Building capacity and up-skilling the current workforce Sue Hatton & Jane Emson Workforce Development Specialists f

1. Building capacity and up-skilling the current workforceSue Hatton & Jane EmsonWorkforce Development Specialists for Children and Maternity Services

2. Presentation • Cover the wider workforce issues in relation to EWTD • Up-skilling the existing workforce • Reconfiguration – children, interdependencies with maternity and neonates • Supported by NSR, Clinical Engagement Leads and Lead HEI Dean to help deliver future workforce needs around reconfiguration and care pathways.

3. Vision for a flexible workforce • Workforce which is designed around the needs of patients responding to expectations of the public • Workforce which matches demand and supply • Workforce who is fit for purpose • Flexible workforce who can work across teams and organisations • Opportunities for continual increasing skills and career pathways that are flexible and respond to the service • Leadership at all levels • Widening participation • A workforce which is representative of the community • Safe and regulated workforce • Modernising Healthcare Careers

4. Workforce Planning • Up-skilling workforce around workforce planning - workshops to Post Graduate level • Funding to PCTs to increase capability and capacity in workforce planning • Bespoke workforce planning in neonatal, maternity and children’s services.

5. Children Services

6. Assessment of the Ill/Injured Child and Young Person • Assessment of the Ill/Injured Child and Young Person Competency levels and education programmes to recognise the unwell child to enhance skills within the workforce to support reconfigurations and shift to primary care. Assessment of the Ill/Injured Child and Young Person 20 Credit CPD Module at 0 Level 3, running over 12 Weeks developed at Coventry University. 75 places supported 08/09. An additional 90 places will be available 09/10 2. Advanced Paediatric Life Support Training Supported 65 Paed Nurses to close the current skills gap across the Nursing workforce. Previously identified in the West Midlands Standards for the Care of the Critically Ill and Critically Injured Children

7. The Ill/Injured Child and Young Personcont. 3. Pharmacology Programme for enhancing knowledge base regarding medicines use in Children and young people Majority of the current curriculum for advanced and specialist nurse practitioner qualifications do not provide significant in depth pharmacology relating to children and use of medicines • Advanced Paediatric Nurse Practitioners Programme at BCU Approx 2-3 paediatric nurses each year accessing the course through Learning Beyond Registration Money

8. Advanced Neonatal Nurse Practitioners • Over 40 ANNPs in West Midlands • Varying amounts of time working on Neonatal rotas-(SHO and registrar level), some variation in banding • Previous programmes failed to run due to lack of uptake • 2007/08 programme moved to BCU and revised using competencies from RCPCH • Additional support on the programme to strengthen neonatal prescribing • 6 funded on ANNP programme February 2008 - £30k per candidate (course costs and 50% backfill) • Minimum of 7 to commence ANNP September 2009 - £30k per candidate ( course costs and 50% backfill)

9. Paediatric Palliative Care • Development of a multi-professional Advanced Communication Skills Training (ASCST) in Paediatric End of Life Care. • Paediatric palliative care module at BCU revalidated 25 places for CCNs supported to close the skills gap in west midlands. • Multi-professionals workshops have been delivered with the WM Pg School of Paediatrics around symptom management and paediatric ethics. • Paed Palliative care e –Learning module currently being developed for ST4-ST8

10. Adolescent Health Curriculum • Interdisciplinary training materials so that all doctors and nurses have the necessary skills to help their young patients make the necessary changes to lead healthier and more active lives. www.rcpch.ac.uk/ahp • Each session is approximately 20-30 minutes of study.

11. Maternity

12. Normality Training Back to Basics Normality Skills Training and Interactive DVD • Normality training scoped across all units in the West Midlands. • ‘Confidence and Competence’ where common themes • A skills training programme has been developed to support enhancing and developing normality skills, home births and development of MLUs. • This will include, decision making, assertiveness, measured risk taking, emergencies within home birth/Birth Centres and confidence in normality Module on Promoting and facilitating Normal Child birth • 9 Midwives completed a a pilot programme delivered by Staffordshire University to gain accredited practical experience at one of Shropshire 5 MLUs between March and May 2008 with a mixture of taught and practical experience. • All parliamentary award • Next module commencing September 2009 Pathways to Success Tool Kit • To be offered to maternity units in partnership with National Institute for Innovation and Improvement

13. Maternity Support Worker Project • Scoped existing roles and locations of MSW. Including non NHS projects that provide support for pregnant women. • Scoped existing educational opportunities for MSWs. • Developed generic Job Descriptions and Job Specifications for MSW role Agenda for Change Band 2 and 3. • Developed a core competency framework linked to Skills for Health competency framework , NOS and KSF - to be pilotted 2009/10 • Developed a draft training program that’s support Maternity and Newborn Darzi vision to ensure consistency, portability and sustainability of the role across the West Midlands - to be HEI accredited and piloted 2009/10

14. MSW TRAINING Showing progression & identification of specific roles MSW 2 NVQ 3 COMMUNITY CHILDRENS CENTRES BIRTH CENTRES SCRUB ROLE INFANT FEEDING SPECIALIST ANTENATAL SCREENING SUPPORT UNIT BASED GENERAL DUTIES CARE OF MOTHER AND BABY HOUSEKEEPING CLEANING MSW 1 NVQ 2

15. Obstetric Theatre MSW • NHS West Midlands and Skills for Heath exemplar projects • One of which is testing the transferability of an existing training package developed at Redditch Hospital. • 3 pilot sites -North Staffordshire, Walsall and Coventry • This training programme will equip Obstetric Theatre Maternity Support Workers (OTMSWs) with a high level of underpinning knowledge and competency to perform the scrub role for a caesarean section and follow the mother and baby onto the post natal ward to provide continuity of care and additional support to midwives.

16. Clinical Pathway Groups West Midlands 15 clinical pathways • Staying Healthy • Maternity and Newborn • Safeguarding Children • Children’s Health • Mental Health • Planned Care • Urgent Care • Long Term Conditions • Dementia • End-of-Life Care • Dementia • Diagnostics • Research and Development • Programme for IT • People with Learning Disabilities Darzi 9 clinical pathways • Staying Healthy • Maternity and Newborn • Children’s Services • Mental Health • Planned Care • Acute Care • Long Term Conditions • Dementia • End-of-Life Care

17. Overarching Aims of HEIs on CPGs Nominated HEI positioned on each CPG to work with Clinical, Management, Workforce Specialist leads in order to drive forward the development of competency centred educational review of each care pathway to inform future educational requirements Provision of a sponsored structure that will ensure HEI can be supported to work with other interested HEIs on cross cutting themes that may arise in other pathways. Expectation that HEI leads will feedback to other HEIs via existing networks in order to explore the optimal approach to taking potential curriculum developments forward.

18. Key Deliverables Determine up to five priority patient pathways in conjunction with each CPG & identify the competences required and who in the workforce is deemed competent. Undertake a detailed review of how these competencies are currently attained both from in-house and external sources, detailing the type and level of learning chosen e.g. modular, e-learning, degree etc. Produce a detailed gap analysis that details what curriculum is available from education providers within the WM for each specific patient pathway and which details by each provider the entry requirement, level, type of learning, location offered and workforce accessing this curriculum. Make recommendations for each CPG based on the gap analysis to develop and deliver educational packages incorporating curricula required to facilitate the development of a regional workforce equipped with the required competences aligned to the appropriate pathway.

19. SHA Board SHA HR Committee SHA Management Team Workforce Deanery Management Team WORKFORCE DEANERY STAKEHOLDER BOARD Health & Education Strategic Partnership (HESP) Workforce Locality Board Hereford & Worcester Workforce Locality Board Coventry & Warwick Workforce Locality Board Birmingham & Solihull Workforce Locality Board Staffordshire, Shropshire and Stoke Workforce Locality Board Black Country Making it happen • 1 Regional and 5 locality workforce stakeholder boards • Health and Education Strategic Partnership • Embedding commitments into the Business Plan • IfH Project 9 – Workforce Transformation • Identified projects • Workforce and commissioning plans

20. DH -Current Developments • Scoping the available workforce tools • Developing a child health staffing modelling tool • WTD solutions • Discussions on the role of the paediatric consultant • Gap analysis and development of further resources