Hybrid Training

1. Hybrid Training Sally Kane Clinical Practice Facilitator Community Independence Service Central London Community Healthcare NHS Trust 2016

2. Hybrid Workers? www.oxforddictionairies.com define hybrid as.. ‘A thing made by combining two different elements’ www.thefreedictionary.com defines hybrid as.. ‘Offspring of genetically dissimilar parents or stock’ Health and Social Care?????? We are all hybrid . We continually assimilate knowledge and practical skills which enable us to carry out new tasks. However if we are asked to use new skills as part of a job role the skills need to be at an appropriate level with measurable achievable competencies that assess knowledge and practical skill.

3. Hybrid Training My job (2 days a week), is to extend the skills of the RBKC Social Care Reablement staff, ‘Community Independence Assistants’ (CIA’s), by introducing low level nursing and therapy skills/interventions, creating Hybrid workers. How? • Research/policies/guidelines, local and national • Development of Teaching Packages • Liaison with Disease Specific Organisations and Professional organisations, local specialists and departments in primary and secondary care • Writing new competencies suitable for carers not under the supervision of a clinician

4. Hybrid Training cont’ (How cont’) Stage 1 Training Programme

5. Hybrid Training Cont’

6. Hybrid Training Stage 2 Training

7. Hybrid Training – The Positives • More complete and less fragmented service, increased continuity of care. • Less footfall, a reduction in duplication of roles. • ↑ Knowledge, awareness and confidence to alert and liaise with clinicians. • Closer working relationships with colleagues, and understanding of each other’s roles with ‘joined up’ shared care plans and meetings. • Service users receiving day to day feedback and reinforcement to help them better manage their own medical conditions and reablement.

8. Hybrid Training – The Challenges • Education – Depends on where you work • Training - Who and How • Finance - How will budgets be set • Information Governance – • Length and Purpose of Hybrid Workers visit/care - Commensurate to work to be undertaken?

9. Hybrid Training – Moving Forward Education • Could be streamlined to include the core competencies of the care certificate plus other competencies which could create the educational requirement and competency requirement for specific roles-National standardised competencies • National job descriptions which specify the minimum competencies required for each role, ie; Hybrid, RA, HCA , HCSW, + a grading structure. • Transferrable competencies →opportunity to move between roles more easily • Localities to provide disease specific awareness sessions to match the role

10. Hybrid Training- Moving Forward Training • Community Clinicians/Therapists to have designated teaching time written into their contracts. • Core competencies to be taught and completed centrally by designated trainers . • Role specific competencies to be taught and mentored locally - can share experiences, discuss cases, local resource issues etc. This improves team communication and shared expectations • Refresher Training must be available

11. Hybrid Training- Moving Forward Information Governance • Nursing and Therapy interventions require a care plan written by the key clinician/therapist who is named and contactable. • Primary Care, Secondary Care along with Pharmacists to move forward with producing Medication Administration Records ‘MAR’s’. Government led and supported. • Shared incident reporting??????

12. Hybrid Training- Moving Forward Integration • Smaller locality based hubs of Health and Social Care teams(including mental health and district nursing) covering GP locality areas with close links to local Secondary care providers for specialist support and with private and voluntary sector agencies.