1. North West LETB – Workforce and Education Arrangements Nick Wood – Associate Director of Workforce & Education Programmes Tuesday 27 th November 2012

2. Introduction National update Education Outcomes Framework North West LETB Local Workforce education and training issues

3. National Changes and Developments HEE Executive/Senior Appointments 13 LETBs established Most Independent Chairs and Managing Directors appointed Care and support bill consultation to set up HEE as NDPB completed NHS Mandate Bi-lateral Agreement Education Outcomes Framework

4. NHS Mandate Section 4.7 (Page 17) Ensuring that people have a positive experience of care ‘….the NHSCB also has a statutory duty as to promoting education and training, to support an effective system for its planning and delivery. The Board should support HEE in ensuring that the health workforce has the right values, skills and training to enable excellent care.’

5. Bi-lateral Agreement HEE/NHS CB compact – excellent health and healthcare depend on a highly skilled and educated workforce so the two organisations have a strong shared purpose. Priorities may include: Workforce planning assurance Identification of strategic priority areas for workforce e.g. specific groups Widening participation (using the equality delivery system as a lever)

6. C and values HEE Core values - Respect and dignity - Commitment to quality care - Compassion - Improving lives - Working together for patients - Everyone counts Pride in working for HEE Pride in being a healthcare professional

7. Workforce of the 1980s - 24/7 working? - Globalisation - Primary/community vs hospital - Curative vs palliative/LTCs - ‘Feminisation’ of workforce New technology - Education - Healthcare delivery Innovation - New roles (e.g. nurse/pharmacist) Ambition and innovation

8. The only reason HEE exists is to ensure high quality care is delivered to patients Success criteria Improvements in safety Improvements in experience Improvements in clinical outcomes Innovation Outcomes

9. Education Outcomes Framework – Domains 1. Excellent education – Education and training is commissioned and provided to the highest standards, ensuring learners have an excellent experience and that all elements of education and training are delivered in a safe environment for patients, staff and learners. 2. Competent and capable staff – There are sufficient health staff educated and trained, aligned to service and changing care needs, to ensure that people are cared for by staff who are properly inducted, trained and qualified, who have the required knowledge and skills to do the jobs the service needs, whilst working effectively in a team. 3. Flexible workforce receptive to research and innovation – The workforce is educated to be responsive to changing service models and responsive to innovation and new technologies with knowledge about best practice, research and innovation, that promotes adoption and dissemination of better quality service delivery to reduce variability and poor practice. 4. NHS values and behaviours – Healthcare staff have the necessary compassion, values and behaviours to provide person centred care and enhance the quality of the patient experience through education, training and regular Continuing Personal and Professional Development (CPPD), that instils compassion and respect for patients 5. Widening participation – Talent and leadership flourishes free from discrimination with fair opportunities to progress and everyone can participate to fulfil their potential, recognising individual as well as group differences, treating people as individuals, and placing positive value on diversity in the workforce and there are opportunities to progress across the five leadership framework domains.

10. EOF Development Programme – Overall approach Establish an EOF R&D Reference Group Exploration of possible hosting arrangements –Identify Academic Partner(s) Support establishment of EOF Development Programme Pump priming funding for 2012 13 Identify additional sources of support

11. North West LETB Structure The NW LETB will work through devolved arrangements with three Local Workforce and Education Groups (LWEGs) across the North West: - Cheshire and Merseyside - Cumbria and Lancashire - Greater Manchester This approach supports provider led ownership and responsibility and builds on the strengths of the partnership working developed across the three North West localities over many years to improve the delivery of the workforce and improve patient care.

12. LETB Membership The NW LETB membership will be made up of: representatives of the LWEGs who have been elected to those positions (LWEG Chair, HEI rep plus four others) and the mandated posts (Independent Chair, Managing Director, Director of Education and Quality and Head of Finance). Recruitment is underway for the mandatory posts with interviews scheduled for late November for the Independent Chair and Managing Director.

13. LETB Authorisation Submitted revised development plan and operating model Investment plan against national template Stakeholder engagement framework Full evidence for submission by 9 January 2013 Clarification, review meeting 28 January 2013 Assurance Visit on 13 February 2013 Authorisation Outcome – April 2013

14. Mission and Purpose of NW LETB Supporting the values and principles set out in the NHS Constitution, the mission of NW LETB is to support the delivery of excellent healthcare and health improvement through the provision, delivery and coordination of high quality education and training, to improve the delivery of services and patient experience and that of staff and learners. The purpose of the NW LETB is to work with the LWEGs to ensure delivery of the North West vision and mission through; Aggregate and agree regional priorities for E&T identified by the LWEGs, to ensure security of supply of the skills and people providing health and public health services across North West. Identify and respond to differing regional requirements across the three sub-regional areas represented by LWEGs

15. Mission and Purpose of NW LETB (Cont.) Oversee LWEG education and training commissioning plans Ensure E&T investments are transparent, fair and efficient Comply with HEE’s standing orders, policies and financial instructions incl. public sector duties for the Equalities Act 2010 Assure quality management strategies lead to improving the quality of education and training for the future and current NHS workforce Be a forum for supporting and enabling the development of the North West’s whole health and public health workforce for 2020 Promote innovation in workforce development and spread across the NW region and beyond

16. Stakeholder Engagement Framework Building on existing partnerships and engagement mechanisms the NW LETB has established a stakeholder structure and model of engagement to enable multi-professional and multiagency partnership working across the region. The Stakeholder Engagement Framework recognises the need for detailed and local intelligence to support the NW LETB and the associated sub regional Local Workforce and Education Groups and with this in mind, a Stakeholder Directory has been developed as well as Core Professional and Regional Advisory Partnership Groups, to represent wider stakeholders.

17. NW Stakeholder Model Cheshire & Merseyside LWEG Core Professional Forum C&M Sub- Regional Forum HRD Forums Workforce Strategy Networks Deanery Networks PVI Networks Finance Directors Network Cumbria & Lancashire LWEG Greater Manchester LWEG Regional Advisory Partnership C&L Sub- Regional Forum GM Sub- Regional Forum Affiliate Associate Example Networks North West LETB

18. Core Professional Forum Core ProfessionMember Medicine (including General Practice) Dentistry Nursing & Midwifery PharmacyRichard Hey Healthcare ScienceAngela Douglas Allied Health ProfessionLesley Walters Applied Psychology (including psychological therapy) Tricia Hagan Public HealthGill Sadler Wider Healthcare TeamJudith McGregor

19. Regional Advisory Partnership AdvisoryMember Education (to include FE, HEI, Medical & Deanery) Dr Trish Livsey (Nursing & Midwifery) Prof Tony D'Emanuele (Pharmacy) Prof Callum Youngson (Dentistry) Prof Tony Freemont (Medicine) Sue Braid (HCS) Prof Bill Gilmore (AHP) Social CareAlix Crawford Jean Perkins Information, Research & Innovation (to include AHSNs, HCLU, NIHR, MAHSC, HIECs) Private, Voluntary & Independent Sector Clinical Commissioning Health & Wellbeing Boards Centre for Workforce Intelligence Leadership Academy Workforce ModernisationHelen Kilgannon Staff SidePeter Forster Local HealthWatch, Patient Participation Groups (PPGs)

20. LETB Key priorities 2013/14 In determining the local priorities for 2013/14, the re-fresh of the workforce plans for 2012/13 – 2017/18 has signalled the following three key themes; to plan the assurance of a secure transition to the new workforce arrangements to maintain delivery intentions responding to the current NHS Operating Framework 2012/13, set out in the Education Commissioning Plan section to evidence the key Education Outcomes Framework (EOF) indicators for 2013/14

21. LETB Key Priorities (cont) Working collaboratively and in partnership across the three North West Local Workforce and Education Groups (LWEG) and where appropriate, national LETBs, as well as with local structures emerging to address clinical commissioning and public health functions, the key priorities also embody the principles of the NHS Constitution and EOF indicators and specifically that; workforce and education plans assure quality and responsiveness to system changes integrated workforce plans are developed the spread and deployment of innovation, new technologies and best practice are embedded in conjunction with the development of AHSNs the assessment of NHS values and behaviours is a core component of recruitment and selection to healthcare programmes and on-going workforce development

22. LETB Key Priorities (cont) the development of the workforce spans the whole workforce; both new and existing staff, clinical and non-clinical, registered and non and that the gap between vocational learning and academic entry is bridged It is intended to further refine and re-fresh priorities for education and training in subsequent versions of the Investment Plan for 2013/14 and that this will be informed by the Strategic Education Operating Framework as it emerges.

23. 2013-14 Commissioning plan Key messages –Minor change to nursing –Static for midwifery, AHP –Continue with core programmes MSC Primary Care CPD –Reassert local workforce planning and accountability –Values and behaviours

24. Sense check against workforce returns Consultation November – January Validated by Workforce Education Groups (January 2013) Indicative commissions (January 2013) Confirmed schedule 8 and novation (Spring 2013) Commissioning Plan

25. Values and Behaviour Project Developed recognising multiplicity of work associated NW steering group with HE representation Tender awarded Developing locally piloted tool and approach