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