments.
• How to regulate.
• New roles improving organisational and staff
  health

22
Improving access to Psychological therapies

• Lead Roslyn Hope/Graham Turpin/Ruth Duffy
• Initially established as sub-group of NIMHE IAPT
  NWW for Applied Psychologists
• Reports to NIMHE IAPT Board
• Considers workforce requirements of IAPT national
  demonstration and pilot sites and DofWP Pathways
  to Work Initiative
• Different professions organisations
• Large and complicated (5 subgroups involving
  multi-professional and reps from Psychotherapy
  Bodies) and future as NWW Applied Group in some
  doubt
• Need to refocus on implications of IAPT Programme
  for Applied Psychologists

23
Key issues

• Implications from new initiatives for training
  (Commissioning/Development)
• Implications of development of psychological
  therapies competences for pre and post reg.
  training
• Identify current Service User pathways What are
  the barriers, how might they be improved?

24
Emerging work

• Developing competencies with Skills for Health
  for delivering psychological interventions
  (starting with CBT)
• Survey of training that exists nationally in
  psychological therapies (training capacity)
• Assessing users experiences of access - learning
  the lessons.

25
Teamworking

• Lead Steve Onyett
• Question
• What are the best ways that applied psychologists
  can contribute to the work and development of
  teams?

26
Emerging work

• Redeveloping and updating the DCP Teamworking
  Publication for Applied Psychologists
• Tackling Issues
• Separation vs. integration
• Team size
• Psychologists role the leadership issue
• Pre qualification and post qualification training
  content
• Evaluating the creating capable teams workforce
  development tool

27
Mental Health legislation

• Leads Kate Bailey/Peter Kinderman
• Question
• What are the implications of the new legislation
  for the role and training of applied
  psychologists?

28
Emerging work

• Understanding what will be in the new legislation
  with the drop of the Bill.
• Identify competencies and training required
• Clarifying registration arrangements for
  psychologists
• Participating in reviewing the scenario planning

29
Training models

• Leads Mike Wang/Jan Burns
• Questions
• Are the current models of training applied
  psychologists good enough and fit for future
  purposes?
• How can these models be enhanced?

30
Emerging work

• Review current training models
• Reviewing feasibility of Kinderman related models
  generic year across applied
• Applied Psychologists influence on under
  graduate (GBR) and A level curricula development

31

The Kinderman model

Undergraduate degree in Psychology (BSc)
Research Assistant (MSc equivalent)
Research Assistant (MSc equivalent)
Associate psychologist MSc (2 years)
Postgraduate professional training
(D.Psychol.) Generic applied psychology training
(2 years) Final year specialisation (Clinical /
Counselling / Health / Forensic)
APEL
Forensic Psychologist
Consultant Psychologist
32
Another question

• Identified at inaugural meeting
• to what extent does undergraduate curriculum
  prepare people for work in the applied
  psychologies and , more specifically, for work
  concerned with mental health?
• Link with mental health in higher education
  project

33
Next steps

• Stakeholder Conference 14 July 2006,
  Wolverhampton
• Project Groups working at and between Core Group
• Stakeholder Conference (possibly February)
  outcomes
• Final Report Conference Launch March/April
  2007

34
Comments and questions