E LEARNING STRATEGY 1. INTRODUCTION

E LEARNING STRATEGY 1. INTRODUCTION The aim of this strategy is to describe how the Trust can develop a progressive approach towards the continued application of e learning to ensure maximum use of this mode of learning delivery throughout the Trust with minimum duplication or waste of resources. The strategy will establish priorities for the delivery and support of e learning across the Trust over the next two years (2012 2014). The definition of e learning used in this strategy is learning that is achieved, supported and managed through the use of electronic information provision, services and systems. This definition is taken from the NHS East of England E Learning Strategy 2009. It is acknowledged that this is a very broad definition and encompasses a range of web 2.0 technologies and applications such as Wikis, Blogs, Podcasts, and social media such as Video, Images and Networking as well as web conferencing solutions such as WebEx and Elluminate etc. It is important that e learning is not seen as a discrete and separate delivery mode but as part of a blended spectrum, which is seamlessly and strategically embedded into the full range and all levels of learning, education, training and library information services. The strategy for 2012/14 however, will be limited in its scope and will apply to technologies which are supported through the Trust s information strategy. The development of a specific e learning strategy is an attempt to promote further development in this mode of learning and support the principles set out in A High Quality Workforce: NHS Next Stage Review (2008) which states that there is a need for a strategic approach to the appropriate use of e learning, simulation, clinical skills facilities and other innovative approaches to healthcare education..we need to use modern education techniques if we are to fulfil our ambition to widen participation in learning and to enhance the learning environment for those undertaking continuing professional development. 2. VISION AND STRATEGIC GOALS 2.1 Vision By 2014 effective e learning and learning technology platforms will underpin and support the learning of all Trust staff making a significant contribution to service compliance with statutory and mandatory training and supporting the delivery of high quality services that exceed people s expectations. 2.2 Strategic Goals The strategy proposes a developmental approach to the adoption of e learning across the Trust where in two years: Page 1 of 8

The use of e learning will be strongly endorsed and strategically supported by leaders and service managers across the organisation The Trust will be using e learning wherever possible to support it to meet its statutory and mandatory training requirements, to ensure NHSLA standards are met and compliance rates will have increased to meet a target of 95% The trust will be using e learning to deliver elements of IT training relating to Microsoft office products, and where possible, the clinical systems in use within the trust The trust will be using e learning for elements of management training that require knowledge transfer as part of a blended approach to certain management training courses The learning technology platforms and ICT infrastructure will be delivering tangible and measurable results in terms of an increased volume of learners and e learning will be easily accessible and readily available for all staff irrespective of role, location, or hours of work Efficiencies and better value will have been gained by maximising economies of scale in both the delivery and recording of learning The benefits and limitations of e learning will be fully recognised and it will be blended effectively so that it offers engaging, personalised, flexible learning experiences which meet a wide range of learning styles, preferences and abilities The information skills of staff will have generally developed and learners of all levels and abilities will be confident about using learning technology There will be an increased evidence base fully evaluating the effectiveness of e learning on learning outcomes and patient care 3. NATIONAL AND LOCAL CONTEXT 3.1 National context The Department of Health have identified a clear need to establish the wider adoption and deployment of e learning across healthcare organisations (Supporting Best Practice in E Learning in the NHS: a Strategic Framework National Workforce Group 2005). In 2006 a statement was made in Modernising Healthcare Training: E Learning in Healthcare Services (National Workforce Group 2006) that given the current climate for change, the imperative of securing best value from investments, the potential and increasing ubiquity of new learning technologies, the need for safer methods of education.the time is right for healthcare services to systematically plan and encourage the wider adoption of e learning and in 2008 A High Quality Workforce (NHS Next Stage Review DH 2008) specifically identified the need for a national strategy for the appropriate use of e learning, simulation, clinical skills facilities and other innovative approaches to healthcare education. In April 2010 the Director for Workforce Development at the Department of Health launched a draft National E Learning Framework for England to help organisations set their local e learning implementation plans in the national context. The vision outlined in the framework is to promote the cost effective use of e learning and other modern technologies to enable all staff in the NHS to get high quality learning support which will enable them to develop and test their skills and competencies and so achieve the best outcomes for staff and patients. The document claims that the progressive development and application of e learning across organisations will help to support the delivery of the NHS Constitution Pledge to provide all staff with personal development and access to appropriate training for their jobs and will actively support key quality, innovation, productivity and prevention (QIPP) initiatives. Page 2 of 8

3.2 Local Context 3.2.1 Trust Strategy The Trust has recently developed a new strategy covering the period from 2012 to 2016. There are a number of key themes contained within this strategy: Patient Focus keep getting better Sustainability keep the core strong Sustainability grow selectively Research, training & innovation invest in the future Staff feel proud to work here and keep making a difference Partnership our hospital, our community Within these themes there are a number of areas that relate to learning and development and which should be considered within the scope of this e learning strategy. In particular the strategic objectives will require: An increased focus from all staff on the patient experience and the skills required to maximise this (i.e. customer service training) elements of this could be delivered via e learning An increased focus on performance management and the skills to operate it effectively some of the process issues could be delivered via e learning An increased focus on the effective delivery of statutory and mandatory training a substantial proportion of this could be delivered via e learning Ensure training delivery methods are appropriate to the busy environment the trust faces (increased use of e learning) Ensuring areas such as financial management and workforce planning/development are incorporated into training possible e learning delivery mechanisms for some of this 3.2.2 E Learning Technology The Trust had an urgent need for a learning management system in 2008 which resulted in the development of a business case for a system. In this business case the trust considered the national learning management system that was being developed under the auspices of ESR but found significant limitations with the system at that time. As a result the decision was made to procure the E2Train system ilearn. The scope of this system covers all learning management activity in terms of training administration, recording of training, reporting and the ability to upload e learning content. Page 3 of 8

3.3 Trust Progress to Date The Trust has gradually been introducing e learning to offer greater flexibility in the delivery of training, however currently this exists on a number of platforms (such as NHS Connecting for Health for Information Governance training) and other individual instances. This has largely been as a result of an immediate pressing need rather than as a planned roll out. The ilearn system is however being used almost exclusively to record training and to deal with the administration aspects of training (course bookings etc.) and produce reports of attendance etc. To date the creation of e learning functionality within has not been used but tests show that this is possible and other users of the system (Bristol, Avon & Wiltshire MH Trust, Gloucester Hospitals and Leeds Teaching Hospitals are using this functionality and creating effective learning content). As part of this E Learning strategy the trust needs to seek to realise the significant investment it has made in ilearn. This product and the IT infrastructure it requires needs to be fully investigated to see if this platform can be utilised more fully across the trust as the single source of e learning. It is suggested that only if insurmountable obstacles exist should other platforms be considered. 4. BENEFITS OF E LEARNING Traditionally e learning has been regarded as a poor replacement for face to face classroom based learning, however, research evidence suggests that there is no significant difference in learning outcome between these methods of delivery and there is increasing evidence that well structured e learning, accompanied by integral knowledge assessment, leads to improved retention of key learning points. The national e learning framework sets out a number of anticipated benefits including the provision of a flexible method of education and training delivery which is quality assured, standardised and consistent, which will widen access to education and training and help deliver the NHS Constitution pledge to support the development of staff in reaching their potential. It is anticipated that the progressive development and application of e learning across the Trust will produce benefits not only for staff and their managers but also for service users and senior managers and leaders. Anticipated benefits include: Flexible and increased opportunities to access learning for all staff and especially for those who work unsocial and/or part time hours Better alignment of learning activities with patient and organisational requirements The provision of constant access to high quality up to date and standardised learning materials ensuring consistency of knowledge to support delivery of high quality care Access to training that can be delivered quickly and effectively to support the organisation to meet NHSLA standards and reduce clinical negligence litigation expenses Assistance in driving forward knowledge assessed and competence based education and training The creation of opportunities for cost efficiency especially in the reduction of training related travel expenses, tutor expenses and (dependent on NLMS implementation) reduced administration costs associated with booking staff onto training and recording successful completion Page 4 of 8

The provision of robust, automatic recording and reporting of training and development activities. Further work could also allow individuals to transfer this record to another employer should they leave the trust 5. BARRIERS TO E LEARNING The national e framework for England acknowledges that education and training is a complex area. It recognises interdependencies with the IT infrastructure in healthcare organisations and the confidence of staff in using information technology. Surveys of e learning readiness within NHS organisations have been conducted in other SHA areas and have identified the key barriers to e learning being: Lack of ICT skills amongst the workforce Problems with ICT infrastructure within organisations Lack of revenue for e learning Workplace constraints such as supervisors not providing protected time and lack of learning support from training staff to individual learners Equally evidence shows that within the NHS successful implementation of e learning can be achieved when: The IT system is robust including IT support and engagement for troubleshooting queries which limits any disruption to the end user Accessibility to all e learning is available from 99% of all Trust PCs Effective communication is in place with frequent information on e learning opportunities available and tutorials and user guidance notes on how to access courses and get started readily available There is high visibility of e learning within the organisation including visits to departments to provide support and regular drop in sessions to promote and maintain two way communication between education and training staff and e learning end users There is senior manager commitment including the setting of high targets for mandatory training compliance with recommendations for those subjects which should be completed via e learning (95% compliance targets) There is an emphasis on the quality of the products; ensuring users don t find e learning tiresome (too long, repetitive, and irrelevant). A structured project plan for e learning implementation exists with fully resourced dedicated support to deal with design, administration, troubleshooting and monitoring of effectives of e learning 6. THE WAY FORWARD Although some progress has already been made in the introduction and spread of e learning throughout the Trust, this has happened with any real degree of co ordination. As a result, adoption is patchy and there is still significant progress to be made to embed e learning into the culture of the organisation. It is important that the priorities are both stretching and achievable with this in mind it is suggested that the key priorities for the next three years will be: Page 5 of 8

Expansion of e learning use to support the delivery of 95% compliance rates with all mandatory training by 31 March 2014. Demonstrable commitment from managers and leaders throughout the Trust to promote and support the use of e learning including the consistent provision of protected time for staff undertaking learning through this method. The agreement at executive level of the single co ordination mechanism for e learning proposals and actions. The General Education Board could fulfil this role with a dedicated subgroup/workstream dedicated to this area. It will be important police this so that e learning initiatives are all channelled through this group and other approaches are not approved. The General Education Board remit to include all e learning to be agreed and implemented by 30 September 2012. A review of e learning technology and agreement of the IT platform to be used to host e learning materials. As the trust has already invested significant resources into ilearn and it is being used for administration, records and reporting, the review should focus firstly on what could be provided through ilearn and the processes and technologies required for this. Only should there be insurmountable obstacles should alternative technologies be considered. This review to be completed by 31 January 2013. A comprehensive review of current statutory and mandatory training requirements recently revised under a training needs analysis exercise to meet NHSLA standards. The aim of this review being to identify which courses are predominantly knowledge based and therefore the recommended delivery mode should be e learning rather than classroom based. The review, to be completed by the end of November 2012, to include skills based courses where knowledge elements could be completed via e learning prior to attendance at direct contact training (a blended learning approach) thereby releasing trainer time and increasing their capacity to deliver increased numbers of classroom based skills sessions. As this is likely to be a contentious process Trust Executive Director sponsorship is required. The establishment of targets to increase the number of staff completing theory based mandatory training via e learning rather than through attendance at a classroom based session. Setting a target of 80% completion by e learning and only 20% through attendance at classroom based courses by 31 March 2014 A comprehensive e learning communication and support plan to be developed by 31 January 2013, and subsequently implemented, to promote and support e learning. This will include timely and accessible information on e learning opportunities available, the development of tutorials and detailed user guidance notes, the development of facilitated learner support sessions and consideration of the identification of e learning champions in service areas where monitoring reports show that take up is slow. A detailed and structured ICT project plan to be developed by the end of February 2013 which scopes ICT infrastructure issues associated with e learning implementation and includes network access, PC availability and suitability for e learning including dedicated space for learning and staff skills in using technology for learning. This will produce a detailed implementation plan identifying Page 6 of 8

what is required to provide fully resourced support to roll out the technology for e learning from 30 June 2013. 7. ACTION PLAN An initial action plan is included in appendix 1 however an annual e learning action plan, developed under the auspices of the General Education Board will be developed to support the e learning strategy over the next two years. 8. MONITORING The HR Directorate together with the General Education Board will review progress made with the annual e learning action plan against the strategic goals set out in 2.2 and will review the e learning strategy on an annual basis. July 2012 Page 7 of 8

APPENDIX 1 Action Plan July 2011 March 2013 Action Responsibility Timescale 1. Review of statutory and mandatory HR together with course tutors To be completed by end of November 2012 training needs analysis to identify categories of training which should be delivered predominantly via e learning 2. Review of IT and Management Training to identify categories of training which could be delivered using a blended learning approach HROD, IT Training and other relevant course tutors To be completed by end of November 2012 3. General Education Board to adopt formal responsibility for overseeing e learning content and development across the trust 4. The development of a project group to review ilearn and its capabilities in relation to e learning content and to report on the continued use of the system of use of alternatives 5. ICT project plan to be developed to scope ICT infrastructure issues to enable roll out of e learning 6. Development of e learning communication and support plan General Education Board, Executive Directors (sponsors) General Education Board to task appropriate sub group. Sub group members to undertake ICT together with HR and relevant General Education Board members To be completed by end of September 2012 To be completed by end of November 2012 To be completed by end of February 2013 HR To be completed by end of January 2013 Page 8 of 8