Pharmacy Workforce Development in the North West: ANNUAL REPORT FOR 2014This Report has been prepared for Health Education NW by Geoff Saunders, Programme Manager - Pharmacy Networks and Alison Pritchard, NW Lead for Pharmacy Support Staff Training. Development and has been approved by the NW PWDB.The annual report contains information on:
Tools & Resources
As part of their workforce modernisation strategy East Lancashire NHS Trust (ELHT) has developed a number of advanced practitioner posts. These have been established in clinical areas where the organisation has identified a need for the role through workforce and business planning processes. Training requirements for the role include completion of a Masters in Advanced Practice as part of a two-year development programme.As with any new role there is a need to demonstrate the impact of the role to colleagues and commissioners.
Enabling Workforce Transformation in General Practice’ was hosted by Health Education North West at the Halliwell Jones Stadium, Warrington on 29 January 2015. A total of three sub-regional events were held, with additional events in Preston and Manchester. Each event was attended by approximately 70 healthcare professionals, including practice managers and general practitioners.Transformation of the workforce is an essential component of Health Education England’s vision. In the North West this means “Developing a workforce responsive to changes in care, now and in the future”.
The careers event was held to showcase career opportunities in Science Technology Engineering and Maths (STEM subjects). The event provided an opportunity to showcase NHS careers in STEM subjects and in particular Apprenticeship opportunities that are being currently advertised in Pharmacy, Healthcare Science, the Ambulance service and Dental Nursing. Opportunities in all these disciplines will be advertised in the next few weeks and the majority of these Apprenticeships are planned to start September 2015.
Healthcare assistants (HCAs) are essential to the delivery of high quality patient care, and, as identified in the Francis Report and Cavendish Review, there is a real need to improve the support they receive as well as their development in the workplace.In response to this need the Executive Director of Nursing for Mersey Care NHS Trust initiated the development of a two day mandatory course, ‘Let’s Celebrate Healthcare Assistants: Compassionate Care in Practice’.
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.
HEE publish the second Workforce Plan for England, which sets out the £5bn investment to be made in education and training programmes for 2015/16.It is built upon the needs of local employers, commissioners and other stakeholders who, as members of the Local Education Training Boards (LETBs), have shaped the thirteen local plans that are the bedrock of this plan for England.
Mid Cheshire Hospitals NHS Foundation Trust (MCHT), like many similar medium-sized district general hospital trusts, has had a problem with staff absenteeism. The Trust’s rolling average, despite being well within the target of 4.51%, which was previously set by clinical commissioning groups (CCGs) and NHS North West, steadily increased from 2007 to 2012.
Workforce Transformation booklet: information on existing, new and emerging roles supported by Health Education North West which contribute to workforce transformation.Career framework: this diagram demonstrates how potential career routes and development link together.
Health Education North West has been able to set aside £1m for each local workforce and education group to develop local programmes that support transformational and developmental projects within their respective area. For the Cheshire & Merseyside LWEG (C&M LWEG) the decision was made to spend the allocated money on one proposal. This proposal introduces an ambitious initiative to support local and national agendas to work differently and deliver care closer to home.