learning disabilities: turning improvement ideas into local action (tim devanney)
TRANSCRIPT
www.england.nhs.uk
Building the Right Support for Learning Disabilities
Turning improvement ideas into local action
Kia Oval, Surrey County Cricket Club, London SE11 5SS
19 July 2016
Building the right supportWorkforce
Tim Alex
Unpaid – Family, Friends, Carers
Work, Manager, HR, Admin
Local Authority
Health
Main stream services Tim
Unpaid – Family, Friends, Carers
Health
Main stream services
Social Care
Alex
Personal Assistants
Social Care
Health
Main stream services Alex
Work, Manager, HR, Admin
Unpaid – Family, Friends, Carers
Unpaid - Families and Carers
Personal Assistants
Social Care
Health
Main stream services
Market supply and confidence
Changes to the nature of
work Technology
Shift of power
Effective approaches
Commissioning
Inter-disciplinary
Relationships
Todays staff and
skills
Training Pipeline
New Roles
Skill DevelopmentRole EnhancementRole enlargement
Skill Flexibility Role substitution
Role DevelopmentWhat's needed
Adapted from Imersion, Castle Clarke, and Weston 2016
People who are keen and want to stick around
Retention Workers equipped with new skills meet Alex’s needs
ReskillingMore social care and Personal Assistant’s
RecruitmentPeople working in new kinds of jobs that fit in Alex’s life
Roles (new)
RetentionNHS EmployersRecruitment and retentionA working reflection tool for practitionersNHS Employers retain and improve
Roles (new)HEE ApprenticeshipsSkills for Care Workforce planningNew Role TemplatesNursing AssociateCare Navigator
ReskillingLearning Needs AnalysisWorkforce Shaping (SfC),Learning Disability Made clearAutism awareness learning resourcesCo-production self-assessment tool
RecruitmentSkills for care (int)Workforce intelligence (int)Competencies and Learning Need Analysis (int)Attracting recruiting for values
Learning Disability and the Transforming Care Programme
James Moreton – Regional Director East
Who we are• We are the recognised Sector Skills Council for the whole UK
Health Sector, licensed by Government• We are a not–for-profit organisation• Our aim is to improve the way health services are delivered
through improving operational efficiency, quality and productivity
All Staff E-Rostering and Time & Attendance
Consultancy(Workforce Planning &
Organisation Development)
Learning & Development Related Services
Occupational Standards(Competence Frameworks)
HOW WE ARE INVOLVED WITH LEARNING DISABILITY PROGRAMME?
• Development of Competency Framework in partnership with HEE and providers
• Developed Learning Needs Analysis tool• Competency based Role Profiles• LD Core Skills Training Framework• Elearning related to Care Certificate
National and Regional Work
Learning Disabilities Core Skills Training Framework
• The framework determines minimum standards for LD education and training, and assists in ensuring the standards are met.
• Applicable to health/care employers and educational organisations training those to be employed in the workforce.
• As individuals move employer, core training can be recognised to minimise the duplication or repetition of training.
• Practical applications of the framework for employer organisations; – Identifying key skills and knowledge for roles and teams– Planning and designing content of education & training– Commissioning of education & training– Conducting training needs analysis– Supporting performance management and the assessment of competence
Learning Disabilities Core Skills Training Framework
Tier 3Tier 2
Tier 1
Skills and knowledge for key staff working with/caring for people living with LD
Skills and knowledge for roles that have some regular contact with people living with LD
Knowledge for roles that require general awareness of LD
WHAT ELSE CAN WE OFFER
• Workforce development consultancy/support• Apprentice Pathway Development – “Grow Your
Own”• Strategic Workforce Planning• Role development to meet future service needs• Skills Passport• Advice and guidance
Additional Services
• James Moreton – EastMobile - 07795 301471Email – [email protected]
• Marc Lyall – WestMobile – 0781 396 4752
Email – [email protected]
Contact details
Cultures and behaviours
“the focus person has begun calling people by their names, where previously she was shouting man or woman” “The focus person for the first time in her life was able to bake cupcakes.” “He is living in his own flat and is actively supported out in the community there is no Physical Interventions in his guidelines.” We have recognised as a specialist CTPLD that the staff team at the home along with it's managers have been struggling to cope with ***'s behaviours and those of others in their home. The staff team presented as overwhelmed, 'out of their depth' and unsupported. As a result of the training the staff team are now demonstrating more resilience and capability and the management are reviewing the ways they support their staff team.
Workforce redesign
Principle 1 Take a whole systems view of organisational change
Principle 2 Recognise the different ways people, organisations and partnerships
respond to change
Principle 3 Nurture champions, innovators and leaders; encourage and support
organisational learning
Principle 4 Engage people in the process; acknowledge value and utilise their
experience
Principle 5 The different ways that people learn should influence how change is
introduced and the workforce supported
Principle 6 Encourage and utilise people’s thinking about values, behaviours and
practice to shape innovation
Principle 7 Actively engage with your community to understand its cultures and
strengths; work with the community to develop inclusive and creative workforce planning strategies
Workforce integration
Principle 1
Successful workforce integration focuses on better outcomes for people with care and support needs
Principle 2
Workforce integration involves the whole system
Principle 3
To achieve genuine workforce integration, people need to acknowledge and overcome resistance to change and transition. There needs to be an acknowledgement of how integration will affect people’s roles and professional identities
Principle 4
A confident, engaged, motivated, knowledgeable and properly skilled workforce supporting active and engaged communities is at the heart of workforce integration
Principle 5
Process matters—it gives messages, creates opportunities, and demonstrates the way in which the workforce is valued
Principle 6
Successful workforce integration creates new relationships, networks and ways of working. Integrated workforce commissioning strategies give each of these attention, creating the circumstances in which all can thrive.
Change
www.england.nhs.uk/learningdisabilities
Question Time
Chaired by Carl Shaw
