1 / 16

NHS South Central Widening Participation Overview

NHS South Central Widening Participation Overview. Emma Wilton Widening Participation Manager 23 June 2010. Background 30,000 staff employed in bands 1 – 4 across NHS SC Constitute 38% of total workforce population

pia
Download Presentation

NHS South Central Widening Participation Overview

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. NHS South Central Widening Participation Overview Emma Wilton Widening Participation Manager 23 June 2010

  2. Background • 30,000 staff employed in bands 1 – 4 across NHS SC • Constitute 38% of total workforce population • Occupy roles such as healthcare assistant, pharmacy technician, dental nurse, radiography assistant, emergency care assistant, administrator, medical secretary, cleaner, estates maintenance worker, engineer. • Employers signed Skills Pledge demonstrating support for developing non-registered workforce.

  3. Context • Financial challenges – doing more with less • Growing our own workforce – increasing skill mix • Greater efficiencies, reducing duplication • Strive to improve quality • 2010/11 widening participation budget allocated to support development of staff via, NVQs, LAs, Apprenticeships and Foundation Degrees.

  4. 2009/10 Widening Participation Activity • Across NHS SC support was provided for provision of: • 1,554 NVQs (non Train to Gain) • 502 NVQs (Train to Gain) • 3,725 Learning Accounts • 332 Skills for Life • 379 Apprenticeships • 80 Foundation Degrees

  5. Evaluation – Learners • “I understand more what I am doing and would like to go on to do nursing as a career. I wouldn’t be thinking that I could do this if I hadn’t done my NVQ.” (NVQ Learner) • “I am actually achieving so much more than the department, than the management, than anybody thought that I could, I’m doing so much more, which is really satisfying”. (FD Learner) • “I have learnt a lot. I now have an in-depth knowledge of policies and legislation that underpin my role. I am able to challenge myself, it is hard work but I love it!” (Apprentice)

  6. Evaluation – Line Managers • It gives me confidence to know that my staff are working with a recognised level of competence and skill. (Manager, NVQ completer) • APs are a cost effective way of working from an NHS point of view, it’s not always essential to have qualified staff to be effective and offer quality healthcare. (AP Manager) • I can have more non-registered staff so allowing the qualified staff to have more time to spend with patients at a level requiring clinical expertise. More patients are now seen. (AP Manager)

  7. Assistant/Associate Practitioner – Why • Growing demand for the Assistant/Associate Practitioner across NHS South Central. • Drivers for development include supporting service transformation, workforce redesign, increasing skill mix and introduction of all graduate nursing workforce. • Competent, experienced, skilled staff at bands 2 and 3 who want to develop professionally and academically.

  8. Assistant/Associate Practitioner – How • AP Development Strategy includes: • Enabling transferability, supporting flexibility of the workforce and portability of learning. • Gaining regional consistency in development and delivery of education and training. • Increasing flexibility in how education and training is commissioned, including modules of learning at Foundation Degree level.

  9. Assistant/Associate Practitioner Strategy • Core education and training for all APs – based on National Standards (November 2009). • Pathway specific education and training – to reflect NSR pathways and a generic pathway, allied to Nursing. • Education and training will be competency based and clinically relevant. • Modules of learning can be tailored to an individual role.

  10. AP Workshop 25 May • Agreed core competences for AP • Identified pathway specific functions to be delivered by APs across NHS South Central • Information used to inform development of curriculum at levels 4 and 5 across NHS South Central.

  11. Progression Pathways • Driven by need to develop all-graduate nursing workforce, increase skill mix and reduce unnecessary duplication of learning • Supporting progression from NVQs and Apprenticeships at Level 3 into Pre-Reg Nursing Degree Programmes • Need for clear, consistent progression pathways across NHS South Central

  12. Progression Pathways

  13. Progression Pathways • Workshop held with FECs and HEIs on 24 June • Exploring curriculum requirements for bridging programme • Feedback from workshop will be shared with Trusts & PCTs • Securing progression agreements between FECs and HEIs

  14. Widening Participation Activity 2010/11 • Across NHS SC we are supporting provision of: • 1,101 NVQs (non Train to Gain) • 1,333 Learning Accounts • 652 Apprenticeships • 135 Foundation Degrees

  15. Future Challenges • Availability of funding • Development of local learning infrastructures to sustain activity • Embedding good practice • Time off for training • Increasing skill mix

  16. emma.wilton@nesc.nhs.uk 07824 546967

More Related