Nurse Supply and Demand Programme Jackie Brocklehurst Strategic Workforce Development Manager September 2016

Nurse Supply and Demand Board One of five strategic aims across the East Midlands Nursing Supply and Demand has been identified as one of the five strategic aims agreed by the East Midlands Local Education and Training Board (LETB) to address the importance of creating parity of esteem; supporting the NHS Five Year Forward View; addressing the impact of seven day services and the challenges of managing the immediate capacity and capability gaps in the nursing workforce now.

Objectives of the Programme The Nurse Supply and Demand Board has identified the following priority areas: Recruitment and Retention supporting our current workforce Supporting and retaining our Students Developing and supporting new roles Preparing the workforce for new ways of working

Priorities for 2016/17 1. Recruitment and Retention supporting our current workforce Our 4 priority areas will be delivered to maximise supply and link to: Review of Nurse Education Shape of Caring Talent for Care Local workforce supply priorities Workforce Transformation 2. Supporting and retaining our Students 3. Developing and supporting new roles 4. Preparing the workforce for new ways of working

1. Recruitment and Retention supporting our current workforce Monitoring ‘true’ vacancy levels across the East Midlands Promoting development programmes Return to Practice Programmes, including IELTS Clinical Academic Careers Clinical Fellowships Advanced Clinical Practice GPN Training Needs Assessment LBR – new process aligned to business priorities Exploring new models of Mentorship Supporting and promoting best practice in Preceptorship

2. Supporting and retaining our Students Monitoring current nursing commissions Understanding the opportunities and risks for HEIs and Service on the new funding model and placement tariff. Love our Learners campaign Developing a student placement modelling tool Commission an evaluation project – why do students leave / stay in the East Midlands? HEI OPPORTUNITIES Can develop business and possibly expand programmes Puts all students on the same footing Employment offers may improve Overall £ deal for students will improve More opportunities for joint appointments Working together to improve attrition Closer working with local schools/colleges RISK Will the students come? Risk to mature students (c70% at present) Risk to smaller ‘mature applicant’ programmes (MH/LD/Midwifery) Loss of contractual certainty Access to high quality clinical placements Students (and parents) expectations re programme (particularly placements) Placements management and working across multiple Trusts SERVICE OPPORTUNITIES To develop a different relationship between service, HEIs and students (service recruits in partnership, places and employs) Opportunity to change the culture of education by working as a system To link student identity more closely to service providers (host organisation) To align workforce need and student numbers To understand and develop the ‘asset’ of clinical placement capacity and use this for greater influence Opportunity to develop more placement capacity (CLIP, ‘long arm’ approaches, and open up community, PVI) To link investment to other education infrastructure (ie apprenticeship levy) to create ‘school of nursing’ (healthcare) approach To develop more WBL/employment approaches SERVICE RISKS Is there evidence to support the idea that self funding will lead to increase in student numbers – (more likely to be a dip?) Allowing Market or HEIs to drive the system (rather than service taking leading role) Student expectations of practice and capacity to address this (Consumerism, Generation Z) Mature students – self funding may lead to more young, ‘middle class’ students The challenge of the programme - + attrition HEIs moving to one intake a year (supply) HEIs generating significant international recruitment approaches without employment tie-in HEIs reducing entry criteria (already happening but not in our patch) HEIs developing a business model that does not meet local requirements

3. Developing and supporting new roles Advanced Clinical Practice Physicians Associates Nursing Associate Test Site Application Plan - 300 trainee to start in January 2017 Apprenticeships Clinical Support Workforce

4. Preparing the workforce for new ways of working Apprenticeships and work based learning routes Band 1-3 support workers Band 4 health & social care workers Nursing Associate Trailblazer degree level apprenticeships Generic, Specialist and Advanced roles Working at ‘top of license’ Integration & New Care Models

Any Questions. Please contact: Jackie. brocklehurst@nhs Any Questions? Please contact: Jackie.brocklehurst@nhs.net https://www.hee.nhs.uk/hee-your-area/east-midlands Other work in portfolio: Share best practice from one profession to the other – recruitment of underrepresented groups Paramedic – Apprenticeship, retaining workforce across the region Align professions together to enable transformation ACP – Paramedic – rotational post Changes in curriculum and support HEI’s in the rise of health conditions, Dementia, End of life care Educational Transformation – way in which curricula is delivered, use of simulation equipment and VLE