Midpark Healthcare Support Worker HCSW Development Programme 2019

Midpark Healthcare Support Worker (HCSW) Development Programme 2019 Aim: 60% of all HCSW recruited to the HCSW Development Programme Midpark Hospital will have an active Personal Development Plan (PDP) by April 2019. This will be visible via Turas and in line with the HCSW Learning Framework – developed by NHS Education for Scotland as part of “Everyone Matters: 2020 Workforce Vision What were the results of the tests of change? What is the project trying to accomplish? In line with the HCSW learning Framework which has 4 Pillars of Practice we aim to have over 60% of HCSW staff registered and using this career framework. This will bring clarity to roles and responsibilities for Band 2 and Band 3 HCSW staff and Band 4 Inpatient Assistant Clinical Practitioners. Staff will use the platform through Turas, supported by their mentors to develop and evidence their own PDPs to support career progression, building capacity and capability within the workforce. How will we know a change is an improvement? Quantative baseline data was gathered by survey prior to the project starting to determine how many of the 12 candidates could use Turas, understood and had a PDP and if the PDPs reflected the 4 Pillars of Practice framework. What outcomes did the project deliver? Qualitative baseline data illustrates the words used by the HCSW to describe how they felt about their job prior to the project starting We met and surpassed our aim. More importantly for us the HCSW’s have recorded a growth in confidence, motivation and empowerment. In addition Mentors are utilising the framework template with additional HCSWs, in supervision and PDP planning. The project HCSWs have since engaged in multiple improvement projects across inpatient services. These projects have had a range of results including improving patient experience with therapeutic environmental changes, cost reduction projects, data gathering and estimated delayed discharge work. HCSWs have also taken on roles in leading on national implementation work. There has been career success within the HCSW group with internal promotion. What did we do? • Presentations to Senior Charge Nurse (SCN) to ensure engagement and leadership support for change • Invitations to the programme HCSW only • Regular meetings for those taking part • Terms of reference • Offered mentor support • Monthly data collection • Monthly diaries for HCSW and mentors • 1: 1 sessions • IT training sessions • Contact Organisational Development – explored academic opportunities • Learning styles questionnaires What changes did we test that may result in improvement? AP SD 1: 1 session available any time 1: 1 sessions AP SD AP SD Test with all HCSW AP SD Tested on Tues am Develop content Education sessions AP SD Develop 1: 1 action plans IT 1: 1 sessions Test drop in IT specific sessions Assessed IT skills Conclusions How HCSWs felt after the project • Met and surpassed project aim • Significant HCSW growth through the learning process demonstrating individual and workforce potential. • Outcome measures demonstrate the NES framework does work successful individual pathways to learning and development. Next Steps • Celebrate the success of the project participants to date. • Feedback to the SCN group of each candidates progress • Review of capacity to ensure equity in workforce development all clinical areas. • Liaise with sponsor to look at capacity for growth and spread of the project in line with the NES Framework. In addition to ongoing support for projects underway. • Review of capacity and leadership skills to ensure consistency and knowledge of the HCSW Framework thus allowing for effective growth within the workforce thus building capacity. • Job descriptions need to reflect that IT skills are an essential criteria for clinical practice. References Gathered baseline data and shared IT contacts HCSW Learning Framework Healthcare Support Workers Guide. NHS Education for Scotland 2016. “Everyone Matters; 2020 Workforce Vision” NHS Dumfries and Galloway HCSW Framework. Special Thanks to Dr Jenny Halliday project mentor and SIS cohort 5. IT training sessions Further information contact: Margaret Wylie Healthcare Support Worker Lead mwylie@nhs. net Claire Gabriel SCN Glencairn Ward claire. gabriel@nhs. net