This overview provides links and general information on key sources of NHS workforce information.If you would like to suggest additional sources of workforce related information please contact us.General Enquiries eWIN@yh.hee.nhs.uk; or Tel: 0113 394 7984 Debbie Bottomley
In 2013, the Clinical Skills and Simulation team at Pennine Acute Hospitals NHS Trust (PAHT) recommended that a patient-centred approach to care needed to be reinforced much earlier in health education.The purpose of this pilot study was to introduce simulation into the education of the multidisciplinary cadet scheme, currently run by the Skills for Health Academy.
Mid Cheshire Hospitals NHS Foundation Trust introduced competency-based safe medicines management training for all nursing staff and non-medical prescribers in May 2012. The aim is to improve understanding of medicines management and thereby reduce medication errors.The training is delivered as a single three hour face-to-face, interactive session to groups of up to twenty staff. The trainers are senior pharmacists and senior pharmacy technicians.
The Workforce Modernisation Dashboard pulls together data on the commissioning and development of new roles; mainly Assistant Practitioners, Associate Practitioners and Advanced Practitioners, with some supplementary information on apprentices and on Consultant Practitioners.This data is displayed in a graphical dashboard, updated quarterly. The dashboard has views by organisation, by county, by region, and an aggregate view across the North West. It is also be possible to compare organisational profiles.
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
‘Life Happens: managing yourself mindfully at work and home’ consisted of two full days, a fortnight apart, and took place during February 2013 at the Manchester offices of NHS North West (NHS NW). The course was commissioned to assist NHS NW staff cope with any stress they felt due to the transition of services, which was completed in March 2013.Thirty one people attended day one and nineteen attended day two, fourteen of whom had attended the first workshop.
The Releasing Potential programme was first commissioned by the NHS Research and Development (R&D) North West team in 2012. Initially this programme was informed by a programme developed by Mark Brandreth, the Managing Director of Trafford Provider Services at NHS Trafford to provide an in-house approach to developing talent amongst clinical and managerial staff at Band 7.
In 2011 the Trafford division of Bridgewater Community Healthcare Trust developed a project aimed at enhancing the School Nursing service delivery of the National Child Measurement Programme (NCMP). The NCMP involves local areas collecting data on the height and weight of children in English schools in Reception Year and Year 6 to enable the Government to monitor obesity trends (DHOT, 2012).
In 2012 a peer assisted learning programme was set up for student dietitians at the Royal Liverpool University Hospital, which is part of the Royal Liverpool and Broadgreen University Hospitals NHS Trust. This is an in-house training programme which was first run in September 2012 and is student self-directed learning with support from supervising dietitians.Topping and Ehly (1998) defined peer assisted learning as ‘the acquisition of knowledge and skills through active helping and supporting among status equals or matched companions’.
The Workforce Development Fund (WDF) is a funding stream from the Department of Health disseminated by Skills for Care. It focuses on the achievement of qualification units and supports the ongoing professional development of staffacross the adult social care sector.For employers, accessing WDF significantly contributes towards the costs of workers’ completing units and qualifications on the Qualifications and Credit Framework (QCF). It can also be used to help fund the delivery of intermediate and advanced level Apprenticeships in social care.