Continuous Professional Development for Healthcare Managers in NHS Wales: Pilot Programme Briefing Paper

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1 Continuous Professional Development for Healthcare Managers in NHS Wales: Pilot Programme Briefing Paper NHS Staff College Wales A.J. Herepath February 2001

2 Executive Summary 1. The aim of this briefing paper is to orient the Project Board to the goals, structure, content and evaluation of the CPD Project Pilot Programme. 2. To be equipped to meet the continued challenge of change within the NHS in Wales, healthcare managers must acquire, maintain and enhance their knowledge, skills and attitudes to optimize individual and organisational performance. A new Continuous Professional Development (CPD) framework 1 has been proposed that will help to deliver this goal. 3. A number of the component parts of the CPD framework already exist. However, they are not readily visible to healthcare managers in the NHS in Wales. Moreover, they are not integrated to form a cohesive framework, lack a consistent currency for accreditation, and are focused on individual development to the detriment of that of the organisation. 4. A pilot programme will therefore be undertaken to test the acceptability of the proposed component parts of the new CPD framework. The programme is scheduled to run from March to September 2001 and is based in six sites across NHS Wales. However, following publication of Improving Health in Wales, A Plan for the NHS with its partners 2, a revised programme, to be undertaken in liaison with the Welsh Association of Managers in Primary Care, is under development to ensure that the opinions and CPD needs of this group are addressed in the emergent framework. 5. Each pilot will be evaluated through a series of interviews that are designed to identify the drivers that will facilitate the implementation of the CPD framework, including perceived benefits, resource consequences, and organisational information and adaptive systems. 6. The findings of the evaluation programme will be used to refine the CPD framework. This work will also support the development of a comprehensive evaluation tool for CPD. 7. The specification of a potential common currency that rewards progress, is credible to all professional groups, and encourages the concept of transferability will be defined in parallel to the pilot programme in association with confirmed academic partners. 8. The impact of the new CPD Framework is enhanced by the development of the associated CPD Web Site on CymruWeb that now enables NHS Staff access to a range of resources that support CPD. 1 Herepath, A.J. Continuous Professional Development for Healthcare Managers in NHS Wales: The Development of an Innovative and Accredited CPD Framework, NHS Staff College Wales, Improving Health in Wales, A Plan for the NHS with its partners. Health Service Strategy Team, The National Assembly for Wales,

3 Pilot Programme 9. A pilot programme that aims to test the acceptability of the new CPD framework will be undertaken in six sites across NHS Wales:! Bro Morgannwg NHS Trust! Cardiff and Vale NHS Trust! Gwent Healthcare NHS Trust! Powys Healthcare NHS Trust! Swansea NHS Trust! North Wales Health Authority 10. This programme is scheduled to run from March to September A further programme, undertaken in liaison with the Welsh Association of Managers in Primary Care, is under development to ensure that subsequent to the publication of Improving Health in Wales, A Plan for the NHS with its partners 2 the emergent CPD needs of this group are addressed. 11. As defined in Figure 1 below, a number of the component parts of the CPD framework already exist. However, a stakeholder analysis of perceptions of CPD for healthcare managers in NHS Wales 1 highlighted that these parts are:! invisible to the service,! not connected to form a cohesive framework,! lack a consistent currency for accreditation, and are! focused on individual development to the detriment of that of the organisation. Figure 1: Components of the CPD Framework CPD Framework For Healthcare Managers in NHS Wales Integrated with the Leadership Development Framework of the NHS Staff College Wales and Healthcare Management Code of the Institute of Healthcare Management Formal courses with accredited qualifications Developed and provided by the NHS Staff College Wales, in partnership with academic institutions and trusts in NHS Wales. Mentorship, secondment and shadowing programmes Developed and provided by the NHS Staff College Wales in association with host and provider organisations. Conferences and study days Developed and provided by the NHS Staff College Wales, Institute of Healthcare Management and other organisations. Self-assessment tools Developed from the Developing Professional Management Skills portfolio provided by the Institute of Healthcare Management Recognition for prior experiential development Developed from the Post-Graduate Diploma in Professional Development provided by the University of Glamorgan. 3

4 12. The new CPD framework will address these issues, delivering a visible, connected path for development that is accredited and based on the Leverage model 1 in which the individual works in partnership with the organisation. 13. The structure and content of the proposed pilot programme aim to test this assertion, exploring stakeholder perceptions of CPD, and the acceptability of the component parts of the framework with a crosssection of healthcare managers in the NHS in Wales as defined below:! Bro Morgannwg NHS Trust: a study of stakeholder perceptions of CPD at an individual and organisational level, undertaken with middle and senior healthcare managers who are in a line management relationship, members of the human resources team and union representatives (Appendix A: pink document). In order to obtain a broad range of stakeholder perceptions of CPD, the semi-structured interview questionnaire illustrated in Appendix A will also be undertaken with participants in the following pilot programmes.! Swansea NHS Trust: a study of the perceived value of Developing Professional Management Skills, a portfolio based self-assessment tool, undertaken with first line healthcare managers who are participating in an in-house development programme (Appendix B: blue document).! Cardiff and Vale NHS Trust/Gwent Healthcare NHS Trust: a study of the effectiveness of a secondment programme for middle to senior healthcare managers (Appendix C: white document). This programme may be offered to other participating organisations.! Powys Healthcare NHS Trust: a study of stakeholder perceptions of CPD at an individual and organisational level with emphasis on the perceived value of the Post-Graduate Diploma in Professional Development, undertaken with senior healthcare managers who are participating in the programme provided by the University of Glamorgan (Appendix D: yellow document).! North Wales Health Authority: action research project. Given the strategic direction of Improving Health in Wales, A Plan for the NHS with its partners 2, the future content of this programme will be discussed with Mr David Hands. 4

5 Evaluation Programme 14. The evaluation programme consists of a series of integrated semistructured questionnaires (Appendices A-D) that are designed to analyse:! the different perceptions of CPD at an individual and organisational level that are held by a cross-section of stakeholders in the NHS in Wales (Appendix A: pink document);! the Developing Professional Management Skills portfolio provided by the Institute of Healthcare Management for perceived value, ease and consistency of use by first line managers (Appendix B: blue document);! participants perceptions of the development opportunities provided by a short secondment programme (Appendix C: white document); and! the accessibility of the Post-Graduate Diploma in Professional Development, provided by the University of Glamorgan, as potential route to Fellowship of the Institute of Healthcare Management based on accreditation of prior experiential learning (Appendix D: yellow document). 15. These analyses will be used to identify the drivers that will facilitate the implementation of the CPD framework, including perceived benefits, resource consequences, and organisational information and adaptive systems. Schematics of the pilot programme are illustrated in Appendix E: green document. Complimentary Actions 16. The specification of a potential common currency that rewards progress, is credible to all professional groups, and encourages the concept of transferability will be defined in parallel to the pilot evaluation programme with the following academic partners:! University of Wales,! University of Glamorgan,! University of Birmingham! City University London,! University of York. 5