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Using The Calderdale Framework to Develop a Productive Workforce

Using The Calderdale Framework to Develop a Productive Workforce. Developed by: Rachael Smith & Jayne Duffy Calderdale & Huddersfield NHS Foundation Trust. Why Us? The Calderdale Framework Track Record. Trust Competency trained therapy assistant workforce (2007)

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Using The Calderdale Framework to Develop a Productive Workforce

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  1. UsingThe Calderdale Framework to Develop a Productive Workforce Developed by:Rachael Smith & Jayne Duffy Calderdale & Huddersfield NHS Foundation Trust

  2. Why Us? The Calderdale Framework Track Record • TrustCompetency trained therapy assistant workforce (2007) Development of Nursing HCA competency pack (2008) • LocallyDevelopment of Accessible Homes Team competency pack. (2008) Working with Social Services – Modernising Home Care Reablement Competency Pack(2009) • RegionallyImplementation in neighbouring Trusts Working with SHA (2009/2010) • NationallyHighly Commended in HSJ Awards 2008 (workforce development) SfH Early Implementer Project (2009)

  3. Benefits Across Therapy Directorate 2006 - 2008 • Risk Score Reduced risk rating • Patient Satisfaction Reduction in Complaints • Skill Mix Ratio Qualified to non qualified staff • Activity 13% increase • Reduction in sickness absence

  4. For Organisations Consistency & Safety Reduction in Risk Efficient & Effective Improved Productivity Flexible Competent Workforce Improved Patient Experience Sustained Change Employer of Choice Provider of Choice For Teams & Individuals Builds Effective Teams around the Patient Personal & Team development needs-Links to KSF Facilitates ‘cultural shift’ Clear Roles & Responsibilities Safe Skill Sharing Transferable Skills Job Satisfaction Advantages of Competency Approach Using the Calderdale Framework

  5. The Calderdale Framework • Developed at Calderdale & Huddersfield NHS Foundation Trust • www.healthcareworkforce.nhs.uk/ffc (R Smith & J Duffy 2008) • R Smith & J Duffy ‘Developing a competent & flexible workforce using the Calderdale Framework’ IJTR 2010; 17(5):254-262

  6. The Calderdale Framework (Smith & Duffy 2009) 1 Awareness Raising 2 Service Analysis 7 Sustaining 7 Stages to Successful Implementation 3 Task Analysis 6 Training 5 Supporting Systems 4 Competency Identification

  7. Early Implementer Career FrameworkProject Aims: • Apply The Calderdale Framework to an entire service with a focus on skill mix review and modernised service models. • Explore the development of a Career Framework level 4 role (Assistant Practitioner) • Explore development of new ways of working (blurred boundaries) at Career Framework levels 6/7 • Explore learning programmes to support these new ways of working

  8. The MacMillan Rehabilitation Team • Newly formed in response to the Cancer Reform Strategy 2007 • Cancer patient, community based rehabilitation “to improve the experience of people living with and beyond cancer, ensuring care is delivered in the most appropriate setting” • OT, PT, Dietitian, Band 3 Assistant, links to SALT

  9. Elective Orthopaedic Discharge Team • Post operative community based rehabilitation team • Established in 1996 • Reconfiguration of surgical services and advances in surgical procedures meant the patient and service need had changed • Occupational Therapy, Physiotherapy, Nursing, Band 3 Assistants

  10. Outcomes • Local Competencies for:- • Blurred Boundary Working (level 6/7) • Protocol Based Working (level 4) • Delegation Based Working (level 2/3) • Assistant Practitioner posts secured • Competency based job descriptions created • Example of Nationally Transferable Role created • Supporting educational packages designed.

  11. Example

  12. IN REAL LIFE …..level 3 worker Jack’s wife , Margaret said, “ Under the direction of the therapists, Cath the rehab assistant undertook speech and language therapy exercises and movement exercises. To the relief of both of us Jack’s speech returned and his walking has improved, giving him more independence. Thank you to all.” Margaret

  13. NVQs in Record Time! Rehabilitation Assistant Victoria Dearden said … “”This is great news as the NVQ is based on work which has already been achieved, meaning the qualification can be obtained in a third of the time with very little extra work” “It is also good that all the hard work we put in is finally recognised with a qualification accepted within the NHS and other employers.” Senior Training Officer Michelle Ward said…

  14. IN REAL LIFE …..Level 4 Assistant Practitioner Nicky Byrne, Team Leader (MacMillan Rehab) said … “ Michelle is now competent to take her own non complex caseload, including elements of assessment (to protocol) previously done by registered practitioners. This means patients are seen quickly by one person and complex cases have access to the specialist skills they need”

  15. 120 Credit Certificate of Higher Education Developed with stakeholders to develop a fitness for practice qualification, this has included employers, support workers, service users & carers, academics, and key personnel from Skills for Health and the Strategic Health Authority 50 credits APEL from work based learning (including local competencies)

  16. Educational Outcome A recognisable, transferable qualification Progression opportunities within an academic framework and the planned development of CPD learning activities within a ‘shell award’ framework

  17. In Real Life…..Level 6/7 Registered Practitioner Nicky Hill, Occupational Therapist said… “ Competency training was completed around tasks that are traditionally uni-professional, to allow registered practitioners to blur their professional boundaries in order to complete all aspects of the assessment & treatment. This enhances the patient experience and journey by reducing the number of disciplines involved, subsequently speeding up the assessment & discharge planning process” OT News May 2010; 18(5):25

  18. Predicted Cost Benefit in Practice MacMillan Rehabilitation Service • Band 7 (pay point 3) = £16.66 per hour • Band 4 (pay point 3) = £ 9.84 per hour • Blurred Boundary working negates multiple band 7 visits saving £16.66 per hour • Band 4 substitution where appropriate saves £6.82 - £23.48 per hour

  19. Contact details • jayne.duffy@cht.nhs.uk • rachael.smith@cht.nhs.uk Course information Contact above or: http://www.ennovations.co.uk/calderdaleframework-workshop

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