Search results for ‘Subject term:"staff development"’ Sort:
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Care coordination functions: scoping research
- Author:
- BURTNEY Liz
- Publisher:
- Skills for Care
- Publication year:
- 2016
- Pagination:
- 6
- Place of publication:
- London
Care coordination is an important aspect of integration between social care and health. The role of care coordinators can include activities like supporting people using services to access appropriate care and support, working with professionals to raise awareness of local services available and reducing duplication of efforts. Drawing on the results of an examination of existing job descriptions and questionnaires sent to social care and health organisations, this short summary looks at the functions and roles of care coordinators in a range of different organisations. In total, 243 eligible questionnaire were received from employers/managers and 144 from staff. The summary reports briefly on the reasons for, and benefits of, coordinating care; key functions associated with care coordination; learning and development needs identified by employers and staff; and existing organisational support. The summary identifies a likely increase in the role of care coordinators in the future. It also found a reliance on in-house and on the job training for staff involved in care coordination and identified the need for a framework outlining core functions and associated competencies for staff coordinating care. (Edited publisher abstract)
Developing a competent workforce for integrated health and social care: what does it take?
- Author:
- STEIN K. Viktoria
- Journal article citation:
- International Journal of Integrated Care, 16(4), 2016, Online only
- Publisher:
- International Foundation for Integrated Care
Reflecting on the knowledge, skills and attitudes necessary to work in integrated care, this perspectives paper explores the competencies required to implement and deliver integrated care and analyses how current education and training approaches fall short of conveying these competencies on all levels. By defining the differences between knowledge, skills and attitudes, and outlining the key ingredients for a competent workforce, this paper brings to light one of the most neglected topics in integrated care. It suggests that developing education and training programmes to build a competent workforce for integrated care needs a multi-faceted approach on all levels. On the system and organisational levels, policy makers and managers need to create a framework for learning environments and organisations, in which providers can work together and engage with patients, caregivers and communities. This importantly entails creating trust and having respect for one another, as well as developing an open error management to support the learning organisation. But it also means sharing responsibilities and committing oneself to the active involvement in a continuous learning cycle. (Edited publisher abstract)
Safe, sustainable and productive staffing: an improvement resource for learning disability services
- Author:
- NATIONAL QUALITY BOARD
- Publisher:
- National Quality Board
- Publication year:
- 2016
- Pagination:
- 23
A guide to help standardise staffing decisions for learning disability services in community and inpatient settings. This resource is designed to help commissioners and providers of NHS commissioned services, create, review and sustain safe and effective specialist health services for people with a learning disability, who have a wide range of needs and varying levels of disability. The resource draws on evidence from a commissioned rapid review of literature and professional review of practice. It aims to provide principles and an assurance framework to help standardise approaches to making decisions about staffing in a multidisciplinary learning disability setting, within organisations and across the system supporting the patient experience and outcomes. (Edited publisher abstract)
Scottish Social Services Council (SSSC): regulating and developing the housing sector workforce
- Author:
- FOWLIE Anna
- Journal article citation:
- Housing Care and Support, 19(3/4), 2016, pp.101-104.
- Publisher:
- Emerald
Purpose: The purpose of this paper is to provide an introduction and background to the Scottish Social Services Council (SSSC) with relation to the housing sector. Design/methodology/approach: The author outlines the role and importance of the SSSC with regards to regulating and developing the housing sector workforce. Findings: This paper lays out the current SSSC approach to regulating the housing sector workforce via rolling out the implementation of work-based qualifications. Development of the workforce is being achieved via the advancement of learning technology work and improving the quality of the leadership and management of services. Originality/value: The paper outlines the work of the SSSC in Scotland and draws out some general learning points for workforce development. (Publisher abstract)
Improving the physical health of adults with severe mental illness: essential actions
- Author:
- WORKING GROUP FOR IMPROVING THE PHYSICAL HEALTH OF PEOPLE WITH SMI
- Publisher:
- Royal College of Psychiatrists
- Publication year:
- 2016
- Pagination:
- 80
- Place of publication:
- London
Sets out the essential actions to improve the physical health of adults with severe mental illness (SMI) across the NHS. People with SMI have a life expectancy that is shortened by 10–20 years; have higher rates of physical ill-health than the general population; have higher rates of health-risk behaviours, including obesity and tobacco smoking (approximately twice as high than the general population); and are likely to have a long-term physical condition. The report makes practical recommendations for changes that will help adults with SMI to receive the same standards of physical healthcare as the general population and reduce the risk of premature death. These include: the creation of a new national steering group to lead and link key stakeholders with experts from the professions so that important aspects of physical healthcare are addressed and monitored at a national level; each mental health service, acute hospital, general medical practice or GP federation should develop a physical health strategy for patients with SMI which is approved by the board and reviewed annually and should appoint a lead clinician at board level to be responsible for its implementation; training for healthcare staff should be reviewed to ensure healthcare professionals are equipped to fulfil the physical health needs of people with SMI, such as being able to recognise physical illness and take appropriate action; and infrastructure should be improved - e.g. systems for recognising acute illness, improved information technology to help with meeting current health-needs, better access to investigation results to help to improve standards of both physical and mental healthcare. (Edited publisher abstract)
Consultation on revised guidance on continuing professional development
- Author:
- HEALTH AND CARE PROFESSIONS COUNCIL
- Publisher:
- Health and Care Professions Council
- Publication year:
- 2016
- Pagination:
- 7
- Place of publication:
- London
A consultation on proposed changes to the guidance document 'Continuing Professional Development and your registration'. The new draft includes a number of changes to improve the style and content of the guidance, including: block text has been broken down and bullet points have been used, wherever possible; a flow diagram summarising the audit process has been added; the information on putting a CPD profile together has been abridged so it is clearer and focuses on the important key points; there is more clarity about the need in an audit to submit a dated list of activities to demonstrate that standard one has been met; reference is made to interactive activities which involve learning with others, and third party feedback, which can make a positive contribution to practice. Overall, the guidance is shorter than the existing version, with material removed that is duplicative, out-of-date, unnecessary, or better placed on the website or in the separate information for registrants selected for audit. The closing date for responses is Friday 13 January 2017. (Edited publisher abstract)
Mental health toolkit for employers
- Author:
- BUSINESS IN THE COMMUNITY
- Publisher:
- Business in the Community
- Publication year:
- 2016
- Pagination:
- 68
- Place of publication:
- London
A toolkit on how to tackle mental ill health and promote wellbeing in the workplace. Mental health is an integral part of how people feel about their jobs, how well they perform and how well they interact with colleagues, customers and clients. With 1 in 6 employees currently experiencing mental health problems, mental health is an essential business concern. This resource sets out a step by step action plan, focusing on: making a commitment; building an approach through workplace policies and plans; promoting a positive culture; providing support and training; managing mental health and ending stigma; providing the right support; helping people recover; and regularly evaluating the organisation’s approach to mental health. The toolkit includes a number of case studies providing examples of good practice. (Edited publisher abstract)
Supporting integration: workforce considerations. Roundtable discussion
- Author:
- KING'S FUND
- Publisher:
- King's Fund
- Publication year:
- 2016
- Pagination:
- 16
- Place of publication:
- London
Summarises the findings from a roundtable event to discuss the report ‘Supporting integration through new roles and working across boundaries’. The meeting was structured to discuss the report’s findings, to consider two case studies, Cheshire Pioneer and Greenwich Co-ordinated Care, that would illustrate how they played out in real life, and, in small group discussions, to propose issues and possible actions for NHS Employers and the Local Government Association to consider. One of the main lessons that has emerged from the Cheshire pioneer is the considerable time and investment that is required at both a strategic and practical level. Joining up care and creating integrated solutions requires all parties to agree not only on the vision, but importantly on how it is achieved. In practice this has often meant negotiating agreement between individual providers and organisations on issues ranging from contracts and data-sharing protocols to individual job descriptions. One of the main outcomes of the Greenwich Co-ordinated Care approach has been the flexibility that has resulted from breaking down the barriers between staff and focusing on a common goal. As staff have engaged with different organisations and professions they have increased their understanding of different organisational cultures and language and their knowledge of what other organisations do. Importantly, this has also strengthened professional relationships and enabled greater richness of care planning, which are felt to make the investment of time and effort worthwhile. As a result, staff have been empowered to identify what they can do themselves, rather than relying on formal referral processes; staff also report greater use of voluntary and community sector resources. (Edited publisher abstract)
Fit for the future: public health people: a review of the public health workforce
- Author:
- PUBLIC HEALTH ENGLAND
- Publisher:
- Public Health England
- Publication year:
- 2016
- Pagination:
- 47
- Place of publication:
- London
This review outlines five important themes that underpin the response to developing a public health workforce for 2021 and provides a pathway and plan to achieve the ‘new’ workforce. The review set out to answer a number of key questions, through a literature review, key informant interviews and a series of workshops across England, focusing on: what good public health work would look like in five years’ time and beyond; the drivers that will influence the way the workforce will need to develop; the future composition of the workforce, and the skills and capabilities needed; and how the public health system should respond nationally and locally to prepare a workforce that is fit for the future. The report identifies a number of key themes that provide the focus for a system response to developing the public health workforce. These include: creating an attractive career; developing a stronger social movement for health; building 21st century skills; strengthening systems thinking and leadership; and ensuring resilience, flexibility and mobility. (Edited publisher abstract)
Staff prepared to care? Capacity and competence in the end of life care workforce
- Author:
- HINDS Jocelyn
- Publisher:
- National Council for Palliative Care
- Publication year:
- 2016
- Pagination:
- 16
- Place of publication:
- London
This report summarises some of the key issues facing the health and social care workforce in delivering end of life care. It suggests that a much greater commitment to workforce planning and development is needed at national and local level. It identifies gaps in what is known about workforce numbers; the data that is available signals possible succession planning problems, with a large proportion of senior specialist nurses aged over 50 and due to retire in the next decade. Key chapters in the report focus specifically on: the data gap; the ageing workforce; community nurses; training staff with the right skills; and the provision of social care. The report makes a number of recommendations, including that that staff who are not specialised in the provision of palliative care receive regular training to enable them to deliver high quality care to people at the end of their lives; and that social care be appropriately valued for the important part it plays in allowing people to die in their place of usual residence and that initiatives continue to be put in place to enable health and social care services to work in a coordinated way. (Edited publisher abstract)