Slide deck Capital Nurse programme - Feb 2016
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Transcript of Slide deck Capital Nurse programme - Feb 2016
Capital Nurse Developing the Solution to Solving the London Nursing
Workforce Issues Collectively
2
3
Capital Nurse : 4 Workstreams
Stream 1 Developing career
pathways
Stream 2Employability of student nurses
Stream 3 Use of agency staff
Stream 4Transition to new funding for pre-registration nursing
• Development of a robust career framework
• Development of agreed set of standards for all provider and commissioning organisations to work to in the recruitment and retention of local work force
• Guarantee employment for all London LETB- sponsored graduates successfully exiting from nursing programmes
• Development of a framework for improved student mentorship
• Gain commitment across London to reduce the reliance on agency staff
• Development and provision of a plan for London of what we need to do to make transition to new system of funding work
• Dissemination of plans regionally / nationally
Capital Nurse : What has been achieved so far: Stream 1
Developing career pathways
Stream 2 Employability of student
nurses
Stream 3 Use of agency staff
Stream 4Transition to new funding for pre-
registration nursingIdentifying the Capital Nurse
• Capital Nurse Learner Developing identity with the Capital and with host healthcare organisation
• Newly Qualified Capital Nurse – From preceptorship to Band 6 – Developing common principles / sharing best practice
• The Capital Nurse – Beyond preceptorship – developing career pathways, developing specialist skills, harnessing the wealth of opportunities within the Capital
Other activities in progress• Using literature / survey outcomes
to develop “story” of benefits of working in London and on how nurses can progress their career
• Site visits set up to visit centres of excellence
• Economic analysis • Comms /marketing to create video
for YouTube and crowd sourcing campaign using social media
Activities in progress• Working towards London-wide
approach to preparation for selection processes for NQNs
• Proposals being developed to stagger completion of graduates throughout the year
• Mentorship projects– models of mentorship / fitness of existing mentor programmes
• Evaluation of existing approaches being used to offer employment to students who have had final assessment in Trust, without need to for testing
• Data accessed on employability
Activities completed• Development of set of
recommendations around use of agency and bank staff in London
• Briefing paper with recommendations sent to London Workforce Senate
Activities in progress• Convening of first meeting
to plan further work – last week of January 2016
Stream 1 Developing career pathways
Stream 2 Employability of student
nurses
Stream 3 Use of agency staff
Stream 4Transition to new funding for
pre-registration nursing
• Agreement on London-wide skills escalator for use during preceptorship period for NQN’s by Sept 2016
• Development of principles for structured and clear career progression – form of credentialing by Sept 2017
• Testing of limited number of pathways from September 2016 including a Capital Preceptorship Foundation 'programme' to fast track NQNs from registration to Band 6 posts
• Pilots set up for range of development pathways moving nurses into more senior clinical, research or education practice, policy development, management or leadership roles by Sept 2017
• London-wide approach to preparation for selection processes for NQNs by Sept 2016
• Where Trusts require tests, pan-London agreement of test which is used across all HEI programmes prior to students qualifying by Sept 2016
• London-wide agreement on successful nursing qualification (including testing key skills) automatically provides sufficient assurance for employment by Sept 2017
• Further input to London Workforce Senate as required
Deliverables• Development of “story” - what
will future look like, in terms of the local health system / trust?• Identification of possible risks
and opportunities and how these might be mitigated / used• Identify what actions HEE /
local DoNs / HEIs in London need to do to make transition work - What can be done locally /more broadly to make this work?• Development of position paper
to be used for lobbying purposes
Capital Nurse : Plan for 2016-17 and beyond