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NW Core Skills Programme Stakeholder Event – 3 rd October 2012

NW Core Skills Programme Stakeholder Event – 3 rd October 2012. 09:30 - Welcome 09:40 - Lest we forget – Some views from learners 10:00 - Update on the NW Core Skills Programme 10:25 - Overview of the Core Skills Register 10:45 - Refreshments

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NW Core Skills Programme Stakeholder Event – 3 rd October 2012

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  1. NW Core Skills ProgrammeStakeholder Event – 3rd October 2012 • 09:30 - Welcome • 09:40 - Lest we forget – Some views from learners • 10:00 - Update on the NW Core Skills Programme • 10:25 - Overview of the Core Skills Register • 10:45 - Refreshments • 11:05 - Getting under the bonnet: Ensuring recognition of Core Skills • 11:45 - Getting to the next level: What is needed next? • 12:20 - Progress of the National Framework • 12:35 - Open Forum & Closing Remarks • 13:00 - Lunch

  2. Welcome Jill Johnson Associate Director UHSM Academy

  3. Why are we here? • Highlight the key successes so far • You said – We did         • Information Governance • Quality Assurance     • The agenda has moved     

  4. What we want from today • Clarify what still needs to be done  • And by who  • A collective commitment to make this happen

  5. Lest we forget John Sherlock Communications Manager Cheshire & Merseyside HIEC

  6. Overview • Setting the Scene • User experiences of statutory and mandatory training • Summary of feedback • Next steps?

  7. Setting the scene • CSF programme has had some significant developments over the past 12 months • Reminder of why we are making the commitment to CSF

  8. First hand accounts • No substitute for experience! • Acknowledge the problem • Identify (the right) solution to the problem • Inspire and engage • Hard to refute

  9. Case Study #1 Mandatory Training – My experience and thoughts by Anne Shrestha (ST3)

  10. Day 1 AM: ID Badge, hand washing, Parking, Passwords, Surgical Induction PM: Virtual Learning Environment (VLE) Modules: blood transfusion, Infection control etc Day 2 All day trust induction at ?Manchester City Football Club  ANTT, Discharge letters, Pharmacy, Moving and handling, transfusion, Library etc... Induction 1st Rotation

  11. Same as in trust, different hospital Local hospital induction  surgical induction Did not attend 2nd day of trust induction Induction 2nd Rotation

  12. A Final Thought.... Statutory and Mandatory training is a tough nut to crack but like the Capuchin Monkey, if we perserve, adapt and are willing to learn it can be cracked!

  13. 1 Day induction AM: Test on how to prescribe and write drug cards, usage of antibiotics, surgical induction/housekeeping, cross cover of specialities. PM: VLE modules  local IT software, discharge summaries, blood transfusion, child protection awareness etc... ANTT - Blood culture and venepuncture - observed procedural skills Induction 3st Rotation

  14. “Same as rotation 1. I had to re-do everything.” Induction 4th Rotation

  15. Conclusion • Induction is vital • The effort is appreciated • It provides a lot of useful information • However...

  16. Conclusion • It’s time consuming • It can be overwhelming • It’s repetitive • It’s not engaging • It’s a waste of resources • a lot of information

  17. Conclusion • Impact: • It can waste time • “ Change over day is always a Wednesday. It doesn't feel like the job has officially started until the following week.” • a lot of information

  18. Conclusion • Impact: • It can impact on patient care • “ There is a lack of doctors in the hospital during those days which affects patient care.” • a lot of information

  19. Conclusion • Impact: • It can waste resources • “ Similar topics were covered throughout different trusts – surely this is a waste of time and money?” • a lot of information

  20. Junior Doctor Survey 2012 Qualitative survey conducted across trusts and HEI’s in the North West

  21. Junior Doctor Survey • Current – 8 weeks old • 10 question survey • 86 responses • Geographical spread

  22. Responses • a lot of information • Question: • Have you ever experienced duplication of statutory and mandatory training e.g. during rotation periods? If so, describe how this impacted on you and your role? • a lot of information

  23. a lot of information

  24. Snapshots • a lot of information • #1 • “I have never received any mandatory training which I have felt was needed for me to do my job that had not been covered in my own teaching programme already.” • a lot of information

  25. Snapshots • a lot of information • #2 • “Stat and man is very inefficient. I am never going to read the workbook again having completed it, so that's a waste of paper. Repeating mandatory training so frequently is time-consuming for junior doctors, and also for the staff who have to chase us up about doing it!.”

  26. Snapshots • a lot of information • #3 • “The training has to be repeated at each hospital. This means that BLS/ANTT etc has to be completed every 3-6 months.”

  27. CSF User evaluation • Organisational value – GP surgery • 'It was has been great to be able to have a single source to access for the core skills training, an area of education which has historically been very difficult for non-PCT Practices to access. It is also helpful to have this training available in a variety of formats to suit individual practices and learning styles. We would very much support further development and publication of this resource.” • Dr Jill Thomas - GP

  28. Conclusion • First hand experience / evidence supports: • It seems to be a universal problem • It wont just go away

  29. Conclusion • It wastes time and money • There is a lot of duplication • It wont just go away

  30. “Addresses the age old problem of how to deliver induction and mandatory training. Impressive scale, scope and can-do attitude, all backed by a very clear business case.” • - Judging panel

  31. Conclusion • Feedback suggests: • This matters to people • Time/money is being wasted • CSF is improving quality • User experience can be improved

  32. Information • Share information: • This matters to people • Time/money is being wasted • CSF is improving quality • User experience can be improved

  33. Next steps

  34. Next steps • Getting under the bonnet? • What do wee need to do to tackle this? • Continue to develop insight and understanding – what can we do to help you? • Share the problem / share the responsibility / share the rewards

  35. Coming soon... • Further research – we need you • Case studies and evaluation feedback on implementing the CSF • Information sharing – case studies etc promoted via website • www.cmtpct.nhs.uk/core-skills

  36. Thank you

  37. Programme Update Seán Bradbury NW Core Skills Programme Manager Cheshire & Merseyside Teaching PCT Collaborative

  38. Programme Structure Workstreams Wider Stakeholders CSF & Skills Passport NW Programme Board Programme Team Junior Doctors Future Workforce

  39. Core Skills Framework - Support National Framework Education Delivery - Content Updated / e-Learning Organisation Guide - Reviewed & Updated Information Governance - IG Protocols & Principles Core Skills Register - Interim solution for Passport Other tools include: - Content mapping / matrixes www.cmtpct.nhs.uk/north-west-core-skills/ Tools & Resources

  40. Held Event in June HEI Readiness Assessment Delivery Matrix E-Learning Delivery Core Skills Register Future Workforce Workstream

  41. 10 HEIs in NW delivering 77 commissioned programmes 38 programmes have responded - 49% 30 programmes to adopt this academic year - 39% 5 programmes to adopt next academic year - 6% 3 programmes not adopting at this stage - 4% HEI Readiness Assessment

  42. Delivery MatrixRight time to do Core Skills? Year 2 HEI Year 1 Year 3 Placement Level 1 for the1st placement Level 2 + inthe 2nd year Refresher dueend of final year

  43. Aligning the Core Skills to both Deaneries in the NW Medical Education Departments Junior Doctor Case Study Core Skills Register Junior Doctors Workstream

  44. North Western Deanery Core Skills aligned July 2012 492 Foundation Year 1 doctors Mersey Deanery supportive of Core Skills Redevelopment needed of existing system Full alignment anticipated Feb 2013 Investigating extending scope with North Western Deanery ST Doctors / Additional subjects Alignment of both Medical Deaneries

  45. NW NHS Trusts current readiness status Quality Assurance Model Information Governance Review of CSF Content and Tools CSF Workstream

  46. Readiness Status

  47. Readiness Status - 60% - 50% - 40% Trust Position - 30% Jan 2012 Apr 2012 - 20% Jul 2012 - 10% Oct 2012 - 0% Waiting Response Unaware of CSF Not Implementing Planning to Implement Partially Implemented Fully Implemented

  48. HR Dir Med Dir Learning & Development Practice Education Medical Education Core Skills Register New Starters Junior Doctors Students What does Readiness mean? Typical NHS Trust

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