Welcome to our stakeholder report in which we showcase the many ways in which our work impacts on the healthcare workforce across Yorkshire and the Humber. Our mission is to work with all key partners to achieve a healthcare workforce that has the right skills, behaviours and training and is available in the right numbers to support the delivery of excellent healthcare and health improvement.Health Education Yorkshire and the Humber (HEYH) is committed to active promotion of the NHS Constitution in everything we do.
The core purpose of the Education Commissioning plan is to ensure there is an appropriate supply of clinical staff who have the skills, knowledge, values and attitudes to meet the needs of patients, carers and healthcare employers.
Celebrating Interprofessional Learning Success Across the North West: Transforming Learning Environments builds on the success of the excellent education partnerships and strong placement infrastructure networks, this resource provides evidence of the breadth of activities and commitment to Interprofessional Learning in the North West.As new service models emerge, the focus will be on the transformation of learning environments, and an ever increasing need to ensure that the current and future workforce is able to adapt to changing environments and work flexibly in multiprofessional teams
The core purpose of the Education Commissioning plan is to ensure there is an appropriate supply of clinical staff who have the skills, knowledge, values and attitudes to meet the needs of patients, carers and healthcare employers. Central to this is the recognition that users of healthcare services should expect the highest level of safe and individualised care and that staff are able to access high quality education and training based on the best available evidence.
Cheshire and Merseyside Strategic Clinical Network's (CMSCN) strategic vision is to improve the health & wellbeing of our population through collaborative working.'The Cheshire & Merseyside Strategic Clinical Networks – Final Work Plan 2014-2016' sets out the work plans and priorities for the following domains and details aims/objectives, deliverables, timescales, measures of success and strategic context:
The 2014 workforce census achieved a 95% response rate and provides a snapshot of the size and shape of the IAPT workforce at April 2014 in England.The 2014 Census was undertaken because there is currently no national data collection of IAPT practitioners by the Health and Social Care Information Centre.The IAPT team defined the workforce categories to facilitate accurate data collection and to reduce any ambiguities which had been known to impact upon the accuracy of returns in 2012.
This toolkit is primarily intended for those working in OD practitioner roles, such as Head of OD or OD Advisors, but will also be of use to those in other roles, such as;
The current pilot “Evaluating the capability of an electronic system to create a robust LNA tool”, is the third strand of the Learning Needs Analysis Framework (LNAF) project commenced in September 2011, undertaken on behalf of Greater Manchester Health Innovation and Education Cluster (GMHIEC), to support all Trusts through the learning needs analysis process.