1. Presented by Nichola Brown

2. Some central CPD capacity had been lost
Brief Background
There are approximately 270 Health Improvement staff in Greater Glasgow and Clyde NHS Board
NHSGGC works across six local authorities - six Health and Social Care Partnerships, 3 hosted specialist Board wide teams and Public Health Health Improvement
Pre 2015, there were a variety of local arrangements around workforce development
Some central CPD capacity had been lost
Q...how to best bring about a collegiate response to supporting the continuing professional development of our workforce?
Please make sure

3. “What is it that you do…?”…the need for a collective response
The Challenges
Level and Pace of organisational changes – integration of health and social care
New relationships with colleagues in local authorities and across the NHS as well as partners
Unprecedented financial pressures
Performance scrutiny
Response required
Common language around our functions
Consistent ways of describing our offer
Convey the breadth and value of Health Improvement contribution
Prompt discussion on professional identity

4. Our response : Provide leadership and engage our workforce in this agenda GGC Health Improvement Workforce Development Group - Principles
Workforce development is a core work-stream of the Health Improvement and Inequalities Group (HIIG) – providing clear accountability
Workforce development involves consistent support for all NHSGGC specialist HI staff
The specialist HI workforce of NHSGGC are engaged in developing and shaping their own learning, individually and collectively
There is a commitment to contributing and sharing individual knowledge and skills in order to enhance the development of the collective HI specialist workforce
There is a collective commitment to demonstrating continuous learning and practice improvement

6. What We Aimed to Do From Logic Model Outputs
Establish Board wide workforce development group with clear accountability
Scope out priorities
Help practicioners to build portfolios, by developing and piloting tools
Host workforce event – April 2015
Work with Managers to develop a learning and development culture
From event April 2015
Communication: host events
Co-ordinate board wide learning opportunities
Champion workforce development, harness champions and utilise coaching, mentoring, shadowing
Encourage UKPHR registration
Review reflective tools

7. How Have We Delivered ? (1)
Workforce Development Group...
10 members, clear ownership of workplan
28 staff WD champions who will attend every other meeting and support the agreed workplan
Regular reporting via the Health Improvement and Inequalities Group,
Quarterly e-bulletin for all staff
Reflective practice ...
Development of tools for consistent use by all teams cross Board (Know how/show how)
Piloted April 2015
Facilitated reflective practice sessions in 11 teams
Beginning to embed into practice

8. “Know How” tool 8

10. How Have We Delivered ? (2)
Improving health; Developing Effective Practice – IHDEP
46 staff , 3 x cohorts
11 on waiting list for 2017
4 IHDEP trainers inhouse
Training for Trainers
UKPHR Practicioner Registration cohort 3
6 staff participating
Significant interest from across the workforce
5 UKPHR mentors
1 verifier
7 UKPHR assessors

11. Staff event June
Targeted staff who had not attended April 2015 event
Strong sense of growing importance of a shared professional identity
Now developing revised action plan based on feedback