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next we should be embracing TEL and SIM placement opportunities and develop conversations re innovative INT wide placements as well as share placement data with our PCNs to demonstrate the need. get along to PM meetings as they are key people to help enable and unlock. currently some impossible feeling things are changing HEI attitudes to PC placements and imagining that we can scale up enough to achieve our aspirations!

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we are hoping that via PCN Eds we will get a clearer understanding of who our MP educators are. without growing these we wont be able to plan or accommodate any placement growth. increased delivery of CS course is helping to grow these numbers but i note on recent graphs ES nos are reducing. Need to plan how to convert more CS to ES. CLE's are helping to provide conversations to support increased learners.

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I wonder if a 'stay interview' (rather than exit interview) approach is an idea to check in across the teams:

Why are we as individuals - still here fighting in this complex system?

What legacy would we all want to leave for our primary care workforce?

Also - how can we ensure that our local, regional and national colleagues really see the value of what we do - should we consider more of a digital strategic comms approach externally?

Also agree networking and sharing best practice across KSS is useful - aswell as county strategic work.

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It feels like this is about knowledge and communication at all levels e.g. practices ask:

how can we support these learners?

How do we use long arm mentoring?

how can we support shared placements?

who is it that can help me?

We have found one pagers / posters / FAQs really helpful for PMs, GPs and others to help translate the rules...

Our workforce leads encourage practices to think differently about how to support learners e.g. how to support social work students alongside nursing students - some colouring outside of the lines!

Sharepoint is useful - if people look at it!

Maybe consider some shadowing opportunities?

Also I wonder about knowing each other's skillsets a bit more may help with signposting / speed dating across the Dept?

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It feels that translating the national ask (fourfold) into actual work that needs doing at Practice and PCN level is the logical next step i.e. " for you to ensure your future workforce can meet your population needs - your PCN will need X more multi-professional supervisors.... to support X number of placements" Then: "how can 'we' as the education family help you achieve this?" - it will be different for all but this should enable innovation and sharing of best practice and feeds into estate and recruitment issues and working across organisations - as this is potentially how to increase numbers at place level.

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A little more time for our county to sit together and plan. It is useful to benchmark/share across KSS, but the day offers a valuable chance for county to do some strategic overview work.

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Empowering our PCN Ed leads and local level educators to understand and know the boundaries, and question boundaries that constrain them taking on more learners

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Framing the problem with our educators so they feel involved in the solution.

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PCN eds funding ready to roll out Jan-Dec 2025 in Surrey: Planning to use the designated time with Ed Leads to enable them to think creatively about placements and share best practice. Next step is to ensure recurrent funding for this work from the system.

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We need to work together to ensure EVERY practice in KSS has an approved CS!

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Live on sharepoint

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Clear placement targets for PCN Ed Leads 

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Clear placement targets for PCN Ed Leads 

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Having our County face to face open group time to discuss and strategically plan ahead is very valuable.

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It's not yes and no - it's discussions, understanding the basis behind innovation and requests and finding a way through an often bureaucratic morass to the core purpose of the project. Be approachable.

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Ensuring actual places are available while Maintaining quality. Building educator and shared resource capacity across PCNs. Helping innovate solutions to estate constraints.

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TPD Conference - placement expansion exercise - live review of plans/expansion ideas within the art of the possible.

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Monthly updates on workstreams - via already established action trackers?

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Nothing is truly impossible, but recruitment delays and culture change feel like the huge barriers/hurdles currently.

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Need County based GP School/PC School placement capacity review meeting - with dedicated practices/PCNs to lead on.

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What innovations am I (my team) already doing?

With a blue sky, what I think we should be doing next?

What needs doing but seems impossible?

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If you were running the next away day for this department, what session or questions would you consider the most important for us as a team?

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How can we enable our networks to expand to the limits of the rules and constraints?

How can we improve dispelling the myths?

How can we improve how the rest of the department can see what we’re doing (without it needing lots of extra work)?