Transcript Slide 1

28th April 2014
Apprenticeships
supporting pathways
across
Health and Social care
Jo Beckwith
Widening Participation Manager
The Employment and Skills Context
in Lincolnshire
• 1,040 (4%) 16 – 18 year olds not in education,
employment or training (NEET)
• 61.8% of Lincolnshire students leave school with 5
GCSE’s at A* - C level compared to a national average of
59.2%
Department for Education 2013
• 12,219 people claiming JSA March 2014
Office for National Statistics
• 26% of population aged 16 and above have no
qualifications compared to 23% in England and Wales
2011 Census
www.hee.nhs.uk
www.em.hee.nhs.uk
Apprenticeships main route into
NHS/Health for local young people in Notts
• Robust programme of Apprenticeship recruitment of
young people aged 16 – 24 across the LHC
• Over 100 young people recruited each year across a
variety of frameworks (since 2009)
• LHC approach with shared T&C’s
• LHC Apprenticeship group – includes Educational
providers, Apprentices and NHS/Health organisations
• Governance to WWD group (subgroup of LETC)
• Data collection and analysis – HEE/DH
• Use of social media/website/twitter
• Learner voice – NAF Committee
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Apprenticeships cont’d
• Annual celebration event
• Access to DH funding/Apprenticeship grants
• 9 out 10 Apprentices have a positive outcome on
completion of programme
• 8 out 10 Apprentices move into a permanent band 2/3
role (14K a year) on completion of programme
• All training fully evaluated and then
adapted/commissioned to meet learner needs
• Regional recognition, award winning employer, case
studies, promotional literature
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Current terms and conditions
of employment
• Salary - £115 per week
• Supernumerary status
• QCF Qual + ERR + Technical Certificate + Functional
Skills
• Often educational component fully funded
• 12 – 18 month training contract (dependent on
framework)
• Code of conduct
• Guidance/risk assessment for employment for 16-18 year
olds
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Integration - An Apprenticeship
framework truly across
Health and Social care
• Recruit and develop clinical Apprentices with skills and
competencies to care for individuals in a range of Health
and Social care settings
• Cross sector and Interprofessional learning,
understanding and progression
• Individuals fit for purpose across all sectors and highly
skilled on completion of training
• Apprentices able to work and think beyond organisational
boundaries
• Shift the way care givers think about how care is provided
in order to anticipate patient and carer needs
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Timely? Why now?
Associated policy drivers
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Francis Report
Cavendish Review - Care Certificate
Pre – degree work experience
Higher Apprenticeship - Nursing
Better care fund (formerly the integration transformation
fund)
• HEE Mandate/Deliverables
• Increase number of Healthcare Apprenticeships
• Minimum training standards for HCA’s
• Progression of HCA’s into Professional training
www.hee.nhs.uk
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The Pilot
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Cohort 1 - up to 10 Apprentices - September 2014
NUH ‘host employer’
18 month contract
Rotational programme following the patient pathway –
GP/Community/Care Home/Acute Care
3-4 months in each setting
Level 2 qualification - mapped to minimum training
standards for HCA’s
HCA Skills Academy providing a robust foundation to the
programme, including 6 C’s, V&B’s etc
Experienced HCA’s to ‘buddy’ Apprentices
A second cohort is planned for mid-2015
www.hee.nhs.uk
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Examples of improved
patient/client outcomes
• Apprentices will get an understanding of the complete
patient journey, including sector specific challenges and
good practice
• Apprentices who have experience of caring for patients
within home and community settings will be well placed to
appreciate the importance of patient centred;
personalised care and the importance of maintaining this
through episodes of acute care stays
• The quality of transfer of care/discharge can often suffer
when communication is ineffective between different
health and social care sectors – Apprentices with
increased knowledge will minimise this
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Potential challenges to the Pilot
• Framework must meet the needs/competencies of all
sectors
• Funding of the qualification/additional units
• Commitment of the candidates to move to next placement
• Modular approach may be required
• Coordination and support for candidates/placements
• Provider who can work/assess across all sectors
• Supply of suitable candidates
• Geography of placement circuit
• Clear understanding of roles and responsibilities of all
parties
• Financial ‘buy in’ for salaries from all parties
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Potential challenges to
Apprenticeship recruitment
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Demand for the opportunity by candidates locally
Travel limitations
Potential chaotic lives of some candidates
Pastoral support
Clear commitment to the programme and a possible
modular approach
• Financial considerations – particularly for the older
candidates/DWP
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Points for consideration locally
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Do you have a similar need?
Opportunity to ‘grow’ your own workforce
Opportunity for integration
Use of an ATA
Funding pots available through NAS grants/LEP
Support and funding available from HEEM
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Questions?
Thank you for listening
Jo Beckwith
Widening Participation Manager
Tel: 01623 848876
Mobile: 07540 677833
Email: [email protected]
Website: www.nottsworkforce.nhs.uk
Twitter: @NottsWT
www.hee.nhs.uk
www.em.hee.nhs.uk