MENTAL HEALTH CRISIS & TRAINING STAKEHOLDER EVENT January 22 2016 David Pugh Independent Consultant MCA & MHA david.pugh@gloucestershire.gov.uk Dr Guy Undrill Consultant Psychiatrist, Crisis Care Clinical Lead guyundrill@nhs.net Angela Willis Workforce Strategy Lead (GCC) angela.willis@gloucestershire.gov.uk (INTRO) I’m doing this on behalf of Angela Willis, GCC’s Workforce Strategy Lead who is leading on this on behalf of the MH & Well-Being Board. We are very much at the start, no specific training has been planned to-date, just a few exploratory meetings. So everything is up for discussion & agreement.

Content Concordat & Training Local Action Training & MH Crisis Pathway Review MH Crisis Workforce & Training Sub-Group Components of a Multi-Agency Workforce Strategy Crisis 6 Domain Model & Training - Guy This is what I propose to cover

Crisis Care Concordat B4 ‘All staff should have the right skills & training to respond to mental health crisis appropriately’ Awareness of local MH & substance misuse services Understand each others roles & responsibilities re crisis Each statutory agency should review its training, agree joint training between NHS, social care & criminal justice agencies They moment that although desirable that diff agencies being trained together it is not essential. More important that training ensures all staff from all agencies receive consistent messages about locally agreed roles & responsibilities.. All local action plans should include an element of training – including some with joint/multi-agency training There are refs to some specific groups: Police officers should have training to enable them to recognise risk & vulnerability & identify the need for health care ED clinical staff should be equipped to identify & intervene with people who are at risk of suicide Ambulance staff should have enhanced levels of training on the mgt of MH patients.

Local Workforce/Training Action 2.4 ‘Develop a multi-agency, multi-professional co-produced recovery focussed workforce development and training strategy for the new mental health crisis pathway to include both single agency and multi-agency training needs’. (END) Generic Staff Training Outcomes: Understanding needs of people & carers in crisis Knowledge of who & how to contact in a crisis situation, Eligibility criteria Understanding of key partners role, responsibilities, priorities & constraints Understanding principles & practice around sharing of personal information in crisis situations MH crisis assessment skills MH crisis intervention knowledge & skills from 12 years upwards Understanding Equality Act implications of the crisis pathway Skills in understanding & development of Crisis Plans, Advance Decision making tools.

What training did people want to see developed? Multi-agency, multi-disciplinary training across all pathway partners with input from people with lived experience etc Wider availability of MH awareness/MH 1st Aid Training – beyond heath & social care community Training on new MH crisis pathway; roles & responsibilities, eligibility, access etc Customer service training for all staff who talk to people in crisis – development of reflective practice (INTRO) As part of the review of the MH Crisis Pathway Jim Symington & I carried out in 2014/15 one of our interview questions was about training. We interviewed 46 people. As well as asking about what training was available we also asked what people would like to see developed. The most frequent responses aggregated across all interviewees were as above: We also collated agency specific responses.

MH Crisis Care Workforce Development Group Purpose: To oversee devel. of multi-agency, multi-pro work force strategy (3/5 years) Aims: Partner engagement, identify single & multi-agency needs, co-production, coaching, recovery approach embedded Governance: Report to MH Partnership Board Frequency of meeting: Mthly for first 6 mths Membership: Statutory & non-statutory People with lived experience Carers Core + wider membership (Intro) See Terms of Ref… First mtg set up for 28 January (14.00 – 16.00 Mtg Rm 5 Shire Hall)

Components of a multi-agency workforce development strategy Pathway approach; competency based Blended learning; e-learning, face to face training, cascade elements Focus on learning transfer; workplace champion model Leadership; sign-up & ownership 5. Sustainability; train the trainer 6. Co-production 7. Evaluation 8. Alignment with existing local/national training & national standards 9. Adequate resourcing (INTRO) see notes I will now handover to Guy

MH Crisis 6 Domain Model & Training Subjective - reflective listening Functional - knowing when to refer on Objective - problem solving in partnership Systemic - knowledge of social support Risk - risk assessment skills Mental illness - diagnosis, triage etc

Thank you for listening Please contact us if you have thoughts & ideas to share guyundrill@nhs.net angela.willis@gloucestershire.gov.uk david.pugh@gloucestershire.gov.uk