NW Core Skills Programme Programme Board Meeting Thursday, 8 th November 2012

Agenda Actions from Previous Meeting Workstream Update: NW Core Skills Framework Skills Passport National Framework Skills Register Junior Doctors Future Workforce Skills for Health Update: Skills Passport Benefits Work Compliance Reporting Future Opportunities Future of the Programme: Sustainability Extending Scope Timescales Funding Structure Risk Log & Plan

“Addresses the age old problem of how to deliver induction and mandatory training. Impressive scale, scope and can-do attitude, all backed by a very clear business case.” - Judging panel

 NW NHS Trusts current readiness status  Quality Assurance Model  Information Governance  Review of CSF Content and Tools Workstream Update: NW Core Skills Framework

Readiness Status Jan 2012Apr 2012Jul 2012Oct 2012 Waiting Response15 (33%) 5 (11%) 0 (0%) Unaware of the CSF3 (7%) 0 (0%) Not implementing the CSF 6 (13%) 5 (11%) 4 (9%) Planning to implement the CSF 19 (41%) 23 (50%) 20 (43%) 18 (39%) Partially implemented the CSF 3 (7%) 12 (26%) 14 (30%) 16 (35%) Fully implemented the CSF 0 (0%) 1 (2%) 7 (15%) 8 (17%)

- 0% - 10% - 30% - 40% - 50% - 20% - 60% Waiting Response Unaware of CSF Not Implementing Planning to Implement Partially Implemented Fully Implemented Jan 2012 Apr 2012 Jul 2012 Trust Position Oct 2012 Readiness Status

What does Readiness mean? Typical NHS Trust HR Dir Med Dir Learning & Development Medical Education Practice Education New Starters Junior Doctors Students Core Skills Register

 Skills Passport  National Framework  Skills Register Workstream Update:

North Western Deanery E-Learning Environment Core Skills Framework aligned (Foundation Year JD’s) Benefits realisation assessment completed (492) Conclusion: CSF alignment had a positive effect on FY1 inductions Evidence gathered clearly indicates efficiency steps have been made (time, reduction in duplication & effort) Records of learning transferable onto Core Skills Register Could the Foundation Year 1 model be applied to specialty trainees? North Western Dean agrees in principle with the proposal Sustainable funding required before progress can be made Medical Education Managers Consultations taken place Concerns regarding Medical Education resource impact Focus on the outcome and benefits

North Western Deanery E-Learning Environment Proposal: utilise existing systems. Testing proved platform capable of withstanding an increase in users Replicate FY1 & Mersey Deanery model Central E-Learning hub accessible to all Training Grade doctors in the NWD – CSF aligned Acknowledgement of administrative impact Focus on the benefit and outcomes to the JDs

Mersey Deanery Web Induction Training Core Skills Framework alignment Agreement to align with CSF Content amendments submitted and agreed Third Party completed content review Realistic completion date: February 2013 Next Steps: Formalise implementation steps Progress system amendments Duplication review (benefits realisation) Support further educational enhancements

 HEI Readiness Assessment  Delivery Matrix  Clinical Skills  PEF engagement  E-Learning Delivery  Core Skills Register Workstream Update: Future Workforce

 10 HEIs in NW delivering 77 commissioned programmes  38programmes have responded - 49%  30programmes to adopt this academic year- 39%  5programmes to adopt next academic year- 6%  3programmes not adopting at this stage- 4% HEI Readiness Assessment

 Skills Passport Benefits Work  Compliance Reporting  Future Opportunities Skills for Health Update:

 Status: 52% of NHS have partially/fully adopted CSF  Status: Final Testing & Sign Off this month  Status: 1 Deanery aligned, the other in progress  Status: 30 Healthcare Programmes (39%)  Core Skills Framework 70% of NHS in the NW to adopt the CSFSept 2012  Skills Passport Skills Register availableAug 2012  Junior Doctors Both Deaneries e-Induction aligned to the CSFAug 2012  Future Workforce HEIs adopt CSF across 70% of programmesSept 2012 Future of the Programme Key Targets

Nick Stafford Implementation and Product Lead Skills for Health

Agenda Skills Passport for Health Programmes Skills Efficiency opportunities Compliance reporting Benchmarking Benefits and Business Case

Skills Efficiency Programmes Live: London Emerging: South West, East of England Opportunities not currently in NW activities: UK Core Skills Framework Clinical Skills Framework(s) Pre-employment Framework Improving training compliance

Core Skills Framework Objectives go beyond adoption. How to implement given a backdrop of increasing compliance targets and financial pressures: Need for flexibility, efficiency and empowerment = elearning Need for assurance and efficiency = assessments Need for compliance culture = zero tolerance and empowerment Baselining, benchmarking, action plans

Overall cost of 1 person completing 10 StatMan subjects (13 courses) Trust A Trust B Trust C Trust D Trust E Trust F Etc (Duration x TNA) / Frequency = Time Cost Best Practice Get Matrix right Optimal use of eLearning Phase out classroom training (where appropriate) Package training so easy to complete Assessments

Trust Plan - example 31 Trusts baselined and benchmarked 19 Trust Plans completed and others being booked by end of Oct Each Trust will have their own action plan to deliver 90%+ compliance and achieve the £440 benchmark

Clinical Skills Framework SfH has received requests to develop several clinical skills frameworks Build on existing work – need to identify any other efforts in this area Need to gather intelligence to develop outline business case Possible scope: Blood Transfusion Medicines Management Safeguarding Adults levels 2 & 3 Safeguarding Children level 3 Waste management VTE Risk Awareness/Management

Pre-Employment Framework Engagement with NHS Employers re. review/update the 6 pre-employment standards – positive response Engagement with Recruitment Leads and Managers – positive response Faster recruitment thus reduced backfill requirement Development of outline business case Estimate £80k for typical Trust over 5 years Independent verification of ID and other aspects CRB portability Reference standardisation & portability

Improving Compliance (1) Identification and recognition of best practise Key requirements: Define Workforce Capture Workforce on information systems Define Training Needs Capture Training Needs on information systems Provide access to Training to Workforce Capture Training Activity on information systems Develop capability to run necessary compliance reports

Improving Compliance (2) Methods/levels of reporting capability: 1.LMS only 2.Basic – Excel 3.Medium - Access 4.Advanced – SQL Recognition that SQL type reporting capability is required to support effective compliance reporting WIRED – interim compliance reporting module of Skills Passport

Compliance benchmarking – 31 Trusts (names withheld) Trust A Trust B Trust C Trust D Trust E Trust F

Benchmarking & Benefits Updating Benefits Calculators to support the various strands of the Skills Passport Programme Feeding in lessons learned and data from different regions Broadening engagement with NW organisations; Skills Passport WIRED Organisations approaching SfH include: Cheshire HR Service Blackpool Five Boroughs Partnership Alderhey Plannning a workshop with Liverpool locality

 Sustainability  Extending Scope  Timescales  Funding  Structure Future of the Programme