Problems to be solved

1
Problems to be solved

• Large number of doctors work in public hospital
  system outside of co-ordinated training system
• No regulation of skills capability
• Potential risks to patient safety
• Lack of career pathways for non-specialist
  doctors leads to exit from JMO CMO roles to
  locum work
• No system to acknowledge, reward or develop new
  skills for non-specialist health professionals
  in a standardised fashion.

2
Hospital Skills Program

• About 1400 NSW doctors working as non-specialist
  medical staff in hospitals
• CMOs, locums, MMOs
• Primarily in critical care areas
• Need for skills recognition and/or training
  emerged through EM training review and locum
  review
• Aim systematically develop training
  professional recognition for non-specialist
  medical staff
• Initially doctors, initially Hospitalist
  critical care CMOs
• Then mental health, aged care, palliative care
• builds on existing workforce
• Later can be extended to others

3
Hospital Skills Program Principles

• Safe patient care by health professionals
• Not in a vocational training program
• Not attained specialist qualifications
• Ensure capabilities are matched to job
  requirements, especially for locums
• Provide a respected career pathway for those who
  do not seek a specialist career
• Facilitate doctors remaining in public hospital
  workforce
• Reduce expenditure on locums
• For IMGs ( AMC or AoN)
• Opportunity to assess enhance clinical skills

4
Hospital Skills Program a new career path
PGY1 PGY2 PGY3 PGY4 PGY 5 and above
Intern Specialist
Intern Junior Registrar Senior Registrar Senior Registrar
IMET Allocation process IMET Allocation process OR OR OR
IMET Allocation process IMET Allocation process Hospital Skills Program Hospital Skills Program Hospital Skills Program
IMET Allocation process IMET Allocation process Level 2 Level 3 Level 4
IMET Allocation process IMET Allocation process OR OR OR
IMET Allocation process IMET Allocation process Locum Locum Locum
Resident
Resident
Specialist Training Program
? Link salaries to capabilities
5
Hospital Skills Program

• Assurance of capability
• Recognise skills new learning to increase
  skills
• Record skills
• Standardised training CV
• Clinical experience, courses completed, skills
  recognised
• Match required skills against job requirements
• Position description eg.ED CMO, to list skills
  needed
• Employer access to IMET held training CV

6
Hospital Skills Program training program

• Skills training to take place largely in the
  workplace
• State wide HSP training education committee
• Set standards, clearly define single program, RPL
• Area or hospital director of Non-Specialist
  Medical Staff eg. CMO
• AHS boundaries
• HSP program co-ordinator
• Non-specialist support officer

7
Hospital Skills Program training program

• Education program
• Hands on ( hospital /- simulation centre )
• Cognitive ( various possible providers)
• Certificate of skills recognition ( AHS IMET,
  ?others)
• Role of IMET
• Development consultation
• Implementation
• Governance oversight

8
Hospital Skills Program can apply to

• Medical staff
• CMO / MMO IMGs AMC AoN
• Casual medical staff (locums)
• Rural GPs
• JMOs ?match with national core curriculum
• Medical students
• Senior nurses, including nurse practitioners
• ?ambulance officers paramedics
• ?physician assistant or hospitalist health
  care workers

9
HSP way forward

• Consultation
• Large working group advisory group
• DoH WLDB
• GMCT
• Medical Board feedback to come
• CEC feedback to come
• CEs
• Planning session with all parties
• Identify potential funding sources
• Start with specific group tasks, eg CMOs in ED
• Later role out to other groups