Presented by Nichola Brown

Some central CPD capacity had been lost Brief Background There are approximately 270 Health Improvement staff in Greater Glasgow and Clyde NHS Board NHSGGC works across six local authorities - six Health and Social Care Partnerships, 3 hosted specialist Board wide teams and Public Health Health Improvement Pre 2015, there were a variety of local arrangements around workforce development Some central CPD capacity had been lost Q...how to best bring about a collegiate response to supporting the continuing professional development of our workforce? Please make sure

“What is it that you do…?”…the need for a collective response The Challenges Level and Pace of organisational changes – integration of health and social care New relationships with colleagues in local authorities and across the NHS as well as partners Unprecedented financial pressures Performance scrutiny Response required Common language around our functions Consistent ways of describing our offer Convey the breadth and value of Health Improvement contribution Prompt discussion on professional identity https://www.gov.uk/government/publications/public-health-skills-and-knowledge-framework-phskf

Our response : Provide leadership and engage our workforce in this agenda GGC Health Improvement Workforce Development Group - Principles Workforce development is a core work-stream of the Health Improvement and Inequalities Group (HIIG) – providing clear accountability Workforce development involves consistent support for all NHSGGC specialist HI staff The specialist HI workforce of NHSGGC are engaged in developing and shaping their own learning, individually and collectively There is a commitment to contributing and sharing individual knowledge and skills in order to enhance the development of the collective HI specialist workforce There is a collective commitment to demonstrating continuous learning and practice improvement

What We Aimed to Do From Logic Model Outputs Establish Board wide workforce development group with clear accountability Scope out priorities Help practicioners to build portfolios, by developing and piloting tools Host workforce event – April 2015 Work with Managers to develop a learning and development culture From event April 2015 Communication: host events Co-ordinate board wide learning opportunities Champion workforce development, harness champions and utilise coaching, mentoring, shadowing Encourage UKPHR registration Review reflective tools

How Have We Delivered ? (1) Workforce Development Group... 10 members, clear ownership of workplan 28 staff WD champions who will attend every other meeting and support the agreed workplan Regular reporting via the Health Improvement and Inequalities Group, Quarterly e-bulletin for all staff Reflective practice ... Development of tools for consistent use by all teams cross Board (Know how/show how) Piloted April 2015 Facilitated reflective practice sessions in 11 teams Beginning to embed into practice

“Know How” tool 8

How Have We Delivered ? (2) Improving health; Developing Effective Practice – IHDEP 46 staff , 3 x cohorts 11 on waiting list for 2017 4 IHDEP trainers inhouse Training for Trainers UKPHR Practicioner Registration cohort 3 6 staff participating Significant interest from across the workforce 5 UKPHR mentors 1 verifier 7 UKPHR assessors

Staff event June 2016... Targeted staff who had not attended April 2015 event Strong sense of growing importance of a shared professional identity Now developing revised action plan based on feedback