into the role, part of the Task analysis included review of how mitigate risk when staff in learning role As a small number of tasks, were able to use the same session to identify who should best carry out which task. Good communication to stakeholders to gain agreement of role changes. 4.COMPETENCY GENERATION Good engagement of On reflection, this section was not Personal learning required to stakeholders to review confirmed clearly during the develop competencies using competence requirement, project initially. This was retrieved LCAT format e.g. support from involved using junior staff to test by: Deputy Director of Education and competencies / Standard education leads trained as Confirm at second Operating Procedure. This facilitators follow up meeting that enabled a decision to be made all Competencies have regarding how much knowledge is Need mechanism to feedback been written and required to carry out each task learning from this project Trust inserted into the Bleep competently. wide in this case it defaults to – Holder folder to support Were able to include experts e.g. HoN and Matron CSMT. inexperienced staff. NHSP and E roster team in Confirm at second developing the competencies / As part of 24/7, the role of the site follow up meeting that SOP if not already existing. This manager will again change, check list to confirm also supported supporting moving towards 2 roles - a systems and development of competence has been triage/co-ordinator role and an training requirements e.g. access advance practice role. The role completed for all to Trust on call rotas. has not taken on new member of staff on each competencies as a result of the ward SOP was developed by individual Bleep holder Project but has been care groups and reviewed to freed up to support this further ensure all in line, meeting both development. Will be interesting care group and hospital/Trust to identify learning of how the 2
into the role, part of the Task analysis included review of how mitigate risk when staff in learning role As a small number of tasks, were able to use the same session to identify who should best carry out which task. Good communication to stakeholders to gain agreement of role changes. 4.COMPETENCY GENERATION Good engagement of stakeholders to review competence requirement, involved using junior staff to test competencies / Standard Operating Procedure. This enabled a decision to be made regarding how much knowledge is required to carry out each task competently. Were able to include experts e.g. NHSP and E roster team in developing the competencies / SOP if not already existing. This also supported supporting systems and development of training requirements e.g. access to Trust on call rotas. SOP was developed by individual care groups and reviewed to ensure all in line, meeting both care group and hospital/Trust On reflection, this section was not confirmed clearly during the project initially. This was retrieved by: Confirm at second follow up meeting that all Competencies have been written and inserted into the Bleep Holder folder to support inexperienced staff. Confirm at second follow up meeting that check list to confirm competence has been completed for all member of staff on each ward Personal learning required to develop competencies using LCAT format e.g. support from Deputy Director of Education and education leads trained as facilitators Need mechanism to feedback learning from this project Trust wide – in this case it defaults to HoN and Matron CSMT. As part of 24/7, the role of the site manager will again change, moving towards 2 roles - a triage/co-ordinator role and an advance practice role. The role has not taken on new competencies as a result of the Bleep holder Project but has been freed up to support this further development. Will be interesting to identify learning of how the 2
Synopsis_of_Implementation_of_CF.docx