Slide 1 - Partners in Paediatrics

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					Building capacity and
up-skilling the current
           Sue Hatton & Jane Emson

   Workforce Development Specialists for Children and Maternity Services

• Cover the wider workforce issues in
  relation to EWTD
• Up-skilling the existing workforce
• Reconfiguration – children,
  interdependencies with maternity and
• Supported by NSR, Clinical Engagement
  Leads and Lead HEI Dean to help deliver
  future workforce needs around
  reconfiguration and care pathways.
    Vision for a flexible workforce

• Workforce which is designed around the needs of
  patients responding to expectations of the public
• Workforce which matches demand and supply
• Workforce who is fit for purpose
• Flexible workforce who can work across teams
  and organisations
• Opportunities for continual increasing skills and
  career pathways that are flexible and respond to
  the service
• Leadership at all levels
• Widening participation
• A workforce which is representative of the
• Safe and regulated workforce
• Modernising Healthcare Careers
         Workforce Planning

• Up-skilling workforce around workforce
  planning - workshops to Post Graduate

• Funding to PCTs to increase capability
  and capacity in workforce planning

• Bespoke workforce planning in neonatal,
  maternity and children’s services.
Children Services
  Assessment of the Ill/Injured Child
        and Young Person
1. Assessment of the Ill/Injured Child and Young Person

Competency levels and education programmes to recognise the unwell
child to enhance skills within the workforce to support reconfigurations
and shift to primary care.

    Assessment of the Ill/Injured Child and Young Person
    20 Credit CPD Module at 0 Level 3, running over 12 Weeks developed at
    Coventry University.
    75 places supported 08/09. An additional 90 places will be available 09/10

2. Advanced Paediatric Life Support Training

Supported 65 Paed Nurses to close the current skills gap across the
Nursing workforce.

    Previously identified in the West Midlands Standards for the
    Care of the Critically Ill and Critically Injured Children
The Ill/Injured Child and Young Person

3.   Pharmacology Programme for enhancing knowledge base
     regarding medicines use in Children and young people

     Majority of the current curriculum for advanced and specialist
     nurse practitioner qualifications do not provide significant in
     depth pharmacology relating to children and use of medicines

4.   Advanced Paediatric Nurse Practitioners
     Programme at BCU
     Approx 2-3 paediatric nurses each year accessing the course
     through Learning Beyond Registration Money
      Advanced Neonatal Nurse
• Over 40 ANNPs in West Midlands
• Varying amounts of time working on Neonatal
  rotas-(SHO and registrar level), some variation in
• Previous programmes failed to run due to lack of
• 2007/08 programme moved to BCU and revised
  using competencies from RCPCH
• Additional support on the programme to
  strengthen neonatal prescribing
• 6 funded on ANNP programme February 2008 -
  £30k per candidate (course costs and 50%
• Minimum of 7 to commence ANNP September
  2009 - £30k per candidate ( course costs
  and 50% backfill)
          Paediatric Palliative Care

•   Development of a multi-professional Advanced
    Communication Skills Training (ASCST) in
    Paediatric End of Life Care.

•   Paediatric palliative care module at BCU revalidated
    25 places for CCNs supported to close the skills gap
    in west midlands.

•   Multi-professionals workshops have been delivered
    with the WM Pg School of Paediatrics around
    symptom management and paediatric ethics.

•   Paed Palliative care e –Learning module
    currently being developed for ST4-ST8
   Adolescent Health Curriculum

• Interdisciplinary training materials so that
  all doctors and nurses have the necessary
  skills to help their young patients make the
  necessary changes to lead healthier and
  more active lives.

• Each session is approximately 20-30
  minutes of study.
                  Normality Training

Back to Basics Normality Skills Training and Interactive DVD

•   Normality training scoped across all units in the West Midlands.
•   ‘Confidence and Competence’ where common themes
•   A skills training programme has been developed to support enhancing
    and developing normality skills, home births and development of MLUs.
•   This will include, decision making, assertiveness, measured risk taking,
    emergencies within home birth/Birth Centres and confidence in normality

Module on Promoting and facilitating Normal Child birth
•   9 Midwives completed a a pilot programme delivered by Staffordshire
    University to gain accredited practical experience at one of Shropshire 5
    MLUs between March and May 2008 with a mixture of taught and
    practical experience.
•   All parliamentary award
•   Next module commencing September 2009

Pathways to Success Tool Kit
• To be offered to maternity units in partnership with
   National Institute for Innovation and Improvement
    Maternity Support Worker Project

•   Scoped existing roles and locations of MSW. Including non NHS
    projects that provide support for pregnant women.

•   Scoped existing educational opportunities for MSWs.

•   Developed generic Job Descriptions and Job Specifications for
    MSW role Agenda for Change Band 2 and 3.

•   Developed a core competency framework linked to Skills for
    Health competency framework , NOS and KSF - to be pilotted

•   Developed a draft training program that’s support Maternity and
    Newborn Darzi vision to ensure consistency, portability and
    sustainability of the role across the West Midlands - to be HEI
    accredited and piloted 2009/10
                   MSW TRAINING

                                   MSW 2
Showing progression &              NVQ 3
identification of specific roles

                                   MSW 1
                                   NVQ 2
          Obstetric Theatre MSW

• NHS West Midlands and Skills for Heath exemplar projects

• One of which is testing the transferability of an existing
  training package developed at Redditch Hospital.

• 3 pilot sites -North Staffordshire, Walsall and Coventry

• This training programme will equip Obstetric Theatre
  Maternity Support Workers (OTMSWs) with a high level of
  underpinning knowledge and competency to perform the
  scrub role for a caesarean section and follow the mother
  and baby onto the post natal ward to provide continuity of
  care and additional support to midwives.
          Clinical Pathway Groups

                            West Midlands 15 clinical
                            • Staying Healthy
Darzi 9 clinical pathways   • Maternity and Newborn
• Staying Healthy           • Safeguarding Children
• Maternity and Newborn     • Children’s Health
• Children’s Services       • Mental Health
• Mental Health             • Planned Care
• Planned Care              • Urgent Care
• Acute Care                • Long Term Conditions
• Long Term Conditions      • Dementia
• Dementia                  • End-of-Life Care
• End-of-Life Care          • Dementia
                            • Diagnostics
                            • Research and Development
                            • Programme for IT
                            • People with Learning Disabilities
  Overarching Aims of HEIs on CPGs

• Nominated HEI positioned on each CPG to work with
  Clinical, Management, Workforce Specialist leads in order
  to drive forward the development of competency centred
  educational review of each care pathway to inform future
  educational requirements

• Provision of a sponsored structure that will ensure HEI can
  be supported to work with other interested HEIs on cross
  cutting themes that may arise in other pathways.

• Expectation that HEI leads will feedback to other HEIs via
  existing networks in order to explore the optimal approach
  to taking potential curriculum developments forward.
                    Key Deliverables

•   Determine up to five priority patient pathways in conjunction with each
    CPG & identify the competences required and who in the workforce is
    deemed competent.

•   Undertake a detailed review of how these competencies are currently
    attained both from in-house and external sources, detailing the type and
    level of learning chosen e.g. modular, e-learning, degree etc.

•   Produce a detailed gap analysis that details what curriculum is available
    from education providers within the WM for each specific patient pathway
    and which details by each provider the entry requirement, level, type of
    learning, location offered and workforce accessing this curriculum.

•   Make recommendations for each CPG based on the gap analysis to
    develop and deliver educational packages incorporating curricula
    required to facilitate the development of a regional workforce equipped
    with the required competences aligned to the appropriate pathway.
                            Making it happen

• 1 Regional and 5
  locality workforce                                             Board

  stakeholder boards
• Health and Education
                                                            HR Committee

  Strategic Partnership
• Embedding                                                        SHA
  commitments into the
  Business Plan                Workforce
                                                                                               Health &
                                                    WORKFORCE DEANERY STAKEHOLDER             Strategic
• IfH Project 9 –
                                                                BOARD                        Partnership

  Transformation Workforce
                    Locality Board
                                         Locality Board
                                                           Locality Board
                                                                            Locality Board
                                                                                                 Locality Board
• Identified projects
                    Hereford &           Coventry &        Birmingham &                          Black Country
                                                                            Shropshire and
                    Worcester            Warwick           Solihull

• Workforce and
  commissioning plans
       DH -Current Developments

• Scoping the available workforce tools

• Developing a child health staffing modelling tool

• WTD solutions

• Discussions on the role of the paediatric consultant

• Gap analysis and development of further resources