1. MENTAL HEALTH CRISIS & TRAINING STAKEHOLDER EVENT January 22 2016
David Pugh Independent Consultant MCA & MHA Dr Guy Undrill Consultant Psychiatrist, Crisis Care Clinical Lead Angela Willis Workforce Strategy Lead (GCC)
(INTRO) I’m doing this on behalf of Angela Willis, GCC’s Workforce Strategy Lead who is leading on this on behalf of the MH & Well-Being Board. We are very much at the start, no specific training has been planned to-date, just a few exploratory meetings. So everything is up for discussion & agreement.

2. Content Concordat & Training Local Action
Training & MH Crisis Pathway Review
MH Crisis Workforce & Training Sub-Group
Components of a Multi-Agency Workforce Strategy
Crisis 6 Domain Model & Training - Guy
This is what I propose to cover

3. Crisis Care Concordat
B4 ‘All staff should have the right skills & training to respond to mental health crisis appropriately’
Awareness of local MH & substance misuse services
Understand each others roles & responsibilities re crisis
Each statutory agency should review its training, agree joint training between NHS, social care & criminal justice agencies
They moment that although desirable that diff agencies being trained together it is not essential. More important that training ensures all staff from all agencies receive consistent messages about locally agreed roles & responsibilities..
All local action plans should include an element of training – including some with joint/multi-agency training
There are refs to some specific groups:
Police officers should have training to enable them to recognise risk & vulnerability & identify the need for health care
ED clinical staff should be equipped to identify & intervene with people who are at risk of suicide
Ambulance staff should have enhanced levels of training on the mgt of MH patients.

4. Local Workforce/Training Action
2.4 ‘Develop a multi-agency, multi-professional co-produced recovery focussed workforce development and training strategy for the new mental health crisis pathway to include both single agency and multi-agency training needs’.
(END) Generic Staff Training Outcomes:
Understanding needs of people & carers in crisis
Knowledge of who & how to contact in a crisis situation,
Eligibility criteria
Understanding of key partners role, responsibilities, priorities & constraints
Understanding principles & practice around sharing of personal information in crisis situations
MH crisis assessment skills
MH crisis intervention knowledge & skills from 12 years upwards
Understanding Equality Act implications of the crisis pathway
Skills in understanding & development of Crisis Plans, Advance Decision making tools.

5. What training did people want to see developed?
Multi-agency, multi-disciplinary training across all pathway partners with input from people with lived experience etc
Wider availability of MH awareness/MH 1st Aid Training – beyond heath & social care community
Training on new MH crisis pathway; roles & responsibilities, eligibility, access etc
Customer service training for all staff who talk to people in crisis – development of reflective practice
(INTRO) As part of the review of the MH Crisis Pathway Jim Symington & I carried out in 2014/15 one of our interview questions was about training. We interviewed 46 people. As well as asking about what training was available we also asked what people would like to see developed. The most frequent responses aggregated across all interviewees were as above:
We also collated agency specific responses.

6. MH Crisis Care Workforce Development Group
Purpose: To oversee devel. of multi-agency, multi-pro work force strategy (3/5 years)
Aims: Partner engagement, identify single & multi-agency needs, co-production, coaching, recovery approach embedded
Governance: Report to MH Partnership Board
Frequency of meeting: Mthly for first 6 mths
Membership:
Statutory & non-statutory
People with lived experience
Carers
Core + wider membership
(Intro) See Terms of Ref…
First mtg set up for 28 January (14.00 – Mtg Rm 5 Shire Hall)

7. Components of a multi-agency workforce development strategy
Pathway approach; competency based
Blended learning; e-learning, face to face training, cascade elements
Focus on learning transfer; workplace champion model
Leadership; sign-up & ownership
5. Sustainability; train the trainer 6. Co-production 7. Evaluation 8. Alignment with existing local/national training & national standards 9. Adequate resourcing
(INTRO) see notes
I will now handover to Guy

8. MH Crisis 6 Domain Model & Training
Subjective - reflective listening
Functional - knowing when to refer on
Objective - problem solving in partnership
Systemic - knowledge of social support
Risk - risk assessment skills
Mental illness - diagnosis, triage etc

9. Thank you for listening
Please contact us if you have thoughts & ideas to share