Tools & Resources

Values Based Competency Interview Questions for Clinical Roles

In 2012, The Walton Centre NHS Foundation Trust rolled out values-based competency interview questions for recruitment to clinical roles. These were developed by the Human Resources (HR) Department, to support recruiting managers and help ensure that new recruits exhibit and share the Trust’s five core values; caring, dignity, respect, openness and pride. These core values were developed by the staff in order to localise the NHS Constitution and provide the guiding principles that underpin everything the Trust does.

Using the Hartman Value Profile Tool to Embed Values and Behaviours

Following the Francis Report, it was highlighted that improving the values and behaviours of NHS staff could have a positive impact upon patient care. As such there has been an outward focus recently on how other organisations have recruited for and nurtured such values within new and existing staff.Memorial Hermann Health System is one of the largest healthcare systems in the United States, and has been embedding values and behaviours over the last 25 years using the Hartman Value Profile (HVP) tool.

Commissioner Led Peer Review

The government launched the Health Visitor Implementation Plan (HVIP) to strengthen the role of health visitors between 2011 and 2015. The Department of Health awarded funding to develop and implement a Commissioner Led Peer Review (CLPR) of this HVIP which aimed to develop a North of England (NoE) wide pool of knowledge, with the completion of a gap analysis, to assure delivery of health visiting services.

Rewarding and Recognising Staff Contributions in Challenging Times

This case study details the reward and recognition philosophy York Hospital NHS Foundation Trust developed to underpin the existing benefits package that was in place for staff.None of initiatives introduced incurred any cost to the Trust; they were self-funded through the Staff Lottery, Staff shop and by sponsorships/advertisements.  The salary sacrifice schemes have generated an annual £211k efficiency saving.The project received national recognition at the 2012 Healthcare People Management Association (HPMA) awards where judges agreed that:“The Trust had set out to have the wow factor an

Employment Progression Pathway

Skills for Health Academy North West have developed an Employment Progression Pathway (EPP) in order to provide six month post-programme support to anyone who has undertaken NHS and publically funded training programmes. The aim is to provide support for participants to successfully apply for vacancies within the North West health and care sector and the wider public sector, and to support organisations retain participants which ensures the consistent availability of applicants for band 1-4 posts.

Empowering, innovating and transforming using Electronic Service Record (ESR) self service

This case study details the Countess of Chester Hospital’s experiences of rolling out the functionality of manager self service.From the outset, the trust has utilised the full functionality of self service, in addition to integrating the OLM/e-learning functionality, and this has positioned them as one of the leaders across the north west region.Overview:The HR and Wellbeing Business Services (HRWBS) have now fully implemented ESR Manager, Supervisor and Administrator Self-Service for the Countess of Chester NHS Foundation Trust (COCH).

Promoting, Enabling and Supporting Simulation-based Education for the Benefit of Patients

The North West Simulation Education Network was established in 2010, and with support from NHS North West (now Health Education North West) has steadily grown, so that it now has 950 people registered on its site.There have been numerous national drivers for the increased use of simulation, including Liam Donaldson’s report which highlights the need to further develop simulation and simulation faculties.Therefore the network seeks to increase the capacity and capability of simulation throughout the region, with an overall aim of improving patient outcomes and experience.

In-house Training Courses for Healthcare Assistants

In early 2012 Lancashire Teaching Hospitals NHS Foundation Trust (LTHTr) implemented a project to improve the interface between student nurses and healthcare assistants (HCAs).The Clinical Education Team at the trust developed two new courses for HCAs working at Bands 2 and 3 to enhance their knowledge and skills base, and Practice Education Facilitators (PEFs) attend each course for an hour to outline what student nurses are required to learn as part of their pre-registration nursing programme.

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