1. Problems to be solved • Large number of doctors work in public hospital system outside of co-ordinated training system • No regulation of skills capability • Potential risks to patient safety • Lack of career pathways for ‘non-specialist’ doctors leads to exit from JMO & CMO roles to ‘locum’ work • No system to acknowledge, reward or develop new skills for ‘non-specialist’ health professionals in a standardised fashion.

2. Hospital Skills Program • About 1400 NSW doctors working as non-specialist medical staff in hospitals • CMOs, locums, MMOs • Primarily in critical care areas • Need for skills recognition and/or training emerged through EM training review and locum review • Aim : systematically develop training & professional recognition for non-specialist medical staff • Initially doctors, initially ‘Hospitalist & critical care CMOs • Then mental health, aged care, palliative care • builds on existing workforce • Later can be extended to others

3. Hospital Skills Program : Principles • Safe patient care by health professionals • Not in a vocational training program • Not attained specialist qualifications • Ensure capabilities are matched to job requirements, especially for ‘locums’ • Provide a respected career pathway for those who do not seek a specialist career • Facilitate doctors remaining in public hospital workforce • Reduce expenditure on ‘locums’ • For IMGs ( AMC or AoN) • Opportunity to assess & enhance clinical skills

4. Hospital Skills Program : a new career path ? Link salaries to capabilities

5. Hospital Skills Program • Assurance of capability : • Recognise skills ; new learning to increase skills • Record skills • Standardised training CV • Clinical experience, courses completed, skills recognised • Match required skills against job requirements • Position description eg.ED CMO, to list skills needed • Employer access to IMET held training CV

6. Hospital Skills Program : training program • Skills training to take place largely in the workplace • State wide HSP training & education committee • Set standards, clearly define single program, RPL • Area or hospital director of ‘Non-Specialist’ Medical Staff eg. CMO • AHS boundaries • HSP program co-ordinator • ‘Non-specialist’ support officer

7. Hospital Skills Program : training program • Education program • Hands –on ( hospital +/- simulation centre ) • Cognitive ( various possible providers) • Certificate of skills recognition ( AHS & IMET, ?others) • Role of IMET • Development & consultation • Implementation • Governance & oversight

8. Hospital Skills Program : can apply to • Medical staff • CMO / MMO; IMGs – AMC & AoN • Casual medical staff (‘locums’) • Rural GPs • JMOs – ?match with national ‘core curriculum’ • Medical students • Senior nurses, including nurse practitioners • ?ambulance officers & paramedics • ?’physician assistant’ or ‘hospitalist’ health care workers

9. HSP : way forward • Consultation • Large working group & advisory group • DoH WLDB • GMCT • Medical Board –feedback to come • CEC – feedback to come • CEs • Planning session with all parties • Identify potential funding sources • Start with specific group & tasks, eg CMOs in ED • Later role out to other groups