1. Workforce and Education Network
Sheilagh Reavey
Director of Quality and Nursing

2. Aim
To help meet the RCGP and CCG vision for integrated, community-shaped, generalist healthcare services
and
To help address the 3 Rs of
Recruitment
Retention
Returning

3. Challenges –Nursing/Practice Managers
Practice Nurse requirements unknown.
Workforce data not yet known by HEE.
20% practice nurses age> 55yrs
Lack of pre-reg nurse attachments in primary care.
Lack of coherent approach to post-reg nurse training and development.
30% practice managers plan to retire within 5 years and 20% planning career change.

4. Challenges -GP
Particular difficulties in East and North Hertfordshire with recruitment and retention of GPs and practice nurses.
35% GPs planning to retire within 5 years.
East and North Hertfordshire will need another 126 FTE GPs by 2020 (RCGP 2/15)
2015 GP Training recruitment only 72% posts filled after first round across England but all filled in London.
20% Trainees considering working abroad.
Only 40% F2’s have GP/community attachment

5. Proposal
The development of a Workforce and Education Network, focused on primary care but linked into the work of the Integrated Care Board.

6. What would this look like
Structured around localities and federations.
With a Workforce and Education lead at locality/federation board level.
With training practices and Primary Care Nurse Tutors at it’s heart.
That come together as a wider network to enable opportunities eg training, rotations, shadowing, mentorship and leadership development

7. What would this look like?
New models of care
Skill mix
Integrated working in the community
Cross boundaries
New roles for HCA’s/Physician Assistants
GP-led not GP-provided.
Changing roles to include GP/nurses
And practice managers/staff.
Federations as employing and educational organisations

8. What would this look like?
Strong links with other organisations including
the Workforce partnership,
Health Education England
University of Hertfordshire
local NHS organisations ( HUC/HPFT/Acute Trust)
and the work of the Integrated Care Programme Board.

9. Benefits
The development of post-reg nurse rotations across Acute, Community and Primary Care
The development of pre-reg nurse placements in community
The development of schemes to attract and retain newly qualified GPs – post VTS Fellowship schemes;100% opportunities for F2 community posts.
The development of enhanced clinical and leadership skills by clear and coherent commissioning of training opportunities for primary care professionals.

10. Support to newly qualified GPs and nurses new to primary care
Support nurse revalidation in primary care by providing appraisals and supervision
Support the introduction of the Primary Care Competency Framework for nurses

11. Next Steps Testing support in localities
Discussions with other key stakeholders
Refinement of proposal and costings both for year 1 and beyond and development of funding models

12. Vision Summary
Federations as employing and educational organisations with a Board level focus on workforce development that retains and recruits the integrated skill mix to provide the best quality care for its local population.