31 March 2009 Introduction and NESC Update Allan Jolly (Acting) Associate Director of Workforce & Education

Towards a Clinical Change Organisation... From 01 April the SHA moves towards becoming a clinical change organisation It is expected that there will be clarity on its visions and values and its strong partnership approach to provide world class training and education.

Jim Easton Chief Executive Olga Senior Director of Communications & Corporate Affairs Chris Evennett Director of Strategy & Reform Ben Lloyd Director of Finance & Performance John Newton Regional Director of Public Health Katherine Fenton Director of Clinical Standards Peter Lees Medical Director ADP Long Term Conditions Band 9 Nadia Chambers Clinical Director Long Term Conditions ADP Acute Care Band 9 James Mapstone Clinical Director Acute Care ADP System Reform Band 9 Clinical Director – System Reform ADP = Associate Director Programme AD = Associate Director (function) AD Comms & Engagement Band 9 Head of Governance Band 8d Head of HR & OD Band 8d Head of Business Office Band 8d ADP Mental Health Band 9 Alain Gregoire Clinical Director Mental Health AD Performance & Compliance Band 9 AD Finance Band 9 ADP Planned Care Band 9 Geoff Watson Clinical Director Planned Care ADP South Central NPfIT Band 9 Paul Altmann – Clinical Director SC NPfIT AD Knowledge Management & Clinical Info Band 9 AD Health Protection Band 9 Head Public Health Band 8c ADP Staying Healthy Band 9 Robert Sherriff Clinical Director Staying Healthy ADP Children & Young People Band 9 Clinical Director- Children/Young people AD Service Improvement &Transformation Band 9 AD Workforce & Education Band 9 Deputy Chief Nurse Band 9 AD Patient Safety Band 9 ADP Maternity & Newborn Band 9 ADP End of Life Care Band 9 Suzanne Cunningham Clinical Director Maternity &Newborn Mark Roland Clinical Director – End of life Care AD Leadership Band 9

NESC General Update NESC business plan for the coming year – in final draft. NESC is required to make a 3% efficiency saving and the SHA has top-sliced the NESC budget by £16m. These pressures on our funding mean that there is a £4 million short-fall for what we do. Staff were asked to think about how they can work smarter and/or differently and to look at innovative ways of doing things. Education Bursary Scheme – applications now closed panel meet on 14/15 April Specialty recruitment – there is a big emphasis on recruitment to specialties. 50% of undergraduates ultimately go into GP training practices. However more GP training practices are needed Learning & Development Agreement & Education Provider Agreement – almost all signed

NESC General Update Academic Health Sciences Centres (AHSCs) – Oxford has unfortunately not been selected. Health Innovation & Education Clusters – These have not been very clearly defined but involve having more innovation within education at a local level and partnerships between industry, education & the NHS. Vicky Osgood, with Michael Bannon, to lead on behalf of NESC MPET Review and students – money from Department of Health will now “follow the student”. Interim ‘shadow’ arrangements to be considered this year with roll out 2010/11 (tbc) Annual Learning and Training Directory – this is currently being compiled and will help all staff to understand the opportunities available to them.

NESC General Update NESC Education Magazine – issue 1 printed and distributed Graduate Nurses – by 2015 the first group of all-graduate nurses will enter practice. Career pathways continuing professional development and mentoring could have an effect on a broad range of existing staff. Apprenticeships – the government have announced plans to increase the number of apprenticeships available in the public sector of these will be within the health service and social care. The number of apprenticeships within South Central SHA will increase to ≤ 500 compared to the current figure of 62. Commissioner/Provider Split by end of year– this applies to certain areas of NESC such as the Courses Centre. Separate management accounts must be kept so that our business remains competitive and transparent.

The 2009/10 Objectives Dep’tOverall Aims 1 Post Graduate Medical EducationTo ensure delivery of the highest quality postgraduate training for doctors and dentists, to meet the evolving needs of the health service 2 Education Commissioning & DevelopmentTo commission and quality assure effective learning interventions at pre and post registration levels, which improve clinical standards and deliver the numbers and skills mix required for the health economy To improve the skills and competencies of the workforce, widen participation in learning and enhance the contribution of staff in bands 1 to 4 to improve productivity and transfer healthcare To ensure placement capacity is adequate to support student/trainee. Work with Trusts and PCT’s to ensure that the learning environment and learning resources are quality assured and fit for purpose 3 Courses and ConferencesTo develop a range of courses and conferences which will ensure capable and effective practitioners across all healthcare professions to support better patient care 4 Innovation & DevelopmentTo support workforce redesign by developing new roles which support changes in the workforce and plan for capacity and productivity 5 Business Systems and processesTo establish NESC and put in place high standards of governance and the appropriate infrastructure to enable us to develop a world class organisation NESC comes under Workforce & Capability within the SHA The overall aim in the SHA annual plan is: “To ensure availability of an appropriate workforce to meet the current and future requirements of organisations in NHS South Central”

What you tell us you want (SEPs) Clearer & more involved role as stakeholders Easier & more effective ways to develop new courses Financial support from NESC to support Trust projects Put Service back in the driving seat Plan workforce in Care Pathways Strategic Direction: bringing together future service delivery models – linking workforce, education & training...

Big Question... So, how do we get the right number of the right type of student onto the right courses – meeting service & patient needs? AND Be confident that they are ‘fit for practice/purpose’ when they finish...

Workforce Planning, Education & Training How should we change the infrastructure and content of education to ensure the future workforce has the right skills?

How should workforce planning be done to deliver trainees and a workforce of the right size, structure and skill? Workforce Planning, Education & Training

How should education be commissioned and funded to deliver trainees and a workforce of the right size, structure & skills? Workforce Planning, Education & Training

How will roles played by healthcare professionals change and what will be the implications for career frameworks? Lord Darzi’s vision for a world class NHS : –Fair, Effective, Safe,Locally Accountable AND... Personalised to the needs and wants of each individual, especially the most vulnerable and those in greatest need, providing access to services at the time and place of their choice.

How do we communicate in order to address these questions? How should we change the infrastructure and content of education to ensure the future workforce has the right skills? How should workforce planning be done to deliver trainees and a workforce of the right size, structure and skill? How should education be commissioned and funded to deliver trainees and a workforce of the right size, structure & skills? How will roles played by healthcare professionals change and what will be the implications for career frameworks?