Transcript Slide 1

NEW WAYS OF WORKING
for APPLIED PSYCHOLOGISTS
An Overview
Regional Seminars
Summer 2008
Roslyn Hope & Tony Lavender
NEW WAYS OF WORKING
PRESENTATION OVERVIEW
• Background about New Ways of Working
• Major issues arising from NWWAP project
• Help to inform you and think of the relevance to
your context
• Presentations of NWWAP and open space
NEW WAYS OF WORKING
NIMHE National Workforce Programme
What is it about?
• Changing existing professional practice (biggest
challenge)
• Extending roles beyond original scope of practice
• New roles – usually at assistant or practitioner levels
• Meeting the needs of service users and carers across all
age groups
NEW WAYS OF WORKING
A 5 year process (so far)
• Began in 2003 as collaborative, led by NIMHE and
Royal College of Psychiatrists
• Overseen by joint National Steering Group with
membership from all professional bodies
• Focussed initially on Psychiatrists – Interim report
2004, Final Report 2005
• But since has moved on to everyone involved in
mental health services
NEW WAYS OF WORKING
Who is Everyone
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Applied Psychologists
Allied Health Professions, including
OT’s
Nurses
Non professionally affiliated staff
Pharmacy clinical and support staff
Primary Care
Psychiatrists
Social Work
Service Users and Carers
NEW WAYS OF WORKING
What it’s NOT!
• Just about psychiatrists
• A way of getting services on the cheap
• Dumbing down of staffing and/or services
• A quick fix
• Something everyone has always been doing
National Workforce Programme
NEW WAYS OF WORKING
FOR
APPLIED PSYCHOLOGISTS
NWW FOR APPLIED PSYCHOLOGISTS
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Core Group met bi-monthly July 2005June 2007
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Multi-professional, Multi-Applied
Psychologists, User & Carer Group
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Covered seven project areas
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Developed a core purpose
NWW FOR APPLIED PSYCHOLOGISTS
SUMMARY REPORT
THE END OF THE BEGINNING
PURPOSE OF THE APPLIED PSYCHOLOGIES
“to improve the psychological well being of the
population through working with individuals, teams,
organisations and communities”
NWW FOR APPLIED PSYCHOLOGISTS
IN CONTEXT OF MENTAL HEALTH & NHS
Service Users and Carers at the heart
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Empowerment
Enabling a positive contribution to life
Understanding the power of contexts on well being
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Families
Organisations
Communities
NWW FOR APPLIED PSYCHOLOGISTS
BRIEFLY COVER WORK OF
5 OF 7 PROJECT GROUPS
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Leadership
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Working Psychologically in teams
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Improving Access to Psychological Therapies
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New Roles
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Training Models
NWW FOR APPLIED PSYCHOLOGISTS
LEADERSHIP: KEY ISSUES
What you should expect from Applied Psychologists
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Play a leading role in transforming services to deliver
high quality psychological care
– Contribute to developing the vision (strategy)
– Facilitate the implementation of strategy
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Leadership Development Framework
– Expectations at difference levels
LEADERSHIP
DEVELOPMENT FRAMEWORK
Executive
Band 8(d) - 9
•Leadership development of others
•Mentoring – including peer mentoring and mentoring to others
•Succession planning
•Policy Leadership
Consultant
Band 8(c) - (d)
•Mentoring – including peer mentoring and mentoring to others
•Differentiation into tripartite role – clinical, professional, managerial
•Application of skills, lead for psychology at organisational level
•Support leadership role and function of executive leadership
•Identification of leadership skills and needs at speciality/service level
•Leadership development with attention being given to potential successors
from 8(a)-(b) banded staff, supporting equal opportunities
•Setting future direction for specialty/niche market/professional subgroup/team
•Policy Leadership
Principal
Band 8(a)-(b)
•Mentoring – including peer mentoring and mentoring to others
•Identification of leadership skills in others (individuals)
•Support leadership development of others
•Align learning experience to future leadership needs
•Leadership consultation across one or more settings
LEADERSHIP
DEVELOPMENT FRAMEWORK
Clinical Psychologist
Band 7
•Mentoring – including peer mentoring and mentoring to others
•Consolidate skills
•Broaden repertoire and extend application of leadership skills
•Future career planning
•Wider range of practical experience (across settings)
•Role model to others
•Longer term projects
•Proactive identification of opportunities
Pre-Qualification
Band 6
•Personal leadership profile
•Increase awareness of impact on others and system
•Develop strengths and strengthen areas of need
•Scenario discussions with mentor
•Experiential learning on placement
•Feedback from multiple perspectives
•Develop political and organisational awareness
•Knowledge of other professional groups
SELECTION STAGE
Selection criteria to include section on leadership potential
NWW FOR APPLIED PSYCHOLOGISTS
LEADERSHIP: KEY ISSUES
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Board level representation for delivery of
psychological services
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Committed to multi disciplinary health care
delivery
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Should be business minded, politically aware,
aligned to organisation’s strategic objectives &
informative to commissioners
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Redevelop leadership & management training
from prequalification to consultant
NWW FOR APPLIED PSYCHOLOGISTS
WORKING PSYCHOLOGICALLY IN TEAMS
Expectations: Ways Forward
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Psychologists committed to multi-disciplinary teams
and offering psychological rather than medical
perspective
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Psychologists should be good team players
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Members
Managers & Leaders
Supporting & supervising others
Consulting (e.g. supporting/creating capable teams)
“Team players with a unique contribution”
NWW FOR APPLIED PSYCHOLOGISTS
WORKING PSYCHOLOGICALLY IN TEAMS
KEY ISSUES
• Key ingredients for effective teamworking are:
– Clear and achievable objectives
– Clear and effective leadership
– The necessary authority, autonomy and resources
to achieve these objectives (i.e. effective decision
making processes, engage in constructive conflict
and for complex decisions team needs to be
relatively small n=8-9 people)
– Differentiated, diverse and clear roles
– Opportunities to review team effectiveness and
build in change
NWW FOR APPLIED PSYCHOLOGISTS
IMPROVING ACCESS TO
PSYCHOLOGICAL THERAPIES
Development & expectations
• Largest new development programme for mental
health
• New services & training commissions with national roll
out
• Service redesign – psychologists actively contributing
– Importance of links with steps 3, 4 & 5 (secondary
& tertiary)
NWW FOR APPLIED PSYCHOLOGISTS
IMPROVING ACCESS TO PSYCHOLOGICAL THERAPIES
Development & expectations
• Key messages psychologists must (and do) engage
with IAPT. Roles:
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Training (developing & delivering)
Leading & Managing
Supervising
Delivering psychological therapies
Research (analysing & interpreting outcome data,
disseminating findings)
– Developing the evidence base
NWW FOR APPLIED PSYCHOLOGISTS
NEW PREQUALIFICATION ROLES: KEY ISSUES
• Great need for psychological services, large pool of
psychology graduates and a dip in 18-20 coming into
workforce (2010-2020)
• Lessons from new roles (e.g. Primary Care mental
Health Workers)
– Fit in with a clear career framework
– Receive appropriate support and supervision
– Be integral to aims and design of service
• Example IAPT – low intensity & high intensity workers
(not just psychology graduates but safe bet pool)
• Could be developed for other client groups – child,
learning disabilities, older peoples services
NWW FOR APPLIED PSYCHOLOGISTS
NEW ROLES
WAY FORWARD
• Developed prequalification career framework
– Psychology Assistant/Senior Assistant/Associate
[bands 4,5 & 6]
– Needs to be linked into a service role
– Education framework (Postgraduate Certificate,
Diploma & possibly Masters)
– Could stay at each level, most likely Associate or
go on
NWW FOR APPLIED PSYCHOLOGISTS
NEW ROLES
What you can expect of psychologists
• To contribute to development of new roles and services
• To contribute to the development and delivery of
training, including in HEIs
• To contribute to clinical governance, through clinical
leadership, management and supervision
• To contribute to developing appropriate regulation
NWW FOR APPLIED PSYCHOLOGISTS
TRAINING MODELS: KEY ISSUES
• Eight Divisions: Clinical, Counselling, Educational,
Forensic, Health, Occupational, Sports & Exercise and
Neuropsychology (post qualification)
• Majority achieved or aspiring to develop 3 year Doctoral
qualifications
• Clinical Psychology – best funded and most developed
• Differences not very clear to services and the public
• A variety of new training models and criteria to evaluate
them were developed (i.e. along the way suggested one
or two years common) – currently being discussed
NWW FOR APPLIED PSYCHOLOGISTS
TRAINING MODELS: KEY MESSAGES
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Modularisation allowing those with previous experiences and
qualifications access via APL/AP(E)L
In clinical psychology, making CBT component equivalent to the
high intensity level (impact of IAPT)
Continue to offer a breadth of therapeutic models (e.g. systemic) as
other therapies accumulate effectiveness evidence
Continue to train for breadth of client groups (Child, Older People,
Learning Disabilities)
Continue training other psychological services (e.g. neuropsychology assessment) and research
Improving team working, organisational leadership & management
elements of training
NWW FOR APPLIED PSYCHOLOGISTS
TRAINING MODELS: KEY MESSAGES
• Issues for BPS in consultation with services,
users and carers
– Identifying future types/Divisions of applied
psychology
– Improving relevance of undergraduate programme
as preparation for applied work
NWW FOR APPLIED PSYCHOLOGISTS
'THE END OF THE BEGINNING'
THE REPORT(s)
Aim to help:
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Commissioners, Leaders and Managers of provider
organisations to allow psychological
therapies/services to thrive
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Applied Psychologists to contribute constructively
and innovatively to the future
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So that:
All can have a positive impact on the well being of
users and carers
NWW FOR APPLIED PSYCHOLOGISTS
See more:
www.bps.org.uk
www.newwaysofworking.org.uk