Transcript Document

Introduction and
NESC Update
Allan Jolly
(Acting) Associate Director of Workforce & Education
31 March 2009
Towards a Clinical Change Organisation...
From 01 April the SHA moves towards becoming a
clinical change organisation
It is expected that there will be clarity on its visions
and values and its strong partnership approach to
provide world class training and education.
www.nesc.nhs.uk
Jim Easton
Chief Executive
Chris Evennett
Olga Senior
Ben Lloyd
John Newton
Katherine Fenton
Peter Lees
Director of Strategy &
Reform
Director of
Communications &
Corporate Affairs
Director of Finance &
Performance
Regional Director
of Public Health
Director of Clinical
Standards
Medical Director
ADP Long Term
Conditions
Band 9
Nadia Chambers
Clinical Director
Long Term
Conditions
AD Comms &
Engagement
Head of
Governance
Band 9
Band 8d
ADP System
Reform
Band 9
Clinical Director –
System Reform
ADP = Associate Director Programme
AD = Associate Director (function)
Head of
Business Office
Band 8d
AD Knowledge
Management &
Clinical Info
Band 9
AD Finance
Band 9
Band 8d
ADP Acute Care
Acute Care
Band 9
Band 9
Head of HR &
OD
James Mapstone
Clinical Director
AD Performance
& Compliance
AD Health
Protection
Band 9
ADP Planned Care
Band 9
Head Public
Health
Band 8c
Geoff Watson
Clinical Director
Planned Care
ADP South
Central NPfIT
Band 9
Band 9
Alain Gregoire
Clinical Director
Paul Altmann –
Clinical Director
Mental Health
SC NPfIT
AD Leadership
Band 9
Band 9
AD Workforce
& Education
Band 9
Deputy Chief
Nurse
Band 9
ADP Staying
Healthy
Band 9
ADP Mental
Health
AD Service
Improvement
&Transformation
Robert Sherriff
Clinical Director
Staying Healthy
ADP Children &
Young People
Band 9
Clinical DirectorChildren/Young
people
AD Patient
Safety
Band 9
ADP Maternity
& Newborn
Band 9
ADP End of Life
Care
Band 9
Suzanne Cunningham
Clinical Director
Maternity &Newborn
Mark Roland
Clinical Director –
End of life Care
NESC General Update
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NESC business plan for the coming year – in final draft. NESC is
required to make a 3% efficiency saving and the SHA has top-sliced the
NESC budget by £16m. These pressures on our funding mean that there is
a £4 million short-fall for what we do. Staff were asked to think about how
they can work smarter and/or differently and to look at innovative ways of
doing things.
Education Bursary Scheme – applications now closed panel meet on
14/15 April
Specialty recruitment – there is a big emphasis on recruitment to
specialties. 50% of undergraduates ultimately go into GP training
practices. However more GP training practices are needed
Learning & Development Agreement & Education Provider
Agreement – almost all signed
www.nesc.nhs.uk
NESC General Update
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Academic Health Sciences Centres (AHSCs) – Oxford has unfortunately
not been selected.
Health Innovation & Education Clusters – These have not been very
clearly defined but involve having more innovation within education at a
local level and partnerships between industry, education & the NHS. Vicky
Osgood, with Michael Bannon, to lead on behalf of NESC
MPET Review and students – money from Department of Health will now
“follow the student”. Interim ‘shadow’ arrangements to be considered this
year with roll out 2010/11 (tbc)
Annual Learning and Training Directory – this is currently being
compiled and will help all staff to understand the opportunities available to
them.
www.nesc.nhs.uk
NESC General Update
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NESC Education Magazine – issue 1 printed and distributed
Graduate Nurses – by 2015 the first group of all-graduate nurses will
enter practice. Career pathways continuing professional development and
mentoring could have an effect on a broad range of existing staff.
Apprenticeships – the government have announced plans to increase the
number of apprenticeships available in the public sector. 5000 of these will
be within the health service and social care. The number of
apprenticeships within South Central SHA will increase to ≤ 500 compared
to the current figure of 62.
Commissioner/Provider Split by end of year– this applies to certain
areas of NESC such as the Courses Centre. Separate management
accounts must be kept so that our business remains competitive and
transparent.
www.nesc.nhs.uk
The 2009/10 Objectives
Dep’t
Overall Aims
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Post Graduate Medical Education
To ensure delivery of the highest quality postgraduate training for doctors and dentists, to
meet the evolving needs of the health service
2
Education Commissioning & Development
To commission and quality assure effective learning interventions at pre and post
registration levels, which improve clinical standards and deliver the numbers and skills mix
required for the health economy
To improve the skills and competencies of the workforce, widen participation in learning and
enhance the contribution of staff in bands 1 to 4 to improve productivity and transfer
healthcare
To ensure placement capacity is adequate to support student/trainee . Work with Trusts
and PCT’s to ensure that the learning environment and learning resources are quality
assured and fit for purpose
3
Courses and Conferences
To develop a range of courses and conferences which will ensure capable and effective
practitioners across all healthcare professions to support better patient care
4
Innovation & Development
To support workforce redesign by developing new roles which support changes in the
workforce and plan for capacity and productivity
5
Business Systems and processes
To establish NESC and put in place high standards of governance and the appropriate
infrastructure to enable us to develop a world class organisation
NESC comes under Workforce & Capability within the SHA
The overall aim in the SHA annual plan is:
“To ensure availability of an appropriate workforce to meet the current and future requirements of organisations in NHS South Central”
www.nesc.nhs.uk
What you tell us you want (SEPs)
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Clearer & more involved role as stakeholders
Easier & more effective ways to develop new courses
Financial support from NESC to support Trust projects
Put Service back in the driving seat
Plan workforce in Care Pathways
Strategic Direction: bringing together future service
delivery models – linking workforce, education &
training...
www.nesc.nhs.uk
Big Question...
• So, how do we get the right number of the right type of
student onto the right courses – meeting service &
patient needs?
AND
• Be confident that they are ‘fit for practice/purpose’ when
they finish...
Workforce Planning, Education & Training
How should we change the infrastructure and
content of education to ensure the future
workforce has the right skills?
Workforce Planning, Education & Training
How should workforce planning be done to deliver
trainees and a workforce of the right size,
structure and skill?
Workforce Planning, Education & Training
How should education be commissioned and
funded to deliver trainees and a workforce of
the right size, structure & skills?
Workforce Planning, Education & Training
How will roles played by healthcare professionals
change and what will be the implications for
career frameworks?
Lord Darzi’s vision for a world class NHS :
– Fair, Effective, Safe ,Locally Accountable AND...
Personalised to the needs and wants of each individual,
especially the most vulnerable and those in greatest need,
providing access to services at the time and place of their
choice.
How do we communicate in order to address
these questions?
• How should we change the infrastructure and content of education to
ensure the future workforce has the right skills?
• How should workforce planning be done to deliver trainees and a
workforce of the right size, structure and skill?
• How should education be commissioned and funded to deliver trainees
and a workforce of the right size, structure & skills?
• How will roles played by healthcare professionals change and what will
be the implications for career frameworks?
www.nesc.nhs.uk