The Holistic Worker Model

Steve Upton – Programme manager service transformation

Shelley Aldridge – Senior OT Urgent Care

The History & development

• Crisis Response (Urgent Care) purpose• Lack of specific clinicians to respond to need• Huge amount of inter-team referrals• Impact on time, resource and effectiveness• Clinicians fear of the unknown • Lack of understanding of each others roles • Medical model V Social care model of intervention • Affecting our ability to provide the right care at the

right time in the right place

Ada and our Integration Programme

1. Providing a skilled, holistic workforce who is better able to meet the needs of citizens 2. Making every contact count 3. Reducing the number of times a citizen has to tell their story 4. Releasing time to care 5. Raising confidence in a range of health and social care skills 6. Providing greater job satisfaction7. Improving recruitment8. Improving retention

Benefits to citizens and to workforce

Methodology

• A set of core competencies • Clinical discipline specific competencies • Incorporate organisational culture, values and behaviour• Service/ team specific competencies, i.e. specifics for

community neurology or integrated respiratory for example.• The framework would contain a taught element (by relevant

clinician experts) and an observation in practice element so learning could be applied, reviewed/ reflected on and allow for continued self-development.

So what do clinicians say?

https://vimeo.com/89522979