Transcript Slide 1

HETV Partnership Council
Wednesday 11 February
9.30am – 3pm
Oxford Belfry Hotel
www.hee.nhs.uk
www.thamesvalley.hee.nhs.uk
Welcome
Professor John Caldwell
Independent Chair
Pauline Brown
Local Director
Health Education Thames Valley
www.hee.nhs.uk
www.thamesvalley.hee.nhs.uk
Your facilitator for the day:
Dr. Nick Chatrath
www.hee.nhs.uk
www.thamesvalley.hee.nhs.uk
Katie Adams
National Programme Manager
Health Education England
www.hee.nhs.uk
www.hee.nhs.uk
Our Purpose and Core Functions
Improve health and healthcare
• Workforce Planning
• Attracting and recruiting the right people
to the posts we have identified
• Commissioning excellent education and
training
• Lifelong investment in people
www.hee.nhs.uk
www.hee.nhs.uk
Widening Participation Matters because…
Only 7% of the population attend
independent schools, but the
privately educated account for
more than half of the top level of
most professions (51% of
Medical)
A comprehensive school
student with A-level grades
BBB for example is likely to
perform as well in their
university degree as an
independent or grammar
school student with A-level
grades ABB or AAB – i.e.
one to two grades higher
www.hee.nhs.uk
www.hee.nhs.uk
Estimate that
approximately 30% of
current bands 1-4
workforce in the NW
doesn’t have a level 2
qualification
Just under 1 million 1624 year old people
unemployed: 15% are
classed as NEET
Only a quarter of boys
from working-class
backgrounds get
middle-class
(professional or
managerial) jobs
This is a gap of 39.9
percentage between A
level students from
state schools going to
most selective
universities compared
to those who attended
independent schools.
Widening Participation Matters because…
The diversity profile of the
current workforce in England is
not representative of the general
population that it seeks to serve
For some healthcare
programmes more
black students
discontinue their
studies compared to
students from other
ethnic identities.
www.hee.nhs.uk
www.hee.nhs.uk
The diversity profile of
those employed by the
NHS is not representative
across the key staff groups
Approximately a third less
students on medical
programmes attended a
state school compared to
students on other
healthcare programmes
There has been a decrease in
the number of staff from BME
backgrounds in senior positions
within the NHS, despite the fact
that 20% of nurses are from
Black or other ethnic minorities.
Only 2.4% of NHS staff
have a declared
disability compared to
17% in population
Discontinuation rates for
male students 3% or
higher for some
programmes such as
Speech Science, Nursing,
Midwifery, and
Radiography than
compared to females
Widening Participation – Drivers for Change
Equality and Diversity
requires ongoing active
commitment
Participation in education
and employment =
wellbeing
Further opportunities to
attract underrepresented
groups in healthcare
www.hee.nhs.uk
www.hee.nhs.uk
UK population
demographics changing
Widening
Participation
Drivers for
Improvement
Ethical: Corporate Social
Responsibility
UK policy imperative to
improve social mobility
More effective evaluation
of Widening Participation
developments needed
Enabling Widening Participation
www.hee.nhs.uk
www.hee.nhs.uk
Our five strategic goals
1. Improve monitoring & reporting of widening
participation activities
2. Enhance visibility & targeting of
health careers information, advice & guidance
3. Increase, through research & evaluation,
understanding & evidence of what works
4. Increase collaborative approach to outreach
e.g. in community & schools
5. Increase work-related experience opportunities
www.hee.nhs.uk
www.hee.nhs.uk
Links between Talent for Care and Widening Participation
 Two separate strategies with
their own sets of objectives.
Widening
Participation
TfC and
WP
Medical workforce
Get In
Non-medical
workforce B5+
www.hee.nhs.uk
www.hee.nhs.uk
www.hee.nhs.uk
www.hee.nhs.uk
Talent
for Care
Get On
Go Further
 ‘Get In’ satisfies objectives
from both Talent for Care and
Widening Participation,
working closely together, but
not meeting all objectives
from either strategy
 Talent for Care and Widening
Participation will continue to
work ever more closely going
forward.
What does widening
participation mean to you?
www.hee.nhs.uk
www.hee.nhs.uk
HEE Commitment
• Strategy reflects significant commitment
but need to recognise the medium and
long term impact
• Builds upon local activity
• Promote coherence at national level
• Enable HEE to engage as a national partners
with other stakeholders
www.hee.nhs.uk
www.hee.nhs.uk
Widening Participation –
Thames Valley:
Sam Donohue
Widening Participation Lead
Health Education Thames Valley
www.hee.nhs.uk
www.thamesvalley.hee.nhs.uk
What we know:
•
•
•
•
•
The NHS is the largest employer in the Thames Valley
We have over 300 different career pathways
We have opportunities to engage with young people –
but also second-career groups
We face competition for a decreasing pool of school
leavers
It’s an exciting agenda
www.hee.nhs.uk
www.thamesvalley.hee.nhs.uk
We need to:
• Identify existing networks and partnerships
• Understand what works well and why?
• Develop how the NHS engages with its local workforce
• Define the role of each of the partners in this agenda
• Drive the widening participation agenda forward
• Link workforce planning with developing awareness of
careers
www.hee.nhs.uk
www.thamesvalley.hee.nhs.uk
Sharing Best Practice –
Arran Rogers
Matron – Integrated Medicine
Royal Berkshire Healthcare
Health for Youth
www.hee.nhs.uk
www.thamesvalley.hee.nhs.uk
www.hee.nhs.uk
www.thamesvalley.hee.nhs.uk
Refreshments:
11:15am – 11.30am
Take the opportunity to speak to
colleagues and visit stands
www.hee.nhs.uk
www.thamesvalley.hee.nhs.uk
Sharing boards:
www.hee.nhs.uk
www.thamesvalley.hee.nhs.uk
Seating arrangements on your return:
Please take a seat on a table according to:
• Health
and care providers
• Education providers
www.hee.nhs.uk
www.thamesvalley.hee.nhs.uk
Sharing Best Practice –
Marie Draper
Milton Keynes Hospital NHS Foundation Trust
Fiona O’Brian
Milton Keynes College
www.hee.nhs.uk
www.thamesvalley.hee.nhs.uk
Milton Keynes Hospital Clinical
Placements for College Health &
Social Care Students
Marie Draper, Practice Development Nurse
February 2015
What are we doing in Milton
Keynes ?
24
September 2014 Cohort
25
Challenges
• Human Resources
– DBS
– Occupational Health
– Policy/Contract
– Induction
26
Challenges
• Human Resources
– DBS
– Occupational Health
– Policy/Contract
– Induction
• Dispelling Myths
27
Challenges
• Human Resources
– DBS
– Occupational Health
– Policy/Contract
– Induction
• Dispelling Myths
• Clinical Area Expectations
28
Challenges
• Human Resources
– DBS
– Occupational Health
– Policy/Contract
– Induction
• Dispelling Myths
• Clinical Area Expectations
• Student Expectations
29
Benefits of the Project
• Milton Keynes Hospital
– Organisational
– Clinical Areas
– Health Care Assistants
30
Benefits of the Project
• Milton Keynes Hospital
– Organisational
– Clinical Areas
– Health Care Assistants
• Patients
31
Benefits of the Project
• Milton Keynes Hospital
– Organisational
– Clinical Areas
– Health Care Assistants
• Patients
• Milton Keynes College
• Students
32
Milton Keynes Hospital
33
What’s Next at MK Hospital ?
• Sixth Form volunteers – Summer 2015
34
What’s Next at MK Hospital ?
• Sixth Form volunteers – Summer 2015
• Widening placement opportunities for
college students
– Emergency Department
– Paediatrics
– Maternity
35
What’s Next at MK Hospital ?
• Sixth Form volunteers – Summer 2015
• Widening placement opportunities for
college students
– Emergency Department
– Paediatrics
– Maternity
• Apprentices in the clinical areas
36
Thank You
The End
37
Hospital Clinical Placements
for Milton Keynes College
Health & Social Care
Students
Background
Since 2005 a number of meetings have been held
between MK hospital and college with regard to
developing a work placement scheme but did not
progress beyond the meeting stage due to;
• Need for a full induction programme.
• Need for a full OH assessment.
• Insufficient nurses to mentor the students.
• Agreement on what patient care tasks the students
could become involved with.
September 2013
• Initial meeting held with Deputy Chief Nurse and Senior
Practice Development Nurse to discuss and agree how to
address the aforementioned challenges.
• At subsequent meetings representatives from HR and
Occupational Health were invited for their input.
• College processes and responsibilities were also agreed
upon.
• By March 2014 the first cohort of students started in
placement.
College Processes
Initially each student is invited to write a “letter of
introduction” outlining the following:
• Who they are and at what stage they are on their course .
• What skills and personal qualities they possess that would
be of benefit to the tasks they would be undertaking at the
hospital.
• Why they wish to undertake the placement.
• How they think it will benefit their future career pathway.
Letters are then considered by the course team and a
decision made on the student’s suitability based on:
• The content of the letter.
• Our own knowledge of the student with regard to their
commitment and progress on the course, punctuality and
attendance and on how the placement would be of benefit
to their future career plans.
• Whether or not they are in possession of a DBS clearance, a
record of childhood immunisations and a photographic form
of ID.
• Once chosen a list of the eligible students accompanied
by a short reference is sent to HR.
• In placement students are visited at least once.
• A placement monitoring form is completed which asks
the student to reflect on their experiences and
progress.
• The student’s mentor will also be asked to comment on
the student’s skills, abilities and their progress.
• An action plan is then created in college outlining any
areas for improvement.
Benefits to Students
• Ability to gain hands on practical experience of meeting
individual care needs, linking theory to practice.
• Developing their understanding of roles and
responsibilities of those who work within a hospital
setting.
• Experience of working to and maintaining professional
standards, enhancing employability skills.
• Experience can be used to support UCAS personal
statements and during university interviews.
• Opportunity for employment if not going on to
university.
• Personal self – development.
Statistics to Date
• 32 students have undertaken hospital placement
since September 2013.
• 80% of students from initial cohort are undertaking
a nursing degree or have deferred for a year.
• 75% of students due to graduate from college in
July have applied for nursing.
• 4 students although they gained from the
experience have decided nursing is not for them
and are now pursuing a social care pathway.
Questions?
Workshop 1: Inreach
Questions:
1.
Where are there opportunities to do more?
2.
What are the barriers?
3.
Solutions? And how can HETV support?
20 – 25 mins table discussion
15 mins table feedback
www.hee.nhs.uk
www.thamesvalley.hee.nhs.uk
Lunch:
12.40pm – 1.25pm
Take the opportunity to speak to
colleagues and visit stands
www.hee.nhs.uk
www.thamesvalley.hee.nhs.uk
Seating arrangements on
your return:
Back to your GEOGRAPHY
tables please
www.hee.nhs.uk
www.thamesvalley.hee.nhs.uk
Health Ambassadors – taking
the NHS off the ward
Sam Donohue
Health Education Thames Valley
www.hee.nhs.uk
www.thamesvalley.hee.nhs.uk
Health Ambassadors East of
England
Health Ambassadors East – aims
The aim of the Health Ambassadors East project is to bring healthcare
professionals together with young people to talk about career opportunities
within healthcare.
How is this achieved?
•
NHS and other healthcare
organisations holding open days,
careers events, work experience
programmes, mentoring and
volunteer placements
•
Connecting education and
healthcare professionals through
brokerage in order that young
people gain an insight into the
world of work
Who is a Health Ambassador?
Any individual who is willing to motivate and encourage young people to
think about a career or job opportunity both clinical and non-clinical in the
healthcare sector
Why do we need Health Ambassadors?
•
Health Ambassadors East forms part of
regional workforce planning. The NHS
needs to ensure it has a skilled
workforce that can deliver high-quality
patient care in the future
•
This includes ensuring that young
people and those advising them
have up-to-date information on
careers and job opportunities in
healthcare
Widening Participation Strategy
includes the
Health Ambassadors Promise
What is expected of Health Ambassadors
-
To promote the Health Sector as an employer of choice and s a worthwhile career.
-
To reflect the expected values and behaviors of the NHS constitution in all activities,
acting as positive role model at all times.
-
To inform, advise and enthuse those seeking advice and guidance in order to
increase participation and promote positive values.
-
To use their knowledge, expertise and passion to reach out and actively engage with
individuals and groups so they appreciate the career, learning & development and
progression opportunities available to them within your organisation and the sector
as a whole.
-
To help break down any barriers which might prevent individuals and groups from
accessing any available opportunities. This will include referring for wider
information, advice and guidance if required.
-
To help support evaluation of the demand and impact of ambassador activities.
How will Health Education England support the Health Ambassador
Commitment?
•
With the support of the NHS Careers Service and the available Ambassador Schemes provide
best practice guidance, protocols, planning tools, access to learning resources and a
standardised induction to help prepare ambassadors for the role.
•
Through local arrangements, provide a single point of contact for managing and
disseminating any ambassador requests within a defined geographical area.
•
Provide guidance and referral options whereby ambassadors can redirect individuals for
further advice and guidance if any queries are raised, during activities they support, which
falls outside their range of knowledge.
•
Provide support to and maintain a database containing ambassador information and activity
supported.
•
Provide a virtual development programme and network opportunities to further inform and
share best practice between ambassadors. (FORUM)
•
Forge partnership links with other related developments which are seeking to raise aspiration
and ambition such as Inspiring Futures, Science, Technology, Engineering and Mathematics
Network (STEMNET).
Workshop 2: Outreach
Questions:
1.
Where are there opportunities to do more?
2.
What are the barriers?
3.
Solutions? And how can HETV support?
20 – 25 mins table discussion
15 mins table feedback
www.hee.nhs.uk
www.thamesvalley.hee.nhs.uk
www.hee.nhs.uk
www.thamesvalley.hee.nhs.uk
They
should
www.hee.nhs.uk
www.thamesvalley.hee.nhs.uk
We need
to
They
should
www.hee.nhs.uk
www.thamesvalley.hee.nhs.uk
I will
We need
to
They
should
www.hee.nhs.uk
www.thamesvalley.hee.nhs.uk
The language of action
I will
We need
to
They
should
www.hee.nhs.uk
www.thamesvalley.hee.nhs.uk
Next steps for HETV:
•
•
•
•
•
•
•
Summary of the day
Delegate list and contacts
Collation of best practice
Continue to identify key partners
Paper to the Board – 26 March
Local Delivery Plan – April
Investment Prospectus – April
www.hee.nhs.uk
www.thamesvalley.hee.nhs.uk
Next steps for HETV:
• Intelligence
• What’s happening?
• Share best practice
• Information
• Signposting
• Points of contact
• Coordination
• Innovation
• Bridging the gap
• Identify and support new initiatives
• Investment?
www.hee.nhs.uk
www.thamesvalley.hee.nhs.uk
What will you do to take this forward?
www.hee.nhs.uk
www.thamesvalley.hee.nhs.uk
Questions?:
Sam Donohue – HETV Widening Participation lead
[email protected]
Tim Wiseman – Head of Communications
[email protected]
www.hee.nhs.uk
www.thamesvalley.hee.nhs.uk
Closing remarks
Pauline Brown
Local Director
Health Education Thames Valley
www.hee.nhs.uk
www.thamesvalley.hee.nhs.uk