Introducing Dominic Davis-Eaton’s own story of his personal experiences as he came through the Get into Healthcare programme in Grimsby with NAViGO and Tukes. Reading the account of his journey is inspiring and demonstrates a positive turnaround in a young person’s life. How he battled against his mental health issues at a young age and came through the other side is a shining example of determination and self- belief.
From Student Nurse to Practice Nurse … the benefits of the Advanced Training Practice Scheme and the exposure to a General Practice environment that it provides.A Practice Nurse gives her account of her experience as an undergraduate nurse and the opportunity the Advanced Training Practice (ATP) Scheme gave her in general practice. She describes her journey from qualification to employment, as a General Practice Nurse. Highlighting excellent support, supervision and 1:1 mentoring that ATP placements provide.
Prior to the implementation of RosterPro Central, Harrogate and District NHS Foundation Trust used a variety of legacy systems to produce and manage staff rosters.
e-PAIGE is an Electronic Prognostic Assessment and Information Guide for End of Life Care (EoLC). This web-based resource was developed by Central & Eastern Cheshire’s End of Life Service Model team to support health and social care professionals deliver care to patients at the end of their lives. It was launched in January 2013, and has already been adopted by many organisations across Central and Eastern Cheshire, including those in the voluntary sector. It will be rolled out to all care homes in the area from March 2013 onwards.
The Rota Co-ordination function was devised to provide effective management of Medical rotas using a rota co-ordination team to minimise costs and maximise service. Through centrally managing the day to day rostering of Junior Doctors, efficiencies could be achieved in locum spend and optimising the cover levels with the available staff. Monioring the cost savings made by the rota team and have identified for the period April 2012 to 2013 a total of £581,000 savings across the seven directorates.
A MSc leadership programme at Edge Hill University has been developed in collaboration with twenty-six key stakeholders who hold senior/executive positions within health and social care, including; an executive nurse, chief biomedical scientist and regional lead for North West, head of physiotherapy and occupational therapy, head of learning and development, paramedic lead for clinical leadership for the North West Ambulance Service, consultant nurse, senior social worker, assistant director of patient safety and infection control, as well as directors of nursing and matrons.The catalyst fo
One of the aims of the National Stroke Strategy (2007) was to ensure that high quality stroke care is provided by people working anywhere along the stroke pathway, (NICE 2013); from prevention through to long-term care. The Stroke-Specific Education Framework (SSEF), is a professional development web-based tool, which was developed as the first step in ensuring the realisation of this aim and is the first pathway-specific education framework of its kind in the UK.
Wigan Council’s Cancer Champion programme initially started as part of The ‘Be Clear on Cancer’ Campaign instigated and initially led by Greater Manchester and Cheshire Cancer Network (GMCCN), in partnership with local Primary Care Trusts (PCTs), following the network successfully securing National Awareness and Early Diagnosis Initiative (NAEDI) funding to promote cancer awareness and early diagnosis.The programme ran across eleven PCTs across Greater Manchester and Cheshire commencing in May 2011.
Yorkshire Ambulance Service is an integral part of the NHS in Yorkshire. We work closely with hospitals, health trusts and healthcare professionals, as well as the other emergency services.
As part of their workforce modernisation strategy East Lancashire NHS Trust (ELHT) has developed a number of advanced practitioner posts. These have been established in clinical areas where the organisation has identified a need for the role through workforce and business planning processes. Training requirements for the role include completion of a Masters in Advanced Practice as part of a two-year development programme.As with any new role there is a need to demonstrate the impact of the role to colleagues and commissioners.