An Approach to Competence based Workforce Transformation and Service Redesign

1. An Approach to Competence based Workforce Transformation and Service Redesign

2. Outcome model adopted by all Sector Skills Councils Start with defining the goal i.e. what the sector and its customers need – high quality, cost effective health care Focus on what needs to be done – not who does it or where it is done Set at the level of individual performance Describe applied knowledge and skills Together, these are known as National Occupational Standards (NOS)

3. Benefits of an outcome model Education and learning focussed on workplace needs Assessment against criteria expected in the workplace Workforce flexibility rather than entrenched approaches Consistency in practice across locations and practitioner groups

4. What are National Occupational Standards (NOS)? Description of what successful performance of a work activity needs to be like Starting point is patient and service need regardless of who or where delivered Transparent, objective and transferable UK wide Developed through a process of research and consultation within the sector

5. CAREER FRAMEWORK The Career Framework provides guidance for NHS and partner organisations on the implementation of the flexible career and skills escalator concept, enabling an individual member of staff with transferable competency based skills to progress in a direction which meets workforce, service and individual need 9 More Senior Staff 8 Consultant Practitioners 7 Advanced Practitioners 6 Senior Practitioners 5 Practitioners 4 Assistant Practitioners 3 Senior Assistants/Technicians 2 Support Workers 1 Initial Entry Level Jobs

6. Career Framework Common language and currency offering: Consistency – provides an structure that is easy to understand Progression- means of articulating achievements and identify options available for progression Flexibility- national consistency with flexibility for local health organisations

7. Levelling Jobs • 1.Knowledge, Skills, Training and Experience • 2. Supervision • 3. Professional and vocational competence • 4. Analytical / Clinical Skills and Patient Care • 5. Organisational Skills and Autonomy/Freedom to Act • 6. Planning, Policy and Service Development • 7. Financial, Administration, Physical and Human Resources • 8. Research and Development

8. What functions can the competence based Career Framework be used for? Personal Development Organisational Development Career Framework for Health Service Improvement

9. Applications of the Career Framework • Public Health • Allied Health Professions • Healthcare Scientists • Psychological Therapies • Heath Informatics • Local applications – West Midlands

10. Wider Healthcare Team Scientists Nurses and Midwives Doctors AHP Other e.g. Public Health / Health informatics etc. Career Framework Model Single database Of Levelled Roles And Jobs = Levelled Roles and Jobs

11. Diagnostic Radiography Occupational Therapy Physiotherapy Dietetics Director of AHPs Head of Pharmacy & Dietetics 9 Occupational Health Manager Consultant Radiographer Stroke Manager Dietetic Manager 8 Clinical Specialist Advanced Practitioner Radiographer Physio Team Leader Community Food Worker Team Leader 7 Specialist OT Senior Radiographer Specialist Physio Community Dietitian 6 Occupational Therapist Radiographer Physiotherapist Dietitian Basic Grade 5 OT Assistant Assistant Practitioner Radiography Assistant Practitioner (Falls) Support worker for Community Dietitian 4 OT Support Worker Radiography Helper Technical Instructor Community Food Worker 3 Domestic Porter Physio Assistant Healthcare Apprentice 2 Pre-employment 1 CareerFramework for AHPs Director of AHPs

12. How can it be used? Service Managers/ Commissioners Define the competences that services, teams and individuals must have in order to meet patient needs . Develop the team to reflect these.

13. How does it help an organisation? • Workforce planning • Workforce modelling • Workforce implications of service redesign • Succession planning

14. Calderdale and Huddersfield Foundation Trust To identify: Potential workforce solutions for optimising quality and productivity To identify opportunities for staff progression Contribute to the DARZI next stage review Identify training needs.

15. Project Aims Demonstrate the Strategic application of National Career framework Modernised service models applied to Cancer and Orthopaedic Rehabilitation services Explore the development of level 4 rehab assistant practitioner

16. Macmillan Rehabilitation Team Cancer patient community based rehabilitation Occupational Therapy Physiotherapy Assistant staff /Support Workers Links to Dietetics & SALT

17. Elective Orthopaedic Discharge Team Post operative community based rehabilitation Occupational Therapy Physiotherapy Nursing Assistants / Support Workers

18. Benefits Realisation Define competences based on patient need Generic competences for MDT Development of new role Development of educational requirements Earlier Hospital Discharge Improved effectiveness of service provision Consistency of approach and service delivery Career progression Improved access to education Fewer Re-admissions

19. Outputs Level 3 - Rehab at home (orthopaedics) Assistant Level 3 - McMillan Cancer Rehab Assistant (Community) . Both of these roles are on the basis of carrying out Delegated tasks and are supported by a pre-existing NVQ Level 4 - Assistant Practitioner Rehab at home (orthopaedics) Level 4  - Assistant Practitioner , McMillan Cancer  Rehab. Level 7 - Inter-disciplinary Blurred Boundary Advanced Practitioner (Physio, OT, and Nursing). These posts are supported by short top- up CPD units which have been developed by Huddersfield University.

20. Thank you for your Attention Chris Lamb – 07899 895157 chris.lamb@skillsforhealth.org.uk Elise Shepherd – 07899 895178 elise.shepherd@skillsforhealth.org.uk