presentation

Report
‘THE SKILLS PLEDGE’
Conrad Newbold, Widening Participation Manager,
NHS West Midlands
Why Commit to the Skills Pledge?
Government Policy
– Regional Public Sector Skills Challenge
– Leitch Review of Skills in the Global Economy
– Apprenticeships, Skills, Children and Learning Act 2009
– Skills for Sustainable Growth
– European Working Time Directive
– Response to recession
Why Commit to the Skills Pledge?
Liberating the NHS: Developing the healthcare workforce
•
DH consultation launched 20th December to close 31st March 2011.
•
Paper sets out proposals for a new framework for education and training with a focus on
patients, local communities, value for money and delivery of the wider service strategy
•
Creation of provider led ‘Skills Networks’ bringing all providers of NHS Care to the table
ie: Local Authorities / PIV / GP to deliver current functions of Multi-professional Workforce
Deaneries
•
Skills Networks to be a legal entity - Number, size, local or regional not specified but
size important in terms of viability and ability to deliver e.g. PGMDE“
•
Proposes a new funding model for education and development
Why Commit to the Skills Pledge?
Revision of the Current Educational Architecture
•
DH launched its consultation 20th December to close 31st March 2011 and which set out
proposals for a new framework for education and training
•
Focus on patients, local communities, value for money, and effective linkage to delivery
of the wider service strategy.
•
Led by Providers and requiring the creation of provider led ‘Skills Networks able to deliver
current functions of multi-professional Workforce Deaneries
•
Skills Networks to be a legal entity - Number, size not specified
•
Skills Networks should bring all providers of NHS Care to the table i.e. Local Authorities /
PIV / GP Providers
•
Includes a new governance model nationally with the emergence of a new Special Health
Authority ‘Health Education England’ (HEE)
Why Commit to the Skills Pledge?
Service
– Up skilling staff in Levels 1 – 4
– Need for a flexible, reconfigured and productive workforce
– Part of the Modernising Healthcare Careers picture
– Changing workforce demographics
– Workforce grown from all communities in the West Midlands
Why Commit to the Skills Pledge?
Business Benefits
– Focus on improving quality, patient safety and reducing
inequalities
– Increased productivity and enhanced performance across all
service delivery
– Support the provision of more specialised services closer to
home
– Innovative and sustainable workforce solutions to caring for
patients and their families
– Transformational leadership at all levels of the organisation
Engagement Strategy
• Complete an effective Training Needs Analysis for those staff in
Levels 1 – 4
• Work with the Professional Education and Corporate Learning
Team, education/training providers and funding agencies to
deliver and source skills, learning and qualifications to improve
patient care and the delivery of services across the organisation
• Work with colleagues at all levels and in all areas of the
organisation to foster a culture in which lifelong learning is sought,
promoted and supported
Engagement Strategy
• Work with colleagues to align education and learning to workforce
planning and service transformation and redesign
• Deliver an approach to key skills assessment and development
for both new and existing staff at all levels of the organisation
• Identify opportunities for new and existing staff to undertake
clinical and non-clinical apprenticeships in 2009/10
Engagement Strategy
• Develop and deliver work-related learning and work experience
opportunities for both young and adult learners
– Care Ambassador Network
– ‘HealthTec’
– Work/Practice Placements
• Identify, access and administer capital and revenue funding
streams
– Joint Investment Framework/Skills Funding Agency
– Workforce Deanery/Locality Stakeholder Board
– European Social Fund
– Neighbourhood Renewal Fund
– Big Lottery Fund/Children in Need
Key Success Criteria
• Strong, empowering leadership which challenges the process,
inspires a shared vision and enables others to act in the
development of a widening participation strategy, its delivery
mechanisms and associated communication strategy
APPRENTICESHIPS
THE STORY (SO FAR ....)
Conrad Newbold, Widening Participation Manager,
NHS West Midlands
Apprenticeships: A history lesson?
• Apprenticeships date back to around 12th century, flourishing by the 14th century
• Parents or guardians of a minor would agree conditions for an apprenticeship with
a Guild’s master craftsman
• The minor would be bound for 5-9 years
(e.g. from age 14 to 21)
• By late 19th century, approx 1 in 5 young
people were an apprentice
• Numbers declined in 1970’s and 80’s, then
revived:
1998 – 75,000 Apprentices
2008 – 225,000 Apprentices
2009 – 239,900 Apprentices
What is an Apprenticeship?
• Work-based training programmes open to people of all age
groups (minimum age 16)
• Completed in one to four years
• Learn job-specific skills working ‘hands-on’ alongside experienced
staff
• Earn a decent wage as an employee (minimum £95 per week/
average £170 per week)
• Attend college or a training centre to gain essential theoretical
knowledge, usually by day-release
• Gain nationally recognised qualifications as part of apprenticeship
The Three Levels of Apprenticeship
1. Intermediate Level Apprenticeships (equivalent to five good GCSE passes)
• Work-based learning qualifications (e.g. Diploma Level 2)
• Key/Functional Skills
• Knowledge-based qualification (“technical certificate”)
such as a BTEC
2. Advanced Level Apprenticeships (equivalent to two A-level passes)
• Work-based learning qualifications (e.g. Diploma Level 3)
• Key/Functional Skills
• Knowledge-based qualification (“technical certificate”)
such as a BTEC
3. Higher Level Apprenticeships (equivalent to
Intermediate HE qualification)
• Work-based learning qualifications (e.g. Diploma Level 4)
• Key/Functional Skills
• Knowledge-based qualification (“technical certificate”)
such as a Foundation Degree
Apprenticeship Frameworks
• Developed by Sector Skills Councils under licence from Government to
work with employers to develop National Occupational Standards and
design frameworks for the industries they represent
• 96 Intermediate Apprenticeship frameworks
• 95 Advanced Apprenticeship frameworks
• 5 Higher Apprenticeship frameworks:
– Currently, there are no clinical Higher Apprenticeship frameworks
• From 6th April 2011, there will be no new Apprenticeship starts against
frameworks which do not comply with the SASE. To ensure that
apprentices can complete Apprenticeships started against existing
frameworks prior to April 2011, the Secretary of State will allow for
existing frameworks to be treated as Apprenticeship frameworks issued
under the ASCL Act.
Progression Opportunities
Development of
progressive
apprenticeships pathways
Role development around
care pathways
Map to Professional
Programmes – use of
APEL
Health Sector Apprenticeship Roles
Health and Social Care
• Blood Donor Support + Advanced Support
• Perioperative Support
• AHP Support – Clinical Imaging
• AHP Support – Dietetics
• AHP Support – General
• AHP Support – Physiotherapy + Occupational Therapy
• AHP Support - Radiotherapy
• AHP Support – Radiography
• AHP Support – Speech and Language Therapy
• Clinical Support + Clinical Healthcare Skills
• Decontamination
• Endoscopy Support
• General Healthcare Support
• Maternity/Paediatric Support
• Newborn Hearing Screening
• Obstetric Theatre Support
• Perioperative Care – Anaesthetic/PACU Support
• Perioperative Care – Surgical Support
• Renal Support
• Pathology Support
• Support Services with the following routes:
• Portering/Security
• Housekeeping/ Domestics
• Laundry
• Postal
• Transport
• Catering
• Health Records and Patient Administration
• Dental
• Laboratory Technicians (Generic)
• Pharmacy Technicians
Corporate Services including:
• Accountancy + Payroll
• Administration + Information and Library Services
• Children’s Care Learning and development
• Contact Centres
• Customer Services
• IT various
• Management + Marketing
Estates and Facilities including:
• Engineering various (incl. servicing medical equipment)
• Logistics various (incl. management, storage & delivery)
• Cleaning and Support Service Industry
• Construction various
• Facilities Management
• Maintenance – equipment, buildings, land
• Hospitality and Catering
• Providing Security Services
• Purchasing and Supply
• Vehicle Engineering and Maintenance
Why do an apprenticeship?
You can still do an apprenticeship even if you are already working
in the health sector.
An apprenticeship will help you:
• gain nationally recognised qualifications
• work, learn and earn all at the same time
• meet your personal development needs
• progress your career and academic plans
• learn in a flexible way that fits around your needs
• develop a wide range of skills required in the health sector now and in the
future
What can apprenticeships offer?
Out of 130,000 organisations offering apprenticeship places:
• 59% report that training apprentices is more cost-effective
• 76% say that apprentices provide higher overall productivity
• 80% feel that apprenticeships reduce staff turnover
• 66% believe that their apprenticeship programme helps them fill
vacancies more quickly
• 57% report a high proportion of their apprentices attain career and/or
academic progression
• 75% of respondents expect apprenticeships to play an increasing part in
their recruitment policy in the future
Source: Research by Populus on behalf of the Learning and Skills Council, February 2009
What's in it for you?
• Improvements in patient care
• Significant funding to support training
• Implementation of new work roles and
systems
• Influence new frameworks and develop
existing frameworks
• Contribution to resolving issues around
regulation/registration
• Staff have nationally recognised
qualifications – transportable
• Increase in staff morale and commitment
• Creates regeneration opportunities
Training and Funding
• Available from the National Apprenticeship Service.
• The size of the contribution varies depending on the sector and the age
of the candidate.
 If the apprentice is aged 16–18 years old, you will receive 100 per
cent of the cost of the training;
 if they are 19-24 years old, you will receive up to 50 per cent;
 if they are 25 years old or over you may only get a contribution
depending on the sector and area in which you operate.
• This is paid directly to the organisation that provides and supports the
Apprenticeship; in most cases this will be a learning provider.
• In the West Midlands, the remainder (or “employer contribution”) is
currently funded by the Strategic Health Authority
Government’s Spending Review 2010
• Promise to “double” the number of apprenticeships for over-19s
• By 2014/15, Coalition will spend up to £250m creating an extra
75,000 apprenticeships for adults in the workplace to boost the
skills of the UK workforce
• Provide an extra 75,000 places
per year from 2014/15
• Latest figures show that in
2008/09, there were 84,700
apprenticeships starts for the
19 to 24-year-old age group
Budget 2011
• Funding for an extra 40,000 Apprenticeships for unemployed
young people
• Only one in 10 employers in the UK offers apprenticeships,
compared to one in four in Austria
• Funding for 100,000 new work
experience placements over two
years
• Double the amount of University
Technical Colleges it plans to fund
to 24 in a bid to train up students
between the ages of 11 and 19 in
vocational skills
Focus on Apprenticeships
• January 2009 – Previous Government announces £140m extra
investment to deliver:
– 250,000 new apprenticeships to begin training in the next year
– NHS target = 5,000
– NHS West Midlands original target : 541 (fair shares) + 2008/09
baseline activity (302) = 843
• DH funding (£5.5 million) - £5,000 per new apprentice start
• Allocation on basis of Trust/PCT returns for 2009/10 activity plus
additional activity (not fair shares)
• NHS West Midlands planned activity = 1,459
• Funding flexible – PCT/Trusts to decide best use
New Apprenticeship Starts in 2009/10
New Apprenticeship Starts
1600
1400
1200
1000
800
600
400
200
0
Performance Compared to Other
Regions for 2009/10
Performance Compared to Other Regions
1400
1200
1000
800
600
400
200
0
1357
1099
355
371
389
518
673
687
731
1454
Apprenticeship Profile for 2009/10
New Apprenticeship Starts in 2010/11
1600
1400
1200
1000
800
600
400
200
0
2009/10
2010/11
Q1
Q2
Q3
Q4
65
225
279
523
617
785
1454
1384
Peter Blythin – Director of Quality and
Workforce, NHS West Midlands
“NHS West Midlands has embraced apprenticeships in the Healthcare
sector. In addition to Department of Health funding, totalling £5.550m, a
further £2.165m was committed to fully support every apprentice start
within the region last year. By comprehensively scoping the organisational
need, their capacity to support, working closely in partnership with Trusts,
PCTs, training providers and the Skills Funding Agency/National
Apprenticeship Service, we have achieved an unparalleled level of
Apprenticeship activity, activity that is sustainable for future years.
I would like to thank all our partner organisations for their valuable
contributions to this agenda and hope that we can continue to work
together in the future to sustain and build on these successes”.
Any Questions
Workshop Question
How do you intend to influence and
inform the future direction of the widening
participation agenda?
Please spend some time to come up with a
‘LIE’ which is best placed to meet your needs
• National v Regional v
Local
• Independence v Dependence v Inter-dependence
• Inclusivity v Exclusivity v Equality
and Diversity

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