Question to keep in mind... How do you want Health Education Wessex to support the workforce development changes that you will need to make as part of these major change programmes? This is what our Board said to us after a discussion on Five Year Forward at our Board meeting 27 January.... 1

HEW Board – 27 Jan Challenges to deliver 1. Train more healthcare workers, particularly nurses, increase the commissions, look to innovative education models (Lancashire education model?) “We want choice, so that we can choose the best people, to give the best care and develop the service.” 2. Improve access to nursing, BTEC in health and social care needs better access route “We need to recruit and train a local workforce.” “We still make it too hard for people who want to care, to care at the level they can.” 2

HEW Board - Challenges 3. IT literate staff and students, Prepare students for step changes in healthcare delivery and continuous developments in IT and genomics “The minute we start seriously sequencing people in genomics we won’t treat cancer patients as we do now.” 4. Leadership and skills development for commissioners so they can develop new models of care “CCGs are clinical leadership in action. We need people coming up through the ranks” 3

HEW Board – Challenges 5. Improve training and support for End of Life Care working with nursing homes and third sector “We have about 50 people at any one time in the hospital whose home is a nursing home.” 6. Address GP Career Plans and recognise the change to workforce models, it’s not just about recruitment to the same. “GPs of the future will have different career models, perhaps two days in a practice, one day as a commissioner, then as a specialist or an educator.” 4

Five Year Forward View Discussion... Pick one or two of these challenges or any other theme that has come up today to discuss at your table, and propose some practical next steps that we can all take collectively.

Your Feedback 2. Access to nursing/AHPs Make sure those with QCF have a progression route into pre-reg training and that bridging programmes are robust. Make sure equitable access into all professions and across all HEIs Link FE and HEI (eg Fareham and BU model) Review salary support and support for study skills etc Review a target that would ensure a % of commissions are from existing staff (and make that, say, a single Spring cohort) 6

1 & 2 – train more and better access Can we recruit to a locality rather than an organisation Link to integrated roles which would vary career pathways Share education and training across health and social care, sharing resources, experiences Look at progression after Care Certificate as part of a wider recruitment and retention programme 7

3. IT literacy in staff and students Do we need a common minimum standard Staff need confidence to empower patients (telecare) Peer support is critical Role model and provide leadership by using IT in education and training Could CSR produce an app to look at different pathways (learning by doing) 8

3. IT Literacy Assumption that trusts have the capacity and capability to implement IT initiatives – could HEW help co-ordinate Plea for some form of web based sharing portal – 9

Themes 1 & 2 Recognise moving demarcations between health and social care Have we understood implications of what changes of school leaving age to 18 has affected workforce supply Need to ensure that children choosing GCSEs make the “right choices” Is there clarity around progression routes and funding implications International students/staff – funding and other implications 10

Theme: How could the Care Certificate be expanded for all support staff Extending the Care Certificate to support staff across all organisations eg receptions, call handlers, GP receptionists, drivers etc Linking progression to registered or professional training for all other staff How can organisations work better together to set up a one to two year rotation programme between nurse and paramedic and have a higher education module that could be used as part of a Masters to deliver better careers, retention and extend partnership working and organisational learning – and will grow advance practitioners 11