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Modernising Scientific Careers – Early Adopter Experience Mike Palmer – MSC Project Manager, Sherwood Forest

Modernising Scientific Careers – Early Adopter Experience Mike Palmer – MSC Project Manager, Sherwood Forest Hospitals NHS Foundation Trust. Modernising Scientific Careers Update. Key documents: “Modernising Scientific Careers: The UK Way Forward”

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Modernising Scientific Careers – Early Adopter Experience Mike Palmer – MSC Project Manager, Sherwood Forest

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  1. Modernising Scientific Careers – Early Adopter Experience Mike Palmer – MSC Project Manager, Sherwood Forest Hospitals NHS Foundation Trust

  2. Modernising Scientific Careers Update Key documents: “Modernising Scientific Careers: The UK Way Forward” “Modernising Scientific Careers: The England Action Plan” “Modernising Scientific Careers: The England Action Plan Impact Assessment”

  3. Early Adopters • England Action Plan (Chapter 6) signalled trusts would be given the opportunity to be early adopters. • MSC Champions, translating MSC from the pages of documents and slides into reality. • Application submitted taking a collaborative approach involving Pathology, MEMD, Audiology, Cardiorespiratory & Vascular and Clinical Illustration.

  4. Summary of Expectations • Demonstrate benefits of MSC. • Identify contribution of HCS to QIPP challenge. • Take MSC students for work place based training. • Establish the new training infrastructures. • Update ESR, map the current workforce and demonstrate how reprofiling the workforce can be achieved. • Describe the roles HCS will be able to undertake in the future (assistant to consultant scientist level). • Explore the issues surrounding transition.

  5. Where did we start? • Project infrastructure: • Establish Project Lead and Steering Group. • Scoping exercise, PID and project plan, risk log etc. • Key workstreams: • Training & Education. • Workforce Development. • TOR. • Clear aims and objectives.

  6. Factors to consider • Benefits to our organisation: • Influence the national programme. • Opportunity to link into group of organisations which will take the first steps to transform the scientific workforce, sharing information. • Opportunity to link the healthcare science professions together and share good practice. • Support from the SHA / DH to progress and deliver. • Put SFH, scientific services and scientists on the map. • Rationalised education and training schemes. • Structured career pathways with a more effective skill mix.

  7. Factors to consider (cont.) • Risks: • Time, funding etc. • Impact on current trainees and programmes. • Reluctance of HEIs to be involved. • National agenda e.g. issues with regulation. • Uncertainty of the outcomes of changes to PCTs,commissioning arrangements etc. • Local QIPP initiatives / pathology modernisation. Etc.

  8. Factors to consider (cont.) • Engaging appropriate people: • HCS leads. • Engage with HCS staff. • Project sponsor and engagement with EMB. • Workforce modernisation / HR. • SHA leads. • Staff side representation. • Current trainees. • Other early adopters (develop network to share ideas, problems etc.

  9. Factors to consider (cont.) • Project support / resources: • Protected time. • Establish Project Support Officer role. • Funding. • HR Support / engage ‘expertise’. • DH and SHA.

  10. Factors to consider (cont.) • Communication strategy/staff engagement: - key to success! • Presentations. • Staff bulletin. • Intranet site. • Involvement of staff on workstreams. • Staff side representation on steering group and workstreams. • Project Manager – link between Steering Group, workstreams, DH/EA sites etc. • Highlight reports. • EA network site. • Monthly EA meetings.

  11. Factors to consider (cont.) • Scope existing situation: • Baseline training information (current training schemes, number of trainees, training capacity etc.). • Who are our healthcare scientists? How many do we have? • Update and cleanse ESR / Provisional mapping. • Establish priorities e.g. • Developcohesive HCS workforce plan. • New roles – assistants etc. • Evolution of work based training e.g. New QCF qualifications, PTP, STP. • Engagement with Primary Care.

  12. Current training activity Lots of training activities already going on – NVQs, Foundation Degrees, BSc, MSc etc. Ideal opportunity to share good practice, expertise and rationalise training programmes

  13. Provisional profile of current healthcare science workforce

  14. Work in progress • Cohesive HCS workforce plan. • Benchmark HCS workforce profiles. • Generic JDs and KSF profiles for HCS. • Promote awareness of HCS. • Apprenticeships / new QCF qualifications. • Preparations for new PTP and STP students – work based training, quality assured placements.

  15. The EndThank you for listening? Questions

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