Government Policy –Regional Public Sector Skills Challenge –Leitch Review of Skills in the Global Economy –Apprenticeships, Skills, Children and Learning Act 2009 –Skills for Sustainable Growth –European Working Time Directive –Response to recession Why Commit to the Skills Pledge?
Liberating the NHS: Developing the healthcare workforce DH consultation launched 20 th December to close 31 st March Paper sets out proposals for a new framework for education and training with a focus on patients, local communities, value for money and delivery of the wider service strategy Creation of provider led ‘Skills Networks’ bringing all providers of NHS Care to the table ie: Local Authorities / PIV / GP to deliver current functions of Multi-professional Workforce Deaneries Skills Networks to be a legal entity - Number, size, local or regional not specified but size important in terms of viability and ability to deliver e.g. PGMDE“ Proposes a new funding model for education and development Why Commit to the Skills Pledge?
Revision of the Current Educational Architecture DH launched its consultation 20th December to close 31st March 2011 and which set out proposals for a new framework for education and training Focus on patients, local communities, value for money, and effective linkage to delivery of the wider service strategy. Led by Providers and requiring the creation of provider led ‘Skills Networks able to deliver current functions of multi-professional Workforce Deaneries Skills Networks to be a legal entity - Number, size not specified Skills Networks should bring all providers of NHS Care to the table i.e. Local Authorities / PIV / GP Providers Includes a new governance model nationally with the emergence of a new Special Health Authority ‘Health Education England’ (HEE) Why Commit to the Skills Pledge?
Service –Up skilling staff in Levels 1 – 4 –Need for a flexible, reconfigured and productive workforce –Part of the Modernising Healthcare Careers picture –Changing workforce demographics –Workforce grown from all communities in the West Midlands Why Commit to the Skills Pledge?
Business Benefits –Focus on improving quality, patient safety and reducing inequalities –Increased productivity and enhanced performance across all service delivery –Support the provision of more specialised services closer to home –Innovative and sustainable workforce solutions to caring for patients and their families –Transformational leadership at all levels of the organisation Why Commit to the Skills Pledge?
Complete an effective Training Needs Analysis for those staff in Levels 1 – 4 Work with the Professional Education and Corporate Learning Team, education/training providers and funding agencies to deliver and source skills, learning and qualifications to improve patient care and the delivery of services across the organisation Work with colleagues at all levels and in all areas of the organisation to foster a culture in which lifelong learning is sought, promoted and supported Engagement Strategy
Work with colleagues to align education and learning to workforce planning and service transformation and redesign Deliver an approach to key skills assessment and development for both new and existing staff at all levels of the organisation Identify opportunities for new and existing staff to undertake clinical and non-clinical apprenticeships in 2009/10 Engagement Strategy
Develop and deliver work-related learning and work experience opportunities for both young and adult learners –Care Ambassador Network –‘HealthTec’ –Work/Practice Placements Identify, access and administer capital and revenue funding streams –Joint Investment Framework/Skills Funding Agency –Workforce Deanery/Locality Stakeholder Board –European Social Fund –Neighbourhood Renewal Fund –Big Lottery Fund/Children in Need Engagement Strategy
Key Success Criteria Strong, empowering leadership which challenges the process, inspires a shared vision and enables others to act in the development of a widening participation strategy, its delivery mechanisms and associated communication strategy
APPRENTICESHIPS THE STORY (SO FAR....) Conrad Newbold, Widening Participation Manager, NHS West Midlands
Apprenticeships: A history lesson? Apprenticeships date back to around 12 th century, flourishing by the 14 th century Parents or guardians of a minor would agree conditions for an apprenticeship with a Guild’s master craftsman The minor would be bound for 5-9 years (e.g. from age 14 to 21) By late 19 th century, approx 1 in 5 young people were an apprentice Numbers declined in 1970’s and 80’s, then revived: 1998 – 75,000 Apprentices 2008 – 225,000 Apprentices 2009 – 239,900 Apprentices
What is an Apprenticeship? Work-based training programmes open to people of all age groups (minimum age 16) Completed in one to four years Learn job-specific skills working ‘hands-on’ alongside experienced staff Earn a decent wage as an employee (minimum £95 per week/ average £170 per week) Attend college or a training centre to gain essential theoretical knowledge, usually by day-release Gain nationally recognised qualifications as part of apprenticeship
The Three Levels of Apprenticeship 1. Intermediate Level Apprenticeships (equivalent to five good GCSE passes) Work-based learning qualifications (e.g. Diploma Level 2) Key/Functional Skills Knowledge-based qualification (“technical certificate”) such as a BTEC 2. Advanced Level Apprenticeships (equivalent to two A-level passes) Work-based learning qualifications (e.g. Diploma Level 3) Key/Functional Skills Knowledge-based qualification (“technical certificate”) such as a BTEC 3. Higher Level Apprenticeships (equivalent to Intermediate HE qualification) Work-based learning qualifications (e.g. Diploma Level 4) Key/Functional Skills Knowledge-based qualification (“technical certificate”) such as a Foundation Degree
Apprenticeship Frameworks Developed by Sector Skills Councils under licence from Government to work with employers to develop National Occupational Standards and design frameworks for the industries they represent 96 Intermediate Apprenticeship frameworks 95 Advanced Apprenticeship frameworks 5 Higher Apprenticeship frameworks: –Currently, there are no clinical Higher Apprenticeship frameworks From 6th April 2011, there will be no new Apprenticeship starts against frameworks which do not comply with the SASE. To ensure that apprentices can complete Apprenticeships started against existing frameworks prior to April 2011, the Secretary of State will allow for existing frameworks to be treated as Apprenticeship frameworks issued under the ASCL Act.
Progression Opportunities Development of progressive apprenticeships pathways Role development around care pathways Map to Professional Programmes – use of APEL
Health Sector Apprenticeship Roles Health and Social Care Blood Donor Support + Advanced Support Perioperative Support AHP Support – Clinical Imaging AHP Support – Dietetics AHP Support – General AHP Support – Physiotherapy + Occupational Therapy AHP Support - Radiotherapy AHP Support – Radiography AHP Support – Speech and Language Therapy Clinical Support + Clinical Healthcare Skills Decontamination Endoscopy Support General Healthcare Support Maternity/Paediatric Support Newborn Hearing Screening Obstetric Theatre Support Perioperative Care – Anaesthetic/PACU Support Perioperative Care – Surgical Support Renal Support Pathology Support Support Services with the following routes: Portering/Security Housekeeping/ Domestics Laundry Postal Transport Catering Health Records and Patient Administration Dental Laboratory Technicians (Generic) Pharmacy Technicians Corporate Services including: Accountancy + Payroll Administration + Information and Library Services Children’s Care Learning and development Contact Centres Customer Services IT various Management + Marketing Estates and Facilities including: Engineering various (incl. servicing medical equipment) Logistics various (incl. management, storage & delivery) Cleaning and Support Service Industry Construction various Facilities Management Maintenance – equipment, buildings, land Hospitality and Catering Providing Security Services Purchasing and Supply Vehicle Engineering and Maintenance
Why do an apprenticeship? You can still do an apprenticeship even if you are already working in the health sector. An apprenticeship will help you: gain nationally recognised qualifications work, learn and earn all at the same time meet your personal development needs progress your career and academic plans learn in a flexible way that fits around your needs develop a wide range of skills required in the health sector now and in the future
What can apprenticeships offer? Out of 130,000 organisations offering apprenticeship places: 59% report that training apprentices is more cost-effective 76% say that apprentices provide higher overall productivity 80% feel that apprenticeships reduce staff turnover 66% believe that their apprenticeship programme helps them fill vacancies more quickly 57% report a high proportion of their apprentices attain career and/or academic progression 75% of respondents expect apprenticeships to play an increasing part in their recruitment policy in the future Source: Research by Populus on behalf of the Learning and Skills Council, February 2009
What's in it for you? Improvements in patient care Significant funding to support training Implementation of new work roles and systems Influence new frameworks and develop existing frameworks Contribution to resolving issues around regulation/registration Staff have nationally recognised qualifications – transportable Increase in staff morale and commitment Creates regeneration opportunities
Training and Funding Available from the National Apprenticeship Service. The size of the contribution varies depending on the sector and the age of the candidate. If the apprentice is aged 16–18 years old, you will receive 100 per cent of the cost of the training; if they are years old, you will receive up to 50 per cent; if they are 25 years old or over you may only get a contribution depending on the sector and area in which you operate. This is paid directly to the organisation that provides and supports the Apprenticeship; in most cases this will be a learning provider. In the West Midlands, the remainder (or “employer contribution”) is currently funded by the Strategic Health Authority
Government’s Spending Review 2010 Promise to “double” the number of apprenticeships for over-19s By 2014/15, Coalition will spend up to £250m creating an extra 75,000 apprenticeships for adults in the workplace to boost the skills of the UK workforce Provide an extra 75,000 places per year from 2014/15 Latest figures show that in 2008/09, there were 84,700 apprenticeships starts for the 19 to 24-year-old age group
Budget 2011 Funding for an extra 40,000 Apprenticeships for unemployed young people Only one in 10 employers in the UK offers apprenticeships, compared to one in four in Austria Funding for 100,000 new work experience placements over two years Double the amount of University Technical Colleges it plans to fund to 24 in a bid to train up students between the ages of 11 and 19 in vocational skills
Focus on Apprenticeships January 2009 – Previous Government announces £140m extra investment to deliver: –250,000 new apprenticeships to begin training in the next year –NHS target = 5,000 –NHS West Midlands original target : 541 (fair shares) /09 baseline activity (302) = 843 DH funding (£5.5 million) - £5,000 per new apprentice start Allocation on basis of Trust/PCT returns for 2009/10 activity plus additional activity (not fair shares) NHS West Midlands planned activity = 1,459 Funding flexible – PCT/Trusts to decide best use
New Apprenticeship Starts in 2009/10
Performance Compared to Other Regions for 2009/10
Apprenticeship Profile for 2009/10
New Apprenticeship Starts in 2010/11
Peter Blythin – Director of Quality and Workforce, NHS West Midlands “NHS West Midlands has embraced apprenticeships in the Healthcare sector. In addition to Department of Health funding, totalling £5.550m, a further £2.165m was committed to fully support every apprentice start within the region last year. By comprehensively scoping the organisational need, their capacity to support, working closely in partnership with Trusts, PCTs, training providers and the Skills Funding Agency/National Apprenticeship Service, we have achieved an unparalleled level of Apprenticeship activity, activity that is sustainable for future years. I would like to thank all our partner organisations for their valuable contributions to this agenda and hope that we can continue to work together in the future to sustain and build on these successes”.
How do you intend to influence and inform the future direction of the widening participation agenda? Please spend some time to come up with a ‘LIE’ which is best placed to meet your needs National v Regional v Local Independence v Dependence v Inter-dependence Inclusivity v Exclusivity v Equality and Diversity Workshop Question