International recruitment best practice - OSCE webinar 29 August - - PowerPoint PPT Presentation

International recruitment best practice - OSCE webinar 29 August 2019

Adele Bunch, Programme Lead for workforce supply

Poll questions

University Hospital Southampton International Nurse Experience

Rachel Palmer Education Lead / International Nurse Lead

University Hospital Southampton

• Fourth largest teaching hospital in

Europe

• 13,000+ staff
• Major trauma centre
• Regional centre for cancer care,

neurosciences, cardiothoracic & vascular and children’s hospital

• Innovative research facility

What we offer

• Relocation assistance
• Support with applying to

register with the NMC

• Meet & greet
• Comprehensive induction – week
• ne
• Support with OSCE preparation –

commences week two

• Adapted preceptorship program
• Pastoral support

University Hospital Southampton – International Nurse Experience

• Long established history of international recruitment with

a strong Filipino community in the area

• Supported by HR, education team, clinical managers and

their peer community

• 207 international nurses recruited since 2016 – arriving

from 2017 onwards and going forward to OSCE

• OSCE pass rate 99% overall, 75% first attempt
• Retention rate 99%

– (1 after second fail and 2 before receiving decision letters)

• No repatriations to date

University Hospital Southampton – International Nurse Experience

Recruitment streams

• Currently work with: -

– two key international agencies recruiting predominantly in the Philippines – one agency in terms of EU applicants

• UHS recruitment via international job fairs i.e. Australia

and direct applicants from a range of countries and our surrounding area locally

• International nurses working in non-registered posts
• Staff referring friends and family to UHS or via agencies

University Hospital Southampton – International Nurse Experience

Recruitment streams

• Agency streams

– Normally have already achieved language requirement at point of interview – Agency support with NMC application process

• UHS direct recruits

– Advise on the NMC application process – Monitor their progress with the NMC stages of application – Liaise with the NMC via Third Party Access to understand any delays in application process – Liaise with Universities – Commence staff in pre-registration B4 post once they have an NMC OSCE decision letter

• Time frame risks dependent upon visa situation

University Hospital Southampton – International Nurse Experience

• UHS staff with international qualifications

– Scope staff with international qualifications and interest in progressing to NMC registration – Advice on routes to registration – English language requirements -sign post to support.

• UHS previously tried a pilot with a language school but poor outcomes

– NMC Test of Competence Stage 1: - CBT – once sign posted on route to registration, staff who achieve the English language requirement do not seem to have issues achieving CBT independently – NMC Test of Competence Stage 2: - OSCE – once staff receive an NMC OSCE decision letter they are allocated to an OSCE preparation cohort

• Study leave
• UHS fund the OSCE

OSCE Preparation

• Delivered by our various Care Group Education Teams working

collaboratively together – we do not have a specific OSCE education team

• Since 2017 we have reduced the number of days in the OSCE prep

program

– Previously 10 study days over 5 weeks and a mock OSCE – time to first OSCE 12- 13 weeks – Currently 4 taught days covering APIE and skill stations over two weeks (will be reviewed with new curriculum impact)

• For large cohorts use of an external company to provide training on occasions

– Mock OSCE – First attempt OSCE ideally within four to six weeks depending on availability at exam centres – Bespoke support for those who fail OSCE based on individual need – Supernumerary in their clinical area up to first OSCE. If unsuccessful at first attempt this is then reviewed locally with the individual, education team and clinical manager in line with a bespoke individual plan

OSCE Prep - UHS

OSCE Preparation Program Indicative Content – Adult OSCE

Day 1 Day 2 Day 3 Day 4 Day 5 Expectations for us and them Intro into different parts

• f OSCE
• APIE
• Skills

Paperwork Assessment & Planning Homework: Look at Neuro obs in Marsden Implementation Evaluation Scenarios Skills:

• Wound Care
• Peak Flow

Homework: Look through BNF info to search and increase drug knowledge and feed back to group for next session, each person – different group of drugs look at NCM guidelines on administration Look up WHO pain ladder Look up pain assessment scales Skills:

• BLS
• Subcut/IM
• Cath Removal
• CSU
• Fluid Balance
• MUST
• Inhaled Medicines

Homework: Evaluate learning. Prepare to undertake APIE Practice PHQ9 Write a care plan for a depressed patient A, P, I, E, Complete run through Homework: Practice Neuro

• bservations assessment

MOCK OSCE With detailed feedback to the candidates

OSCE Challenges

The early days…..at a time with nationally high fail rates

• Understanding the OSCE content

– Early days little information from the OSCE centres – Shared experience from other Trusts crucial – Now an OSCE facilitators network and national meetings with OSCE centre and NMC representation

• Pastoral care

– Along way from home – Exam anxiety – Failing OSCE

• Cohort size / frequency

– Small numbers initially – Adapting to larger cohorts – Managing staff still in progress once next cohort commences

OSCE Challenges

• Suitable teaching space & resources

– Taught program – Independent and peer practice – Out of hours teaching

• Administrative elements of OSCE prep program:

– Booking OSCEs – Capturing results from candidates – Reporting results to the UKVI Border Agency and – Reporting results to the Recruitment agencies

• Adapting OSCE prep program as new aspects introduced
• Flagging variation in local practice to OSCE environment

Nursing & Midwifery Workforce

International Recruitment

Linda Gilmour

Matron Practice Development & Education linda.gilmour2@nhs.net Mobile 07770335909

Starting point

• Autumn 2014
• Vacancies: 337 wte in October ‘14
• Maternity Leave – not covered
• Bank Office – unable to fill shifts
• Agency expenditure: highest 900k May 2015
• Rostering – rosters not effective, unallocated hours,

imbalance days of the week

• Recruitment – slow
• Business case for International Recruitment

approved

Business Case

• Needed to recruit from

–Local –Regional –Europe –Non-Europe

Overseas

• Interviews in Philippines November 2014,

March 2015 & September 2017

• Total appointed 350
• May 2015 Overseas Nurse Programme on site
• April 2016 OSCEs

Senior Nurse International Recruitment

• Started January 2015
• First programme in December 2014
• Evaluation from programme
• Devised new programme
• Close links with the existing Filipino

community

THOUGHTS AND FEELINGS BEFORE START

• Where are we going to live?
• How is it going to be working in the UK?
• Are we going to be alone?
• Who is going to support us?
• What about the paperwork?
• Are we going to feel comfortable?
• Are we ready to work in UK?
• Nursing in our countries and UK?

Content… initially

• Two days admin – bank, NIN, trust

recruitment, understanding area – accommodation, welcome to the NHS, ID badges, rosterpro, email account

• Three days - Mandatory training e.g. fire,

infection control, resus, conflict management, safeguarding, blood hound, sepsis, diabetes

Competencies

• IV + workbooks
• Documentation – Safety booklet, discharge, NEWS

and SBAR,

• Blood monitoring
• Simulation days – OSCE
• Medicines management – including pod
• Professional body / Unions
• BA & ME
• NMC

Competencies continued

• Whistleblowing
• Library
• E learning – NEWS, infection control, information

governance

• Dementia
• End of life care
• Consent
• Hopes and fears
• Survival toolkit
• OSCE prep & exam within 8 weeks

Valuable learning

• Hierarchy –mentors
• Relationship with ward managers
• Support of NHS staff
• ‘Mother, friend, manager’
• Expectation of ward staff
• Understanding ward expectation
• Extended support, understanding, patience

Valuable learning continued

• Allocated recruitment personal
• Full time coach
• International nurses able to coach each other
• Extended supportive community off site support &

social

• Local cross Trust working advice, support & peer

assessment

• MOCK OSCE
• Facilitators cross country network

Ongoing support

• Open door to Lead Nurse and Coach
• Phone / email support 24/7
• One to one meetings
• Time in clinical practice with recruits
• Book in sessions for competencies on the ward
• Review if concerns

Ongoing support continued

• Drop in visit round the wards
• Practice educators in majority of clinical areas
• BSUH community Facebook page
• Yearly International Conference
• Career development clinics
• Preceptorship Year 1 Enhanced Year 2

Developments

• Links with NMC & Home office
• Test centres x 1/2/3
• Local support –peer assessment
• OSCE Mock
• Peer training on wards
• Assessment criteria
• Re-takes
• Expanding facilitators networking group

We Love Innovation in the NHS

Picture from conference

Q&A session

Stay in touch

Adele Bunch Programme Lead adele.bunch@nhsemployers.org workforcesupply@nhsemployers.org @NHSE_WFS