HETV Partnership Council Wednesday 11 February 9.30am – 3pm Oxford Belfry Hotel

Welcome Professor John Caldwell Independent Chair Pauline Brown Local Director Health Education Thames Valley

Your facilitator for the day: Dr. Nick Chatrath

Katie Adams National Programme Manager Health Education England

Workforce Planning Attracting and recruiting the right people to the posts we have identified Commissioning excellent education and training Lifelong investment in people Our Purpose and Core Functions Improve health and healthcare

Widening Participation Matters because… Only 7% of the population attend independent schools, but the privately educated account for more than half of the top level of most professions (51% of Medical) Only a quarter of boys from working-class backgrounds get middle-class (professional or managerial) jobs Only a quarter of boys from working-class backgrounds get middle-class (professional or managerial) jobs Estimate that approximately 30% of current bands 1-4 workforce in the NW doesn’t have a level 2 qualification Just under 1 million year old people unemployed: 15% are classed as NEET A comprehensive school student with A-level grades BBB for example is likely to perform as well in their university degree as an independent or grammar school student with A-level grades ABB or AAB – i.e. one to two grades higher perform as well A comprehensive school student with A-level grades BBB for example is likely to perform as well in their university degree as an independent or grammar school student with A-level grades ABB or AAB – i.e. one to two grades higher perform as well This is a gap of 39.9 percentage between A level students from state schools going to most selective universities compared to those who attended independent schools.

Widening Participation Matters because… The diversity profile of the current workforce in England is not representative of the general population that it seeks to serve Only 2.4% of NHS staff have a declared disability compared to 17% in population The diversity profile of those employed by the NHS is not representative across the key staff groups Discontinuation rates for male students 3% or higher for some programmes such as Speech Science, Nursing, Midwifery, and Radiography than compared to females Approximately a third less students on medical programmes attended a state school compared to students on other healthcare programmes For some healthcare programmes more black students discontinue their studies compared to students from other ethnic identities. There has been a decrease in the number of staff from BME backgrounds in senior positions within the NHS, despite the fact that 20% of nurses are from Black or other ethnic minorities.

UK population demographics changing UK policy imperative to improve social mobility Equality and Diversity requires ongoing active commitment Participation in education and employment = wellbeing Further opportunities to attract underrepresented groups in healthcare More effective evaluation of Widening Participation developments needed Ethical: Corporate Social Responsibility Widening Participation Drivers for Improvement Widening Participation Drivers for Improvement Widening Participation – Drivers for Change

Enabling Widening Participation

Our five strategic goals 1.Improve monitoring & reporting of widening participation activities 2.Enhance visibility & targeting of health careers information, advice & guidance 3.Increase, through research & evaluation, understanding & evidence of what works 4.Increase collaborative approach to outreach e.g. in community & schools 5.Increase work-related experience opportunities

Links between Talent for Care and Widening Participation Widening Participation Get On Talent for Care Go Further Medical workforce Non-medical workforce B5+ TfC and WP Get In  Two separate strategies with their own sets of objectives.  ‘Get In’ satisfies objectives from both Talent for Care and Widening Participation, working closely together, but not meeting all objectives from either strategy  Talent for Care and Widening Participation will continue to work ever more closely going forward.

What does widening participation mean to you?

HEE Commitment Strategy reflects significant commitment but need to recognise the medium and long term impact Builds upon local activity Promote coherence at national level Enable HEE to engage as a national partners with other stakeholders

Widening Participation – Thames Valley: Sam Donohue Widening Participation Lead Health Education Thames Valley

The NHS is the largest employer in the Thames Valley We have over 300 different career pathways We have opportunities to engage with young people – but also second-career groups We face competition for a decreasing pool of school leavers It’s an exciting agenda What we know:

Identify existing networks and partnerships Understand what works well and why? Develop how the NHS engages with its local workforce Define the role of each of the partners in this agenda Drive the widening participation agenda forward Link workforce planning with developing awareness of careers We need to:

Sharing Best Practice – Arran Rogers Matron – Integrated Medicine Royal Berkshire Healthcare Health for Youth

Refreshments: 11:15am – 11.30am Take the opportunity to speak to colleagues and visit stands

Sharing boards:

Seating arrangements on your return: Please take a seat on a table according to: Health and care providers Education providers

Sharing Best Practice – Marie Draper Milton Keynes Hospital NHS Foundation Trust Fiona O’Brian Milton Keynes College

Milton Keynes Hospital Clinical Placements for College Health & Social Care Students Marie Draper, Practice Development Nurse February 2015

What are we doing in Milton Keynes ? 24

September 2014 Cohort 25

Challenges Human Resources –DBS –Occupational Health –Policy/Contract –Induction 26

Challenges Human Resources –DBS –Occupational Health –Policy/Contract –Induction Dispelling Myths 27

Challenges Human Resources –DBS –Occupational Health –Policy/Contract –Induction Dispelling Myths Clinical Area Expectations 28

Challenges Human Resources –DBS –Occupational Health –Policy/Contract –Induction Dispelling Myths Clinical Area Expectations Student Expectations 29

Benefits of the Project Milton Keynes Hospital –Organisational –Clinical Areas –Health Care Assistants 30

Benefits of the Project Milton Keynes Hospital –Organisational –Clinical Areas –Health Care Assistants Patients 31

Benefits of the Project Milton Keynes Hospital –Organisational –Clinical Areas –Health Care Assistants Patients Milton Keynes College Students 32

33 Milton Keynes Hospital

What’s Next at MK Hospital ? Sixth Form volunteers – Summer

What’s Next at MK Hospital ? Sixth Form volunteers – Summer 2015 Widening placement opportunities for college students –Emergency Department –Paediatrics –Maternity 35

What’s Next at MK Hospital ? Sixth Form volunteers – Summer 2015 Widening placement opportunities for college students –Emergency Department –Paediatrics –Maternity Apprentices in the clinical areas 36

37 Thank You The End

Hospital Clinical Placements for Milton Keynes College Health & Social Care Students

Background Since 2005 a number of meetings have been held between MK hospital and college with regard to developing a work placement scheme but did not progress beyond the meeting stage due to; Need for a full induction programme. Need for a full OH assessment. Insufficient nurses to mentor the students. Agreement on what patient care tasks the students could become involved with.

September 2013 Initial meeting held with Deputy Chief Nurse and Senior Practice Development Nurse to discuss and agree how to address the aforementioned challenges. At subsequent meetings representatives from HR and Occupational Health were invited for their input. College processes and responsibilities were also agreed upon. By March 2014 the first cohort of students started in placement.

College Processes Initially each student is invited to write a “letter of introduction” outlining the following: Who they are and at what stage they are on their course. What skills and personal qualities they possess that would be of benefit to the tasks they would be undertaking at the hospital. Why they wish to undertake the placement. How they think it will benefit their future career pathway.

Letters are then considered by the course team and a decision made on the student’s suitability based on: The content of the letter. Our own knowledge of the student with regard to their commitment and progress on the course, punctuality and attendance and on how the placement would be of benefit to their future career plans. Whether or not they are in possession of a DBS clearance, a record of childhood immunisations and a photographic form of ID.

Once chosen a list of the eligible students accompanied by a short reference is sent to HR. In placement students are visited at least once. A placement monitoring form is completed which asks the student to reflect on their experiences and progress. The student’s mentor will also be asked to comment on the student’s skills, abilities and their progress. An action plan is then created in college outlining any areas for improvement.

Benefits to Students Ability to gain hands on practical experience of meeting individual care needs, linking theory to practice. Developing their understanding of roles and responsibilities of those who work within a hospital setting. Experience of working to and maintaining professional standards, enhancing employability skills. Experience can be used to support UCAS personal statements and during university interviews. Opportunity for employment if not going on to university. Personal self – development.

Statistics to Date 32 students have undertaken hospital placement since September % of students from initial cohort are undertaking a nursing degree or have deferred for a year. 75% of students due to graduate from college in July have applied for nursing. 4 students although they gained from the experience have decided nursing is not for them and are now pursuing a social care pathway.

Questions?

Questions: 1.Where are there opportunities to do more? 2.What are the barriers? 3.Solutions? And how can HETV support? 20 – 25 mins table discussion 15 mins table feedback Workshop 1: Inreach

Lunch: 12.40pm – 1.25pm Take the opportunity to speak to colleagues and visit stands

Seating arrangements on your return: Back to your GEOGRAPHY tables please

Health Ambassadors – taking the NHS off the ward Sam Donohue Health Education Thames Valley

Health Ambassadors East of England

Health Ambassadors East – aims The aim of the Health Ambassadors East project is to bring healthcare professionals together with young people to talk about career opportunities within healthcare.

How is this achieved? NHS and other healthcare organisations holding open days, careers events, work experience programmes, mentoring and volunteer placements Connecting education and healthcare professionals through brokerage in order that young people gain an insight into the world of work

Who is a Health Ambassador? Any individual who is willing to motivate and encourage young people to think about a career or job opportunity both clinical and non-clinical in the healthcare sector

Health Ambassadors East forms part of regional workforce planning. The NHS needs to ensure it has a skilled workforce that can deliver high-quality patient care in the future This includes ensuring that young people and those advising them have up-to-date information on careers and job opportunities in healthcare Why do we need Health Ambassadors?

Widening Participation Strategy includes the Health Ambassadors Promise

What is expected of Health Ambassadors -To promote the Health Sector as an employer of choice and s a worthwhile career. -To reflect the expected values and behaviors of the NHS constitution in all activities, acting as positive role model at all times. -To inform, advise and enthuse those seeking advice and guidance in order to increase participation and promote positive values. -To use their knowledge, expertise and passion to reach out and actively engage with individuals and groups so they appreciate the career, learning & development and progression opportunities available to them within your organisation and the sector as a whole. -To help break down any barriers which might prevent individuals and groups from accessing any available opportunities. This will include referring for wider information, advice and guidance if required. -To help support evaluation of the demand and impact of ambassador activities.

How will Health Education England support the Health Ambassador Commitment? With the support of the NHS Careers Service and the available Ambassador Schemes provide best practice guidance, protocols, planning tools, access to learning resources and a standardised induction to help prepare ambassadors for the role. Through local arrangements, provide a single point of contact for managing and disseminating any ambassador requests within a defined geographical area. Provide guidance and referral options whereby ambassadors can redirect individuals for further advice and guidance if any queries are raised, during activities they support, which falls outside their range of knowledge. Provide support to and maintain a database containing ambassador information and activity supported. Provide a virtual development programme and network opportunities to further inform and share best practice between ambassadors. (FORUM) Forge partnership links with other related developments which are seeking to raise aspiration and ambition such as Inspiring Futures, Science, Technology, Engineering and Mathematics Network (STEMNET).

Questions: 1.Where are there opportunities to do more? 2.What are the barriers? 3.Solutions? And how can HETV support? 20 – 25 mins table discussion 15 mins table feedback Workshop 2: Outreach

They should

They should We need to

They should We need to I will

They should We need to I will The language of action

Summary of the day Delegate list and contacts Collation of best practice Continue to identify key partners Paper to the Board – 26 March Local Delivery Plan – April Investment Prospectus – April Next steps for HETV:

Next steps for HETV: Intelligence What’s happening? Share best practice Information Signposting Points of contact Coordination Innovation Bridging the gap Identify and support new initiatives Investment?

What will you do to take this forward?

Sam Donohue – HETV Widening Participation lead Tim Wiseman – Head of Communications Questions?:

Closing remarks Pauline Brown Local Director Health Education Thames Valley