1. Problems to be solved Large number of doctors work in public hospital system outside of co-ordinated training system  No regulation of skills capability  Potential risks to patient safety Lack of career pathways for ‘non-specialist’ doctors leads to exit from JMO & CMO roles to ‘locum’ work No system to acknowledge, reward or develop new skills for ‘non-specialist’ health professionals in a standardised fashion.

2. Hospital Skills Program About 1400 NSW doctors working as non-specialist medical staff in hospitals  CMOs, locums, MMOs  Primarily in critical care areas Need for skills recognition and/or training emerged through EM training review and locum review Aim : systematically develop training & professional recognition for non-specialist medical staff  Initially doctors, initially ‘Hospitalist & critical care CMOs  Then mental health, aged care, palliative care  builds on existing workforce  Later can be extended to others

3. Hospital Skills Program : Principles Safe patient care by health professionals  Not in a vocational training program  Not attained specialist qualifications Ensure capabilities are matched to job requirements, especially for ‘locums’ Provide a respected career pathway for those who do not seek a specialist career  Facilitate doctors remaining in public hospital workforce  Reduce expenditure on ‘locums’ For IMGs ( AMC or AoN)  Opportunity to assess & enhance clinical skills

4. PGY1PGY2PGY3PGY4PGY 5 and above Intern Specialist Junior RegistrarSenior Registrar IMET Allocation process OR Hospital Skills Program Level 2Level 3Level 4 OR Locum Resident Specialist Training Program Hospital Skills Program : a new career path ? Link salaries to capabilities

5. Hospital Skills Program  Assurance of capability :  Recognise skills ; new learning to increase skills  Record skills  Standardised training CV  Clinical experience, courses completed, skills recognised  Match required skills against job requirements  Position description eg.ED CMO, to list skills needed  Employer access to IMET held training CV

6. Hospital Skills Program : training program Skills training to take place largely in the workplace State wide HSP training & education committee  Set standards, clearly define single program, RPL Area or hospital director of ‘Non-Specialist’ Medical Staff eg. CMO  AHS boundaries  HSP program co-ordinator  ‘Non-specialist’ support officer

7. Hospital Skills Program : training program Education program  Hands –on ( hospital +/- simulation centre )  Cognitive ( various possible providers)  Certificate of skills recognition ( AHS & IMET, ?others) Role of IMET  Development & consultation  Implementation  Governance & oversight

8. Hospital Skills Program : can apply to Medical staff  CMO / MMO; IMGs – AMC & AoN  Casual medical staff (‘locums’)  Rural GPs  JMOs – ?match with national ‘core curriculum’  Medical students Senior nurses, including nurse practitioners ?ambulance officers & paramedics ?’physician assistant’ or ‘hospitalist’ health care workers

9. HSP : way forward Consultation  Large working group & advisory group  DoH WLDB  GMCT  Medical Board –feedback to come  CEC – feedback to come  CEs Planning session with all parties Identify potential funding sources Start with specific group & tasks, eg CMOs in ED  Later role out to other groups