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Sep 24, 2022 •446 likes •1.18k views

#nhsworkforcesupply www.nhsemployers.org/workforcesupply @NHSE_Caroline # nhsworkforcesupply # nhsworkforcesupply Growing Nursing Numbers report Sue Harris, National Lead, / Lucille Legiewicz National Programme Lead HEE ( WM Office )

  1. #nhsworkforcesupply www.nhsemployers.org/workforcesupply

  2. @NHSE_Caroline # nhsworkforcesupply

  3. # nhsworkforcesupply

  4. Growing Nursing Numbers report Sue Harris, National Lead, / Lucille Legiewicz National Programme Lead HEE ( WM Office )

  5. Background • The NHS currently faces a shortage of nurses particularly experienced ones • Potential supply options on everyone’s agenda • We have increased nursing commissions but these will not yield an increase in registered nursing staff numbers until 2017 • Attracting nurses back to practice has the potential to help address the current shortage • Successful RTP requires a number of key processes and practices to be put in place www.hee.nhs.uk

  6. ‘Come Back’ Campaign Highlights Campaign launched on the 29 th September 2014 To date there are 1,783 returners to Programmes  Sept 14 to Mar 15 – a total of 1337  April to Aug an increase of 185 to total 1522  Sept 15 to present an increase of 261 to total 1783  Early figures indicate a completion rate of 630 (41% of 1522)  All other trainees are still on programme  There are over 40 HEIs across the country offering RTP programmes working collaboratively with placement providers which can be accessed via the website: http://comeback.hee.nhs.uk/ www.hee.nhs.uk

  7. RTP Social Media Campaign Our refreshed social media campaign has yielded the above interest FB Facebook FB Total Twitter total Website Video Week Date Engagement Reach Engagements Impressions Page Views Views Rate 1 24.08.2015 306,405 5,271 1.7% 68,145 2,779 0 2 31.08.2015 605,686 6,385 1.1% 159,444 6,444 0 3 07.09.2105 589,760 5,166 0.9% 158,275 9,298 0 4 14.09.2015 464,246 55,469 11.9% 209,293 6,473 52,549 5 21.09.2015 367,790 11,909 3.2% 182,921 7,116 10,388 6 28.09.2015 327,105 15,137 4.6% 182,641 7,987 13,762 7 05.10.2015 309,258 12,617 4.1% 141,275 7,724 11,480 TOTAL 2,970,250 111,954 3.77% 1,101,994 47821 88,179 www.hee.nhs.uk www.wm.hee.nhs.uk

  9. National Actions Against Critical P’s Process The process to access RTP has been streamlined to make it easier for potential returners to navigate. • We have developed a 7 point end to end process which has been shared with LETBs and providers • The national ‘Come Back’ to nursing campaign was launched on 29th September 2014, phase II started January 2015, with Phase three commencing Sept 2015 Activity to date : • NHS Careers refreshed and updated course finder functionality with information on programmes • Developed FAQs and social media content. • Joint recruitment events taking place across the country – dates on the website • Values based recruitment introduced with both education and healthcare providers involved in interviewing • Comms campaign relaunched and refreshed www.hee.nhs.uk

  10. National Actions Against Critical P’s Product • Education providers have reviewed their course provision in light of input from Directors of Nursing, RTP nurses and Higher Education Institutes. • An electronic toolkit has been launched to support LETBs, Providers and Higher Education Institutes to self assess their RTP provision. Placement and Preceptorship • Healthcare providers have reviewed their placement capacity and preceptorship offer • Created a film explaining the preceptorship offer for returners and developed case studies to promote the programmes. • Podcasts and learning materials for preceptors www.hee.nhs.uk

  11. National Actions Against Critical P’s Pay and Employment • We plan to align returners to workforce vacancies to enable them to secure employment. • Exploring models of employment and impact this has on retaining staff • Need to engage in discussions re flexible working Price • Capped the price of a course for returnees at £1000. Also £500 placement tariff for providers and £500 to cover individuals’ costs www.hee.nhs.uk

  12. Come Back Programme • RTP to be part of ‘what we do’ being integral to the workforce planning process for Trusts and LETBs • Aligned to priority areas e.g. Practice Nursing / Mental Health / Paediatrics but equally reflect localism of each LETB • To be flexed in times of shortage / sufficient workforce • Joint working with JCP re careers fairs • Trusts to be have a ‘welcome’ strategy which includes all departments knowing about RTP www.hee.nhs.uk

  13. Evaluation • We have undertaken an evaluation to ensure we collect and analyse relevant information allowing us to continue to develop the programme: This investigated: – A set number of measures to evaluate impact including capturing how much new capacity we have opened up as a result of this initiative, how many enquiries we get, the number of nurses registered and first destination data Initial recommendations and findings are: – Develop a consistent approach to data collation – Suggestions were made for LETBs to create a consistent approach to provider led programmes – Sharing of best practice more widely from providers and HEIs – To continue joint open days, marketing and interviews between HEIs and Providers – Ensure messages are communicated locally and nationally www.hee.nhs.uk

  14. Next steps: We are currently working on the following: • Undertaking scoping of data re: models of employment to understand the impact this has on our learners and devise a national model for implementation • Undertaking a retrospective scope of date with HEIs to understand end destination data • Undertaking a evaluation of impact assessment of returners www.hee.nhs.uk

  15. What we could do to enhance provision with more funding Part 1 Retaining Returners Attracting Returners Scope of 12 hour shift patterns and impact on staff and patient £40k ‘Golden Hello’ one off payment to recommend a friend to existing NHS staff Investment in national geographical care £75.00 20% increase on current numbers coaches (Band7 to provide dedicated equates to 304 @ £22,800 pastoral care £44,054 inc. 24% on costs per coach which equates to £178,016 for Investment in radio campaigns x 13 x4) geographical locations at £3,400 per campaign = £34,200 TV campaign to be considered at higher costs www.hee.nhs.uk

  16. What we could do to enhance provision with more funding Part 2 LETB/HEIs Each LETB to invest in dedicated RTP Posts at Employing Returners Band7 £44.504 inc. 24% on costs £578,552 Link returners to existing vacancies at Band 2 Tie LETB to targets for performance monitoring until qualified (Average agency cost per hour especially end destination data £37.00 - A Band 2 post Average £8.38 per hour once qualified a Band 5 post is £17.25 per hour) Engage more robustly with NMC re: registrants N.B. this includes 24% on costs HEI in crease course capacity if each HEI ran 1 Explore potential model with NHSP to take the more course for 15 participants this would offer risk of employment away from employers potential for a further 600 returners at a cost of £1,200,000 Undertake a pilot with HEIs to develop a dedicated RTP for Primary Care in addition to scoping social care provision and needs www.hee.nhs.uk

  17. Further Information • All papers available at: http://hee.nhs.uk/work-programmes/nurse-return-to-practice/ • Self assessment toolkit available at: http://learning.wm.hee.nhs.uk/resources/rtp • ‘Come Back’ Campaign website available at: http://comeback.hee.nhs.uk/ www.hee.nhs.uk

  18. # nhsworkforcesupply

  44. # nhsworkforcesupply

  45. Sue Davidson & Ash O’Hara Support Staff Development Team Organisational Learning LTHT Patient-centred Fair Collaborative Accountable Empowered

  46. Why Apprenticeships ? • Shortage of Clinical Support Workers • Educated & trained workforce • Funding • Minimum qualification • Complaints Patient-centred Fair Collaborative Accountable Empowered

  47. Apprentices in the Workforce Patient-centred Fair Collaborative Accountable Empowered

  48. Recruitment • Values based cohort recruitment • 1 year fixed term contract • Employed as a AfC Band 1 • Employed by a clinical area • https://jobs.leedsth.nhs.uk/ltht-people/job-profile- welcome/3 Patient-centred Fair Collaborative Accountable Empowered

  49. Qualifications Level 2 Apprenticeship in Clinical Healthcare Support • Diploma – Mandatory Units & Optional Units – Prepare individuals for healthcare activities – Support individuals undergoing healthcare activities – Monitor and maintain the environment and resources – Physiological measurements – Support individuals who are distressed – Assist the practitioner – Customer Service Patient-centred Fair Collaborative Accountable Empowered

  50. The Care Certificate All our Apprentice CSW’s complete the Care Certificate as part of their course in the first 12 weeks of being clinically based Patient-centred Fair Collaborative Accountable Empowered

  51. First Cohort ! Patient-centred Fair Collaborative Accountable Empowered

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