This briefing highlights out how regions have worked together to deliver apprenticeships and maximise the apprenticeship levy | NHS Employers
Apprenticeships can develop and upskill new and existing staff, build career pathways and, when included within workforce planning, can help to address skills shortages across the workforce. The latter is something that more organisations are approaching collaboratively to address skills shortages and increase the amount of apprenticeship levy spent across STPs and ICSs.
This resource would be useful for sustainability and transformation partnerships (STP) or integrated care systems (ICS) leads interested in what other regions are doing, as well as workforce leaders who are looking to work more collaboratively on apprenticeships.
This document sets out questions to consider and some suggested actions that could help expand and improve organisation’s capacity for work placements in a sustainable way | NHS Employers
The NHS Long Term Plan sets out ambitions to increase the number of people in learning placements across the NHS. To meet these ambitions, employers will have to scale up the ability to offer a safe and high-quality learning environment that supports workforce development. Based on conversations with those organisations which have already grown their capacity, this briefing sets out a series questions and actions, under six key areas to help employers reflect on what more they can do to increase placement capacity in a way that is sustainable for their organisation.
The Health Foundation |September 2019 | Which health care jobs are the most likely to be affected by automation?
Much has been written about the likely impact of automation and particularly the potential for job displacement. Now in a new release The Health Foundation considers: which health care jobs are the most likely to be affected by automation?
In health and social care, ONS (Office for National Statistics) analysis suggests medical practitioners have an estimated risk of automation of 18%, compared to over 50% risk for care workers and home carers.
The automation of work will impact the future labour market. Office for National Statistics (ONS) analysis suggests that 7.4% of jobs in England are at high risk of automation (defined as 70% chance of being automated).
The ONS analysis estimates that medical practitioners have an 18% probability of automation, compared to over 50% probability for care workers and home carers.
However there is optimism about opportunities technology could bring too, such as creating new roles. There are also limits to the tasks that technology can perform—human skills, intelligence and perception are likely to be of enduring value
The briefing also indicates that while there will be some job displacement of the jobs we currently have; as some roles are replaced, others will be adapted and integrated with technology, and new ones will be created. As automation replaces routine tasks, people could be freed to undertake more rewarding work — as has been illustrated, for instance, through research on automation in primary care (Source: The Health Foundation).
This document sets out how to run a workplace exchange using the Wessex Exchange Model. The model was developed to overcome challenges with fragmented working and ineffectual delegation of workload by building trust and relationships between professionals and creating time for professionals to find solutions mutually towards providing joined-up care for patients.
The Professionalism and Cultural Transformation (PACT) toolkit aims to educate and empower staff to improve professionalism within their workplace, helping organisations move towards making the NHS the best place to work | NHS Employers
The toolkit is based on tried and tested work undertaken by Hull University Teaching Hospitals NHS Trust and is designed to help managers embed the PACT programme in their organisation. It contains practical information, advice and solutions to equip staff to deal with unprofessional attitudes and behaviours in the workplace.
The PACT programme has four steps which should be followed in sequence.
Step 1: Assess your current culture
Step 2: Determine levels of professionalism
Step 3: Action plan and management
Step 4: Evaluate
NHS Improvement| June 2019 | Interim NHS People Plan
NHS Improvement has published Interim NHS People Plan, developed collaboratively with national leaders and partners, sets a vision for how people working in the NHS will be supported to deliver care and identifies the actions we will take to help them
This guide reinforces the benefits of cross-sector working for patients and NHS transformation and includes case studies demonstrating how this can be achieved | AHSN Network | Association of British Pharmaceutical Industry
The ABPI and the AHSN Network has published a new guide to cross-sector working between NHS Sustainable Transformation Partnerships (STPs), Integrated Care Systems (ICSs) and industry. The guide sets out governance and process recommendations to make collaboration more straightforward.
The guidance makes it easier for STPs, ICSs and industry to develop and implement local collaborative initiatives that improve patient outcomes, make more efficient use of NHS resources and generate evidence of impact for industry.