The primary aim of the GP Tool is to collect information on primary care practice staff. This includes GPs, nurses, direct patient care workers, practice management and apprentices so that:Health Education Yorkshire and the Humber (HEYH) can invest in training and education in primary care GP practices are supported in workforce planningCommissioners of services can understand the current and future workforce challenges in Primary CareThe pilot at HEYH has developed a web-based tool to collect and record primary care workforce information.
Tools & Resources
Apprenticeships in Healthcare ScienceApprenticeships in Healthcare Science is a regional innovative initiative created by Health Education Yorkshire to encourage NHS Trusts to use Apprenticeships as a way to develop new roles and to introduce skill mix within a number of different healthcare science disciplines and clinical skills facilities. Apprentice Matthew Carlisle is one of over 60 apprentices in the region who are working in many wide ranging science roles.
This poster shows the opportunities for staff and workforce development, starting with pre-employment and cadet schemes, through to apprenticeships, assistant, advanced and associate practitioners.
Health Education North West (HENW) has been able to set aside £1m for each local workforce and education group (LWEG) to develop local programmes that support transformational and developmental projects within their respective area. Each LWEG may establish its own principles and process in agreement with HENW officers, on the basis that the requirements of HENW as the accountable organisation are met.This document contains an overview of the 15 projects in Greater Manchester that have been funded by the HENW Forerunner Fund.
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
Mid Cheshire Hospitals NHS Foundation Trust introduced training for healthcare assistants (HCAs) in April 2011. The initial drive for an improvement in the training of HCAs arose from recognition that this workforce received very little tuition prior to working on acute care wards.The programme is a mandatory three-day training programme for all newly recruited HCAs. It covers a range of topics across nine core clinical skills, and includes both theoretical and practical teaching sessions.
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 first Y&H eLearning awards took place on the 18th June 2014 at the Hilton, Leeds.It was a celebration of the hard work and achievements that have taken place through-out the region.There were six categories in total and a breakdown of winners, runner-ups and nominees.For more information on any of the awards, or to nominate someone for the next eLearning awards please contact:Kate Holliday - Health Education Yorkshire and the Humberemail: firstname.lastname@example.org
The national call to action for Health Visitors (HV) which was instigated in Feb 2011 detailed a requirement for significant growth in Health Visitors and a transformation of services in support of children and their families.
Mersey Care NHS Trust has an ambition to be recognised as the leading organisation in the provision of mental health care, addiction services and learning disability care, with quality, recovery and wellbeing at the heart of everything it does. As such the Trust has completely transformed its staff induction process, developing a unique programme in January 2014 that focuses on embedding its culture and values into the hearts and minds of staff.