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The Workforce and Education Network aims to address the challenges of recruitment, retention, and returning to primary care, with a focus on nursing and practice management. By creating a structured network, this initiative promotes new models of care, skill mix, and integrated working in the community. It seeks to develop post-reg nurse rotations, attract and retain newly qualified GPs, and support nurse revalidation and competency development in primary care. Strong links with other organizations ensure comprehensive support for workforce development.
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Workforce and Education Network Sheilagh Reavey Director of Quality and Nursing
Aim • To help meet the RCGP and CCG vision for integrated, community-shaped, generalist healthcare services • and • To help address the 3 Rs of • Recruitment • Retention • Returning
Challenges –Nursing/Practice Managers • Practice Nurse requirements unknown. • Workforce data not yet known by HEE. • 20% practice nurses age> 55yrs • Lack of pre-reg nurse attachments in primary care. • Lack of coherent approach to post-reg nurse training and development. • 30% practice managers plan to retire within 5 years and 20% planning career change.
Challenges -GP • Particular difficulties in East and North Hertfordshire with recruitment and retention of GPs and practice nurses. • 35% GPs planning to retire within 5 years. • East and North Hertfordshire will need another 126 FTE GPs by 2020 (RCGP 2/15) • 2015 GP Training recruitment only 72% posts filled after first round across England but all filled in London. • 20% Trainees considering working abroad. • Only 40% F2’s have GP/community attachment
Proposal • The development of a Workforce and Education Network, focused on primary care but linked into the work of the Integrated Care Board.
What would this look like • Structured around localities and federations. • With a Workforce and Education lead at locality/federation board level. • With training practices and Primary Care Nurse Tutors at it’s heart. • That come together as a wider network to enable opportunities eg training, rotations, shadowing, mentorship and leadership development
What would this look like? • New models of care • Skill mix • Integrated working in the community • Cross boundaries • New roles for HCA’s/Physician Assistants • GP-led not GP-provided. • Changing roles to include GP/nurses • And practice managers/staff. • Federations as employing and educational organisations
What would this look like? • Strong links with other organisations including • the Workforce partnership, • Health Education England • University of Hertfordshire • local NHS organisations ( HUC/HPFT/Acute Trust) • and the work of the Integrated Care Programme Board.
Benefits • The development of post-reg nurse rotations across Acute, Community and Primary Care • The development of pre-reg nurse placements in community • The development of schemes to attract and retain newly qualified GPs – post VTS Fellowship schemes;100% opportunities for F2 community posts. • The development of enhanced clinical and leadership skills by clear and coherent commissioning of training opportunities for primary care professionals.
Support to newly qualified GPs and nurses new to primary care • Support nurse revalidation in primary care by providing appraisals and supervision • Support the introduction of the Primary Care Competency Framework for nurses
Next Steps • Testing support in localities • Discussions with other key stakeholders • Refinement of proposal and costings both for year 1 and beyond and development of funding models
Vision Summary • Federations as employing and educational organisations with a Board level focus on workforce development that retains and recruits the integrated skill mix to provide the best quality care for its local population.
