Clarifies the age profile and turnover of the staff development of new roles and innovative approaches to education and Clarifies the assumptions which have been made about the training, based on the outcomes of the emerging clinical strategy. All recruitment of new staff into the area and whether the anticipated activities are integrated across the partner organisations. numbers are realistic. Key actions within the plan relate to: Clarifies the assumptions which have been made re the flexibility of Engagement with HEE, local universities and colleges (including both the workforce and whether these are realistic Deaneries) Builds on the results of a risk assessment of staffing numbers and Innovative recruitment and retention approaches. have already clarifies the proposed governance arrangements to manage the been launched with plans for further work going forward identified risks Working with schools and colleges specifically in respect of work Outlines plans for the ongoing training and development of staff experience Describes how professional isolation will be addressed Preparation for the introduction of the apprenticeship levy Embeds Quality Improvement into work force training and CPD Describes the extent that local commissioners have been engaged in The workforce repository and planning tool (WRaPT) is being deployed the development of the workforce plan across all the clinical workstreams with support from the central team regarding analysis and modelling. Plans will also take into account the factors suggested by the Clinical Senate. 7.4.6 Clarify further the Enhanced Neonatal Nurse/Midwife roles in terms of: We welcome the senate’s comments and will continue to clarify and develop Training numbers these roles. Plans for supervision and ongoing training Proposed level of ongoing support from the wider staffing infrastructure to reduce professional isolation Proposed level of professional responsibility and accountability etc. Clinical Senate Recommendation Success Regime Response 7.4.7 Develop robust quality metrics and standards which can be used as a Following the RCOG Maternity Services Review, a Maternity Dashboard has marker of progress and or success. been implemented which includes robust quality metrics and standards and will be used as a marker of progress and success. The dashboard is also enabling robust benchmarking against peer group organisations at both a local and national level.
Clarifies the age profile and turnover of the staff Clarifies the assumptions which have been made about the recruitment of new staff into the area and whether the anticipated numbers are realistic. Clarifies the assumptions which have been made re the flexibility of the workforce and whether these are realistic Builds on the results of a risk assessment of staffing numbers and clarifies the proposed governance arrangements to manage the identified risks Outlines plans for the ongoing training and development of staff Describes how professional isolation will be addressed Embeds Quality Improvement into work force training and CPD Describes the extent that local commissioners have been engaged in the development of the workforce plan development of new roles and innovative approaches to education and training, based on the outcomes of the emerging clinical strategy. All activities are integrated across the partner organisations. Key actions within the plan relate to: Engagement with HEE, local universities and colleges (including both Deaneries) Innovative recruitment and retention approaches. have already been launched with plans for further work going forward Working with schools and colleges specifically in respect of work experience Preparation for the introduction of the apprenticeship levy The workforce repository and planning tool (WRaPT) is being deployed across all the clinical workstreams with support from the central team regarding analysis and modelling. Plans will also take into account the factors suggested by the Clinical Senate. 7.4.6 Clarify further the Enhanced Neonatal Nurse/Midwife roles in terms of: Training numbers Plans for supervision and ongoing training Proposed level of ongoing support from the wider staffing infrastructure to reduce professional isolation Proposed level of professional responsibility and accountability etc. We welcome the senate’s comments and will continue to clarify and develop these roles. Clinical Senate Recommendation Success Regime Response 7.4.7 Develop robust quality metrics and standards which can be used as a marker of progress and or success. Following the RCOG Maternity Services Review, a Maternity Dashboard has been implemented which includes robust quality metrics and standards and will be used as a marker of progress and success. The dashboard is also enabling robust benchmarking against peer group organisations at both a local and national level.
Response-to-Clinical-Senate-Review-May-2016.docx