Clinical Research Careers for the Non-Medical Professions Strategy

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1 n The Leeds Teaching Hospitals NHS Trust Clinical Research Careers for the Non-Medical Professions Strategy Research & Innovation Changing the future of healthcare

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3 Clinical Research Careers (non-medical) - The Leeds Way Patient-centred Fair Accountable Collaborative Empowered Who is this strategy for? This three year ( ) strategy is for Leeds Teaching Hospitals NHS Trust (LTHT) non-medical staff. It has been developed jointly with staff, patients, carers and local university partners, and is aligned with the Trust s Research and Innovation strategy ( ). The Trust s goal to be an outstanding research and education organisation is at the heart of the strategy and specifically to support clinical research careers. What is the national and local picture? Research active Trusts directly improve outcomes and the care of patients (Boaz et al., 205). Historically, practice based research has more commonly been developed by medical practitioners, with non-medical professionals predominantly supporting research delivery (UK Clinical Research Collaboration, 2007). The Health Education England (HEE) R&I strategy identifies the importance of a workforce that embraces R&I as being central to improving the quality of care and patient experience (HEE, 203). The Shape of Caring review also recognises the value of registered nurses who successfully combine a clinical and academic career (Willis, 205). Broad research awareness and the ability to engage in critical inquiry and the ability to adopt curiosity in all that we do are essential features of our future workforce and underpin our ability to advance patient care safely and effectively. (Willis, 205) Research Vision To be a centre of excellence for applied health research and clinical academic careers driving high quality care. 2

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5 Where are we now? Similar to other Trusts, LTHT has a limited number of non-medical professionals who are initiating, developing and undertaking their own clinical research. In a few areas of the Trust (aligned to the University of Leeds (UoL)), progress has been made in developing non-medical staff and creating research career opportunities. However, the lack of infrastructure and resource has limited LTHT s ability to develop and engage broader groups in research. Likewise, in a number of areas of the Trust the research delivery workforce is well trained and competent. However, additional training and development opportunities are required to create a resilient and competent workforce across all areas. Additionally, research delivery opportunities have not always been visible to those wishing to develop a clinical academic career. Increasing access to these opportunities would be a significant enabler for those wishing to pursue a clinical academic career. Over the past 36 months, significant progress has been made: In 205 a Head of Nursing for R&I was appointed to lead the development of clinical research careers. A Research Leadership Group (non-medical) was established in 205 to strengthen links with university partners and drive forward the research agenda. A positive research culture for all staff groups. Improved awareness and access to research career opportunities (research delivery and clinical academic training) and related roles have also increased. Agreement in Principle (between the UoL and LTHT) regarding an amendment to the Memorandum of Understanding to safe guard employment terms and conditions for medical clinical academic careers (CAC), will be applied to all professions. Development of a Clinical Research Career Pathway to help managers, clinicians and academics navigate a Clinical Research Career. A range of research education, training and leadership opportunities have been created. Definition A research-focused clinician academic is a nurse, midwife or allied health professional who engages concurrently in clinical practice and research and provides clinical and research leadership in the pursuit of innovation and delivery of excellent evidencebased healthcare. A central feature of the research they do informs and improves the effectiveness, quality and safety of patient care. Clinical academics focus on building a research-led care environment for patients and challenge existing practice as well as working within and contributing to a research rich environment leading the way towards achieving excellence in patient outcome and healthcare. The substantive contract of employment may be held by a healthcare provider or a Higher Education Institution. Honorary contracts should be held with the non-substantive host. AUKUH Clinical Academic Careers Group, February 202 4

6 Clinical Research Career Pathway (CRCP) Identify other opportunities to contribute to research culture No Identify Talent Identify talent and motivation, discuss with line manager Signpost people to the right places Provide opportunities to get involved in research Joint decision to pursue research within clinical practice Yes Coaching/mentorship ensuring ongoing managerial support, education, training and clinical development Support Potential Enable and advise, including review of job role Identification of resource, opportunity, role and level Preparation for opportunity, connecting with research networks and links Securing resource and/or organisational support No Yes Supporting the delivery of research Identify research delivery role Link with researchers to identify research delivery opportunities Consider future opportunities Build and Sustain Integration of research into clinical practice Review of role Implementing research to demonstrate service improvement Consider future opportunities Personal clinical academic career Agree and implement clinical academic work plan Implement Employment Contract (LTHT/UoL Clinical Academic Post) Continue to develop clinical academic capacity 5

7 Our strengths are: Our challenges are: Support of the LTHT Board The implementation and evaluation of the LTHT Clinical Research Career Pathway (CRCP) and development of clinical academic career routes Strong partnerships with our local HEI s Considerable success in securing external funding and career development fellowships for non-medical staff Close collaborations with our medical and scientific colleagues Strong clinical expertise Access to local and national expertise for both research delivery and clinical academic career development Strong engagement in the research agenda by patient groups Creating a culture and environment where the participation in research for patients, staff and the wider community is valued, encouraged and facilitated Identifying and developing staff with the talent, ability and drive to pursue a research career Establishing sustainable funding resources This strategy sets out our vision, direction of travel and four main aims for the next three years with clear objectives that will be flexibly applied and measured through pre-defined metrics. 6

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9 Strategic aims and objectives I d like to have research as part of my job and use research to make a difference to patient care, but I don t know whether there are any opportunities AIM ONE Aim: Implement and evaluate the LTHT Clinical Research Career Pathway (CRCP) and develop clinical academic career routes KPI: Number of joint clinical academic posts with our university partners Objectives:. Implement and evaluate the LTHT Clinical Research Career Pathway through engaging with staff and managers and incorporating into the appraisal system.2 Develop clinical research career opportunities for staff.3 Improve integration between the Trust and local university partners I d like others to understand, value and support my research role more fully and for them to be aware of the benefits to patient care AIM TWO Aim: Create a culture and environment that values, encourages and facilitates the participation in research for patients, staff and the wider community KPI: Number of peer review publications with non-medical professionals as authors Objectives: 2. Increase managers commitment to supporting clinical academic pathways while balancing clinical provision 2.2 Increase the number of non-medics as Chief Investigators (CI) and Principal Investigators (PI) 2.3 Increase the number of staff submitting academic abstracts and publishing their work 8

10 With support and training I know I can make a greater difference to patient care through becoming a researcher whilst staying in practice AIM THREE Aim: Identify and develop staff with the talent, ability and drive to pursue a research career and reach their full potential KPI: Number of staff applying to a range of internal and external fellowships and number of research appointments (i.e. Clinical Academic Fellow, Honorary Clinical Associate Professor, Clinical Professor) Objectives: 3. Create and sign post research opportunities for staff and managers, thereby enabling managers to identify talent 3.2 Build research capability across the non-medical professions tracking staff career trajectories 3.3 Develop staff to drive research initiatives 3.4 By 2020 establish a range of key research appointments, including externally awarded and jointly created with university partners I need the time to do research AIM FOUR Aim: Establish sustainable funding resources KPI: Increase by 60K the annual NMAHP budget ring fenced for non-medical CAC and research delivery career development Objectives: 4. Establish the size of the required budget to establish and maintain the infrastructure to develop non-medical clinical academic career and research delivery careers 4.2 Target priority funding schemes/sources and match staff to opportunities 4.3 Target internal funding streams to create and maintain infrastructure, training and support for staff 4.4 Target external collaborative financial solutions for infrastructure, training and CAC support 9

11 Delivering the strategy Delivery of the strategy is detailed in the three year strategic plan, which outlines the actions, measures and targets for each objective; progress against each year 208 to end 202 is also monitored. References Boaz, A., Hanney, S., Jones, T. & Soper, B. (205) Does the engagement of clinicians and organisations in research improve healthcare performance: a threestage review. BMJ Open, 5. Health Education England (HEE) (203) Research & Innovation strategy ( ). uk/our-work/research-learning-innovation/researchinnovation-strategy. Accessed: 09/06/207 Willis, GP. (205) Raising the Bar. Shape of Caring: A Review of the Future Education and Training of Registered Nurses and Care Assistants. Health Education England, London. default/files/documents/2348-shape-of-caring-review- FINAL_0.pdf. Accessed: 09/06/207 UK Clinical Research Collaboration (2007) Developing the Best Research Professionals. Report of the UKCRC Sub-Committee for Nurses in Clinical Research. www. ukcrc.org/reports. Accessed: 09/06/207 AUKUH Clinical Academic Careers Group (202) What is a clinical academic? index.php/affiliate-groups/nmahps/clinical-academicnmahps. Accessed: 2/0/207 Research and Innovation (205) Leeds Teaching Hospitals Research and Innovation strategy. www. leedsth.nhs.uk/assets/uploads/ri-strategy.pdf Resources Research Capacity Building Framework. Cooke, J. (2005) A framework to evaluate research capacity building in health care. BMC Family Practice. 6(), pp.- NIHR booklet Building a Research Career. NIHR (205a). Building a Research Career: A guide for aspiring clinical academics (excluding doctors and dentists) and their managers. [Leaflet]. org/news-events/news/building-research-career-guideaspiring-clinical-academics-and-their-managers Association of UK University Hospitals (AUKUH) Clinical Academic training pathway for NMAHP. Finley, V. (202) A Strategy for Developing Clinical Academic Researchers within Nursing, Midwifery and the Allied Health Professions. government/publications/developing-the-role-of-theclinical-academic-researcher-in-the-nursing-midwiferyand-allied-health-professions The clinical academic pathway capability framework. Westwood, G. and Richardson, A. (for AUKUH) (April 204) doc_download/5-aukuh-clinical-academic-careerscapability-framework-may-204 Transforming healthcare through clinical academic roles in nursing, midwifery and allied health professions: A practical resource for healthcare provider organisations. AUKUH (206) Documents/ Transforming-Healthcare.pdf The Association of UK University Hospitals (AUKUH). NIHR. funding-for-training-and-career-development/trainingprogrammes/nihr-hee-ica-programme 0

12 Appendix - Strategy Plan Aim : Implement and evaluate the LTHT Clinical Research Career Pathway (CRCP) and develop clinical academic career routes KPI: Number of joint clinical academic posts with our University partners Objectives Actions/Measures Target. Implement and evaluate the LTHT clinical research career pathway (CRCP) through engaging with staff and managers and incorporating into the appraisal system.2 Develop clinical research career opportunities for staff Publish an agreed implementation plan December 207 Numbers of staff citing the use of the pathway (through an annual research culture survey) Staff using the CRCP as part of their appraisal N/A 5 0 N/A Number of joint clinical academic roles Improve integration between the Trust and local university partners An adapted MoU between UoL and LTHT applied in practice Recruitment of a PhD student through the CLAHRC doctoral partnership scheme Expression of interest created as part of the national trailblazer group to develop a level 8 (PhD) apprenticeship clinical academic fellow (non-medical) TBC by UoL HR N/A UoL LB End March 208

13 Aim 2: Create a culture and environment that values, encourages and facilitates the participation in research for patients, staff and the wider community KPI: Number of peer review publications with non-medical professionals as authors Objectives Actions/Measures Target 2. Increase managers commitment to supporting clinical academic pathways while balancing clinical provision 2.2 Increase the number of nonmedics as Chief Investigators (CI) and Principal Investigators (PI) 2.3 Increase the number of staff submitting academic abstracts and publishing their work Publish NHS Managers Research Tool kit End March 208 Number of responses to the annual research culture staff survey Number of information/education events with managers Number of staff research awards (includes shortlisted) Number of research case studies shared on the non-medical R&I intranet page Number of non-medical: PI s CI s Number of clinical academics submitting grants: ) as co-applicant 2) as lead N/A Ability to track publications End March 208 Increased numbers of published articles Annual increase (%) of abstracts submitted to the LTHT NMAHP annual conference ) Clinical 2) Research % 5% % 5% % 5% 2

14 Aim 3: Identify and develop staff with the talent, ability and drive to pursue a research career and reach their full potential KPI: Number of staff applying to a range of internal and external fellowships and number of research appointments (i.e. Clinical Academic Fellow, Honorary Clinical Associate Professor, Clinical Professor) Objectives Actions/Measures Target Create and sign post research opportunities for staff and managers, thereby enabling managers to identify talent 3.2 Build research capability across the non-medical professions tracking staff career trajectories 3.3 Develop staff to drive research initiatives 3.4 By 2020 establish a range of key research appointments, including externally awarded and jointly created with university partners Number of abstracts submitted to NMAHP conference Attendance numbers at research support group meetings (mean) Working with university partners to identify talented 2 3 undergraduates who may wish to pursue a research career Number of staff aware of NIHR Integrated Workforce Framework (IWF) Number of staff using the IWF at appraisal Number of annual funding applications ) MRes 2) PhD 3) NIHR Clinical Lectureships N/A Develop band 7 team leader training program June 208 Number of newly developed research delivery education schemes Number of band 6/7 research delivery staff undertaking leadership training Number of staff (who require it) have access to appropriate clinical academic support and mentorship/coaching Number of staff accessing ) Research skills training courses 2) Collaborative research opportunities Clinical Academic Professor (non-medical) 0 0 Honorary Clinical Associate Professors (HCAP) (new non-medical) NIHR Senior Clinical Lecturers 0 0 Renewal of existing NIHR Senior Investigators Renewal date Support further NIHR Senior Investigators 0 3

15 Aim 4: Establish sustainable funding resources KPI: Increase by 60K the annual NMAHP budget ring fenced for non-medical CAC and research delivery career development Objectives Actions/Measures Target 4. Establish the size of the required budget to establish and maintain the infrastructure to develop NMAHP CAC and research delivery careers 4.2 Target priority funding schemes/ sources and match staff to opportunities 4.3 Target internal funding streams to create and maintain infrastructure, training and support for staff 4.4 Target external collaborative financial solutions for infrastructure, training and CAC support Working with finance and R&I colleagues identify costs associated with CAC s: ) Joint posts 2) Training 3) other infrastructure Identify, signpost and support staff to submit internal and external funding applications ) Number of staff applying across a range of funding awards 2) Number of staff successfully awarded 3) Non-medically led NIHR Programme grants Establish internal sustainable financial support for CAC s Establish collaborative CAC financial solutions with our university partners Identify required overarching budget by end March December December 208 4

16 Published by Nursing Innovation & Research The Leeds Teaching Hospitals NHS Trust October 207 MID Code: _009/NR

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