CPPD Review Marilyn Plant. Health Education South London @HealthEdSL 1 Who we are? The Project Team...

CPPD ReviewMarilyn Plant

Health Education South London www.southlondon.hee.nhs.uk@HealthEdSL

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Who we are?

The Project Team

• Senior Responsible Owner – Dr Marilyn Plant

• HESL Review Lead – Sean Farran

• Project Manager – Katie Adams

• Project Support – Nate Hill

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http://www.southlondon.hee.nhs.uk/


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Health Education England – 13 Local Education and Training BoardsWhat do we mean by Continuing Personal

and Professional Development (CPPD)?

The work of LETBs is considered in two categories

• Future workforce

• Workforce Development - including CPPD

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Health Education England – 13 Local Education and Training BoardsWhy the need for a review?

• More than 90% of budget spent on Future Workforce

• Small proportion on developing existing workforce

• Essential that this resource is used effectively to support strategic priorities

• Needs to be fit for purpose for both now and the future

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Health Education England – 13 Local Education and Training BoardsHow is CPPD funding currently allocated?

• Direct allocations• Funding given directly to eligible

organisations as part of a Learning and Development Agreement (LDA)

• For non-medical staff for those without professional qualifications (bands 1-4)

• Trusts can spend it on educational activity and are required to report what they have spent through an on-line system PORTAL

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• Indirect allocations

• Notional sums of money for healthcare providers to commission education and training at various contracted providers across London

• Contracts currently in place with 9 universities and two trusts as education providers



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• Bidding processes

• Remainder of CPPD budget

• Applications accepted for funding or specific programmes/projects

• Strategic investment fund

• 2013/14 - £250k reserved at four Higher Education Institutions in south London for CCG/practice use



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Health Education England – 13 Local Education and Training BoardsExample of direct allocation per

Organisation in SL

BROMLEY

HEALT

HCARE

CROYDON H

EALT

H SER

VICES

EPSO

M &

ST H

ELIE

R

GUYS A

ND ST

THOM

AS

KINGS

COLLEG

E HOSP

ITAL

KINGST

ON HOSP

ITAL

LEW

ISHAM H

EALT

HCARE

OXLEAS

SOUTH

LONDON &

MAUDSL

EY

SOUTH

LONDON H

EALT

HCARE

SW LONDON &

ST

GEORGES

MH

ST G

EORGES

YOUR H

EALT

HCARE £0

£100,000

£200,000

£300,000

£400,000

£500,000

£600,000

£700,000

£800,000

£900,000

Direct Funding(via LDA)

Bands 1 - 4Bands 5+

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Health Education England – 13 Local Education and Training BoardsExample of indirect allocation per

organisation in SL

Indirect Funding(contract)Bands 1 - 9 BROMLEY HEALTHCARE;

£99,018 CROYDON HEALTH SERVICES ;

£356,217

EPSOM &ST HELIER ; £457,905

GUYS AND ST THOMAS ;

£1,505,395

KINGS COLLEGE HOSPITAL ; £905,743 KINGSTON HOSPITAL ;

£292,122

LEWISHAM HEALTHCARE ; £369,775

OXLEAS ; £404,904

SOUTH LONDON & MAUDSLEY ; £607,047

SOUTH LONDON HEALTHCARE ;

£611,156

SW LONDON & ST GEORGES MH;

£282,878

ST GEORGES ; £937,174

YOUR HEALTHCARE ; £70,668

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Health Education England – 13 Local Education and Training Boards

Example of categories by which the organisations in

SL currently spend CPPD

Acute/urgent careChildren's and young people's health

Clinical Practice - UnknownCommunication

Decision making skillsEnd of life

Equality and diversityHealth science topics

Health, safety and securityIT

Learning disabilitiesLong term conditions

Maternity and NewbornMental health

MentorshipOlder people's healthPeople management

Personal and people developmentPlanned careQuality care

Research skillsService improvement and quality

Services and project managementStaying healthy

Unknown

£0

£200

,000

£400

,000

£600

,000

£800

,000

£1,0

00,0

00

£1,2

00,0

00

£1,4

00,0

00

£1,150,448 £190,249

£53,178 £288

£56,735 £23,736

£5,250 £218,028

£3,015 £1,515 £6,118

£501,502 £224,700

£484,418 £801,549

£37,004 £367,075

£394,880 £448,559

£349,128 £579,048

£11,275 £2,147

£164,432 £788,629

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Health Education England – 13 Local Education and Training BoardsLinks to the priorities in the

HESL Workforce, Skills and Development Strategy… A reminder

• Chapter 3 - At the Forefront of Change

• Chapter 4 - Recruitment and Retention

• Chapter 5 - Life Long Learning

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Health Education England – 13 Local Education and Training BoardsChapter 3 - At the Forefront of Change

To achieve a workforce that: Our focus will be:

Works effectively as a key enabler of system change, engaging with local communities and providers of services

• Maintaining and enhancing multi-professional leadership

• Developing productive relationships between staff, students and patients

Has the ability to manage change and ensure the quality of training is maintained

• Developing workforce planning systems to reflect the demand on all providers of care

• Enhancing the quality of supervision and learning for all our learners, and supporting the development of all staff providing NHS funded services in South London

Retains and supports its good people during major change programmes, using their skills to empower patients to inform that change

• Ensuring workforce development programmes enable staff to work effectively within different settings and across organisational boundaries

Shows continuous improvement based on contribution to and the application of the most up-to-date clinical evidence, and feels empowered to innovate at all levels and professions

• Ensuring effective collaboration with our Academic Health Science Network to design and spread innovation

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Health Education England – 13 Local Education and Training BoardsChapter 4 – Recruitment and Retention

To achieve a workforce that: Our focus will be:

Enables social mobility, increasing participation from those who might not otherwise consider further education, and is representative of the community it serves

• Attracting and developing a diverse workforce that reflects the diversity of our population

Demonstrates the highest potential to develop and deploy the skills, attributes and behaviours patients need

• Promoting best practice in recruitment to programmes across our network of members

Represents value for money by translating investment in education and training into productive careers representative of the direction of health and social care

• Targeting the use of CPPD funding to support the workforce’s career planning and development and Lifelong Learning

Always has the patient’s interest at heart by acting in line with the NHS Constitution’s values

• Embedding the NHS’s values in staff from the point of recruitment and throughout their working lives

Works in an integrated and supportive environment that values individual and collective contributions

• Developing clinical and educational trainers and supervisors to ensure high quality learning environments for all staff and learners 13



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Health Education England – 13 Local Education and Training BoardsChapter 5 – Life Long LearningTo achieve a workforce that: Our focus will be:

Has the skills, attributes, values and behaviours to promote wellbeing and to provide high quality care needed by patients

• Supporting HEIs and employers to embed the NHS Constitution’s values across their organisation

Is trained and educated to reflect the way it increasingly operates: in multi-disciplinary, inter-professional teams and in community-based roles encompassing prevention of ill-health, and promotion of re-ablement, recovery and rehabilitation

• Developing community based education provider networks

• Fostering placements that provide opportunities for all learners in community and hospital learning environments

Is trained and educated through quality-assured outcomes-based learning methods that fit with the way our students, trainees and staff learn best

• Integrating quality assurance processes across all areas

Has clear and visible, values-driven leadership at all levels and in all professions

• Prioritising leadership development across all domains

• Creating environments in which opportunities for inter-professional learning are maximised

Recognises the importance of, and is equipped to enable, patient education and empowerment

• Embedding principles of patient empowerment in all programmes of learning

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Health Education England – 13 Local Education and Training BoardsWhat have we achieved so far in Phase 1?

• Scoping exercise

• Engagement

• Collated emerging themes

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Health Education England – 13 Local Education and Training BoardsWho have we engaged with to date?Phase 1 – Engagement & scoping exercise

CCGs:-Bexley Bromley Croydon Kingston Richmond Sutton

Higher Education Institutions Engaged with:-GreenwichSt. George's, University of LondonKings College London

Trusts:-GSTTKCHSLAMSt. Georges Bromley Healthcare

Work in progress - to be continued……

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Values and engagement matrix



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Stakeholders identified as priority for future engagement

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Health Education England – 13 Local Education and Training BoardsMembers activity

• Lessons learnt from engagement

• Table top exercise – 20 minutes

Rank themes

Discuss and answer the 2 questions on the worksheet

Plenary discussion Q&A

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Health Education England – 13 Local Education and Training BoardsNext steps

· Phase 2 - establish Task and Finish group

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CPPD Review Marilyn Plant. Health Education South London @HealthEdSL 1 Who we are? The Project Team...

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