1. Delivery of the vision sits within a complex strategic universe
Aims of our project:
Excellence and efficiency – using our resources well and minimising duplication of work
Aligning with specialties alongside Quality to create a complete LDD role
Creating consistency of treatment of trainees across Scotland
NES – working within our strategic framework to deliver a skilled workforce using our resources effectively.
Agreed move toward generic working and system development to reduce duplication within NES – Training Grade Admin project sees us taking on the administration of core and ST dental trainees with VT likely to follow. Pharmacy, Healthcare Science, Psychology may also be considered in future.
Streamlining number of LDDs as part of a Single Deanery – we can’t continue to have a Dean and GPD in each region if we can work across regions
Working within financial constraints in terms of unfunded training expansion and supporting increasing demands from Govt and service
GMC and HEE changes mean we have to future proof against developments with the resultant pressure on the other 3 nations to align training.
Increased national/HEE working across flexibility, fairness in training, Gold Guide processes
Competition for trainees means keeping Scotland attractive as a destination
Shape of training and credentialing – preparing our TM teams to manage the new broader programmes and a specialty focused team to develop how we take credentialing forward
Changing nature of trainee and how they view training
Wellbeing and pressure to support doctors including as employer
increasing litigation about appeals and adverse outcomes drive the need for consistency of treatment across Scotland and best practice everytime
Supporting retention and careers in a different way with national overview of opportunities and how to keep trainees in training
NHS Scotland pressures and SG priorities
3 regions in NHS Scotland, may change again after 2020
UK recruitment changes and Scottish review of our participation
lead employer currently of GP, OH and PH, next year of all national programmes
alignment of policies eg relocation, parental leave across Scotland’s 4 lead employers
Consistency of reporting and managing our data to inform decisions eg differential attainment
workforce planning and service design
Topol Review in England – curricular changes to reflect AI, robotics, big data for epidemiology and bioinformatics
Roll out of O365 to NHS Scotland increasing use of skype, teams, yammer to plan and collaborate whichever Board people are based in