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(17) Leadership Conference Video (31 mins) - YouTube

Click on the video above to hear the leadership journeys of Chief Nurse & Midwife Prof. Dierdre Fowler and Chief AHP Clare Boobyer-Jones.

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How can you put leadership behaviours into practice?

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How can you put leadership behaviours into practice?

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Use the pizza to help identify the leadership qualities you want to focus on developing.

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What values are important to you at this point in your life and career. Have these changed over time?

By labelling your values it can help you understand your own perspective and that of other people, who may have different values to yours.

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Occupational Therapists: new standards from RCOT

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Occupational Therapists: new standards from RCOT

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Professional standards for practice, conduct and ethics | RCOT

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Step to Work: A resource to support newly registered AHPs transition to the workplace

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Step to Work: A resource to support newly registered AHPs transition to the workplace

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National Armed Forces Healthcare Training and Education Programme

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National Armed Forces Healthcare Training and Education Programme

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Module One: NHS Introduction to the Armed Forces community NTEP Module 1 – National Armed Forces healthcare training and education programme

Provides a concise overview of the Armed Forces community and NHS responsibilities under the Covenant.

Key highlights:

1. Who the Armed Forces community are and why it matters

Importance of accurate identification and recording

Overview of NHS support pathways (e.g. Access Op COURAGE: The Veterans Mental Health and Wellbeing Service - GOV.UK,

Op RESTORE,

Op NOVA | Forces Employment Charity NHS England » Personalised care for veterans).

2. How staff can embed Armed Forces community-aware care in practice.

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NTEP Module 1 – National Armed Forces healthcare training and education programme

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Module One: NHS Introduction to the Armed Forces community

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Colleague wellbeing support services poster Nov 25

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Transition to NHS for Internationally Recruited Allied Health Professionals (AHP)

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We’ve put some small files called cookies on your device to make our site work.

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NHSE have created a new Sexual Safety resource that is accessible via the eLearning for Health Catalogue.

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Graded assertiveness tools for having challenging conversations and giving candid feedback.

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A model, tools and resources designed to develop and support non-clinical and clinical leaders and aspiring leaders

Explore the Healthcare Leadership Model

The Model helps people develop as leaders by discovering and exploring their behaviours Find out about the Model
360 degree Feedback Tool

A Tool to give you insight into other people's perception of your leadership abilities and behaviour Find out more about the Tool
Healthcare Leadership Model App

Our journaling App enables you to record and reflect on observations about your leadership behaviours and others around you
Find out more and download the App
Supporting library

Our library includes information about how the Model was developed and personal qualities at its core

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A model, tools and resources designed to develop and support non-clinical and clinical leaders and aspiring leaders The Model helps people develop as leaders by discovering and exploring their behaviours Find out about the Model A Tool to give you insight into other people's perception of your leadership abilities and behaviour Find out more about the Tool Our journaling App enables you to record and reflect on observations about your leadership behaviours and others around you Find out more and download the App Our library includes information about how the Model was developed and personal qualities at its core

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Pillars of Practice (padlet.com)

Further resources relating to the 4 pillars of practice

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Compassionate and Inclusive Leadership at SFT

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Compassionate and Inclusive Leadership at SFT

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Derek Sivers' TED Talk   'How to Start a Movement'

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Radical Candor In 6 Minutes With Kim Scott

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Non-registered workforce

There are some NHS staff groups that require no formal registration with a professional regulator, such as health care support workers. The plan predicts that among the non-registered workforce, the biggest shortfall will be in health care support workers, and the plan states that NHS England will look to run recruitment exercises at scale for entry-level NHS jobs, and will work in partnership with Jobcentre Plus where appropriate, including continuing a national recruitment programme. The plan does not acknowledge that if the NHS seeks to boost the numbers of health care support workers in this way, this needs to be done in co-ordination with the social care sector - otherwise the NHS will be in direct competition with the social care sector for the same staff.

Reducing reliance on international recruitment and temporary staffing

The plan outlines the requirement to reduce the NHS's over-reliance on international recruitment and temporary staffing, and expects a decrease in both these factors through implementing education and training expansion. This expansion would lead to an anticipated decrease in international recruitment from the current 24 per cent of all new joiners across the NHS (excluding dentistry and community pharmacy) to 9-10.5 per cent a year by 2036/37, and in reliance on temporary staffing in full-time equivalent (FTE) terms from 9 per cent in 2021/22 to around 5 per cent from 2032/33 onwards.

The plan notes the importance of temporary staffing solutions in providing flexibility for staff and an opportunity for extra income. The plan notes that over the next 15 years, the NHS will need to further strengthen its approach to offering a blended career, where staff have the flexibility to work in an NHS bank, but that this should not be the only route to staff having a working pattern that suits them. The plan aims to reduce agency expenditure in secondary, community and mental health providers as shortfalls reduce.

Apprenticeships

Placing a significant focus on the expansion of apprenticeships, the plan introduces the development of an apprenticeship funding approach that supports employers with the cost of employing an apprentice. It sets out an ambition for 22 per cent of training for clinical staff to be through apprenticeship routes by 2031/32. A commitment for joint work between NHS England and government intends to ensure that any changes to NHS England's apprenticeship funding approach are supported by, and align with, wider government apprenticeship funding policy. The plan states that integrated care systems (ICSs) will be supported to develop local apprenticeship strategies that maximise benefits from changes to funding approaches.

The King's Fund view

The plan for increasing the supply of NHS staff includes much to be welcomed. It is the most comprehensive, detailed and transparent long-term workforce plan in living memory. The plan's proposals for delivering the increase in staffing numbers - in particular, through more apprenticeships - appear feasible. Of course, setting out the numbers is in some ways the easiest bit: the devil will be in the detail of implementation, for example, how the NHS will develop sufficient capacity to manage these additional staff. Funding is yet to be decided beyond 2025 and will depend on future central government Spending Reviews, and the assumptions behind the numbers are so far untested. The promised biennial reviews of the plan, its projections and updates are therefore essential.

As the plan progresses to implementation, we would like to see a greater emphasis on working with professions and (in relation to support workers) the social care sector. Integrated care boards (ICBs) should be supported to develop their roles and make workforce planning less centralised. The opportunity the plan presents - to train and recruit a workforce for a future NHS that is more balanced across hospital, community and primary care - should not be missed.

Retain

The plan notes that without embedding better culture and improving staff retention, NHS workforce shortfalls will persist. Much of the commitment around retention simply reinforces elements of the NHS People Promise and the NHS People Plan - for example, encouraging NHS organisations to undertake cultural reviews to understand how working environments could be improved for staff.

Perhaps the most concrete proposal on retention is the plan to modernise the NHS pension scheme, with the Department of Health and Social Care introducing reforms so that staff can partially retire or return to work seamlessly and continue building their pension after retirement if they wish to do so. It is hoped that this will incentivise more NHS staff to work more flexibly and remain in the workforce for longer. This proposal builds on changes to pension tax arrangements already announced by the government in the Spring Budget 2023, which came into effect in April 2023. These allow some NHS staff to continue working later into their career without incurring high tax bills. The plan also commits to continuing the ongoing national funding allocated for continuing professional development (CPD) for nurses, midwives and allied health professionals, and the previously announced plans to improve childcare support to help NHS staff to stay in work, through changes made in the Spring Budget for working parents over the next three years.

Many of the proposals on retention fall to ICBs and employers to implement locally and on an individual workplace level, for example, developing and implementing plans to invest in occupational health and wellbeing services, reviewing people management systems, and 'making better use' of national tools to inform improvement plans.

The King's Fund view

The plan recognises the importance of improving retention and the significance of culture and leadership to do this. However, there have already been reviews and other significant developments affecting NHS leadership that make this point. To make the necessary changes to leadership and culture, NHS England and partner agencies must prioritise this issue.

The plan expects action to be driven locally, with the plan considered a minimum requirement for local partners to build on. This approach aligns with NHS England's new operating model, which delegates more responsibility to local health systems and reduces direct intervention from national organisations.

The plan's proposals on retention do not address the immediate 'here and now' issues contributing to high attrition rates across the NHS, and there is a risk that any improvements in retention do not occur at the rate required to meet the overall supply targets set out in the plan.

It is logical that local employers should take the lead role in improving retention and developing organisational cultures. However, given current pressures on services and staff, the plan is lacking detail on how NHS England, national partner agencies and local systems should and will support local employers, including on provision of skilled organisational development capacity. It also does not engage with the important role that the Department of Health and Social Care can have in retention by determining pay, terms and conditions.

Reform

The 'reform' section of the plan focuses on 'working and training differently' to improve productivity. This will be achieved through building teams with flexible skills, changing education and training to deliver more staff in roles and services where they are needed most, and ensuring staff have the right skills to take advantage of new technology.

Teams with flexible skills

There is a focus in the plan on expanding enhanced, advanced and associate roles to offer modernised careers, with a stronger emphasis on the generalist and core skills needed to care for patients with multimorbidity, frailty or mental health needs. This includes setting out the path to grow the proportion of staff in these newer roles from around 1 to 5 per cent of the NHS workforce, by ensuring:

by 2031/32 more than more than 6,300 clinicians start advanced practice pathways each year

increasing training places for nursing associates - staff that support registered nurses to deliver patient care - to build a workforce of 64,000 nursing associates by 2036/37

increasing training places for physician associate - staff who support doctors in the diagnosis and management of patients - to establish a workforce of 10,000 by 2036/37.

The plan also seeks to grow the number and proportion of NHS staff working in mental health, primary and community care by 73 per cent by 2036/37, to meet the ambition to deliver more preventive and proactive care across the NHS. These measures appear to be a concerted effort to boost capacity in out-of-hospital settings.

Technology

Actions already being undertaken by NHS England to adopt the use of artificial intelligence (AI) innovations are highlighted in the plan. These include supporting the government's Foundation Model Taskforce (which was launched to support businesses and developers build better AI systems, and to procure the technologies for public services) to optimise implementation across the NHS, and reviewing initial evaluations from various pilots to provide evidence of risks that need to be assessed. NHS England has committed to convening an expert group to identify advanced technology that can be used most effectively in the NHS, building on the findings of the Topol Review.

New approaches to medical education

A key feature of the reform section is new approaches to medical education, with proposals to support medical schools to move from five or six-year degree programmes to four-year degree programmes that meet current General Medical Council (GMC) standards. This feature aims to 'bring people into the workforce more efficiently'. There are also plans for piloting a new model for newly qualified doctors: an internship programme that will shorten undergraduate training, allowing medical students to graduate six months early and enter a six-month renumerated internship programme.

The plan also marks the need to address geographical inequity, and how the location of medical training posts does not always mirror current or future patient need, leading to inequitable access to services. Highlighting the entrenched inequalities in the distribution of staff, the difficulty of attracting and retaining staff in 'disadvantaged' areas and the need to ensure additional posts are aligned to areas of greatest need is a welcome step.

The King's Fund view

The 'Reform' section is the longest section of the plan - more than 30 pages. It gives a long and diverse list of national initiatives, such as encouraging nurses to participate in research, developing healthy-weight coaches, and creating 10 clinical fellow posts for sickle cell disease. Despite the high level of detail, there is little connection to what the overall change will be for frontline staff and patients. There needs to be transformation in both the education of health care professionals to foster kinder environments within which to learn and in the conditions for care in practice.

Much of this section of the plan focuses on how NHS England will develop national education and training arrangements now that it has incorporated Health Education England. It will be important to develop the vision for what the workforce of the future should look like, eg, how roles will develop and fit together, how they will work with patients and 21st-century technology. This section of the plan was also an important moment to say how the NHS got to its current point. Adding more roles and new professional training to the system will not on their own achieve the desired changes, as there is currently insufficient capacity to support change and develop organisations.

Amid all the other detail, the plan is based on ambitious and uncertain assumptions for improved labour productivity above the long-term trend - realism about the required investment in buildings, technology and equipment must happen if the plan is to realise those productivity gains. There is surprisingly little detail on how the productivity goals will be achieved. It is good to set ambitious aims and productivity clearly does need to improve, so this is an area where NHS England should prioritise providing greater clarity.

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The NHS Long Term Workforce Plan Explained | The King's Fund

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June 2023 saw the launch of the NHS Long Term Workforce Plan, in this long read we explain the NHS plan and how this will impact the workforce moving forward.

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Pillars of Practice (padlet.com)

What are the 4 pillars of practice and why are they relevant to me?

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Communication; SPIKES model for breaking bad news

Breaking bad news - The MDU

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Library resources and competency checklist

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Library resources and competency checklist

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RCS is available to all AHPs and nurses via ProfessionalNurseAdvocate@somersetft.nhs.uk

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Healthcare Learner Toolkit App - Explainer

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Your manager and preceptor will advise you on the clinical skills training required for your role. Additional training can be found on LEAP.

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Recent Preceptees can make the best Preceptors. You'll be able to empathise with newly registered colleagues. Its also great for your personal development. Training available via LEAP

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Preceptorship APEL (degree and masters level)

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Preceptorship APEL (degree and masters level) (HEAD331 / APP728)

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University of Plymouth: This accreditation of prior learning (APL) module has been designed to accredit preceptorship for newly registered nurses,…

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Somerset NHS Foundation Trust, alongside NHS England South West, is committed to the Safe Learning Environment Charter. This charter ensures we foster a safe, inclusive and collaborative learning environment for educators and learners.

" It is aligned to the NHS People Promise in recognition that learners are vital to the workforce and are included in the promises we must all make to each other, to improve everyone's experience of working in the NHS.”

NHS England 2025 - NHS England » Safe Learning Environment Charter

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Continuing Professional Development (CPD) 

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Continuing Professional Development (CPD) 

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Advice from the HCPC

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CPD audits resumed on 1st September 2020 with Operating Department Practitioners. More information about CPD audits can be found below.

Continuing professional development (CPD) is the way in which registrants continue to learn and develop throughout their careers so they keep their skills and knowledge up to date and are able to practise safely and effectively.

Service update: CPD and renewals

Registrants will understandably be concerned about how they can keep up to date with CPD or have time to submit profiles if chosen for audit at this time.

Individuals should comply with their CPD obligations, where time allows and if it is possible to do so.

Given the circumstances, our Council had taken the decision to cancel the audit process for physiotherapists and arts therapists. We also did not go ahead with CPD audits for dietitians, chiropodists / podiatrists and hearing aid dispensers.

If you are not one of the above professions and have a previous CPD audit which is outstanding that you would like to query, please email cpdprofiles@hcpc-uk.org.

Please note our CPD audits resumed on September 1 2020 with operating department practitioners, you can find more information as well as tips for completing your audit here.

Extensions to renewals

We will continue with our planned renewal timelines, but with extra flexibility understanding the pressures our registrants will be under.

We have extended the renewal deadlines for the following professions:

Art Therapists: deadline now extended to 30 June 2020

Dietitians: deadline now extended to 31 July 2020

Chiropodists / podiatrists: deadline now extended to 31 August 2020

Hearing aid dispensers: deadline now extended to 31 August 2020

We have also written to those select registrants to confirm this in writing.

More information on how to renew can be found here.

Professions currently in renewal

The following professions are currently in renewal:

Practitioner psychologists: 31 May 2021

To prevent your registration lapsing and ensure you are able to practice lawfully, your renewal information and payment will need to be received by the deadline above.

Need help? We have more information on how to renew or for urgent queries you can contact the Registration team.

Contacting our Registration Department

You are welcome to contact our Registration team to discuss any aspect of your registration. We encourage email as the best way of getting a full response, however more contact options are available on the Registration team's contact page.

Advice and service information for registrants

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Continuing professional development (CPD) |

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CPD audits resumed on 1st September 2020 with Operating Department Practitioners. More information about CPD audits can be found below. Continuing professional development (CPD) is the way in which registrants continue to learn and develop throughout their careers so they keep their skills and knowledge up to date and are able to practise safely and effectively.

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If you have a concern, please follow the escalation process. You will find this in the preceptee handbook in appendix 1.

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Newly Registered Nursing Associate Guide.

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Student, Apprentice, OSCE and Placement Support

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Welcome

Welcome to our NHS Leadership Academy learning hub. This site hosts a range of short learning solutions designed by experts for the development of NHS staff of all levels to work though at their own pace. The content of many of these learning materials is taken from elements of our Leadership Academy core programmes and is designed using the feedback and contributions of our learners.

Bitesize learning courses

We've worked with a team of experts to develop a series of short courses to help support you build on your skills and discover new ways to improve your experience of work. Our bitesize learning courses cover topics such as personal resilience, courageous conversations, motivation, authentic leadership and much more

Inspiration Library

Our library of 'inspiration' learning materials includes short snippets of learning such videos, articles and podcasts. Many of these have been used as part of our social media campaigns such as #ProjectM

These short snippets of learning can usually be completed between 5 - 15 minutes and are ideal for learning on the go so why not explore today what our inspiration library has to offer.

Learning spaces

Our learning spaces page hosts learning content for campaigns and initiatives specially designed for health care leaders and managers to connect, share and learn together.

The content hosted here includes #ProjectM for mid level leaders and managers and Executive Suite for Executive leaders.

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Welcome to our NHS Leadership Academy learning hub. This site hosts a range of short learning solutions designed by experts for the development of NHS staff of all levels to work though at their own pace.

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We are a collaboration platform empowering everyone working in health and social care to safely connect, share and learn across boundaries. Be part of a FutureNHS.

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Profession-specific resources for AHP professions

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AHP Preceptorship Further links and resources

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Reimbursement for travel and parking expenses can be claimed via EASY | Login (giltbyte.com) with agreement from your manager.

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Preceptorship Development Day dates for the year

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Preceptorship Development Day dates for the year

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Find dates for the preceptorship year HERE

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See parking info above.

Alternatively, there is a bus that passes The Exchange. Please use the below link to the timetable- Timetable 21/21A (firstbus.co.uk)

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Download and print a copy to display or ask at reception on arrival.

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There is a bus that passes the hospital. Please use the below link to the timetable (firstbus.co.uk)

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Getting here and where to park - Musgrove Park Hospital (somersetft.nhs.uk)

Click here for the bus timetable and route tpr-pr1-tt-dec18.pdf (firstbus.co.uk)

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Getting here and where to park - Yeovil Hospital (somersetft.nhs.uk)

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Revalidation - The Nursing and Midwifery Council

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Revalidation is the process that all nurses, midwives and nursing associates need to go through to renew their registration with the NMC.

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Skip to Main Content

Health Information in Languages Other than English

Most healthcare information is written or created in English.

If you need health information in languages other than English, the links below should be useful.

NHS Website - Health information in other languages

Cancer information and help in your language - Macmillan Cancer Support - Macmillan Cancer Support provide information in many languages and in Braille and other formats.

https://medlineplus.gov/languages/ukrainian.html - some technical explanations of, for instance, diabetes treatment, cancer tests etc with downloadable dual language PDFs

https://www.healthinfotranslations.org/language/ukrainian/22971/ - another set of downloadable dual language PDFs, some with sketches/illustrations to help

https://www.proz.com/glossary-translations/english-to-ukrainian-glossaries - PROZ is a website aimed at translators, there are also some general vocabulary lists

TRANSLATED HEALTH INFORMATION FOR PATIENTS - Doctors of the World - searchable for health information in many languages

http://www.davecurtis.net/phrasebook/medicalphrases.en.uk.html - the page at http://www.davecurtis.net/phrasebook/ also includes links to apps to help with pronunciation (looks like Windows only) and other tools that might be of use

https://www.easternhealth.org.au/services/language-services/cue-cards/cue-cards-in-community-languages - these are links to flashcards in a range of languages, including Ukrainian; they are bright and basic (for statistical purposes and to help with funding they may ask for your details)

http://www.picturecommunicationtool.com/index.shtml - this tool was put together by Mid-Essex Hospital Services around 2006, so some of the images may be a little dated, but they will hopefully help bridge the language barrier in the first instance. Again, they do ask for contact details before you download the set

https://www.healthinfotranslations.org/ - includes a section on hospital signage

As a last resort there's also Google Translate, although "Use with caution".

NHS Inform is a service provided by NHS Scotland offering advice in other languages and accessible formats such as BSL videos, audio, easy read and large print

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Somerset FT Libraries: Patient and Public Health Information: Health Information in accessible formats

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This guide contains reliable, trustworthy, information to help you understand your health needs and access health services in Somerset. There are links on this page to health information in many languages, in easy read format, BSL and audio

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Preceptorship hub

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New resource: 'Preparing for your future as a Physiotherapist'

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New resource: 'Preparing for your future as a Physiotherapist'

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Skip to main content

Cookies on the Learning Hub

We've put some small files called cookies on your device to make our site work.

We'd also like to use analytics cookies. These send anonymous information about how our site is used to a service called Google Analytics & Hotjar Analytics. We use this information to improve our site.

Let us know if this is OK. We'll use a cookie to save your choice. You can read more about our cookies before you choose.

BETA This is a new platform - your feedback will help us to improve it.

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Skip to main content We've put some small files called cookies on your device to make our site work. We'd also like to use analytics cookies. These send anonymous information about how our site is used to a service called Google Analytics & Hotjar Analytics. We use this information to improve our site.

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New resource: 'Preparing for your future as an OT'

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New resource: 'Preparing for your future as an OT'

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Skip to main content

Cookies on the Learning Hub

We've put some small files called cookies on your device to make our site work.

We'd also like to use analytics cookies. These send anonymous information about how our site is used to a service called Google Analytics & Hotjar Analytics. We use this information to improve our site.

Let us know if this is OK. We'll use a cookie to save your choice. You can read more about our cookies before you choose.

BETA This is a new platform - your feedback will help us to improve it.

# data[].attributes.attachment_link.description
Skip to main content We've put some small files called cookies on your device to make our site work. We'd also like to use analytics cookies. These send anonymous information about how our site is used to a service called Google Analytics & Hotjar Analytics. We use this information to improve our site.

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New resource: 'Preparing for your future as a Diagnostic Radiographer'

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New resource: 'Preparing for your future as a Diagnostic Radiographer'

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We’ve put some small files called cookies on your device to make our site work.

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preceptorship@somersetFT.nhs.uk

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The majority of newly qualified nurses spend the first year wondering if they have missed anything

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New resource for Nurses from NHS England: 'Making the most out of early years as a Nurse'

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New resource for Nurses from NHS England: 'Making the most out of early years as a Nurse'

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We’ve put some small files called cookies on your device to make our site work.

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Feedback is welcome at any time - about anything preceptorship related.

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This template is intended to help you guide your own activities

Remember, there is no set way to reflect and you can adapt these activities to suit your learning style and your role.

Download - Reflective Practice Template

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Remember, there is no set way to reflect and you can adapt these activities to suit your learning style and your role. Download - Reflective Practice Template

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book onto the development days for your chosen cohort via LEAP

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Your username will usually* be your Employee ID Number. This can be found on the top left of your payslip. If you do not know your Employee ID Number (or don't have one) then please follow the reset password instructions below.

To reset your password or find out your Employee ID, please click on ' Forgotten your username or password?' on the left hand side of this screen.

You will then be issued a link to create a new password.

If you are unable to log in after doing this, or do not have an Employee Number - as you are a student or non employed colleague, please email Learning@SomersetFT.nhs.uk

* new or temporary colleagues will be issued a unique username that will have been sent to you, or your manager, please use this as you may not have an assignment number yet.

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To reset your password or find out your Employee ID, please click on ' Forgotten your username or password ?' on the left hand side of this screen. You will then be issued a link to create a new password.

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Library resources and competency checklist

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Library resources and competency checklist

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Forms and templates - The Nursing and Midwifery Council

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NMC Online, HEI Online, CCPS online and Employers Online will be unavailable from 18:00 on Friday 21 July to 18:00 Saturday 22 July for essential maintainence.

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Click on the image above for guidance or read your organisation's AI policy for full guidance.

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An AI tool to help develop your transferable skills

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Understanding sources of bias in research

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Pillars of Practice (padlet.com)

Further resources relating to the 4 pillars of practice

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The attached template was created and shared by Social Care OT Preceptee Lauren Meehan.

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Neurodiversity Module by SSHINE - Florence Nightingale Foundation Academy

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NHSE have created a new Sexual Safety resource that is accessible via the eLearning for Health Catalogue.

The training is aimed at all students/trainees/apprentices however, it is a useful resource to facilitate conversations within all practice areas and is available to all colleagues.