Presentation on theme: "CAIPE AGM June 2009 Embedding Interprofessional Learning & Development: Nationally Transferable Roles in the health sector Filao Wilson, Skills for Health."— Presentation transcript:
CAIPE AGM June 2009 Embedding Interprofessional Learning & Development: Nationally Transferable Roles in the health sector Filao Wilson, Skills for Health
Contents of Presentation Who we are and what we do What is the workforce problem we are all trying to fix and why does it matter? What are SfH and partners doing about it? Helping to embed IPLD
Sector Skills Councils: 25 Independent UK wide organisations Cover 90% UK workforce on skills issues One of the Big Five SSCs: large public sector workforce: health, justice, care and development, life long learning, Govt skills All tasked with designing a skills system driven by employer demand from their sector.
All UK All health, not just NHS 2 reasons why Skills for Health is unique in the health sector:
All SSCs have 4 goals: Reduce skills gaps and shortages Improve productivity, business and/or public service performance Increase opportunities to boost the skills and productivity of everyone in the sectors workforce Improve learning supply through National Occupational Standards, apprenticeships, FE & HE
Skills for Health purpose & aims: Helps the whole sector develop solutions that deliver a skilled and flexible UK workforce in order to improve health and healthcare. Develop and manage national workforce competences Profile the UK workforce Improve workforce skills Influence education and training supply Work with our partners. (employers, education providers, national and regional bodies)
Problem we are trying to fix Health sector employers agree on need for a more flexible workforce: Demographic change Technological advances from R & D Adapting to changes in quality and performance criteria New Government health policy
Response from SfH includes: Workforce modernisation programmes New ways of Working Nationally Transferable Roles (NTR) Supported by qualifications reform Strategic workforce development programmes, e.g.
Challenge with new roles: Ensure work based learning for new roles is: Credit bearing competence based Capable of being built into HE awards Available quickly to meet employer needs Genuinely transferable UK wide High quality Sustainable
Competences and NOS Competences: descriptors of the performance criteria, knowledge and understanding required to perform a specific task. National Occupational Standards: competences that have UK wide approval for use in vocational qualifications
Learning Design Principles Identify service need Commissioning Specification Slot in to Education Pathway Design Describe need using NOS Design packages of learning Embedded within HE/FE quality assurance & enhancement processes
HE Demonstrator sites: HE sector is willing to work with SfH Learning Design principles: HE awards with embedded NOS Willing to go one step further: helping to develop new NTR learning & development scheme
What is a Nationally Transferable Role? Definition A nationally transferable role (NTR) is a named cluster of competences and related activities, levelled to the Career Framework that is applicable, relevant and replicable across different geographical locations in the UK.
Definition, cont… A NTR may be either a subset of a job at more than one level of the Career Framework, e.g. supplementary prescribing, or a whole job at one level of the career framework e.g. advanced practitioner in cancer rehabilitation
NTR initial priorities: DH commissioned NTR to support reduced waiting times + other policy priorities Advanced Practitioner roles Assistant Practitioner roles Navigator roles Admin & Clerical Roles
A few examples: Advanced Practitioner - orthopaedics Advanced Practitioner - urogynaecology** Alcohol coordinator ( navigator role in development) Assistant Practitioner - cancer rehab ( in development) ** competence based learning package accredited by PMETB and RCOG
Who benefits from NTR? Benefits for patients Staff in new roles working to transparent nationally agreed standards Benefits for employers Better knowledge of skills requirements when selecting staff for re- configured services and new roles Benefits for individuals Increased portability of skills, competences and qualifications
Template for developing NTR: 1.Competences: Common core for CF level or for navigator role Specialty specific/pathway specific Locally relevant 2. Indicative learning and development package
Vision for NTR learning scheme Shared database of small learning packages developed by HEIs using SfH learning design principles HEIs build into qualifications & awards Advantages for HEIs, employers and individuals – everyone gains
Addresses the challenges Ensure work based learning for new roles: Credit bearing competence based Capable of being built into HE awards Available quickly to meet employer needs Genuinely transferable UK wide High quality Sustainable
Embedding IPLD through NTR: Nationally Transferable Roles not profession specific Learning packages for NTR will draw on expertise in more than one professional discipline Embody Learning Design Principles, i.e. start with service need, learning will be designed and developed using NOS Encourages competence based interprofessional CPD at all levels of career framework, including Advanced Practitioners
More information on NTR New website ( search for NTR ) HSJ Supplement 11 th June waiting times section