The Holistic Worker Model Steve Upton – Programme manager service transformation Shelley Aldridge – Senior OT Urgent Care

The History & development Crisis Response (Urgent Care) purpose Lack of specific clinicians to respond to need Huge amount of inter-team referrals Impact on time, resource and effectiveness Clinicians fear of the unknown Lack of understanding of each others roles Medical model V Social care model of intervention Affecting our ability to provide the right care at the right time in the right place

Ada and our Integration Programme

1.Providing a skilled, holistic workforce who is better able to meet the needs of citizens 2.Making every contact count 3.Reducing the number of times a citizen has to tell their story 4.Releasing time to care 5.Raising confidence in a range of health and social care skills 6.Providing greater job satisfaction 7.Improving recruitment 8.Improving retention Benefits to citizens and to workforce

Methodology A set of core competencies Clinical discipline specific competencies Incorporate organisational culture, values and behaviour Service/ team specific competencies, i.e. specifics for community neurology or integrated respiratory for example. The framework would contain a taught element (by relevant clinician experts) and an observation in practice element so learning could be applied, reviewed/ reflected on and allow for continued self-development.

So what do clinicians say?