1. Streamlining Workshop

2. Streamlining Staff Movements Background London – JD Changeover Programme SfH – Skills Passport Programme North West – until now focused solely on Core Skills Framework Regional Programmes London West Midlands East Midlands Partners Skills for Health NHS Employers ESR

3. Streamlining Staff Movements Workstreams 1.JD Changeovers 2.Pre-employment 3.Stat Man (Core Skills)

4. Streamlining Staff Movements 1. JD Changeovers – Not just focus on Core Skills but on other rigidities and issues in the changeover system – These differ by Deanery, Lead Employer, and Host Employer 2. Pre-Employment – Reducing time to hire by increasing efficiencies and removing barriers in the Pre-Employment Checks E.g. reducing elapsed time for references from 4 to 2 weeks in one organisation

5. Streamlining Staff Movements 3. Stat Man (Core Skills) – National Framework – Benchmarking efficiencies – eLearning – Compliance Reporting – Induction redesign – Assessments – Portability Workstreams in bold are those not currently included in the NW Core Skills Programme

6. Benchmarking Efficiencies Comparing and contrasting approaches across organisations Focus on driving costs down and compliance up Looking at measurable indicators; – Frequency of training – Duration of training – Applicability of training – Cost of training – Compliance rates Findings – Large variance across organisations – Significant opportunities for some – Organisation specific action plans

7. eLearning Opportunity to reduce cost of delivery AND drive compliance up Catalyst to redesign processes More barriers to use than initially envisaged – IT/Access & Usability/Userissues Forced some innovation and lessons learned Concerning trend – Trusts building own content at considerable cost Focus of the Programme – Align content with National Framework – Define the optimal level of usage – Share best practise

8. Compliance Reporting Problems include; – Takes too long to produce (sometimes 5 days/month) – “Never up to date” and/or “Not Trustworthy” (SMEs and Line Managers argue about data quality) – Too many anomolies/missing data – L&D held responsible for compliance levels – YET courses not filled and elearning not completed Solutions include; – Requirement for effective reporting solutions Importance of measuring % against who NEEDS training – Aggregated data from ALL sources – Risk based approach to TNA – Line Managers responsible for compliance rates

9. Next Steps 1.The current Core Skills Programme has already undertaken many aspects. Current plans are to; – Extend to other staff groups – Continue to drive use of assessments – Look at further skills subjects (inc. Care Certificate) 2.HENW and IWU review how best to take forward remaining Streamlining workstreams. Current plans are to; – Prioritise remaining Stat Man areas, such as: Undertake benchmarking Establish Compliance Reporting Masterclasses 3.Your views are welcome and needed