1. Wales Eye Care Conference
16th September 2016

2. Developing the Workforce
Karen Phillips
Head of Orthoptic Services
ABMUHB

3. Why develop the workforce?
Changing Technology
1970s
Ophthalmologists looking directly at eyes
Opticians providing glasses
Nurses looking after post op cataracts for 2 weeks on the ward.....

4. 2016

5. Why develop the workforce?
Changing Demographics
Gone from “3 score years and 10”
In 2016 combined UK life expectancy is years
In 50 years, from , UK population increased by 10 million
1974 >65s =13.8%
2014 >65s =17.7%

6. Why develop the workforce?
Changing Expectations
Government- guidelines/ policies
Public

7. 2016 NICE guidelines Professional guidelines National pathways
Planned Care programmes
Diagnostic and Treatment targets
Capacity and Demand time bomb

8. What to do? More staff required
(More accommodation/equipment/financial input)
Affordable
Safe
Prudent Principles
“make the most effective use of skills and resources”

9. A multi disciplinary approach “working to the top of your licence”

10. Registered staff
Different professional groups with a range of entry point knowledge and skills
Post graduate courses
In house training
Local variation

11. What are we doing? WG working group
Each non medical profession represented
Working to find an agreed level of practice, competency and accreditation of training for the professions
About to produce recommendations of standards and specific post graduate courses to reach these standards
Maintaining respect for areas where the professions have their own expertise

12. Example To interpret an OCT for Wet AMD diagnosis and monitoring
WOPEC professional certificate in Medical Retina

13. Non registered Staff
Non registered staff (Health Care Support Workers) 41% of NHS workforce
Large numbers involved in ophthalmology care across Wales
Carrying out visual acuity testing, IOP measurement, OCT capture, perimetry etc
Varying quality of in house training provided

14. Health Care Support Workers Framework has been developed as a skills and career framework
Levels 2, 3 and 4 with specific education requirements will need to be in place by 2017
Great opportunity for us to up-skill our staff and improve our service
Clinical skills appropriate to the role and underpinned by their relevant accredited education

15. Next steps
We have already identified the tasks and competencies required by this staff group
We will need to develop appropriate courses to be delivered in house
Likely model will be the Agored Cymru qualification framework
Lots of good work already done on this in some Health Boards

16. Conclusion
Ophthalmology has undergone a massive technological change in the past 30 years
Demographics and expectations have added to this to produce a daunting level of demand
Wales is “on the case” developing a solution for a sustainable safe and professional workforce.

17. Any questions?