1. Devon Nursing Associate Collaborative – Building a workforce for our future
Alison Copp
Head of Professional Development
Royal Devon and Exeter NHS Foundation Trust

2. Phase 1 pilot sites

3. Northern Devon Healthcare Trust 15 trainees
Royal Devon & Exeter NHS Foundation Trust – 15 trainees
Torbay and South Devon Foundation Trust -9 trainees
Plymouth Hospitals NHS Trust -17 trainees
Livewell South West Plymouth -13 trainees

4. Recruitment Statistics
Recruitment criteria and national trainee JD person spec used
RD&E: 51 applicants Appointed 15 to posts as follows: 5 medicine, 5 Surgery and 5 community
NDDHT : 25 applicants. 15 appointed to posts as follows: 6 medicine, 4 surgery, 4 community and 1 Maternity.
Livewell: 19 applicants. Appointed 13 to posts as follows: 11 to District nursing posts and 2 to MIU
Plymouth Hospitals: 84 applicants. Appointed to 19 (nb 17 accepted) trainee posts based on wards within Derriford hospital
Torbay: had 15 applicants appointed to 9 based in acute and community services

5. Diagram of governance arrangements
Devon Nursing Associate Programme Board
(Membership and purpose as per these ToR)
HEE meetings noting invite may extend to members of the wider communities of practice for certain meeting
STP Workforce Delivery Group
North / Mid / East Devon & Exeter Communities of Practice
Purpose: Operational group / Implementation
Frequency of meetings – bi monthly
Membership:
Employing organisation in the geographical area
Placement representatives for the geographical area
Training provider
Educational establishment meetings e.g. approval, assessment panels, QIA
South Devon & Plymouth Communities of Practice
Purpose: Operational group / Implementation
Frequency of meetings – bi monthly
Membership:
Employing organisation in the geographical area
Placement representatives for the geographical area
Training provider
Task and Finish Groups as required e.g. JDs, recruitment strategy, advertising, competency documents …

6. Qualification
--- Funding arrangements

7. What is beyond the parameters of practice?

8. Current position

9. Top 3 measures of success
Sustainable plan to meet our Devon STP workforce challenges
Governance arrangements
Collaboration and communication between employers , training providers and the university

10. Top 3 Challenges:
Consistency and language between employers, training providers in terms of expectation, interpretation , approach … and how do we ensure consistency nationally?
The unknown due to it being a pilot, writing the story as we go along
Current culture, anxiety and understanding within the existing workforce

11. Key learning
Don’t under-estimate the importance of small details they trip you up and are time wasters eg uniforms, the term lead employer leading to confusion
Utilise what works well now eg we have tapped into existing networks, programmes, educational audits, workplace agreements
Don’t lose sight of the full potential of this role, we have regulation on the horizon, what could this new role look like, how will they work differently. If we don’t seize this opportunity we will be in danger of reproducing the current workforce that we already have
Career pathways

12. What Next?
Continue to fulfil pilot criteria expectations e.g. monitoring returns, evaluation, support fast followers
Competency expectations
Placement agreements
Apprenticeship levy
Work with national bodies such as NHSI to implement guidance / outcomes from scrutiny committees
Engage with the media and unions
Await further regulation guidance work with our existing workforce to understand the workforce plans and how it fits with nursing associate role ‘the full suite / no light touch’
Mindful of draft NMC standards
Communicate as we write the story
National and regional CoP
? Another cohort in September