HWE AHP Strategy by Simon Pattison

Funding

2024-11-26 12:18:58 UTC

Collaborative Workforce Modelling

2024-11-26 12:19:48 UTC

Learn from PAH and other programmes of work to enhance joint workforce modelling and framework - looking across organisation and profession - encouraging a collaborative workforce design by service.

2024-11-26 12:20:14 UTC

By identifying clear objectives that can have outcomes attributed

Collaboration

2024-11-26 12:21:28 UTC

We have a collaborative model across the system. I think this could be enhanced by amplifying the representation of smaller professional groups or those where we do not have clear representation

2024-11-26 12:22:00 UTC

This can be a tricky one due to the number of different professions that constitute the AHP workforce; need to consider how best to enable a professional identity alongside an AHP identity

Supply

2024-11-26 12:22:08 UTC

Reducing birthrate and less applications to pre-reg programme means there is more competition to attract the next generation into these professions. We need to look at new methods of training and attraction.

Professional Boundaries

2024-11-26 12:22:13 UTC

Maintaining individual specific skills and competencies whilst looking at more generic working to support wider workforce - ensuring increasing skills and not lessening skills

Engagement of all workforce

2024-11-26 12:22:44 UTC

How do we engage all staff of all bands in the AHP strategy work and seeing what's in it for them.

Expansion of opportunities

2024-11-26 12:23:19 UTC

Expansion of roles and opportunities for AHPs across the system. Utilising our skill set into Practitioner, ACP and Consultant roles as well as Clinical Leadership / AHP Leadership roles.

Collaboration

2024-11-26 12:23:19 UTC

AHPs are great in supporting each other and collaboration

Funding

2024-11-26 12:24:13 UTC

Funding for arts therapies for LD is still small when compared to other AHPs. We struggle to offer a service to West Essex, not only due to lack of resources but also due to a good enough space for clinical sessions to take place. This is a barrier to people with a LD accessing therapy that does not rely on the spoken word. May not be the kind of comment that you are looking for this morning Sally, but not to miss an opportunity. Having said this, i think arts are not the only professions that struggle with lack of space

2024-11-26 12:24:38 UTC

apprenticeships and development of our work force.

Funding

2024-11-26 12:25:45 UTC

Research is needed but the fact that there are so many part time posts are a real barrier to research taking place in the work place as well as other innovative projects

Workforce

2024-11-26 12:25:46 UTC

As more opportunities become available for AHPs to move into non-typical roles, this impacts on vacancy rates, particularly in hard to recruit to professions. Need to address supply.

QI

2024-11-26 12:26:20 UTC

Opportunities about embedding quality improvement within normal practise

Clinical Pathways

2024-11-26 12:27:24 UTC

The value of AHPs is understood and planned into clinical pathways.

2024-11-26 12:27:51 UTC

Recruitment and retention within AHP roles

Consultant and leadership roles. AHP research leads/posts

2024-11-26 12:28:49 UTC

Sharing best practise / successes

2024-11-26 12:28:53 UTC

Need to develop platform for sharing best practise and successes - agree template for completion and then sharing successes (however small!)

Quality & Safety

2024-11-26 12:29:42 UTC

To have a seat at the table representing AHPs in system quality & safety consistently

Career progression

2024-11-26 12:29:57 UTC

A lack of career progression that does not take you away from the SU work. NHSE did try to put something in place a couple of years ago (advanced practitioner) but there was little appetite from individual Trusts probably due to a difficult roll out.

Cross System working

2024-11-26 12:30:38 UTC

I think we can reach outside of our system and into other local systems to work on initiatives such as rotations to better retain some groups of AHP staff

Workforce

2024-11-26 12:30:46 UTC

To have a shared workforce plan for AHPs particularly smaller professions that also includes system rotations in formative career

Clinical leadership

2024-11-26 12:31:19 UTC

To have AHPs clinical leadership at clincial level

Staff development

2024-11-26 12:31:33 UTC

Opportunities for shared training/development across services to share specialist knowledge and resources for staff development

Outcomes

2024-11-26 12:31:46 UTC

Having an AHP tool that captures our service users outcomes . This could going forward with reporting and promoting value and identity help demonstrate link to ICS priorities

2024-11-26 12:31:53 UTC

Focus on NICE recommended evidence based interventions only that might exclude the great work from AHPs. So need to evidence our interventions locally and regionally.

leadership at board level

2024-11-26 12:32:04 UTC

ceiling for AHPs to have a career progression plan and a voice at board level in current structures

Advanced practice

2024-11-26 12:33:01 UTC

opportunities not taken to work to grow AHPs in this space- limited by NMP legislation, forward thinking, and specific education frameworks fro professions

Degree Programmes

2024-11-26 12:33:45 UTC

Would love a standard BSc Occupational Therapy Degree as well as the Apprenticeship at UoH

2024-11-26 12:33:59 UTC

Promotion of the roles of all of the AHP professions. We have more of a challenge than other profession groups because we multiprofessional.

Research

2024-11-26 12:34:12 UTC

Lack of leadership locally progressing the research agenda inclusively of AHPs- opportunities to contribute to ways of working differently to improve quality on the future

Place

2024-11-26 12:34:37 UTC

Opportunities at place level as new Boards are set up - but making sure we are involved now (speaking re S&WH)

Integrated

2024-11-26 12:34:46 UTC

AHPs are part of all strategy

Strengthen our identity

2024-11-26 12:35:32 UTC

More Consultant posts right across the AHPs which will increase our voice. This level of post should be standard as it is increasingly so in Nursing.

Profile

2024-11-26 12:35:35 UTC

Thought about in same breathe as medics and nurses

Visibility of areas of success and contributions

2024-11-26 12:36:26 UTC

educating role and unique skill sets

Working with our non-AHP colleagues

2024-11-26 12:38:17 UTC

Fostering good working relationships with non-AHPs to promote understanding of our value and what we bring to clinical and non-clinical roles

new roles

2024-11-26 12:40:14 UTC

The attraction of new roles to commissioners that look like AHP traditional roles but dont have the underpinning. eg recovery coaches, and are easier and possibly cheaper to recruit to

Parity

2024-11-26 12:43:36 UTC

policies and opportunities reflect AHPS equally with our nursing colleagues, the language reflects this and we are included from the start not consulted on as an after thought.

apprenticeships

2024-11-26 12:45:44 UTC

Deliver such high quality staff

2024-11-26 12:47:04 UTC

I wonder if it also about us taking responsibility to contact our comms depts- we do really interesting collaborative projects- which might be interesting for local newspapers etc which can promote AHP roles (I was on the radio for 'Pimp my Zimmer' a number of years ago- scariest thing i have ever done!)

CPD

2024-11-26 12:48:55 UTC

A more strategic look to the provision of CPD to enhance service wide services - individual needs are important but trust wide needs could be considered more.

development of support workforce

2024-12-09 13:21:16 UTC

Postcards to promote AHP Professions

2024-12-09 13:24:13 UTC

Creating postcards that can be given to service users / future workforce with a QR code to promote the profession ' today we have been treated by a ......'

2024-12-09 13:29:00 UTC

The unfortunate lack of finances plays a big role in essential roles not being made substantial, i.e. AHP Support Workforce Lead.

Included in this, lack of monies to increase the number of apprentices that can be supported onto apprenticeships, especially within AHP roles where staffing is an issue, e.g. OT. Due to staffing and worries about backfill, it is difficult to have more than 1-2 a year in a degree apprenticeship.

Finally, we have a high number of support staff that do not have their GCSEs / L2 functional skills, but struggle to complete their functional skills online, especially those with learning difficulties (i.e. dyslexia). Having face to face services would ease the anxiety around this I believe.

2024-12-09 13:31:28 UTC

Roles being made substantial, e.g. the AHP Support Workforce Lead role, Practice Education Facilitators in Radiography and ODP.

Recognition

2024-12-09 13:41:38 UTC

professional recognition including recognition for advanced roles. funding and acknowledgement of enhanced skills and responsibilities with appropriate titles and pay

Funding

2024-12-09 13:55:08 UTC

short term funding for essential roles eg: practice educator roles which are vital to ensure a resilient and highly skilled workforce. When people are in post for a short time, it creates a barrier for research and establishing Evidence based practice and also promoting visibility of role from publishing and sharing achievements/successes

Awareness campaigns

2024-12-09 14:04:30 UTC

Educate public on essential roles of AHPs. promoting specialist roles and advanced practitioner pathways and showcasing these through conferences, journals and media. demystify the role of AHPs.

workload and staffing

People leave the nhs and move into private practice where they don't feel valued by their organisations, particular challenge where we do not have Chief AHPS

Primary Care

2024-12-24 13:37:11 UTC

It is important when employing AHPs in general practice to understand their role and transferable skills to best use these in general practice, for the benefit of patients and wider skills sharing. Paramedics are a good example of where transferrable skills are working well. For example outreach care home management of Frailty and with extra training minor illness clinics. They are also going onto Advanced Practice to develop their skills.

2024-12-28 15:04:31 UTC

AHP leads in PCN education teams in general practice worked really well in HWE it would be greatly beneficial to have this kind of dedicated role for education and support of AHPs going forwards. AHPs are embedded in some practices and PCNs and a key part of the team there is opportunity for sharing the benefits of AHPs working across a wide range of roles and settings. There have been careers fairs which could be extended to cover a wider audience and encourage those looking for a career in health to consider these options.

2024-12-28 15:10:56 UTC

There should be increased leadership and management opportunities for AHPs. There should also be greater opportunities for career progression and development. There is potential for AHP to work across all of the parts of primary care, community and secondary care. This could include rotational role opportunities which could help enhance collaboration. Multidisciplinary teaching and learning opportunities should also be increased for the benefit of all.

2024-12-28 15:17:44 UTC

There are current barriers to recruitment due to a lack of well developed career pathways and opportunities for career progression to senior roles. This also impacts on retention of AHPs. There needs to be ongoing work on sharing details of the roles of AHPs with patients / the public. A lack of understanding of the benefits of AHPs, the work they do and how they fit with the traditional health care workforce is a current barrier despite toolkits and promotion of the roles in primary care.

2024-12-28 15:20:21 UTC

When roles are embedded in practices, PCNs and other settings and seen valued members of the team by patients and the wider workforce. There is so much positive work but we don't often hear about this in the media. We need to change the narrative.

2024-12-28 15:22:35 UTC

Increase the visibility of AHP roles and their promotion. Showcasing of good practice and the benefits to patients and the wider workforce.