Annual Training Plan 2010-11[1]
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Transcript of Annual Training Plan 2010-11[1]
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ANNUAL TRAINING PLAN 2010-11
Introduction
The Trust Annual Training Plan identifies training activities and priorities for2010-11, through to the end of June 2011. These activities and priorities aredrawn from needs identified as (1) corporate priorities, especially areas ofessential statutory and mandatory training; (2) priorities for continuingprofessional and vocational development, identified through discussion withthe professional leads for particular staff groups; and (3) priorities identifiedwith representatives of care groups and departments.
The plan forms the basis for the identification and allocation of central fundsfor training and development. These funds are:
- The Trusts central training and development budget- The education contract held with the University of Brighton for post-
registration training- The education contract held with the University of Surrey for post-
registration training- Additional funds for continuing professional and vocational
development received from the Strategic Health Authority and allocatedthrough local NHS workforce partnership groups
Additional funding may be secured from time-to-time to support particular
projects and initiati es This incl des e ternal f nding s ch as Train to Gain
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projects and initiatives This includes external funding such as Train to Gain
The plan should be seen as an evolving document during the year. There issome built-in capacity to support further training and development priorities
that emerge during the course of the year.
An update to the plan will be published at the end of each quarter, which willrecord progress against plan and emerging priorities.
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ANNUAL TRAINING PLAN 2010-11
1. ESSENTIAL STATUTORY AND MANDATORY TRAINING
Description: Delivery of the Trusts programme of statutory and mandatory training
Business PlanRef:
4.1., 4.3
Summary ofpriorities:
The Trusts essential training policy identifies those areas of statutory and mandatory training that need to be met, bystaff group. Within that, key areas of focus for 2010-11 include enhanced clinical risk training, tailored PMVA training,resuscitation, safeguarding vulnerable adults and child protection, as well as meeting statutory requirements for healthand safety, fire training, equality, diversity & human rights and food hygiene.
Key activities: The activities below are those where funding needs have been identified Fundingstreams
Funding
Clinical Risk TrainingEssential Training update dayEquality, Diversity and Human Rights staff bands 1-6Equality, Diversity and Human Rights for managersBasic Food HygieneMental Health Act / Mental Capacity ActLearning Disability Awareness.Safeguarding Children level 2Safeguarding Children level 3Safeguarding Children Local Safeguarding Children BoardSafeguarding Vulnerable Adults level 1 e-learningSafeguarding Vulnerable Adults- specialist training (e.g. investigating officer/ manager).
Dignity at Work (Bullying and Harassment)Health & Safety training for managersHealth & Safety training out of hours training.Bank workers
Trust centralbudget forLearning andDevelopment
Educationcontract (EC)
LSCB
10,00030,00018,000 9,000 7,500 6,000InternalECInternalLSCB 1,500 3,000
30,000 5,000InternalTBC
110,000
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ANNUAL TRAINING PLAN 2010-11
2a. CONTINUING PROFESSIONAL DEVELOPMENT education contracts for 2010-11 (academic year)
Description: Utilisation of the Trusts allocation of centrally-held education contracts with the University of Brighton and the University ofSurrey.
Business PlanRef:
4.3.
Summary ofpriorities:
The key priority for 2010-11 is to develop existing university partnerships, to ensure that greater use is made of thecontracts to deliver on Trust-wide priorities as well as to meet individual aspirations for CPD.
Key activities: Funding
University of Brighton
The University of Brighton contract will be used to support nurses with diploma-level qualifications toundertake the additional modules necessary to progress towards BSc (hons) in nursing, in-line with movetowards degree-entry profession.There will be a focus on staff undertaking mentorship modules, so support undergraduate nurse training.Appropriate staff will be supported to under child protection module and undergraduate and post-graduatelevel.The following corporate training programmes will be delivered/developed through the contract:Safeguarding Children Level 2Clinical supervision: introductory and intermediate.Introduction to CBT.CAMHS-specific modulePreceptorship (tbc)
The remainder of the contract will be used to support staff to undertake relevant undergraduate &postgraduate modules, including health service management modules for clinical & non-clinical managers.(AHP School, University of Brighton)
157, 459(equivalent)
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ANNUAL TRAINING PLAN 2010-11
2b. CONTINUING PROFESSIONAL DEVELOPMENT education contracts for 2010-11 (academic year)
Description: Utilisation of the Trusts allocation of centrally-held education contracts with the University of Brighton and the University ofSurrey.
Business PlanRef:
4.3.
Summary ofpriorities:
The key priority for 2010-11 is to develop existing university partnerships, to ensure that greater use is made of thecontracts to deliver on Trust-wide priorities as well as to meet individual aspirations for CPD.
Key activities: Funding
University of Surrey
The University of Surrey contract will be used to support staff development, more especially for staff basedin the centre and west of the Trust. Access to the following modules and programmes has been contracted:
Family Interventions in PsychosisPreceptorshipClinical Risk ManagementEarly Interventions in PsychosisMental Health Acute CareSolution Focused Communication in acute and crisis care.Return to PracticeBSc dissertationBSc (hons) in professional practice
MSc in Supervision and Consultation (x2)
84,500(equivalent)
ANNUAL TRAINING PLAN 2010-11
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3. CONTINUING PROFESSIONAL & VOCATIONAL DEVELOPMENT Person Training Days Elsewhere (cash)
Description: Utilisation of the Trusts cash-funding for Continuing Professional and Vocational Development linked to service priorities,
Business Plan
Ref:
4.3. and 4.4
Summary ofpriorities:
Psychological therapies training and postgraduate study not available through existing education contracts, and the releaseof nursing staff to undertake the BSc in Community Practice.
Key activities: Funding
Support for 14 staff to undertake year 2 of the Diploma in Cognitive Analytical Therapy.
Backfill for three staff to undertake the BSc in Community Practice.
Support for widening participation (vocational development) through the provision of vocationalqualifications, including apprenticeships, Health & Social Care, Facilities, Business Administration and teamleading, first line management and Skills for Life.
Continuing funding from 2009-10 for individual staff to support further postgraduate training in psychologicaltherapies.
New funding for 2010-11 for individual staff to support further training in psychological therapies, including:
Generic therapy skillsGroup work skillsManaging a Therapeutic relationshipPost basic-level training in supervision, including advanced supervision skillsTraining requirements highlighted under section 5.
42,000
81,000
45,000
25,000
58,958
251,958
ANNUAL TRAINING PLAN 2010-11
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4. WIDENING PARTICIPATION Band 1- 4 staff development
Description: Training opportunities for staff in bands 1-4, with a particular focus on vocational qualifications.
Business PlanRef:
4.4. & 4.3.
Summary ofpriorities:
Support for staff to attain a minimum level 2 qualification, where one is not already held. Apprenticeships and vocationalqualifications in Health & Social Care, Facilities, Business Administration and team leading./first line management andSkills for Life, through to level 3. Secondment opportunities for nurse and OT training
Key activities: Fundingstreams
Funding
The delivery of NVQs in Health and Social Care at level 2 and 3, with a particular focus onthose staff where a qualification at national Qualification Curriculum Framework (QCF)level 2 is not already held.The delivery of NVQs in Business Administration at level 2 and 3.The delivery of NVQs for Hotel Services staff at level 1 and 2.The delivery of NVQs in team leading at level 2Skills for Life: the delivery of educational programmes to support the acquisition ofnumeracy and literacy skills at pre-entry level, level 1 and level 2.Apprenticeships and Advanced Apprenticeships in Health & Social Care and BusinessAdministration.
Qualifying staff will be supported for secondment to nurse training and to OT training (nosas agreed with the SHA as part of education commissioning). For the first time, this willinclude 4-6 secondments for nurse training through the Open University.
The development of appropriate bridging programmes with HEI Partners, to preparepotential nurse secondees of the future for degree-only entry.
ContinuingProfessionaland VocationalDevelopment(see 3).
Trust centralbudget forLearning andDevelopment.
Train to Gainincome
45,000(see 3)
45,000
45,000
135,000
ANNUAL TRAINING PLAN 2010-11
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5. PROFESSIONAL and VOCATIONAL DEVELOPMENT IDENTIFIED PRIORITIES BY STAFF GROUP
Description: Priority areas for staff training and development as identify by professional leads.
Business Plan
Ref:
4.3
Summary ofpriorities:
These are highlighted under each occupation heading below. Priorities also identified in care group-specific plans.
Key activities: Fundingstreams
Funding
Applied Psychology and Psychological Therapies.
Assessment formulation, including risk.Client group specific training:
- eating disorders, personality disorders, older people , BME , learning disability, Trauma- STEEPS, KUF, MBT, neuropsychological assessment, cognitive interviewing, EMDR- Interpersonal Therapy- Couples, family and systemic therapy- Child psychotherapy- Creative therapies- Advanced consultation skills- Clinical leadership
Occupational Therapy
- AMPS training for qualified OTs (AHP School, University of Brighton)- Sensory Integration Training
- Leadership Development for Lead OT Group- Vocational module (AHP School, University of Brighton)- OT Conference/ Technical ConferenceNursing
PTD(e) (see 3)
Central L & DBudget
PTD(e) (see 3)Central L & DBudgetEducation
contract (2a)PTD(e) (see 3)Central L & DBudgetEducation
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No specific additional priorities submitted, other than those identified in University of Surreycontract.
Admin and Clerical
Clinical Information Systems
Initial and follow-up training (initial training is expected to be through e-learning later in 2010).
IT Training (Microsoft Office)
On-line training through Microsoft Academy / NHS Elite.
Essential Training those identified below as a the highest priority.
Equality, Diversity and Human Rights Mandatory Training. Essential Training Update Day
Information Governance in Practice.
Other training:Appraisal and management supervisionMinute and note-takingNVQ Business Administration level 2 / 3Speed WritingTime managementBudget managementConflict managementPAs and Executive Secretaries: managing your roles with confidenceHow to be a first class office managerHow to be a first class receptionist.
Human Resources
contract (2a)
PTD(e) (see 3)
Wideningparticipation(see 4)
Central & Dbudget /
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Chartered Institute of Personnel and Development qualification year 2 x 4. departmentalfunding
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New to Forensic Induction.Relational SecurityApplied Suicide Intervention Skill Training(ASIST)SafeGuarding Vulnerable Adults (SVA) Investigating Officer and Investigating Manager
HCR20ArsonPersonality DisorderSex OffendersSelf-harm assessment and interventions/management skills.
Access
Access have submitted a comprehensive training plan covering all staff groups. This isavailable through Jacky Austen, Access representative for the Trusts Learning andDevelopment Forum.
PTDe (see 3)
Central L & Dbudget
PTDe (see 3)and central L& D budget
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ANNUAL TRAINING PLAN 2010-11
7. OTHER IDENTIFIED PRIORITIES
Description: Training requirements not identified elsewhere in the training plan.Business PlanRef:
Summary ofpriorities:
The training priorities highlighted below reflect key areas of training that apply across the Trust, and are cross-cutting acrossboth care groups and occupational groups.
Key activities: Funding
Recovery TrainingASISTMedia Skills Training.Race and Cultural CompetenceContinuing CarePreceptorship
15,00010,000 7,500 3,500
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