Workforce Modernisation

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Workforce Modernisation

• Andrew Lovegrove

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Workforce Modernisation
Ass. D Commissioning Professional
Education ChrisJeffries
Associate Director Workforce Strategy Chris Mullen
Assistant Director Workforce Modernisation Helen
Kilgannon
WKFM Support Manager Laura Dunnaway
Workforce Improvement Managers
Catherine Simm Cumbria Lancashire Host East
Lancs PCT
Workforce Modernisation Manager Juliette Swift
Workforce Modernisation Manager Suzanne Southern
Lucy Brown Greater Manchester Host
Trafford PCT
Andrew Lovegrove Cheshire Mersey Host Halton
and St Helens PCT
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Workforce Improvement Managers

• New role, October 2007
• 3 in the North West
• Part of SHA Modernisation Team
• Hosted by local PCTs
• Cover all Health and Social Care Orgs
• Bridge gap between strategic and developments at
  local level

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Workforce Improvement Managers

• Support organisations with modernisation projects
• Provide a consultancy based solution focused
  approach
• Flexible respecting the different needs of
  organisations

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Priorities 08/09

• Harmonisation of approaches to Assistant and
  Advanced Practitioners to ensure equity
• Strengthening commissioning arrangements for
  Foundation Degrees and MSc
• Continuing to support organisations to develop
  new roles
• Development of Workforce Modernisation network
  and resources to support

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Advanced Practitioner

• The Advanced Practitioner has highly specialised
  or highly developed knowledge and skills beyond
  those, which are required for registration,
  encompassing the breadth and depth of current and
  future professional practice. Advanced practice
  forms the continuum from practitioner to emergent
  consultant (NHS Northwest concordat 2006)

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Assistant Practitioner

• An assistant practitioner is a health and social
  care worker with a level of knowledge and skill
  beyond that of a traditional health care
  assistant. They will undertake work that was
  previously within the remit of a registered
  professional.

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What are the differences across the NW- Assistant

• Strong HEI collaborative
• FD Number of study days and models of learning
• Pathway focus Vs Generic
• Commissioning approaches

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Challenges

• Understanding and introducing a new role Vs
  completing the Foundation Degree.
• Disparity between what is commissioned and actual
  trainees recruited
• Lack of clarity and understanding of how to
  access financial support
• challenges and understanding of the HEI
  collaborative approach

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Challenges- Advanced Practitioners

• TNA may lead to personal development of an
  individual not necessarily the introduction of a
  new role.
• No SHA support to develop Advanced Practitioners
  via full award
• No support to introduce the new role
• How is investment prioritised to greatest need?

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Some potential solutions

• Introduce the proposal system across whole NW
• Business case for development of role
• Prepares organisation
• Articulates needs and outcomes
• Allows for prioritisation and identification of
  where further support required
• HEIs receive more accurate commissions and
  better information

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Proposal Process

• Invitation for proposal sent 6 months prior to
  intake to identified lead (HRD/N?)
• Reviewed by panel at SHA (1 month)
• Allocation made based on priority and business
  case
• Support given throughout process by WIM

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Solutions

• Extend support for development of new types of
  Practitioner roles to Cheshire and Merseyside.
• Workforce Modernisation network and website.
• Sometimes difference is ok but we need to be
  clear that this does not create inequity

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Your needs/next steps

• Engagement
• Priorities
• Identification of key stakeholders within the
  organisation
• Identification of key drivers
• Workforce plans/service developments

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Contact Details

• Andrew Lovegrove
• Halton and St Helens PCT
• Balker House
• St Helens
• WA10 2AP
• andrew.lovegrove_at_hsthpct.nhs.uk
• 07917 041337