Nursing and Midwifery Workload and Workforce Planning Project: A Good Practice Guide in the Use of Supplementary Staffing
|
|
- Dennis Holt
- 8 years ago
- Views:
Transcription
1 Nursing and Midwifery Workload and Workforce Planning Project: A Good Practice Guide in the Use of Supplementary Staffing
2 Nursing and Midwifery Workload and Workforce Planning Project: A Good Practice Guide in the Use of Supplementary Staffing The Scottish Government, November 2007
3 Crown copyright 2007 ISBN: The Scottish Government St Andrew s House Edinburgh EH1 3DG Produced for the Scottish Government by RR Donnelley B /07 Published by the Scottish Government, December, 2007 Further copies are available from Blackwell s Bookshop 53 South Bridge Edinburgh EH1 1YS The text pages of this document are printed on recycled paper and are 100% recyclable
4 Contents Foreword by the Chief Nursing Officer iv Introduction 2 1. The Bigger Picture 3 2. Getting the best from the Nurse Bank 7 3. Getting the best from the Bank Nurse 11 iii
5 Foreword by the Chief Nursing Officer Ensuring that there are sufficient numbers of nursing staff with the right skills and competencies to deliver the high quality of care people in Scotland demand of their NHS is part and parcel of the day-to-day life of operational managers and nurse leaders throughout the country. Their primary resource in meeting this demand is the nurses employed within the substantive workforce of NHS boards. When short- or longerterm deficiencies in supply of nurses from the substantive workforce occur, they turn to what is termed supplementary staffing resources nurses employed through the nurse bank. Nurse banks consist of groups of nurses employed to work on a flexible as-and-when-required basis to cover for planned and unplanned shortfalls in the nurse staffing establishment. Bank nurses can work across all the clinical services provided by NHS boards in hospital and community settings, depending on their skills, competencies and experience. The Nationally Co-ordinated Nurse Bank Arrangements report, published in 2005, analysed the pattern of usage of bank nurses in NHSScotland at that time. While the report found much to be admired in the way supplementary staffing was being handled within the NHS, it also highlighted areas in which a different approach would provide better standards of care for service users and better value for money for the service. It is fair to say that the management and deployment of supplementary staff in NHS boards in Scotland has come a long way since that time, with significant improvements in appropriate use of bank nurses rather than more expensive options. But nurse bank managers across Scotland feel there is still more that can be done to improve the situation. Nurse bank managers have been putting forward a clear message that they can help their local NHS boards to manage the supply of supplementary staffing, but that their sphere of influence does not extend to managing the demand for supplementary staff a responsibility that lies with managers in direct care settings. As a result, nurse bank managers across Scotland have developed this Good Practice Guide for frontline staff and managers. It is a practical guide that will help them review and improve their role and responsibilities in the management of nurse staffing and which sets out the qualities substantive staff can expect to see in bank nurses. It also provides helpful support to nurse bank managers in the running of nurse banks by setting out what works well (and why it works well) from the perspectives of people who have significant experience in managing a supplementary staffing service. The Guide also helps to promote the importance of nurse banks to nurses professional development. Providing services via a nurse bank is becoming increasingly recognised as an important point in a nurse s career. It is not the end-point of that career a winding down towards retirement but is a stage in a career development profile that fits with individuals lifestyles and in which nurses can gain excellent experience that will position them well to attain substantive posts in the NHS when the time is right for them. iv
6 But the most important thing is to emphasise the ultimate end-point of a nurse bank service - the delivery of a high quality service for patients and clients. Bank nurses make a significant contribution to frontline services in the NHS, and the better trained, developed and supported they are, the higher the quality of care they will deliver to patients and clients. This Good Practice Guide will, I believe, help managers and frontline staff in NHSScotland put together the diverse elements that make up an excellent nurse bank service, resulting in significant clinical benefits for patients and clients, significant professional benefits for bank nurses, and significant cost savings for the NHS. Paul Martin Chief Nursing Officer 1
7 Introduction In 2005, the Scottish Executive charged NHS boards in Scotland with addressing the recommendations of the report Nationally Co-ordinated Nurse Bank Arrangements. 1 This was followed by a second report in with further detail on methodology and fuller results of the original project. The reports were produced to support NHS employers to maximise the contribution of nursing staff employed in nurse banks, consequently reducing reliance on agency nursing staff. National spend on nurse agency at the time was unacceptably high. The main ways of implementing the recommendations of the reports were through: improving the management of nurse banks; consolidating the management of nurse banks to NHS board level; ensuring effective information technology was in place to support nurse bank management; and introducing a national contract for nurse agency use in NHSScotland. Nurse bank managers across Scotland have been networking and developing best practice as part of the process of implementation. Their aim is to ensure that nurse banks are run as effectively and efficiently as possible, and that nurse banks are promoted as an option to help substantive staff manage their demand for bank or agency staff. The Good Practice Guide highlights the organisational policies and responsibilities of those who manage the nurse staffing resource through, for example, staff rostering, use of workload tools, managing sickness and absence and annual leave, providing both the rationale and a means of assessing the ward, care setting or organisational position. It has three main sections: The bigger picture Getting the best from the nurse bank Getting the best from the bank nurse (Figure 1). Figure 1. Shape of the Good Practice Guide. Getting the Best From the Bank Nurse The Bigger Picture Effectively Managing The Nursing and Midwifery Resource Getting the Best From the Nurse Bank The Good Practice Guide will be supplemented by an education programme developed by the national Nursing and Midwifery Workload and Workforce Programme to provide support in the management of staff and financial resource. 1 Scottish Executive (2005) Nationally Co-ordinated Nurse Bank Arrangements. Edinburgh: Scottish Executive. 2 Scottish Executive (2006) Background Methodology and Results of Nationally Co-ordinated Nurse Bank Arrangements Project. Edinburgh: Scottish Executive. 2
8 1. The Bigger Picture
9 Recommended practice Rationale Measures of success 1.1 The overall ethos of the organisation should be reflected in a range of policies to reduce use of agency staff and manage the use of bank within a locally agreed limit. 1.2 A consolidated NHS board nurse bank should be in place. 1.3 The NHS board Workforce Planning Strategy should set out a target for supplementary staff as a percentage of the total nurse staffing establishment. Reduction in use of bank and agency spend enables re-investment in substantive staff. A consolidated board-level bank allows use of bank staff in the most effective way and prevents duplication across multiple banks in, for example, provision of mandatory training. It allows for easier checking of deployment of bank staff. It provides for more effective use of dedicated clerical staff, releasing clinical staff time. Having a target allows for monitoring of performance against the target over time, identifying areas for specific action. It drives actions to reduce or eliminate the use of agency staff. Complying with the target ensures the majority of care is provided by substantive staff. It enables bank staff to be used to manage short-term staffing shortfalls, rather than long-term vacancies. It must be recognised, however, that the percentage may have to change in unusual or exceptional circumstances. There is a reduction in spend on supplementary staff, particularly agency, with the aim of zero spend on agency staff and agreed investment in bank and substantive staff. A consolidated board bank is in place, not necessarily on one site, but under a single management structure. A senior nurse is responsible for management of the bank and provides ongoing support to the bank. There is a clear accountability line to a board executive director who reports progress to the NHS board on bank and agency use. Most administrative duties are performed by clerical staff. A target has been set within the strategy that reflects local aspirations for the workforce. Senior managers are monitoring target performance and taking appropriate action to address anomalies. Senior Charge Nurses are monitoring performance against the target to identify what proportion of care is delivered by substantive staff and what proportion by supplementary staff and ensuring they take relevant action to address anomalies, if appropriate. 4
10 Recommended practice Rationale Measures of success 1.4 A process should be in place for setting and reviewing the nurse establishment and agreeing budgets, using nationally agreed workforce tools defined by the National Nursing and Midwifery Workload and Workforce Planning Programme and in line with national policy. 1.5 A staff vacancy management process should be in place. 1.6 A range of policies designed to promote flexible working and attendance at work should be in place, in accordance with PIN policies. This process enables the right number of staff to be in the right places to deliver effective services. It allows review of the overall establishment against the needs of particular care settings, creating flexibility in workforce deployment. Vacancies that need to be filled are not left unfilled for prolonged periods, reducing the need for bank or agency cover. A review of vacancies allows changes in service delivery and workload to be taken into account. If these policies work well, the demand for bank and agency is reduced. Establishments and budgets for each care setting are agreed across the organisation. The vacancy management process is ensuring that long-term placements for bank staff are flagged up to local managers, linking the vacancy management process to managing supplementary staffing use. Reviewing the overall workload picture that takes vacancy and predicted absence levels into account is reducing demands for supplementary staffing. Senior Charge Nurses have a suite of indicators generated by the Review of the Senior Charge Nurse in Scotland that allow them to monitor the effectiveness of the policies. Senior Charge Nurses are taking advantage of the opportunities for flexibility the policies give in their recruitment practice, staff rostering, management of annual leave and promoting attendance at work. 5
11 Recommended practice Rationale Measures of success 1.7 There must be complete compliance with HDL (2006) 39, 3 which mandates the use of nationally contracted agency suppliers. 1.8 Strategies that prevent manipulation of the nurse staffing market should be in place. 1.9 The organisation should agree the most appropriate forum to performance manage all of the above, with appropriate representation across partnership organisations, human resources, finance, nursing and the bank. Compliance with this HDL is mandatory in NHSScotland; failure to do so breaches European procurement law. Appropriate strategies will protect NHS funds and ensure the service gets best value for money from spend on supplementary staffing. This will put in place the mechanisms to ensure organisational accountability for good financial management, staff, corporate and clinical governance and good patient care. It will also identify areas for specific action. Contract compliance is monitored on a quarterly basis at a national level. Individual NHS boards are measuring and reacting to their own data on contract compliance. No current member of staff is engaged to work in the service on a regional basis through an agency. An identified forum within the organisation is undertaking ongoing review of performance against board policy and putting mechanisms in place to deal with problems. Reports on performance are prepared and presented to the board for scrutiny. 3 For more on HDL (2006) 39, see: 6
12 2. Getting the best from the Nurse Bank
13 Recommended practice Rationale Measures of success 2.1 There should be adequate office space and resource and facilities to enable effective functioning of the bank. 2.2 The bank should use one of the two accredited software systems for managing nurse banks in Scotland. 2.3 The same pre-employment checks used in the recruitment of nurses to the substantive workforce should be used for recruiting bank nurses. 2.4 There should be adequate capacity within NHS boards to ensure that bank nurses have access to mandatory training opportunities as appropriate. The bank requires accommodation and resource commensurate with its importance to the organisation. Complex information systems in nurse banks require adequate IT provision. Using an accredited system ensures the software meets the Scottish Government s prescribed specification for nurse bank IT systems. There is consistency in capability of accredited software systems. This helps to ensure consistency in recruitment practice across the nursing workforce. The message that bank nurses are considered equal employees is promoted. Supplying appropriate mandatory training opportunities for staff is a requirement of all NHS boards and is an essential element in ensuring patient, public and staff safety. There are recognisable nurse bank premises with good facilities within the organisation, on single or multiple sites. An accredited software system with appropriate staff training programmes to optimise use is in place. The bank is supported by a nationally accredited IT system. There is equality in the recruitment processes used for recruiting nurses to the substantive and bank workforce. Capacity and systems are in place within NHS boards to ensure that mandatory training requirements of bank nurses are recognised, supplied, recorded and regularly monitored. Findings are managed through a planned programme of development. 8
14 Recommended practice Rationale Measures of success 2.5 A variety of methods should be employed to communicate with nurse bank staff. 2.6 A clear written process of authorisation for use of supplementary staff should be in place across all care settings in the organisation. 2.7 A process should be in place to allow authorised personnel to identify their budget for covering shortfalls. 2.8 Systems should be in place to enable the nurse bank to capture reasons for the use of supplementary staff and feed this information back to managers. Using a variety of methods supported efforts to communicate with bank staff in the shortest possible time, with associated savings in clinical staff time. Scrutiny ensures that the total staffing picture at any given time is taken into account before booking supplementary staff and that all options for covering shortfalls, including extra hours, bank and overtime, are explored before the last resort of agency. Services have to manage within their resources. This kind of activity enables trends in shortfalls to be identified and actioned. The organisation is using and reviewing the effectiveness of systems such as intranet, , texting, telephoning and faxing to communicate with bank staff. Individual personnel are identified as having authority to sanction the use of supplementary staff, in accordance with an agreed hierarchy of options. There is wide understanding among staff of the reasons that make an authorisation process necessary, such as the cost variances of each supplementary staffing option. A process for agency sign-off is in place. Authorised personnel are enabled quickly to access information regarding the available budget for supplementary staff. The nurse bank is reporting regularly to nurse managers on trends in staffing shortfalls. 9
15 Recommended practice Rationale Measures of success 2.9 Systems of regular audit and surveillance of service users views of the deployment of supplementary staff, including monitoring levels of complaints, should be in place Clinical managers should identify and plan for anticipated staffing shortfalls Staff rostering should ensure the most efficient use of the workforce resource Systems are in place to detect fraudulent invoices, travel claims and timesheets from supplementary staff. This is part of the process of ensuring the service meets the needs of service users. Prior notice of an anticipated shortfall increases the likelihood of filling from the nurse bank, rather than having to pursue more expensive options. The aim is to optimise use of substantive staff and minimise use of supplementary staff. Staff rosters employ a variety of mechanisms to ensure optimum cover for all shifts. The potential for individuals to claim remuneration for services not provided exists this risk must be minimised to protect public resources. The nurse bank service actively seeks service users views of the service it provides on a regular basis and modifies and develops its processes and systems accordingly. The percentage of short-notice shifts (that is, 12 hours notice or less) being presented to the nurse bank is reducing. Advance block booking is reducing. Parameters for rostering schedules are clear for all staff. Systems are in place to prevent and detect fraudulent claims for remuneration from supplementary staff. Agreed audit procedures are carried out on a regular basis in conjunction with internal audit staff. 10
16 3. Getting the best from the Bank Nurse
17 Recommended practice Rationale Measures of success 3.1 Induction processes with associated recording systems should be in place for all newly-employed bank nurses. 3.2 Bank nurses should have adequate preparation and education relevant to the clinical area in which they may be deployed. Access to appropriate induction is not only essential in preparing newly-employed bank nurses for work within the organisation, but is also a key element of the Staff Governance Standard. 4 It is essential to patient and public protection that bank nurses possess the requisite knowledge and skills to practise effectively in clinical areas. A variety of induction processes, including supernumerary clinical working, are in place to ensure newly-employed bank nurses develop a basic awareness of the ethos, policies and procedures of the organisation and gain an understanding of their own capabilities and limitations with respect to how they can contribute to the services the organisation provides. Accurate records of induction training offered and received are being maintained. Systems are in place to prevent bank nurses from practising in areas for which they have had inadequate preparation. The accredited IT nurse bank system in use enables identification of the skills, experience and expertise of individual bank nurses and their suitability for working in specific clinical areas. 4 Scottish Executive (2002) Staff Governance Standard for NHSScotland Employees. Edinburgh: Scottish Executive. For more on the Staff Governance Standard, see: 12
18 Recommended practice Rationale Measures of success 3.3 Core bank nurses should have professional development plans, developed in partnership with their line manager. 3.4 NHS boards should have policies in place which reflect the Balanced Working Lives 5 approach to employing nurses and midwives. Bank nurses are as accountable for their practise as any member of the substantive nursing staff and require mechanisms to be in place to allow them to identify their strengths and areas in which further development work is required. It is essential that bank nurses have access to professional development opportunities to allow them to meet the range of Knowledge and Skills Framework (KSF) elements they are required to meet. This is necessary not only for their own career development, but also for protection of patients and the public. Flexible options within the workplace will enable bank nurses to apply for substantive posts. Bank nurses have professional development plans, planned and agreed with their line manager. Bank nurses have recognised KSF profiles to describe their roles. There is a variety of different contractual arrangements for nurses in the workforce, reflecting their diverse needs. These are enabling bank nurses to feel confident to apply for substantive posts. 5 For more on the Balanced Working Lives approach, see: 13
19 Recommended practice Rationale Measures of success 3.5 A process should be in place to enable clinical staff to provide ongoing feedback on individual bank nurses performance in clinical areas. Feedback from clinical areas on the performance of individual bank nurses can be used as a lever to: keep bank nurses appraised of their perceived performance; develop and improve individual performance; identify training needs; act as a quality indicator of the level of service provided by the nursing bank as a whole. Systems are in place to enable staff from clinical areas to provide regular feedback, both positive and negative, to the nurse bank on the performance of individual bank nurses. Feedback is collated by bank nurse managers, who take action as appropriate. Bank nurses are receiving regular feedback from bank nurse managers on their perceived performance, with appropriate plans for future action linked to their personal development plans. A system-wide approach is in place to enable collation of generic data from feedback to provide an overview of the perceived quality of the nursing bank from within the service. 14
20 Further reading
21 Scottish Executive (2003) Good Practice Guidelines for Establishing Contact Centres. Edinburgh: Scottish Executive. Scottish Executive (2005) Nationally Co-ordinated Nurse Bank Arrangements: Report and Action Plan. Edinburgh: Scottish Executive. Scottish Executive (2006) Background Methodology and Results of Nationally Co-ordinated Nurse Bank Arrangements Project, NHSScotland. Edinburgh: Scottish Executive. National Procurement: Use of National Contracts For Agency Labour Purchase and Review of Procurement in Scotland. HDL (2006) 39, July Implementation of Nursing and Midwifery Workload and Workforce Planning Tools and Methodologies. CEL (6) 2007, August Audit Scotland (2007) Planning Ward Nursing Legacy or Design? A follow-up report. Edinburgh: Audit Scotland. 16
22 Crown copyright 2007 RR Donnelley B /07 Further copies are available from Blackwell's Bookshop 53 South Bridge Edinburgh EH1 1YS Telephone orders and enquiries or Fax orders orders w w w. s c o t l a n d. g o v. u k
Nursing and Midwifery Workload and Workforce Planning. Managing a Staff Bank
Nursing and Midwifery Workload and Workforce Planning Managing a Staff Bank Contents 1. Introduction 2 2. Recruitment 4 3. Getting the best from your bank staff 7 4. Working effectively with service users
More informationScotland s public sector workforce. Good practice guide
Scotland s public sector workforce Good practice guide Prepared by Audit Scotland March 2014 Contents Introduction... 4 Purpose of the guide... 4 What s in the guide?... 4 Part 1. Good practice in workforce
More informationNursing and Midwifery Council mentor domains and outcomes and the NHS Knowledge and Skills Framework
Nursing and Midwifery Council mentor domains and outcomes and the NHS Knowledge and Skills Framework Contents Preface 1 Introduction 2 Partnership Approach 3 Aims 4 The mentor and other practice education
More informationRehabilitation and YOU. A guide to rehabilitation services in Scotland
Rehabilitation and YOU A guide to rehabilitation services in Scotland Rehabilitation and YOU A guide to rehabilitation services in Scotland Scottish Executive, Edinburgh 2007 Crown copyright 2007 ISBN
More informationNHS HDL (2006)41 abcdefghijklm. = eé~äíü=aéé~êíãéåí= = aáêéåíçê~íé=çñ=mêáã~êó=`~êé=~åç=`çããìåáíó=`~êé
NHS HDL (2006)41 abcdefghijklm = eé~äíü=aéé~êíãéåí= = aáêéåíçê~íé=çñ=mêáã~êó=`~êé=~åç=`çããìåáíó=`~êé Dear Colleague NHSSCOTLAND INFORMATION SECURITY POLICY Summary 1. NHSScotland IT Security Policy was
More informationNational Approach to Mentor Preparation for Nurses and Midwives
National Approach to Mentor Preparation for Nurses and Midwives Core Curriculum Framework (Second Edition) Incorporating Guidance for: identification and selection of mentors supervising mentor role continuing
More informationLeading Better Care. Report of the Senior Charge Nurse Review and Clinical Quality Indicators Project
Leading Better Care Report of the Senior Charge Nurse Review and Clinical Quality Indicators Project Leading Better Care Report of the Senior Charge Nurse Review and Clinical Quality Indicators Project
More informationSHEFFIELD TEACHING HOSPITALS NHS FOUNDATION TRUST EXECUTIVE SUMMARY REPORT TO THE TRUST HEALTHCARE GOVERNANCE COMMITTEE
SHEFFIELD TEACHING HOSPITALS NHS FOUNDATION TRUST EXECUTIVE SUMMARY REPORT TO THE TRUST HEALTHCARE GOVERNANCE COMMITTEE I TO BE HELD ON MONDAY 26 NOVEMBER 2012 Subject: Supporting Director: Author: Status
More informationEXECUTIVE SUMMARY FRONT SHEET
EXECUTIVE SUMMARY FRONT SHEET Agenda Item: Meeting: Quality and Safety Forum Date: 09.07.2015 Title: Monthly Board Report- Publication of Nursing and Midwifery Staffing Levels June 2015 Exception Report
More informationSupported Employment Staff Training Qualification Workstream
Supported Employment Staff Training Qualification Workstream Supported Employment Staff Training Qualification Workstream The Scottish Government, Edinburgh 2010 Crown copyright 2010 ISBN: 978-0-7559-9242-3
More informationCENTRAL MANCHESTER UNIVERSITY HOSPITALS NHS FOUNDATION TRUST
CENTRAL MANCHESTER UNIVERSITY HOSPITALS NHS FOUNDATION TRUST Report of: Paper prepared by: Director of Patient Services/Chief Nurse Gill Heaton Director of Nursing (adults) Cheryl Lenney Date of paper:
More informationJOB DESCRIPTION. Job Reference number (coded):
Job Title: HR Business Support Manager Reporting To: Head of HR Business Services Department(s)/Location: Human Resources (HQ) Job Reference number (coded): 1. JOB PURPOSE To lead and develop the HR Business
More informationCompassion In Practice: A Summary of the Implementation Plans. are. is our business. Developing our culture of compassionate care
Compassion In Practice: A Summary of the Implementation Plans Care Compassion Commitment are Competence Courage is our business Communication Developing our culture of compassionate care 1 Compassion in
More informationINDEPENDENT AMBULANCE SERVICES TO REGULATE?
INDEPENDENT AMBULANCE SERVICES TO REGULATE? A Consultation Paper INDEPENDENT AMBULANCE SERVICES TO REGULATE? A Consultation Paper Scottish Executive, Edinburgh 2005 Crown copyright 2005 ISBN: 0-7559-4457-7
More informationabcdefghijklmnopqrstu
Chief Medical Officer and Public Health Directorate abcdefghijklmnopqrstu T: 0131-244-2235 F: 0131-244-2989 E: veronica.moffat@scotland.gsi.gov.uk Dear Colleague ARRANGEMENTS FOR NHS PATIENTS RECEIVING
More informationCorporate Health and Safety Policy
Corporate Health and Safety Policy Publication code: ED-1111-003 Contents Foreword 2 Health and Safety at Work Statement 3 1. Organisation and Responsibilities 5 1.1 The Board 5 1.2 Chief Executive 5 1.3
More informationReview of Nursing in the Community - Baseline Study Key Findings
Review of Nursing in the Community in Scotland: Baseline Study Key Findings and Next Steps April 2009 Nursing in the co now and in the fu The health needs of the population of Scotland are changing. The
More informationCitizen Leadership happens when citizens have power, influence and responsibility to make decisions
Citizen Leadership happens when citizens have power, influence and responsibility to make decisions Principles and Standards of Citizen Leadership By the Changing Lives User and Carer Forum including What
More informationAn Organisation-Wide Policy for the Use of Temporary Workers (Bank & Agency) Policy & Procedure
An Organisation-Wide Policy for the Use of Temporary Workers (Bank & Agency) Policy & Procedure Status (Draft/ Ratified): Ratified Date ratified: 04/08/2010 Version: 1.1 Ratifying Board: Management Board
More informationSPECIFICATION TO INFORM THE DEVELOPMENT OF MOBILE APPLICATIONS FOR THE EDUCATION OF HEALTHCARE PROFESSIONALS
SPECIFICATION TO INFORM THE DEVELOPMENT OF MOBILE APPLICATIONS FOR THE EDUCATION OF HEALTHCARE PROFESSIONALS 1. TITLE Published 4 th November 2011 Informing the development of mobile applications for the
More informationnationalcarestandards
On 1 April 2011 a new independent scrutiny and improvement body replaced the Care Commission Social Care and Social Work Improvement Scotland (SCSWIS). Contact SCSWIS on 0845 600 9527 or visit www.scswis.com
More informationEducation and Development Framework for Senior Charge Nurses
Education and Development Framework for Senior Charge Nurses Contents 1. Introduction 1 2. Using this framework 3 3. The Senior Charge Nurse role 7 4. Capabilities, key knowledge and skills 13 5. Planning
More informationabcdefghijklmnopqrstu
Directorate for Health Workforce and Performance Workforce Planning and Development Division Dear Colleague REVISED WORKFORCE PLANNING GUIDANCE 2011 Purpose 1. To provide NHS Boards (and their component
More informationSETTING THE DIRECTION FOR NURSING AND MIDWIFERY EDUCATION: DELIVERY PLAN 2015-16
SETTING THE DIRECTION FOR NURSING AND MIDWIFERY EDUCATION: DELIVERY PLAN 2015-16 1 Setting the Direction for Nursing and Midwifery Education: Delivery Plan 2015-16 This document sets out the Setting the
More information2. The background and details of the new arrangements are attached at Annex A.
NHS Circular: PCS(SP)2003/5 abcdefghijklm Health Department Human Resources Directorate Dear Colleague NEW ARRANGEMENTS FOR CLINICAL PSYCHOLOGY TRAINEES 1. Following discussions with at the HR Forum it
More informationabcdefghijklmnopqrstu
Directorate for Health Workforce and erformance Workforce lanning and Development Dear Colleague NATIONAL GOVERNANCE AND STANDARDS FOR SULEMENTARY MEDICAL STAFF urpose 1. This guidance sets out National
More informationnationalcarestandards Taking care of A guide to national care standards SCOTTISH EXECUTIVE
nationalcarestandards ou? Taking care of A guide to national care standards SCOTTISH EXECUTIVE What are National Care Standards? We want to improve your quality of life by raising the level of care and
More informationCLINICAL MIDWIFE EDUCATOR BASE MATERNITY UNIT. FUNCTION: Taranaki District Health Board. DATE: September 2012
CLINICAL MIDWIFE EDUCATOR BASE MATERNITY UNIT 1. POSITION JOB TITLE: Clinical Midwife Educator REPORTS TO: Clinical Midwife Manager TDHB Base and Hawera Maternity Units FUNCTION: Taranaki District Health
More informationLow-cost Initiative for First-Time Buyers. New Supply Shared Equity. Helping you to become a home owner
Low-cost Initiative for First-Time Buyers New Supply Shared Equity Helping you to become a home owner Low-cost Initiative for First-Time Buyers New Supply Shared Equity New Supply Shared Equity The Scottish
More information2. Performance management 3. Strategic planning 4. Operational planning / service delivery 5. People management and development
Job Description and Person Specification Job Title: Pay band: Managerially reports to: Accountable to: Professionally accountable to: Associate Chief Nurse Clinical Division Band 8D Divisional Clinical
More informationONLINE, DISTANCE AND BLENDED LEARNING
ONLINE, DISTANCE AND BLENDED LEARNING SCHEME DOCUMENT BRITISH ACCREDITATION COUNCIL FOR INDEPENDENT FURTHER AND HIGHER EDUCATION CONTENTS 1. INTRODUCTION...1 2. ELIGIBILITY FOR ACCREDITATION...2 3. ACCREDITATION
More informationReducing healthcare associated infections: An organisational perspective A summary of best practice
Reducing healthcare associated infections: An organisational perspective A summary of best practice Introduction Sustainable reductions in healthcare associated infections (HCAIs) require the proactive
More informationRisk Management Plan 2012-2015
Risk Management Plan 2012-2015 This controlled document shall not be copied in part or whole without the express permission of the author or the author s representative. Revision Date Previous Revision
More informationEffective management of school workforce attendance
Effective management of school workforce attendance Guidance Guidance document no: 178/2015 Date of issue: July 2015 Effective management of school workforce attendance Audience Local authorities (especially
More informationThe post holder will be guided by general polices and regulations, but will need to establish the way in which these should be interpreted.
JOB DESCRIPTION Job Title: Membership and Events Manager Band: 7 Hours: 37.5 Location: Elms, Tatchbury Mount Accountable to: Head of Strategic Relationship Management 1. MAIN PURPOSE OF JOB The post holder
More informationSuccession Planning Policy and Procedure
Succession Planning Policy and Procedure Reference No. P08:2012 Implementation date 07022013 Version Number V1.0 Reference No: Name. Linked documents P14:2002 Police Staff Recruitment and Selection Policy
More informationPerformance Evaluation Report 2013 14. The City of Cardiff Council Social Services
Performance Evaluation Report 2013 14 The City of Cardiff Council Social Services October 2014 This report sets out the key areas of progress and areas for improvement in The City of Cardiff Council Social
More informationReview of the Management of Sickness Absence Conwy County Borough Council
Audit 2004/2005 Date: December 2005 Authors: Ros Adams and George Jones Ref: 1072A2005 Review of the Management of Sickness Absence Conwy County Borough Council Contents Summary Report Introduction 3 Background
More informationLearning Toolkit. Nursing and Midwifery Workload and Workforce Planning. Second Edition Published January 2013
Nursing and Midwifery Workload and Workforce Planning Learning Toolkit Second Edition Published January 2013 Nursing and Midwifery Workload and Workforce Planning Learning Toolkit (Second Edition) Nursing
More informationAccreditation standards for training providers
PREVOCATIONAL MEDICAL TRAINING FOR DOCTORS IN NEW ZEALAND Accreditation standards for training providers Introduction Prevocational medical training (the intern training programme) spans the two years
More informationStandard 1. Governance for Safety and Quality in Health Service Organisations. Safety and Quality Improvement Guide
Standard 1 Governance for Safety and Quality in Health Service Organisations Safety and Quality Improvement Guide 1 1 1October 1 2012 ISBN: Print: 978-1-921983-27-6 Electronic: 978-1-921983-28-3 Suggested
More informationThe Development of the Clinical Healthcare Support Worker Role: A Review of the Evidence. Executive Summary
The Development of the Clinical Healthcare Support Worker Role: A Review of the Evidence Executive Summary The Development of the Clinical Healthcare Support Worker Role: A Review of the Evidence Executive
More informationInternal Audit Quality Assessment Framework
Internal Audit Quality Assessment Framework May 2013 Internal Audit Quality Assessment Framework May 2013 Crown copyright 2013 You may re-use this information (excluding logos) free of charge in any format
More informationA NEW LOOK AT HALL 4 The Early Years Good Health for Every Child
A NEW LOOK AT HALL 4 The Early Years Good Health for Every Child A NEW LOOK AT HALL 4 The Early Years Good Health for Every Child The Scottish Government, Edinburgh, 2011 Crown copyright 2011 ISBN: 978-0-7559-9421-2
More informationBetter Skills Better Jobs Better Health. National occupational standards for the practice of public health guide
Better Skills Better Jobs Better Health National occupational standards for the practice of public health guide March 2004 Acknowledgements These national occupational standards describe good practice
More informationAdvanced Nursing Practice Roles Guidance for NHS Boards
Advanced Nursing Practice Roles Guidance for NHS Boards NB: Whilst the work has been focused upon Nursing, we are keen to ensure that this initiative reflects frameworks and processes that can be applied
More informationPrinted for the Scottish Government by RR Donnelly B55529 03/08
THINKING ABOUT care MOVING INTO A home? THINKING ABOUT care MOVING INTO A home? Crown copyright 2005 ISBN 0 7559 4472 0 Scottish Government St Andrew s House Edinburgh EH1 3DG Printed for the Scottish
More informationPosition statement on the education and training of health care assistants (HCAs)
Position statement on the education and training of 1 of health care care assistants (HCAs) Introduction This document provides commissioners, education providers and employers with guidance on best practice
More informationCommon Best Practice code FoR HiGH-Quality internships
Common Best Practice code FoR HiGH-Quality internships Gateways to the Professions collaborative Forum about us The Gateways to the Professions Collaborative Forum is an ad hoc advisory body. Its membership
More informationPractice guidance for Specialist Community Public Health Nurse [SCPHN] Practice Teachers and Mentors (health visiting and school nursing)
Practice guidance for Specialist Community Public Health Nurse [SCPHN] Practice Teachers and Mentors (health visiting and school nursing) 1 Table of Contents Introduction... 3 The Support of Learners...
More informationPeople Strategy 2013/17
D a t a L a b e l : P U B L I C West Lothian Council People Strategy 2013/17 Contents 1 Overview 2 2 Council Priorities 8 3 Strategy Outcomes 10 1 Engaging and motivating our employees 13 2 Recognised
More information29. Human Resources Management
29. Human Resources Management The function of managing the University s workforce and its relationship with individual employees. Employees mean people employed directly by the University either permanently
More informationReport to: Trust Board Agenda item: 13 Date of Meeting: 25 April 2012
Report to: Trust Board Agenda item: 13 Date of Meeting: 25 April 2012 Title of Report: Status: Board Sponsor: Author: Appendices HR Quarterly Report For information Lynn Vaughan, Director of Human Resources
More informationehealth Architecture Principles
ehealth Architecture Principles Version 3.0 June 2009 Document Control Details Title: ehealth Architecture Principles Owner: Head of Architecture and Design, Scottish Government ehealth Directorate Version:
More informationCARE AT HOME SERVICE IMPROVEMENT PLAN UPDATE
HEALTH AND SOCIAL CARE COMMITTEE: 29 NOVEMBER 2012 POLICY AND RESOURCES COMMITTEE: 6 DECEMBER 2012 CARE AT HOME SERVICE IMPROVEMENT PLAN UPDATE Report by Director of Social and Community Services PURPOSE
More informationDEGREE IN SOCIAL WORK A REGIONAL STRATEGY FOR PRACTICE LEARNING PROVISION IN NORTHERN IRELAND 2010-2015
DEGREE IN SOCIAL WORK A REGIONAL STRATEGY FOR PRACTICE LEARNING PROVISION IN NORTHERN IRELAND 2010-2015 April 2010 Contents 1 INTRODUCTION 1 2. SCOPE, PURPOSE AND PRINCIPLES 3 3. OVERVIEW OF CURRENT ARRANGEMENTS
More informationHow To Be A Senior Pharmacy Technician
JOB DESCRIPTION JOB TITLE : Senior Pharmacy Technician DEPARTMENT : Pharmacy Heartlands, Solihull & Good Hope Hospitals GRADE : Band 5 HOURS OF DUTY : 37.5 hours per week. The Trust operates a 7 day working
More informationSUMMARY REPORT Trust Board 29 November 2013
SUMMARY REPORT Trust Board 29 November 2013 Subject Prepared by Approved by Presented by Nursing Establishment Report Workforce Development Manager and Deputy Director of Nursing Purpose The purpose of
More informationPROGRESS THROUGH PARTNERSHIP MAKING A DIFFERENCE GUIDANCE PERFORMANCE MANAGEMENT FRAMEWORK AND CONTINUOUS IMPROVEMENT
PROGRESS THROUGH PARTNERSHIP MAKING A DIFFERENCE GUIDANCE PERFORMANCE MANAGEMENT FRAMEWORK AND CONTINUOUS IMPROVEMENT July 2014 Contents Page Introduction 3 What is continuous improvement? 4 Why do we
More informationJOB DESCRIPTION. Clinical Nurse Manager 2 (CNM2) Staff Nurses, Health Care Assistants, Administration staff, Student Nurses and all hospital staff.
Job Title: JOB DESCRIPTION Clinical Nurse Manager 2 (CNM2) Professionally accountable to: Key working relationships: Key Reporting relationship: Director of Nursing Clinical Nurse Managers, Medical Staff,
More informationJOB DESCRIPTION. Tatchbury Mount base and other Southern Health Sites as required
JOB DESCRIPTION Job Title: Band: Hours: Location: Accountable to: Lead Manager for Workforce Planning & Resourcing 8a 37.5 per week Tatchbury Mount base and other Southern Health Sites as required Deputy
More informationVolunteer Managers National Occupational Standards
Volunteer Managers National Occupational Standards Contents 00 Forward 00 Section 1 Introduction 00 Who are these standards for? 00 Why should you use them? 00 How can you use them? 00 What s in a Standard?
More informationJOB DESCRIPTION. 1.1 Post Title: Property Services Director Directorate: People 1 st Slough. Property Services Location: Airways House
JOB DESCRIPTION Effective Date: July 2008 Post No: 1.DESCRIPTION Postholder: 1.1 Post Title: Property Services Director Directorate: People 1 st Slough Operating Unit: Property Services Location: Airways
More informationAudit and risk assurance committee handbook
Audit and risk assurance committee handbook March 2016 Audit and risk assurance committee handbook March 2016 Crown copyright 2016 This publication is licensed under the terms of the Open Government Licence
More informationD 1. Working with people Develop productive working relationships with colleagues. Unit Summary. effective performance.
1 Develop productive working relationships with colleagues Unit Summary What is the unit about? This unit is about developing working relationships with colleagues, within your own organisation and within
More informationLearning Disability Nursing
Career & Development Framework for Learning Disability Nursing in Scotland March 2013 NHS Education for Scotland 2013. You can copy or reproduce the information in this document for use within NHSScotland
More informationHealth and Safety Policy and Procedures
Health and Safety Policy and Procedures Health & Safety Policy & Procedures Contents s REVISION AND AMENDMENT RECORD : Summary of Change Whole Policy 4.0 05 Nov 08 Complete re-issue Whole Policy 4.1 10
More informationDELIVERING FOR REMOTE AND RURAL HEALTHCARE
DELIVERING FOR REMOTE AND RURAL HEALTHCARE WHAT IT MEANS FOR YOU DELIVERING FOR REMOTE AND RURAL HEALTHCARE WHAT IT MEANS FOR YOU The Scottish Government, Edinburgh 2008 Crown copyright 2008 ISBN 978-0-7559-5715-6
More informationManaging ICT contracts in central government. An update
Managing ICT contracts in central government An update Prepared by Audit Scotland June 2015 Auditor General for Scotland The Auditor General s role is to: appoint auditors to Scotland s central government
More informationnationalcarestandards
On 1 April 2011 a new independent scrutiny and improvement body replaced the Care Commission Social Care and Social Work Improvement Scotland (SCSWIS). Contact SCSWIS on 0845 600 9527 or visit www.scswis.com
More informationPrice caps for agency staff: rules. November 2015. www.gov.uk/monitor
Price caps for agency staff: rules November 2015 www.gov.uk/monitor Contents 1. Introduction 3 2. Why price caps have been introduced and context 3 3. Organisations in scope 4 4. Staff groups in scope
More informationPRACTICE FRAMEWORK AND COMPETENCY STANDARDS FOR THE PROSTATE CANCER SPECIALIST NURSE
PRACTICE FRAMEWORK AND COMPETENCY STANDARDS FOR THE PROSTATE CANCER SPECIALIST NURSE MARCH 2013 MONOGRAPHS IN PROSTATE CANCER OUR VISION, MISSION AND VALUES Prostate Cancer Foundation of Australia (PCFA)
More informationTRAINING AND QUALIFICATIONS FOR OCCUPATIONAL HEALTH NURSES
TRAINING AND QUALIFICATIONS FOR OCCUPATIONAL HEALTH NURSES Summary The Council for Work and Health is concerned that the current system of training and qualifications for occupational health nurses in
More informationVictorian Public Health Sector Classification System
Victorian Public Health Sector Classification System A review and development of a new classification structure was proposed in the Health Services Union of Australia Administrative Offices Victorian Public
More informationNursing and Midwifery review January 2014
Presented for: Presented by: Strategic objective: Discussion Date: 28/01/14 Chris Wilkinson, Director of Care Quality and Chief Nurse Excellent Patient Care - Patient Safety Regulatory relevance: CQC Registration:
More informationCHARLES STURT UNIVERSITY WORKFORCE PLANNING FRAMEWORK 2007 2011
CHARLES STURT UNIVERSITY WORKFORCE PLANNING FRAMEWORK 2007 2011 1. DEFINITION... 1 2. CONTEXT... 1 3. STRATEGIC ALIGNMENT AND DRIVERS... 1 4. VALUES... 2 5. PRINCIPLES OF PRACTICE... 2 6. PERFORMANCE INDICATORS...
More informationPay, conditions and care quality in residential, nursing and domiciliary services
Pay, conditions and care quality in residential, nursing and domiciliary services This Round-up examines the relationship between pay and conditions for workers in residential, nursing and domiciliary
More informationHub and Spoke Policy for Undergraduate Nursing and Midwifery Programmes
Hub and Spoke Policy for Undergraduate Nursing and Midwifery Programmes 1 1.0 Introduction 1.1 The three Higher Education Institutions (HEIs) are committed to providing practice placements which maximise
More informationManaging early departures from the Scottish public sector
Managing early departures from the Scottish public sector Prepared by Audit Scotland May 2013 The Accounts Commission The Accounts Commission is a statutory, independent body which, through the audit process,
More informationPerformance Management Strategy & Framework. Debbie Kadum, Chief Operating Officer. Debbie Kadum, Chief Operating Officer
Reporting to: Trust Board Tuesday 25th July 2013 Enclosure 5 Title Sponsoring Director Author(s) Performance Management Strategy & Framework Debbie Kadum, Chief Operating Officer Debbie Kadum, Chief Operating
More informationInformation Governance Strategy
Information Governance Strategy To whom this document applies: All Trust staff, including agency and contractors Procedural Documents Approval Committee Issue Date: January 2010 Version 1 Document reference:
More informationAUDIT & PERFORMANCE REVIEW COMMITTEE ON 26 TH SEPTEMBER 2007
PAGE: 1 REPORT TO: SUBJECT: BY: AUDIT & PERFORMANCE REVIEW COMMITTEE ON 26 TH SEPTEMBER 2007 ASSET MANAGEMENT CHIEF FINANCIAL OFFICER 1. REASON FOR REPORT 1.1 To provide the Audit and Performance Review
More informationAdditional Hours & Overtime Policy
Additional Hours & Overtime Policy Document Profile Box Document reference: Version: Draft 1.6 Ratified by: Date ratified: Name of originator/author Head of HR Name of responsible Workforce Equality Comittee
More informationNHS STAFF COUNCIL IN PARTNERSHIP. NHS terms and conditions of service handbook
NHS STAFF COUNCIL IN PARTNERSHIP NHS terms and conditions of service handbook Amendment number 35 Pay and conditions circulars (AforC) number 1/2015, number 2/2015 and number 3/2015 Introduction The terms
More informationNational publication of inpatient nursing staffing
Report to: HPFT Board Date: 26 June 2014 Report by: Mary Mumvuri (Head of Nursing and Patient Safety) Subject: Nature of Report National publication of inpatient nursing staffing Open 1. Background This
More informationTrust Board Meeting: Wednesday 11 March 2015 TB2015.33. Oxford University Hospitals Trust Nursing and Midwifery Strategy 2015-2018
Trust Board Meeting: Wednesday 11 March 2015 Title Oxford University Hospitals Trust Nursing and Midwifery Strategy 2015-2018 Status History This is a new paper Presented to the Trust Management Executive
More informationThe Effect of Staff Building on Early School and Childcare
THE KEY ROLE OF STAFF IN PROVIDING QUALITY PRE-SCHOOL EDUCATION THE KEY ROLE OF STAFF IN PROVIDING QUALITY PRE-SCHOOL EDUCATION Crown copyright 2007 ISBN: 978-0-7053-1126-7 HM Inspectorate of Education
More informationAgenda for Change. NHS terms and conditions of service handbook
Agenda for Change NHS terms and conditions of service handbook January 2005 Introduction The terms and conditions of service set out in this Handbook apply in full to all staff directly employed by NHS
More informationTitle: Sickness Absence Management Policy and Procedure. CONTENT SECTION DESCRIPTION PAGE. 1 Introduction 2. 2 Policy statement 2.
Title: Sickness Absence Management Policy and Procedure. Date Approved: 17 June 2014 Approved by: JSPF Date of review: June 2016 Policy Ref: Issue: 1 Division/Department: Human Resources Author (post-holder):
More informationHuman Resources Report 2014 and People Strategy
24 February 2015 Council 5 To consider Human Resources Report 2014 and People Strategy Issue 1 The annual report on Human Resources issues and a proposed People Strategy. Recommendations 2 Council is asked
More informationHealth Professions and Patient Safety. Health Professions and Patient Safety.
Title Open and Honest Care July 2015: Staffing Levels across Nursing and Midwifery inpatient settings. Meeting Executive Board Date 14 th September 2015 Executive Summary The purpose of this report is
More informationLFRS Business Continuity Planning
LFRS Business Continuity Planning 1.1 INTRODUCTION The LFRS Business Continuity Plan provides a framework for the activation, allocation and deployment of Lancashire Fire and Rescue Services resources
More informationHealthcareSuite. Unique, intelligent workforce planning that balances the needs of healthcare organisations, end-users and employees
HealthcareSuite Unique, intelligent workforce planning that balances the needs of healthcare organisations, end-users and employees Introducing HealthcareSuite, the proven solution from Time Care that
More informationInside R. of experience and competence and relevant to developmental needs; and. adequate time to provide training.
Inside R Successive independent Inquiry reports and a number of surveys conducted by the Royal Colleges throughout Scotland and the UK have highlighted major difficulties within medical training which
More information2.0 RECOMMENDATIONS Members of the Committee are asked to note the information contained within this report.
REPORT TO: SCRUTINY COMMITTEE 25 JUNE 2013 REPORT ON: REPORT BY: INTERNAL AUDIT REPORTS CHIEF INTERNAL AUDITOR REPORT NO: 280-2013 1.0 PURPOSE OF REPORT To submit to Members of the Scrutiny Committee a
More informationOPEN UNIVERSITY WORLDWIDE LIMITED HUMAN RESOURCES DEPARTMENT SERVICE LEVEL AGREEMENT
OPEN UNIVERSITY WORLDWIDE LIMITED HUMAN RESOURCES DEPARTMENT SERVICE LEVEL AGREEMENT GENERAL ENQUIRIES To ensure that all customers receive a timely, accurate and professional response to their requests
More informationDoes having an actual level below 100% mean a ward is unsafe?
NURSE AND MIDWIFERY STAFFING LEVELS FREQUENTLY ASKED QUESTIONS Does having an actual level below 100% mean a ward is unsafe? No. We would expect the actual staffing level to be close to the planned level
More informationCareer & Development Framework for Public Health Nursing Health Visiting and School Nursing
& Development for Public Health Nursing Health Visiting and School Nursing & Development for Public Health Nursing Health Visiting and School Nursing Contents Introduction 5 6 7 8 Practitioner Senior Advanced
More informationStratford on Avon District Council. The Human Resources Strategy
Stratford on Avon District Council The Human Resources Strategy Page 1 1 Purpose of The Human Resources (HR) Strategy The purpose of this document is to review the role and effectiveness of human resource
More informationLeadership milestone matrix
New Deal for the Education Workforce Leadership milestone matrix Leading, learning, inspiring Audience All educational practitioners working with learners from ages 3 to 19 including teachers, leaders
More information