Assistant Practitioner Development at the Royal Devon & Exeter NHS Foundation Trust

1. Assistant Practitioner Development at the Royal Devon & Exeter NHS Foundation Trust Vera Byfield, Head of Learning & Development “Improving Performance through Learning”

2. RD&E sites • Wonford Hospital • Heavitree Hospital • Mardon Neurological Rehabilitation Centre • Exeter Mobility Centre • Honeylands Specialist Children’s Centre • Manage community theatres at Exmouth, Axminster, Tiverton & Sidmouth • Manage midwifery services in Tiverton, Honiton & Okehampton • 298,634 out patients, 140,226 in-patients & day case • Approx 6,300 staff

3. Background • FdD available in South Devon and Cornwall only, so alternative education solution needed. • Identified C&G Level 4 qualification: Higher Professional Diploma in Health & Well Being • Mirrored FdD curriculum • Combined competences into programme • First pilot in 2006 – 1 small cohort • Now 2 cohorts per year

4. Trainee AP (B3) KSF Ward – eg Surgical Service Area – eg Endoscopy Acute Hospital Community : PCT Competences: NOS Skills for Health Generic Specific C&G HPD (L4) in Health & Well Being Asst Practitioner(B4) Becoming an Assistant Practitioner at the RDE Pre-requisites: • NVQ3 Health • Level 2 Literacy & Numeracy • Experienced HCA • Role identified with specific competences previously been at B5 • Also available to NHS Devon through shared service +

5. Generic competences

6. Allocation • ITU • ED • Medicine – Cardiology, Taw, EMU, • Surgical – ENT, Vascular, Urology, Gynaecology • Theatres – General, PEOC, recovery • Renal – RDE and satellite units • Oncology • Dermatology under development • Neo natal unit “ • Orthopaedics “ • Physiotherapy“

7. How we deliver the programme • Information, Advice & Guidance to trainee Assistant Practitioner and work based coach • Workshops for coaches • Work base identifies competences, submitted to relevant Trust groups for Governance • Learners attend 1 day/wk for 12 months plus 2 weeks intensive blocks • Sessions delivered LDS tutors plus experts from service • Learner handbook, Coach handbook, Competence handbook, Code of conduct. Competences assessed and signed off by coach.

8. Learner experience We regularly seek and monitor learner feedback about the quality of our provision to meet matrix standard

9. Gathering learner feedback through: • Learner Evaluation • C&G external moderation – excellent grades • matrix assessment re-accreditation • Manager feedback • Coach feedback

10. Benefits to Individual: • Career Progression for non-registered workforce – band 2, to 3, to 4. • Enhanced job role and extended competences • Improved self esteem and confidence to work in new role • Learning alongside colleagues in the community improves awareness of patient pathway and vice versa

11. Benefits to Trust • Patient pathway – right person, right place, right skills • Productivity gains – skill mix review • Releases time of registered practitioner to use their expertise more effectively • In-house provision meets workplace demand • Flexibility ~ not constrained by academic year or number of learners; assignments “localised” • Sustainability ~ Cost effective, no university tuition fees to pay, “grow your own”; reduced travel • Employer led ~ develops a learning culture

12. BUT …. • Some registered staff feel threatened by new role and concerned re accountability/delegation. • It is proving to be difficult to secure HE APEL into degree – therefore a concern of “glass ceiling” • HPD qualification is undergoing a “refresh” with a view to transferring to QCF.

13. Any questions