Wednesday 5 February 2020 Humber Coast and Vale Excellence Centre - - PowerPoint PPT Presentation

Excellence Centre Conference Wednesday 5 February 2020

Amanda Fisher Programme Director

Humber Coast and Vale Excellence Centre Highlights

• Rotational apprenticeship programme
• Events for aspiring & existing RMs
• Nurse Associates in Care & General Practice
• Maximising apprenticeship levy
• GPs – digitally ready
• ECHO
• Local workforce groups x 3
• Skills platform
• Website, newsletter and events

The next 12 months……

• Impact of project outcomes
• Rebrand - H&SC workforce consortium
• H&SC ambassadors scheme for HCV
• Guidance for supporting volunteers in H&SC
• Website, newsletter and events
• And much more….

Apprenticeships Development in Yorkshire and the North East

Fay Lane - Apprenticeship Relationship Manager – North East and Yorkshire

.

HEE and Apprenticeships

• HEE are directly supporting more than 70 new healthcare specific

Trailblazers

• We initiate new apprenticeship standards
• Engage with other Trailblazer activity across non-healthcare specific

roles

• Working with more than 665 employers, 142 HEIs and 213

stakeholders to date

• Enriching the choice of apprenticeships

Prosthetist and Orthotist Dietician Podiatrist Registered Nurse Therapeutic Radiographer OT Diagnostic Radiographer ODP Speech and Language Therapist Health Care Science Practitioner Arts Therapist Advanced Clinical Practitioner Sonographer Paramedic Midwife District Nurse Physiotherapist

There are currently more than 70 healthcare specific apprenticeships

Dozens of more non-healthcare specific apprenticeships that are applicable to a Health setting

Senior Leader Departmental Manager Chartered Manager Data Analyst Team Leader Customer Service Practitioner Cyber Security Technical Professional Learning and Development Specialist Improvement Leader HR Support Project Manager IT Technician Senior Compliance / Risk Specialist Payroll Administrator Clinical Coder Finance Assistant HR Business Lead

In development…….

Specialist clinical practitioner – level 6 Clinical Academic Professional – level 8 Clinical Associate in Psychology - level 7 Healthcare cleaning operative – level 2 Orthodontic Therapist – level 4

And much more…….

• Many Trusts are embracing the opportunities provided by levy
• But still work to do…..senior level engagement, system working

etc.

• 20% of Trusts spent their entire Levy in 2018 including all

Ambulance Trusts

• 2018/19 data shows the NHS had 23,200 apprenticeship starts

(this is an increase on 2017/18 when we achieved 17,800)

• 2018/19 levy spend is £92million (again an increase on 2017/18

which was £34.5million)

National update

National NHS Apprenticeships

3845 2715 2222 2156 1314 1151 981 902 901 823 789 664 377 376 352 248 220 220 212 193 500 1000 1500 2000 2500 3000 3500 4000 4500 Nursing Associate Business Administration Senior Healthcare Support Worker Healthcare Support Worker Team Leader/Supervisor Business Administrator Associate Ambulance Practitioner Registered Nurse -degree (NMC 2010) Healthcare Assistant Practitioner Health and Social Care Operations/Departmental Manager Senior Leader Customer Service Practitioner Ambulance Support Worker (Emergency, Urgent and Non-… Chartered Manager Management Advanced Clinical Practitioner (degree) Healthcare Science Practitioner (degree) Associate Project Manager Lead Adult Care Worker STARTS ACROSS ACADEMIC YEAR

Top 20 Apprenticeships for 2018/19

500 1000 1500 2000 2500 3000 3500 4000 East Midlands East of England London North East North West South East South West West Midlands Yorkshire and The Humber Other

Apprenticeship starts

2016-17 2017-18 2018-19

Regional NHS Apprenticeships

Yorkshire and Humber

@NHS_HealthEdEng

North East and Yorkshire – Public Sector Target

Region and Sub Regions 2017-18 (%) 2018-19 (%) Average over the two years (%) NHS National 1.2 1.7 1.4 North 1.3 1.7 1.5 North East and Yorkshire 1.4 1.8 1.6 North East and North Cumbria 1.9 1.6 1.7 North East 2 1.6 1.8 Yorkshire and Humber 1.1 1.9 1.5 North West 1.3 1.7 1.4

Regional Innovation

• Levy Transfers
• AHP regional events and collaboration
• North Region Assistant Practitioner for Mental Health

Workforce Development Offer

• Nursing Associate Social Care Pilots
• Nursing Apprenticeship uptake – 190 in NE&Y in 2018/19

• Employer partnership’s are key!
• Do you have a strategy? At Trust level? At system level?
• Workforce planning – what is the gap you are trying to fill? Are

traditional routes not working?

• Collaboration is particularly key for smaller and specialist

professions

• Utilise existing and new education partnership’s BUT don’t be afraid to

look outside the region

• ROI – grow your own
• Staff retention – don't forget existing staff

Some Considerations:

Looking to the future:

• T Levels

Auger Report 50,000 more Nurses STP / ICS system transfers? Y&H £18M (25% = £4.5M) Reserved funds (non levy payers) Implementation

• f new

standards Procurement

@NHS_HealthEdEng #TalentForCare

‘HASO’ Healthcare Apprenticeship Standards Online NHS Apprenticeship Implementation Toolkits

Thank You!

Getting in touch Fay.Lane@hee.nhs.uk Talent for Care talentforcare@hee.nhs.uk Healthcare Apprenticeships Standards Online https://haso.skillsforhealth.org.uk Twitter @FaybeLane

Utilising the Apprenticeship Levy

Amy Drury & Christian Smith - Hull College Group

February 2020

What is the Apprenticeship Levy?

• The levy applies to all UK private and public sector employers.
• Any UK employer with a pay bill of more than £3 million per year is

liable to pay the levy. The levy will be 0.5% of the total pay bill, paid through PAYE. This will be a monthly deduction.

• An allowance of £15,000 to offset against levy liability. The levy

allowance is not a cash payment and cannot be used to purchase apprenticeship training. It is a monthly allowance.

• Employers in England who pay the levy will be able to get out more

than they pay into the levy, through a 10% top-up to their digital accounts.

What is the Apprenticeship Levy?

If you do not claim your levy funding after 24 months then this will be returned to a public pot!

Use it or lose it!

The impact Levy has had

• n Apprenticeships

Businesses blame the complexity and lack of flexibility of the Apprenticeship Levy model, for example:

Ownership Support from Provider OTJ

PAYE & Digital Apprenticeship Service (DAS)

• Your Payroll department will calculate, report and pay your levy to

HMRC, through the Pay as You Earn (PAYE) process alongside Income Tax and National Insurance From 6th April 2017

• Single employers with multiple PAYE schemes will be added together

in levy calculations

• Connected employers – The Government have stated you can invest

25% of your Levy funds into supply chains.

• If Levy funds run out you will automatically enter Co Investment

PAYE & Digital Apprenticeship Service (DAS)

Workplace Delivery Day Release Delivery

Benefits of Apprenticeships

• Employers may not have to contribute to National Insurance

payments for Apprentices aged 25 and under in line with the upper threshold.

• £1,000 Incentive claims can be made for all Apprentices

aged 16-18 or 19-24 year old with a EHCP at start.

• Plugging skills gaps
• Ambition/Drive/Positivity

The Apprenticeship Levy FAQs

• Q. How can I spend/utilise the apprenticeship levy fund?

A. The apprenticeship levy fund can only be spent on services provided by an approved Training Provider to a specified individual registered on an approved apprenticeship Framework / Standard.

• Q. Can I use my “levy pot” to fund apprenticeships for existing staff?

A. Yes, however, the apprenticeship levy cannot be used to fund any other type of CPD.

• Q. Can the levy be spent to fund apprentices’ wages?

A. No, it can only be spent on apprenticeship delivery and not on any other costs associated with your apprentice (such as internal training).

• Q. How much does apprenticeship training cost?

A. This varies considerably and is dependent on the level and framework / standard. SEAC is able to research and advise you on this on your behalf.

• Q. What if my apprenticeship training costs are more than the levy payments I have made?

A. The proposal is that employers will be allowed to make further investment in order to top up their individual apprenticeship levy pot. The Government will also “top up” your fund by 10%.

• Q. How long do employers have to claim back their levy funds on apprenticeships training?
• A. Our understanding is that the apprenticeship levy contribution that you make will be valid for 24 months after

it enters you digital account. If you do not claim it back, the unused levy will revert back to HM Treasury.

Sharing the Levy

Rachel Maguire Rebecca Buss

Background

NLaG have 500+ Apprentices since April 2017 36 Programmes Spend £70,000 per month Total input each year is £1.2m

Amount to Share

25% is the maximum – the digital platform calculates this For this year £250k available to NLaG to share

Why share? And with who?

Whole system approach All our partners

Process

Support to ‘receivers’ – information and guidance ‘Application’ process – what is the impact

Elite Care Solutions

• Team Leader level 4 x 2 staff
• Health & Social Care level 2 x 8 staff
• Health & Social Care level 3 x 2 staff
• Investment of £42k

Impact Statement

• How will the apprenticeship training and/or

new post positively impact on patient care

To enable our staff team to gain a higher skill set in accordance with the people we support with complex needs. For the Team Leaders, it is recognised in Yorkshire and Humber region that there are lack of Registered Managers and succession planning is imperative for future workforce. Retain the current staff team giving them professional qualifications in order to gain recognition and carry out good practice, to be seen as professional in the wider community and social care sector

• What new/enhanced services will be

provided by the trained staff member on completion of programme

We provide support in the community and these are frontline staff. To be able to supervise and share knowledge and good practise and new skill as a mentor complimented by a qualification and theory based learning. Able them to be confidence to recognise early signs of skin tissue deterioration/infections and reduction in hospital admissions for minor issues working in partnership with various team we are able to link with for support for this together and having trust in our teams and reduce admissions to hospital and able to utilise other support streams within the NHS.

• What is the risk to your organisation if you do

not receive the funding?

Little other opportunity for staff development and succession of skilled worker within the sector.

• Can you identify system wide benefits when

the training is complete?

This support the partnership and integrated Health & Social Care agenda in a joined up approach, education of GP call outs and admissions to AE. Prevention agenda and for people to remain in their home with various conditions supported well at home with skilled staff. Recognition and appreciation of this vital role in the community.

Any Questions ?

Levy Transfer Social Care

Elite Care Solutions Ltd - Rebecca Buss (Director/ Registered/Manager)

Partnership working

 Attendance and representative for CSPP

for the North Lincs

 Awareness raising of Levy offer  Influencing and decision making at a

partnership level

 Integration of Health & Social Care  Interested providers were encouraged to

apply for the Levy

 Meeting were held with Rachel Maguire

(NLaG)

Application Process

 Support with applying and completing the

application

 Submitted to panel  Timely decision  Approval of 42K investment for our

service:

 Team Leader Level 4 for 2 staff  Health & Social Care Level 3 for 2 Staff  Health & Social Care Level 2 for 8 staff

Commitment

 Enrolment meetings  Maths & English  20% of their hours to training  Flexibility  Taught Lessons in the work place/ college  Use of skills /acknowledgment of competency embedded  Supervision and Mentorship from Leaders/Manager  Creative ways in how staff development can take place

taking into account the needs of the service

Positive Impact



Staff moral / Positive Culture / Driven staff to Achieve/ Motivated



Learning organisation



Staff Retention



Personal Professional development – Enhancing skill set – Practice in Theory



Commitment from staff



Succession planning for future Managers in our service



Stable workforce



Recognition of a professional role in the community



Sharing good practise throughout



CQC inspections and outcomes for people we support

Impact

 Staff in the community are able to prevent hospital

admissions and be responsive to need one detected

 Sign post or react by referrals to appropriate health

teams in an responsive - such as React to Red

 Relationships based on trust and knowledge of

competent staff in the community working with people

 Prevention  Encourage others to work in Social Care  Understanding of Career development pathways  Quality services

Lets get Started!!!!

Without the Levy funding there is limited opportunities to access Professional Development, Social Care Providers do not have financial resources to fund professional qualifications.

Questions- Comments ? Thank you

Rebecca Buss rebeccabuss@elitecaresolutions.co.uk

Patient Care Navigator Apprenticeship

| Award winning, national training provider | Support over 200 FE Providers | Work with over 4,500 employers | Deliver more than 100 Qualifications | Over 100,000 people a year use our learning content | Access to over £40m of funding aimed at supporting development | Offer training in short vocational courses through to higher apprenticeships TRANSFORMING LIVES THROUGH LEARNING

100% ACCREDITED 4,500+ EMPLOYERS 94% COURSE PASS RATE 50K+ LEARNERS

• LCG have been working with NLAG for over 4 years and in 2017 were appointed

as one of the main apprenticeship providers for the trust

• The courses we deliver within the trust include:-
• Apprenticeships (Non Clinical)
• Maths and English Courses
• Fully Funded short courses
• We have dedicated Tutors based onsite who have a full understanding and

knowledge of the Trust

• All apprenticeship programmes have been designed with NLAG to ensure that

they are consistent with other training in the Trust and suit the roles within the Trust

• At present there are over 160 NLAG staff undertaking an apprenticeship with

LCG

Relationship between NLAG and LCG

Data Analyst Associate Project Manager Operations/ Departmental Manager Cyber Security Team Leader/ Supervisor Digital Marketer Infrastructure Technician Customer Service L2 & L3 Business Admin L2, L3 & L4

Apprenticeships

• ffered at NLAG

• Provide support to Medical and Nursing Team in dealing with general

administrative tasks

• Improve patient experience
• Ensure a smooth flow of patients through ward
• Co-ordinate and liaise with other departments and services to reduce patient

journey times

• Attend ward rounds
• Referrals to occupational and physiotherapy teams
• Clinical duties as required – such as taking bloods and assisting patients with

nutrition and personal hygiene

Patient Care Navigator - Duties

Development of PCN Apprenticeship

Review of Job Description Discussion with Heads of Nursing Initial development

• f

programme Observations and gap analysis Revised programme

Aspects of PCN Apprenticeship Customer Service Level 3

Care Cert NLaG Training Clinical Training

LE

What is customer service Mental Health First Aid Complaint Handling Drivers to achievement Your role in the customer journey Telephone Skills Providing first class customer service Face to Face Skills Deaf and Disability

PCN Workshops

Leadership Assertiveness Equality and Diversity

Feedback from Patient Care Navigator

I feel the patient care navigator apprenticeship has helped me gain confidence in my job. Off the job training - I have been able to take the training to work and implement it in my working day. I am also more confident completing referrals and speaking to social services now I feel that I fully understand the discharge process now.

Bethany Flegg Patient Care Navigator Ward B3, Surgery & Critical Care

Questions

Faye Mullen Key Account Director Learning Curve Group www.learningcurvegroup.co.uk

Janette Whalley CU & WBL Development Lead

Case study Trainee Nursing Associates

HCV Excellence Centre 2020 Conference - February 2020

Background

• HEE committed to delivering 1,000 NA training

places for TNAs by January 2017 and increase them in 2018.

• Institutions were asked to express an interest in

training NAs in the summer of 2016, while the curriculum framework was still being developed

• First trench pilot (January 2017)
• Followed quickly by 2nd Tranche ( March 2018)
• York Teaching Hospital – 2nd Tranche

HCV Excellence Centre 2020 Conference - February 2020

History

• First cohort ( 2017-2019)
• Second cohorts ( 2019 – 2021)
• Third cohorts ( 2019 – 2022)
• From Tranche to Waves

HCV Excellence Centre 2020 Conference - February 2020

HEI’s involved

• University of York – 1st cohort ( 2nd wave)
• Coventry University Scarborough (CUS) –

2nd cohort ( 3rd wave)

• Both now involved in 3rd cohort ( 4th wave)

– following tender process

HCV Excellence Centre 2020 Conference - February 2020

Organisations involved

3rd wave St Catherine’s Hospice 4th wave

• TEWV
• Humber NHS Trust
• Haxby Training Group
• PIVO’s

HCV Excellence Centre 2020 Conference - February 2020

1st cohort

• Started small
• Trust funding
• Only organisation with supernumerary

learners

• Adult field only
• HEE funding used to support placement

costs ( travel etc.)

HCV Excellence Centre 2020 Conference - February 2020

Issues

• Issues with apprenticeship subcontracting

requirements and associated funding

• Recruitment issues – time
• Uniforms
• Concerns about the role
• Apprenticeship requirements
• Enhancements whilst on external placements
• Travel to placements
• Expectations of learners

HCV Excellence Centre 2020 Conference - February 2020

Positives

• Smaller groups – supportive network

across HEI & Healthcare Organisation

• Teaching facilities
• Response to changes
• Retention of staff
• Shared benefits
• Development of learning
• Impact of role in organisation

HCV Excellence Centre 2020 Conference - February 2020