Designing Career Plans – Sharing views from the health sector

1. Designing Career Plans – Sharing views from the health sector Career and Development Framework for Nurses, Midwives and allied Health professionals in Scotland Dr Colette Ferguson Director of Nursing, Midwifery and Allied health Professions NHS Education for Scotland

2. Plan • Provide some background to the health care sector in Scotland • Briefly introduce the role of NHS Education for Scotland • Introduce the Career Framework for Health – UK wide • Focus on the Career and Development Framework for nurses, midwives and allied health professionals and demonstrate the way in which this can be used by employers, practitioners and educationalists. • Explain how this was developed in partnership • Provide opportunity for discussion and exploration of opportunity across sectors.

3. Scotland Population – 5,500,000 Scotland’s cities Glasgow - 592,820 Edinburgh - 486,120 Aberdeen - 217,120 Dundee - 144,290 Inverness - 56,660 Stirling - 89,850 Life Expectancy at birth Male:76.3 years on average Female:80.7 years on average

4. Scottish Parliament - Holyrood Edinburgh

5. NHS SCOTLAND HEALTH BOARDS 14 territorial Health Boards 8 national Special Boards

6. NHS Education for Scotland • Who We Are • A Special Health Board created on 1st April 2002 • Responsible for the development and delivery of education and training for all NHS Scotland staff and for supporting NHS services to the people of Scotland

7. What we do • Responsible for • postgraduate training of junior doctors and dentists • postgraduate training of clinical psychologists • pre-registration training and continuing professional development for pharmacists • Performance Management of pre-registration nursing and midwifery education • Supporting the continuing professional development for nurses, midwives and allied health professions

8. Nursing and Midwifery • Scotland’s Nursing and Midwifery Workforce • Registered Nurses and Midwives • 48,000 registered nurses and midwives. • Approximately 2,500 newly qualified nurses and midwives each year. • In addition we have 17,600 healthcare support workers • Total N&M workforce of almost 67,000

9. Career Framework for HealthSkills for Health (2006) Scottish Government (2006/9) • Consists of nine levels at which a function can be performed, from level 1 initial entry jobs to more senior staff at level 9. • It aids workforce flexibility, providing a common language and currency to support career planning. • It does this by mapping the NHS workforce into a nine level core skills and competence framework (except doctors and dentists). • The nine levels represent a clustering of ‘roles’ which are grouped according to complexity, responsibility and the level of experience and knowledge required to carry them out. • It has no direct link to pay – concerned only with defining the level of knowledge, competence, responsibility and associated experience, required for the delivery of roles within the NHS in Scotland.

10. C A R E E R F R A M E W O R K for H E A L T H

11. The Post Registration Career and Development Framework for Nurses, Midwives and Allied health professionals • The Post Registration Career Framework is a web based resource which provides an infrastructure to support the continuing and changing development needs of the nursing, midwifery and allied health professions workforce. • It aims to help these practitioners to assess their learning needs and plan their continuing development. • It builds on a range of work already done for specific groups eg Neonatal Nurses; Community Nurses but provides a common framework that only needs to be customised to specific groups. • The framework identifies key aspects of practice transferable across discipline specific and speciality groups.

12. Structure of the Framework • Two key parts – levels of practice and pillars of practice. • Levels of Practice • Based on levels 5 -9 of the Career Framework for Health (Skills for Health 2006; Scottish Government (2009). • The overview of each level of practice provides a description of the attributes expected and the qualification level that may be expected. • Pillars of Practice • Built on four pillars of practice: • Clinical Practice • Facilitation of learning (education) • Leadership • Evidence, Research and Development

14. Pillars of Practice Clinical Leadership Facilitating Learning Evidence, Research & Development LEVEL 5 Practitioner

15. The Framework can be used by: • Individual Nurses, Midwives, Allied Health professionals • To guide professional development • Managers • Support discussions with staff as part of professional development reviews • Inform succession planning • Support service redesign and skill mix • Educators • Plan and deliver education and training to meet the rapidly changing needs of practitioners.

17. The Benefits • Consistency in expectation of level of practice • Clarity of expectation for development and career progression • Increase in awareness of development needs/opportunities • Reduction in duplication in developing a range of frameworks • Increase in potential use for service redesign – what do you need/where/what level/ how do you manage talent and upskilling • Clarity and guidance for curriculum development.