Non Medical Consultants in the North West Helen Kilgannon, Asst Director, Workforce Modernisation Juliette Swift, Workforce Modernisation Manager Healthier.

Non Medical Consultants in the North West

Helen Kilgannon, Asst Director, Workforce Modernisation

Juliette Swift, Workforce Modernisation Manager

Healthier Horizons

• Better Care Better Health Better Life

Outline

• NW workforce strategy & progress to date

• Rationale for the NMC evaluation

• The future

NW Workforce Strategy• Our NHS, our future, NW workforce

& education strategy 2009

• Local workforce plans

• Workforce redesign and skill mix change across the whole career framework for health

• Including Assistant & Advanced Practitioners

• 12 High impact skill mix changes

• Evaluating the impact of new roles, eg case studies

Evaluating new roles

• Lessons & observations from previous work

• Importance of organisational culture & preparation

• Leadership• Role clarity• Difficulties with

measuring & describing impact

QIPP and High Impact skill mix changes

Redesigning roles to save money yes possibly- substitution, productivity!

A better approach is to look at whether or notstaff are doing work that adds value. Eliminatingwaiting, duplication, unnecessary movementand other sources of waste is a necessary firststep. Improving appraisal, supervision, sicknessmanagement and other basic processes is alsoimportant. But both of these need to becompleted before the true scope of thepotential for job redesign can be identified

NHS Confederation (2010)- Dealing with the down-turn

• NHS Workforce is the second biggest resource they are they key to QIPP• Call for evidence Skill mix changes, how they impact on QIPP.

Non Medical Consultants in the NW-progress to date

• QA peer review panel for new posts

• Led by AHP workforce lead, multi-professional, employer rep, SHA, HEI.

• Business case template includes– Role description, JD &

work-plan– Service rationale– Infrastructure, support &

funding– Links to higher education

and research

Non Medical Consultants in the NW-progress to date

• Database of posts

• Consultant midwife work

• Research & development scoping exercise

• Some development of NMC Forums

Non Medical Consultants in the NW-baseline numbers (headcount)

• Approx 130 multi-professional posts (76% in nursing)

• Including midwifery, primary care, acute, children’s and mental health

• A small number of new posts per year, difficult to keep up-to-date.

Rationale for the NW evaluation

• To provide a baseline of information and evidence

• To shape future workforce strategy & development of NMCs

• Impact of the role on:– Service delivery & patient

care– Clinical leadership,

research & education– Sustainability– Education & learning

needs– Career pathway

Who are our NMCs & what do they do?

• Profile of experience, qualifications, previous role

• Title & pay-bands• Turnover• Where are there

none, or lots?• In comparison with

other SHAs

Sustainability

• NW Advanced Practitioner development, a natural pool of recruits?

• Future QA of new posts• Retention, CPD needs of

NMCs, intention to stay, a career for life?

NMCs in the NW –the future• An excellent baseline & wealth of

information• Some questions to consider…• How best to share the findings,

what can we all do, E win• Do we need to stimulate demand

for NMCs?• What support is required in the

future to develop NMC posts?• The implications of Modernising

Scientific Careers & Consultant Healthcare Scientists

• There is time later for questions about the findings

Thank you

• [email protected]

• 0161 6257293

• www.ewin.northwest.nhs.uk