www.england.nhs.uk

Building the Right Support for Learning Disabilities

Turning improvement ideas into local action

Kia Oval, Surrey County Cricket Club, London SE11 5SS

19 July 2016

Building the right supportWorkforce

Tim Alex

Unpaid – Family, Friends, Carers

Work, Manager, HR, Admin

Local Authority

Health

Main stream services Tim

Unpaid – Family, Friends, Carers

Health

Main stream services

Social Care

Alex

Personal Assistants

Social Care

Health

Main stream services Alex

Work, Manager, HR, Admin

Unpaid – Family, Friends, Carers

Unpaid - Families and Carers

Personal Assistants

Social Care

Health

Main stream services

Market supply and confidence

Changes to the nature of

work Technology

Shift of power

Effective approaches

Commissioning

Inter-disciplinary

Relationships

Todays staff and

skills

Training Pipeline

New Roles

Skill DevelopmentRole EnhancementRole enlargement

Skill Flexibility Role substitution

Role DevelopmentWhat's needed

Adapted from Imersion, Castle Clarke, and Weston 2016

People who are keen and want to stick around

Retention Workers equipped with new skills meet Alex’s needs

ReskillingMore social care and Personal Assistant’s

RecruitmentPeople working in new kinds of jobs that fit in Alex’s life

Roles (new)

RetentionNHS EmployersRecruitment and retentionA working reflection tool for practitionersNHS Employers retain and improve

Roles (new)HEE ApprenticeshipsSkills for Care Workforce planningNew Role TemplatesNursing AssociateCare Navigator

ReskillingLearning Needs AnalysisWorkforce Shaping (SfC),Learning Disability Made clearAutism awareness learning resourcesCo-production self-assessment tool

RecruitmentSkills for care (int)Workforce intelligence (int)Competencies and Learning Need Analysis (int)Attracting recruiting for values

Learning Disability and the Transforming Care Programme

James Moreton – Regional Director East

Who we are• We are the recognised Sector Skills Council for the whole UK

Health Sector, licensed by Government• We are a not–for-profit organisation• Our aim is to improve the way health services are delivered

through improving operational efficiency, quality and productivity

All Staff E-Rostering and Time & Attendance

Consultancy(Workforce Planning &

Organisation Development)

Learning & Development Related Services

Occupational Standards(Competence Frameworks)

HOW WE ARE INVOLVED WITH LEARNING DISABILITY PROGRAMME?

• Development of Competency Framework in partnership with HEE and providers

• Developed Learning Needs Analysis tool• Competency based Role Profiles• LD Core Skills Training Framework• Elearning related to Care Certificate

National and Regional Work

Learning Disabilities Core Skills Training Framework

• The framework determines minimum standards for LD education and training, and assists in ensuring the standards are met.

• Applicable to health/care employers and educational organisations training those to be employed in the workforce.

• As individuals move employer, core training can be recognised to minimise the duplication or repetition of training. 

• Practical applications of the framework for employer organisations; – Identifying key skills and knowledge for roles and teams– Planning and designing content of education & training– Commissioning of education & training– Conducting training needs analysis– Supporting performance management and the assessment of competence

Learning Disabilities Core Skills Training Framework

Tier 3Tier 2

Tier 1

Skills and knowledge for key staff working with/caring for people living with LD

Skills and knowledge for roles that have some regular contact with people living with LD

Knowledge for roles that require general awareness of LD

WHAT ELSE CAN WE OFFER

• Workforce development consultancy/support• Apprentice Pathway Development – “Grow Your

Own”• Strategic Workforce Planning• Role development to meet future service needs• Skills Passport• Advice and guidance

Additional Services

• James Moreton – EastMobile - 07795 301471Email – james.moreton@skillsforhealth.org.uk

• Marc Lyall – WestMobile – 0781 396 4752

Email – Marc.Lyall@skillsforhealth.org.uk

Contact details

Cultures and behaviours

“the focus person has begun calling people by their names, where previously she was shouting man or woman”  “The focus person for the first time in her life was able to bake cupcakes.”  “He is living in his own flat and is actively supported out in the community there is no Physical Interventions in his guidelines.”  We have recognised as a specialist CTPLD that the staff team at the home along with it's managers  have been struggling to cope with ***'s behaviours and those of others in their home.  The staff team presented as overwhelmed,  'out of their depth' and unsupported.   As a result of the training the staff team are now demonstrating more resilience and capability and the management are reviewing the ways they support their staff team. 

Workforce redesign

Principle 1 Take a whole systems view of organisational change

Principle 2 Recognise the different ways people, organisations and partnerships

respond to change

Principle 3 Nurture champions, innovators and leaders; encourage and support

organisational learning

Principle 4 Engage people in the process; acknowledge value and utilise their

experience

Principle 5 The different ways that people learn should influence how change is

introduced and the workforce supported

Principle 6 Encourage and utilise people’s thinking about values, behaviours and

practice to shape innovation

Principle 7 Actively engage with your community to understand its cultures and

strengths; work with the community to develop inclusive and creative workforce planning strategies

Workforce integration

Principle 1

Successful workforce integration focuses on better outcomes for people with care and support needs

Principle 2

Workforce integration involves the whole system

Principle 3

To achieve genuine workforce integration, people need to acknowledge and overcome resistance to change and transition. There needs to be an acknowledgement of how integration will affect people’s roles and professional identities

Principle 4

A confident, engaged, motivated, knowledgeable and properly skilled workforce supporting active and engaged communities is at the heart of workforce integration

Principle 5

Process matters—it gives messages, creates opportunities, and demonstrates the way in which the workforce is valued

Principle 6

Successful workforce integration creates new relationships, networks and ways of working. Integrated workforce commissioning strategies give each of these attention, creating the circumstances in which all can thrive.

Change

www.england.nhs.uk/learningdisabilities

Question Time

Chaired by Carl Shaw

www.england.nhs.uk

Thank youContact us by emailing:

england.learning.disability@nhs.net