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