The Walton Centre has been implementing a Health and Well Being (H&WB) Strategy called ‘Work Well: The Walton Way’ since March 2011. This has proved very successful due to the involvement of staff and unions, and has led to significant cost savings due to a reduction in sickness absence and agency spend.
The Trust adopted a Coaching for Quality Strategy which included a commitment to developing a coaching programme across the Trust to allow trained coaches to support, challenge, develop and build success in all areas of the organisation. In addition, it was accepted in the strategy that coaching would become the preferred leadership approach.
An established two-tier in-house Leadership & Management Development programme at Mid Cheshire Hospitals NHS Foundation Trust supports the development of internal leadership talent as part of their Talent Management Strategy.
5 Boroughs Partnership NHS Foundation Trust (5BP) is based in Warrington, Cheshire, and specialises in Mental Health, Learning Disabilities and Community Services.The Trust set up a Service Users and Carers Presentation Skills Group in November 2010, composed of mental health service users and carers. Members of this group are given the opportunity to contribute to the Trust’s strategy for future care pathways and to critique and influence comprehensive training packages, before staff commence training. Thus their role has a major impact on the learning and development of staff.
In August 2010 East Cheshire NHS Trust set up an innovative Supervisor of Midwives (SOM) clinic which includes offering advice to pregnant women regarding birth planning to help support normal births.As well as helping mothers and babies this initiative has led to greater job satisfaction for the midwives and an overall reduction in NHS costs.
Bolton NHS Foundation Trust has undertaken a staff engagement strategy, supported by the development of the Bolton Improving Care System (BICS) and lean processes, as well as by a comprehensive leadership development programme.Throughout its journey the Trust has had to demonstrate its ability to respond flexibly and positively in an ever-changing NHS landscape where major NHS reform are creating new economic environments, workforce and service uncertainties.
The Library Information Health Network (LIHNN), has undertaken a ‘Horizon Scanning’ project which involves producing a series of ‘Current Awareness’ bulletins to summarise new information on best practice, innovation and future risk factors in a series of topic areas, with eighteen titles currently being distributed monthly.
Aintree University NHS Foundation Trust (Aintree FT) has a number of Practice Education Facilitators (PEFs) in place who have developed a programme of multi-professional study days to deliver training on core subjects such as anatomy and physiology at a level that can be understood by all students regardless of their stage of training. This allows students to learn and interact across professional boundaries.One of the core outcomes of the PEF role is to help deliver the Nursing and Midwifery Council (NMC) Standards in practice for Pre-Registration Nursing Education (2010).
Blackpool Teaching Hospitals NHS Foundation Trust (Blackpool FT) has worked in collaboration with Lancaster University’s Centre for Training and Development (CETAD), to develop a robust, accredited learning programme for its ward managers, who in the current NHS landscape have had to undertake a range of managerial tasks as well as their normal clinical role.
During 2012 Central Manchester University Hospitals NHS Foundation Trust (CMFT) developed a single multi-professional educational audit and monitoring tool which is used across all non-medical Health Professions to standardise the educational audit process and provide a consistent quality assurance standard.Within the Learning and Development Agreement (LDA) with NHS North West, all organisations are required to be able to evidence how they quality assure the clinical placements they provide.