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The Laboratory Escalator

The Laboratory Escalator

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The Laboratory Escalator

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  1. The Laboratory Escalator A Wolverhampton Experience Louise Nickell Education and Training Manager Royal Wolverhampton Hospitals NHS Trust

  2. Healthcare Scientist Cadet Scheme-an emerging MLA development model

  3. Why? Trust workforce data -Retirement profiles -Recruitment data for Pathology -Recruitment difficulties across HCS (anecdotal evidence) National recruitment difficulties

  4. Solution- A HCS Cadet Scheme • Write a business plan!!! • Give it to the CEO • Wait for him to give you loads of cash!!

  5. CEO “Fantastic!!!”

  6. CEO “Fantastic!!!” (But get the cash from elsewhere)

  7. So………….. Submit bid to BBC WDC Meanwhile …………. Start the scheme

  8. Principles of the HCS Cadet Scheme • Informed career choices • Vocational training • Academic underpinning knowledge • Pre-degree entry qualifications • Equality and Diversity • Promotion of Healthcare Scientist careers

  9. Principles of the Scheme • Skills escalator • Support staff (including existing support staff) • Opportunities for young people • Changing the age profile of departments • Local population • Schools liaison

  10. What’s involved in the scheme? Training programme over 2 years • NVQ in Laboratory and Associated Technical Activities (LATA) • BTEC in Applied Science (Medical Science) • Rotational work placements

  11. Anticipated result? Map into vacancies within the Trust at some point

  12. Results of lots of meetings • Resurrect the BTEC in Applied Science • Change the units of the BTEC to suit the University • Entry qualifications for BMS and Clinical Physiology degrees agreed • Pre-college entry qualification for BTEC agreed • Got everyone talking!

  13. NVQ in LATA • Decide which units to cover • Decide how/where to deliver those units • What about the individual learner? • How to convince departments to volunteer trainee assessors? • What about departments that have no assessors?

  14. What’s the role of an assessor? • NVQ assessment • Departmental placement • ‘Buddy’ system • Assessor group meetings (bi-monthly)

  15. What support is available to trainee assessors? • Peripatetic assessors • Training and Development Department • Portfolio building • Internal verifier • HCS Education Group • Assessor trainer- bought in • Assessor meetings-Pastoral support

  16. Work placement rotation

  17. Work placement rotation

  18. Work placement rotation

  19. ‘Mini-placements’ • Neurophysiology • Respiratory medicine • Audiology • Cardiology

  20. Assessor training • Bought in • Time commitment = 2 x ½ day sessions • Then 1:1 sessions in department • Reflection session at a later date

  21. Project evaluation • HCS Education Group • Post-HCS Education Group – assessor meetings • Evaluation reports by project team • Stakeholders review

  22. Future work for HCS scheme • Specialist pathways (e.g. Pathology only) • Other Trusts • Project manager • Financial implications • Schools liaison/Junior scholarships/Compact agreements

  23. Future other work MLA development • But which NVQ?

  24. Clinical Laboratory Support • NVQ 2 only • Edexcel is the awarding body • NHS focused

  25. Laboratory and Associated Technical Activities • LATA (NVQ 1-4)-Revalidated new standards • Been used for years • City and Guilds is awarding body

  26. HCS NVQ?

  27. Costs of NVQ • Registration costs • Certification costs • Assessor time • Assessor training (CPD?) = A1 award (+ backfill?) Registration and certification costs • IV for NVQ and A1 award • Time for EV visits

  28. Where to then for MLAs? • Tech cert/A levels - could be concurrent? • Foundation degree – Wolves Uni -Sept 05 HCS UCE Health & Social care- various pathways, entry requirements: NVQ 2 or working towards 3, or portfolio • Honours degree

  29. Thank you