18 September 2018 Andy Wright, IAPT Advisor, Heather Stonebank, - - PowerPoint PPT Presentation

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18 september 2018
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18 September 2018 Andy Wright, IAPT Advisor, Heather Stonebank, - - PowerPoint PPT Presentation

Sep 19, 2023 265 likes •924 views

Yorkshire and the Humber Mental Health Network Senior PWP Network 18 September 2018 Andy Wright, IAPT Advisor, Heather Stonebank, Lead PWP Advisor and Sarah Boul, Quality Improvement Manager andywright1@nhs.net,

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www.england.nhs.uk

  • Andy Wright, IAPT Advisor, Heather Stonebank, Lead PWP Advisor and Sarah Boul,

Quality Improvement Manager

  • andywright1@nhs.net, heather.stonebank@shsc.nhs.uk and sarah.boul@nhs.net
  • Twitter: @YHSCN_MHDN #yhmentalhealth
  • September 2018

Yorkshire and the Humber Mental Health Network

Senior PWP Network 18 September 2018

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@YHSCN_MHDN #yhmentalhealth

Housekeeping:

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Yorkshire and the Humber Senior PWP Network

Welcome, Introductions and Apologies

Andy Wright, IAPT Advisor, Yorkshire and the Humber Clinical Network

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Yorkshire and the Humber Senior PWP Network

Wellbeing Activity Checking In

All

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A picture is worth a thousand words…

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Yorkshire and the Humber Senior PWP Network

National IAPT Programme Update: A Journey from PWP to IAPT Project Manager

Becky Gill, IAPT National Programme, NHS England

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Yorkshire and the Humber

Senior PWP Network

Becky Gill 18th September 2018

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  • Currently working at NHS England within the IAPT

Programme

  • Former PWP and Senior PWP
  • Living in London
  • Enjoy playing netball just got back in to running

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Who I am

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Happy 10th Birthday to PWPs!

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We’ve come a long way but still face lots

  • f

challenges

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Expand to reach 25% prevalence which means 1.5 million people in total entering treatment each year (600,000 additional people). 2/3 will come from IAPT-LTC services

The commitments

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Increase the number of MH therapist working in primary care by 3,000 Expand the workforce so there are an additional 4,500 therapists trained

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2018/19 priorities

  • FYFV commitments
  • IAPT Manual and LTC pathway document
  • IAPT-LTC support offer
  • Workforce expansion
  • Wellbeing and retention
  • Regional Deep Dives
  • Continuing to work with stakeholders and ALB’s (Arms

Length Bodies) where delivery commitments are shared ie:HEE

  • Collaborating with providers, commissioners, and

clinical networks in assuring and supporting quality via the IAPT Manual

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  • Blogs, videos and presentations about the PWP role and

how skills can be used in senior/specialist roles

  • The role of Psychological Wellbeing Practitioner and

career progression – Heather Stonebank

  • A Psychological Wellbeing Practitioner career

pathway: an exciting and diverse role – Carolyn Houghton

  • Updated the HEE careers page on the role of a PWP
  • Guidelines on PWP preceptorship year and CPD
  • PWP representation at a senior level
  • Encouraging PWP networks and forums
  • What else do we need to do?

Promoting and developing the PWP role nationally

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PWP career development

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Teaching

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  • Extensive section on workforce wellbeing written in the IAPT manual

https://www.england.nhs.uk/mental-health/adults/iapt/

  • Collating and sharing examples of best practice
  • Six case studies of IAPT services who have delivered improvements in

staff wellbeing published on NHSE website

  • Input into training and education plans
  • Promoting the PWP role and PWP career development
  • Guidance around PWP contact hours
  • List of support resources and tools for staff
  • Support for service leads and wellbeing champions
  • Close working with BABCP, HEE, NHS Improvement, IAPT courses…

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What is being done to support PWP wellbeing nationally?

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  • Leadership and management
  • Supervision
  • Clinical complexity
  • Working environment and infrastructure
  • Job security and contracts
  • Job design
  • Workload
  • Targets and culture
  • CPD and career development opportunities – especially

for PWPs

  • Recognition of the PWP role – feeling valued and able to

influence decisions

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Key factors impacting staff wellbeing

Guidance in the IAPT Manual

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  • Managing staff wellbeing at Talking Therapies Service Brent
  • Staff retention at Westminster Talking Therapies service
  • Promoting wellbeing in the workforce: Yorkshire and the

Humber Senior Psychological Wellbeing Practitioner Network

  • Back on Track – Hammersmith & Fulham IAPT
  • Promoting staff wellbeing at Sheffield Improving Access to

Psychological Therapies (IAPT) service

  • Embedding a culture of staff wellbeing at North Yorkshire IAPT

“All IAPT staff should have a proper focus on wellbeing like we do – I have been a PWP for 4 years and have no desire to stop any time soon!” “The service does value wellbeing and this is supported by the amount of time allowed for supervision, masterclasses and so on.”

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Best practice case studies

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  • PWP training at UCLAN
  • Trainee post at First Step, Cumbria
  • Qualified PWP and Senior PWP post at Banes

Primary Care Talking Therapies, Bath

  • Business Manager, NHS England
  • Project Manager, NHS England

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Where I have come from

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  • What about HI training?
  • What does NHS England do?
  • What is the Five Year Forward View?
  • What will my role involve?
  • Will I have to manage a budget?
  • Leaving a clinical role…what will this mean?
  • Will I feel I am making a difference?

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Hopes and fears…mainly fears

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  • What does NHS England do?
  • Where do I work?
  • Who is in my team?
  • What do I work on?
  • What I do day to day?

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My current role

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Differences between roles

Clinicians

Clinicians

Building/

  • ffice space

Politics Decision making/ Autonomy Speed Colleagues from different backgrounds Hierarchical Knowledge of NHS

  • rganisation/

structure Hierarchical Working with finance, commissioners and providers Banding

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  • Organisation+++
  • Prioritisation+++
  • Team working
  • Knowledge of IAPT
  • Reality of IAPT
  • Project management
  • Public speaking
  • Having difficult conversations
  • Own communication style

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Transferable skills and knowledge

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  • Confidence in speaking up/ out
  • Take advantage of the changes that you can make
  • Sticking to the IAPT model
  • Looking after self
  • Data/ quality improvement
  • Awareness of system and priorities
  • Sharing best practice
  • PWP forum
  • NHS Leadership academy
  • Twitter/ social media presence

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Reflection

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  • Tolerance of uncertainty
  • Representing NHS England
  • Distribution lists
  • Being accountable
  • Seeking out leadership and training opportunities
  • Networking
  • Developing a positive reputation and relationships
  • Making people aware of your plans for the future

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Progressing further

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  • Provider/ CCG/ STP/ ICS
  • Leeds NHS England
  • Another MH programme
  • Back to clinical work?

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What next for me?

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  • Occupational Health and EAPs
  • Access to neighbouring IAPT services
  • Staff benefits and wellbeing initiatives (Nandos!)
  • BABCP resources on Compassion Fatigue
  • Book - Experiencing CBT from the Inside Out: A Self-

Practice/Self-Reflection Workbook for Therapists – James Bennett-Levy et al. (2015)

  • Honest Open Proud Mental Health Project – supporting

mental health professionals who experience mental health problems in reaching decisions about disclosure

  • Sleepio – online CBT programme – free at the moment

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Useful resources and support

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Thank you and good luck! rebeccagill1@nhs.net

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Write down two things you can do to: a) Support your own development b) Support the development of PWPs in your team

  • What will you do?
  • When will you do this by?
  • Who can you ask to support you?
  • Who can hold you accountable?

What is next for you?

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Yorkshire and the Humber

Senior PWP Network

Time for a break?

15 minutes only please!

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Yorkshire and the Humber Senior PWP Network

North Yorkshire IAPT: Service Overview and Wellbeing Initiatives

Tyra Sutton, Senior PWP, Tees, Esk and Wear Valley NHS Foundation Trust

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Managing Wellbeing North Yorkshire IAPT journey

Tyra Sutton James Walton and Poppy Danahay Senior Psychological Wellbeing Practitioners North Yorkshire IAPT Service

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Aims of the presentation

 Why we decided it was important to focus on wellbeing in our CPD offer and wider  Describe how the service responded to the challenge

  • f promoting wellbeing

 Provide an update on the impact of our work  Outline the next steps on our journey

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Historically Where were we with staff wellbeing?

 4 CPD event per year for HIW and PWP’s  Clinical skills focus/good level of supervision provision  TEWV were already providing a wide range of wellbeing initiatives, wellbeing Wednesday, staff mindfulness course but …  Accessibility  Disparity in provision  Acceptability

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Additional considerations

 IAPT high volume high turnover  Growing body of evidence highlighting concerns about staff in the NHS & Mental Health & IAPT services  Aspiration to ‘do no harm’ applies to us as well as people we work with.

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Audience Participation !

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We know what to do but …

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This is not a one off initiative

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So it was about climate (cultural) change

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What did we do as a service?

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 CPD days for all staff - PWP’s and HIW’s and admin & trainees

 Away from the office  Used to ‘launch’ our new initiative  Reflective discussions  Physical activity  Wellbeing techniques  Personal and team pledges  Reflecting on the connection between personal and Trust values and how this helped motivate us for work

CPD days

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 Established wellbeing champions in every team  Regular meet with Clinical Lead  Lead the standing agenda item at team meetings  Update team wellbeing boards  Encourage support and promote ongoing wellbeing activities

Wellbeing Champions

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Embedding wellbeing into day to day IAPT business

 Monthly leadership, team meetings and PWP clinical supervision start with a wellbeing exercise ‘check in’  Look for regular opportunities to acknowledge individual contributions to the service performance and wellbeing agendas. ‘Thank You’  Any income generation reinvested in wellbeing initiatives  Encourage staff to pre book most of their annual leave at the beginning of the financial year

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 In response to staff feedback, greater emphasis on workload management tools and techniques  Revisiting wellbeing pledges made, in individual performance management meetings  Consistently gave people permission to attend to their wellbeing  Modelled it  Updated some of the infrastructure, computers, furniture, decoration within the service.

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What have we noticed…..

 There is much more openness about the importance

  • f wellbeing and staying well at work.

 Greater appreciation that it is a shared responsibility and means different things to different people.  It has been embraced with more enthusiasm.  Individual pledges have been witnessed

 Going for a walk  Break from the computer  Drinking water

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 Teams are generating and maintaining wellbeing activities  Teams holding each other to account

 Shared lunch  Out of work social events  Weekly inspirational quotes for wellbeing boards  Mindfulness sessions  Playing games  Learning a new skill (crocheting)  Service wide wellbeing activities

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IAPT Bake off

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Bread week

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Service manager participation

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Audience Participation !

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SWR IAPT

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What next ?

 Planned further wellbeing CPD events

 Understanding own attachment style  Managing emotional intelligence  Burnout and compassion fatigue  Sustaining the professional self

 Protect and nurture wellbeing initiatives  Undertake staff survey  Look in more detail to protect against burnout  Influence other services in our Trust

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And finally ….

 Everyone is attending to and discussing their own wellbeing and the wellbeing of others.  This has helped promote a greater sense of togetherness, connection and shared purpose

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www.england.nhs.uk

Yorkshire and the Humber

Senior PWP Network

Time for some lunch?

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Yorkshire and the Humber Senior PWP Network

Celebrating 10 Years of IAPT and Planning for the Next Ten Years

All

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Celebrating 10 Years of IAPT …with toilet roll!

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Planning for the Next 10 Years

  • 1. What are your top three priorities for meeting the mental health needs of people of

all ages in England? Over the next five, and ten years?

  • 2. What gaps in service provision currently exist, and how do you think the NHS

should address them (these can overlap with Q1 but may include a longer list)?

  • 3. People with physical health problems do not always have their mental health needs

addressed; and people with mental health problems do not always have their physical health needs met. How do you think we can improve this?

  • 4. There are some significant inequalities in how people access and experience care

for their mental health needs, and in their outcomes, including but not limited to people who have ‘protected characteristics’ under the Equality Act 2010. What are your views on what practical steps the NHS should take to address inequalities in the services it provides?

  • 5. How best can we bridge the gap between children’s and adults’ mental health

services?

  • 6. How can we recruit, train and retain the workforce to deliver the changes we need,

particularly to meet your priorities (Q1 above)?

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Planning for the Next 10 Years

  • 7. Do you think the NHS should be doing more to prevent mental ill-health? If so, what

should we do to improve this?

  • 8. Do you think the NHS could do more to intervene early for people with mental ill-

health? If so, are there any Mental Health problems we should prioritise to provide better early intervention?

  • 9. People with more serious and complex mental health problems do not always

receive the care they need. Which groups would you prioritise and what extra help would you like to see developed by the NHS?

  • 10. Are there examples of innovative/excellent practice (in mental health care or that

could be applied from other areas) that you think could be scaled-up nationally to enhance the quality of care people receive for their mental health, reduce costs and/or improve efficiency of delivery?

  • 11. What do you think are the specific challenges that will prevent the NHS from being

able to deliver good mental health care, and what should we do to overcome them?

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Yorkshire and the Humber

Senior PWP Network

Time for a break?

15 minutes only please!

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Yorkshire and the Humber Senior PWP Network

Exclusion Criteria

Sheryl Horton, Humber Foundation Trust / All

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Yorkshire and the Humber Senior PWP Network

Any Other Business

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Yorkshire and the Humber Senior PWP Network

Thank you for Attending! Please remember to fill out your evaluation forms!