Devon Nursing Associate Collaborative – Building a workforce for our future Alison Copp Head of Professional Development Royal Devon and Exeter NHS Foundation Trust

Phase 1 pilot sites

Northern Devon Healthcare Trust 15 trainees Royal Devon & Exeter NHS Foundation Trust – 15 trainees Torbay and South Devon Foundation Trust -9 trainees Plymouth Hospitals NHS Trust -17 trainees Livewell South West Plymouth -13 trainees

Recruitment Statistics Recruitment criteria and national trainee JD person spec used RD&E: 51 applicants Appointed 15 to posts as follows: 5 medicine, 5 Surgery and 5 community NDDHT : 25 applicants. 15 appointed to posts as follows: 6 medicine, 4 surgery, 4 community and 1 Maternity. Livewell: 19 applicants. Appointed 13 to posts as follows: 11 to District nursing posts and 2 to MIU Plymouth Hospitals: 84 applicants. Appointed to 19 (nb 17 accepted) trainee posts based on wards within Derriford hospital Torbay: had 15 applicants appointed to 9 based in acute and community services

Diagram of governance arrangements Devon Nursing Associate Programme Board (Membership and purpose as per these ToR) HEE meetings noting invite may extend to members of the wider communities of practice for certain meeting STP Workforce Delivery Group North / Mid / East Devon & Exeter Communities of Practice Purpose: Operational group / Implementation Frequency of meetings – bi monthly Membership: Employing organisation in the geographical area Placement representatives for the geographical area Training provider Educational establishment meetings e.g. approval, assessment panels, QIA South Devon & Plymouth Communities of Practice Purpose: Operational group / Implementation Frequency of meetings – bi monthly Membership: Employing organisation in the geographical area Placement representatives for the geographical area Training provider Task and Finish Groups as required e.g. JDs, recruitment strategy, advertising, competency documents …

Qualification --- Funding arrangements

What is beyond the parameters of practice?

Current position

Top 3 measures of success Sustainable plan to meet our Devon STP workforce challenges Governance arrangements Collaboration and communication between employers , training providers and the university

Top 3 Challenges: Consistency and language between employers, training providers in terms of expectation, interpretation , approach … and how do we ensure consistency nationally? The unknown due to it being a pilot, writing the story as we go along Current culture, anxiety and understanding within the existing workforce

Key learning Don’t under-estimate the importance of small details they trip you up and are time wasters eg uniforms, the term lead employer leading to confusion Utilise what works well now eg we have tapped into existing networks, programmes, educational audits, workplace agreements Don’t lose sight of the full potential of this role, we have regulation on the horizon, what could this new role look like, how will they work differently. If we don’t seize this opportunity we will be in danger of reproducing the current workforce that we already have Career pathways

What Next? Continue to fulfil pilot criteria expectations e.g. monitoring returns, evaluation, support fast followers Competency expectations Placement agreements Apprenticeship levy Work with national bodies such as NHSI to implement guidance / outcomes from scrutiny committees Engage with the media and unions Await further regulation guidance work with our existing workforce to understand the workforce plans and how it fits with nursing associate role ‘the full suite / no light touch’ Mindful of draft NMC standards Communicate as we write the story National and regional CoP ? Another cohort in September