POLICY TITLE POLICY REFERENCE NUMBER LEAD POLICY AUTHOR/S ACCOUNTABLE DIRECTOR APPROVED BY: RATIFIED BY: EQUALITY IMPACT STATEMENT Training and Development for Health Staff Policy n/a Heather Anderson - Deputy Head of ISCD; Lead for Health and Therapies Teresa Candfield Associate Director of Health Partnerships Simon James Associate Director of SEN NAME OF COMMITTEE / DATE Clinical Governance Group NAME OF COMMITTEE / DATE Achieving for Children Senior Leadership Team A screening assessment has been undertaken to ensure that equality is promoted and there is no discrimination in view of race, disability, age, gender, sexual orientation or religious belief. EQUALITY IMPACT Yes STATEMENT IMPLEMENTATION DATE November 2015 NEXT REVIEW DATE November 2017 1
Consultation List: Caroline Baxter Geraldine Burgess Teresa Candfield Alison Twynham Ian Dodds Caroline Jager Mary Head Robert Henderson Simon James Catherine Johnson Sandhya Kenyon Lynn Lock Heidi Mansfield Suzanne Payne Ivana Price Candice Raymond Nicola Rocca Enno Kuettner Head of Integrated Service for Children with a Disability Home and Community Support Manager Associate Director Health Partnerships Director of Safeguarding Director of Standards and Improvement Short Breaks and Aiming High Manager Deputy Head of Service Emotional Health Service (EHS) Deputy Chief Executive Associate Director SEND and Disabilities Lead Occupational Therapist (ISCD) Community Paediatrician KHFT Young People Substance Misuse Service Manager Crofters Manager/Interim Croft Cottage Manager Head of Strategy and Programmes Head of Integrated Youth Lead Physiotherapist (ISCD) Disabled Children's Nursing Team Head of Service - Emotional Health Service (EHS) 2
TABLE OF CONTENTS Page 1. Introduction... 4 2. Rationale... 4 3. Aims/objectives... 5 4. Policy statement... 5 4.1 Specialist Training Courses... 6 4.2 Mandatory training requirements induction, initial skills and knowledge... 6 4.3 Core and Extended Skills and Knowledge - Specialist professional training examples 7 5. Scope... 8 6. Responsibilities of Managers... 8 7. Responsibilities of Staff... 8 8. Training... 9 9. Implementation... 9 10. Audit and review... 9 11. References... 10 Appendix 1 - Mandatory training for Protection and Early Help staff in AfC... 11 Appendix 2 - Mandatory training for Children Therapists in AfC... 12 3
1. Introduction This policy gives an overview of training and development needs for staff who are from a health/ clinical background, or work within health related services across Achieving for Children (AfC). AfC, the joint Children s Service for Kingston and Richmond, is passionate about ensuring the best possible outcomes for children and their families, and will deliver the services they need to live safe, happy, healthy and successful lives. This policy is underpinned by our values: We put children and young people first: We focus on quality and innovation We value diversity and champion inclusion We are a listening and learning organisation We work in partnership to improve our services In order to meet the above values health staff employed by AfC need to be skilled, and up to date with current developments when delivering services. All professional staff must be registered with the Health and Care Professions Council (HCPC), or with the Nursing and Midwifery Council (NMC). Some staff are also members of professional bodies representing their particular area of expertise. For staff who are not required to be registered with a professional body but who deliver health / clinical services there is still a requirement that the relevant training is sought to support the safe day to day delivery of services. HCPC state that Continuing professional development (CPD) is a range of learning activities through which professionals maintain and develop throughout their career to ensure that they continue to be able to practise safely, effectively, and legally, within their changing scope of practice. The NMC (2015) state that nurses must Keep your knowledge and skills up to date, taking part in appropriate and regular learning and professional development activities that aim to maintain and develop your competence and improve your performance. Prevention and Early Help have a training and development pathway for all staff working in the overall service. This document sits within this framework and links to the Workforce Learning and Development Strategy. The PEH Mandatory training pathway is in appendix 1. This policy seeks to interpret the mandatory training needs for staff who deliver healthcare, and presents an amended set of requirements for mandatory training in order to ensure health staff can meet CQC requirements, practise safely and be adequately and appropriately trained for health roles. 2. Rationale The policy is required in order to clarify the training and development needs of health staff within Achieving for Children. It is necessary in order to ensure that staff can meet their professional practice standards, and the requirements of regulatory bodies such as the Nursing and Midwifery Council, and the Health and Social Care Professions Council. 4
Regulatory bodies require that specialist health staff maintain their development and are able to evidence this. The Care Quality Commission Fundamental Standards, Health and Social Care Act 2008 (Regulated Activities) Regulations 2014 (Part 3) (as amended) identify training requirements as part of the following regulations: Regulation 13: Safeguarding service users from abuse and improper treatment Regulation 15: Premises and equipment Regulation 18: Staffing Regulation 19: Fit and proper persons employed Regulation 20: Duty of candour 3. Aims/objectives The policy describes the following training and development needs for health staff in AfC for: - Statutory training - Mandatory training - Specialist training and development 4. Policy statement This policy provides an overview of training and development needs for health staff working within AfC, and sets out to define mandatory training requirements, and guidance around maintaining professional development and skills through professional and specialist training. In addition to organisational mandatory training it is important for health staff, and those delivering healthcare, to remain up to date with the latest developments and innovations in clinical practice, and remain competitive in terms of practice and service delivery for children and families using the services. Staff must be aware of and accessing opportunities to find out about the latest developments and innovations in order to keep service quality high, innovative and inclusive. Working in partnership, and being a learning organisation, requires ongoing development of skills and practice for the service. The profession specific practice which is important in ensuring services are credible to families and commissioners, are often only accessed through development opportunities which are additional to the core AfC training and development offer. There is some variation in the guidance on the number of hours training required by specialist health staff, and the HCPC advocate a mix of CPD activities. Chartered Society of Physiotherapists and College of Occupational Therapists also do not recommend a specific number of hours. Royal College of Speech and Language Therapists advise 30 hours per year minimum (RCSLT) for a full time member of staff (pro-rata for a part time staff member). For nurses and midwives, in line with the revised NMC requirements for revalidation (Dec 15), the chart below defines the minimum number of hours over the three years preceding the date of an individual s application for renewal of registration. 5
There are a range of CPD opportunities which staff can access within the organisation including: Clinical supervision Internal and external CPD sessions Journal clubs Visits Case discussion Internal feedback from courses Reading journals and articles 4.1 Specialist Training Courses In order to maintain a high quality services, remain credible to commissioners and families, be reflective about practice as a service, and offer the best clinical intervention available, every registered member of staff should attend one specialist training course per year related to their specific area of practice (this may need to be pro-rata for part time staff). Where specific service needs or service developments are identified, members of staff may be requested to attend additional external training as part of a service plan. 4.2 Mandatory training requirements induction, initial skills and knowledge Equality and diversity Health and safety awareness e-learning module on evolve e-learning module on Induction (first two weeks), then every two years Induction (first two weeks), then every two years evolve Child Sexual Exploitation Course Induction (first two weeks), then every two years Data protection and information sharing (information governance) including Caldicott Principles Fire training e-learning module on evolve Fire drill and training Induction (first two weeks), then every year Induction and then every two years 6
Safeguarding level 3 or level 3 refresher Course Induction, then every three years Other safeguarding update Course Every other year when above course not attended Paediatric Basic Life Support Course Induction, then every two years First Aid Course Induction, then every two years Moving and Handling People (tailored training) for any staff involved in moving and handling children Hygiene, Health and Social Care (Infection Control) for staff dealing with health issues or children who are physically vulnerable Course Course Yearly Induction, then every two years Lone worker safety Course During first year of employment Mental Capacity Act Course 3 yearly Food hygiene Course Yearly for staff involved in the preparation of food 4.3 Core and Extended Skills and Knowledge - Specialist professional training examples The table below is intended to be illustrative and give some examples of the types of specialist training which different staff groups will need to access to ensure their practice is safe and of a high standard. This training needs to be accessed at a specialist level above and beyond any generic awareness training which is on offer. This list is by no means exhaustive. Occupational Therapists Sensory Integration level 1 Sensory Integration level 2/3 Developmental Co-ordination Disorder Education and tribunals Autism Equipment assessment and information Assessment and Motor Processing Skills (AMPS) Physiotherapists APCP annual conference Neuromuscular conditions Cerebral Palsy Orthopaedics Equipment assessment and information Spasticity Community nurses Gastrostomy 7
Emotional Health Service Drug and Alcohol Misuse Team Members Other Achieving for Children Staff caring for children with health needs (some are mandatory depending on the current children accessing services) Epilepsy Tracheostomy Sleep Spinal cord injury Muscular dystrophy Cerebral palsy Medications PsychD in Clinical Psychology MSc in Family Therapy Clinical supervision courses Interpersonal Psychotherapy Part A course Systemic Practice courses run by Tavistock Cannabis and mental wellbeing Novel psychoactive Mindfulness with YP who misuse substances Safer injecting Blood borne viruses Medications administration Oxygen ACE Pulse oximeter Tube feeding Epilepsy EpiPen and allergies Aquatherapy (physio assistants) Equipment 5. Scope The policy applies to all health staff within AfC, including staff on fixed term, and temporary contracts. Locum staff will need to meet statutory training requirements within the organisation, and will need to be able to evidence meeting all mandatory training requirements, and maintaining their own professional development to standards required by regulatory and professional bodies. 6. Responsibilities of Managers Managers are responsible for ensuring their staff are aware of this policy and that this information is given to all new staff on induction Managers will monitor training at 1-1 s as well as annual appraisal for individuals Managers will monitor statutory and mandatory training compliance for teams Managers will highlight risks around training needs, training compliance, and deal with such issues through line management routes. 7. Responsibilities of Staff Staff are obliged to adhere to this policy Staff will ensure statutory and mandatory training is undertaken according to the guidance set out in this policy Staff will discuss their personal development and related training needs with managers at appraisals and one to one line management meetings 8
Staff will do all they can to keep up to date with their particular field by accessing relevant training and seeking out a range of development opportunities to meet their needs Staff will highlight to managers any risks which present as a result of lack of training or training update as a priority. 8. Training No formal training is required to implement this policy, which is about ensuring training needs are met to meet the needs of health related roles within AfC. 9. Implementation The policy will be shared through the Clinical Governance Group as well as by the Training and Development Department. There will be a cascade through team briefings to relevant staff. 10. Audit and review The AfC Clinical Governance group will be responsible for auditing compliance to this policy in order to meet CQC regulations, as well as monitor for associated risks. 9
11. References Care Quality Commission (2015) Fundamental Standards. Online. http://www.cqc.org.uk/sites/default/files/20150324_guidance_providers_meeting_regulation s_01.pdf Accessed 01/06/2015) Health and Care Professions Council (HCPC) (2015) Online. http://www.hpcuk.org/aboutregistration/standards/ Accessed 01/06/2015. Nursing and Midwifery Council (NMC) (2015) http://www.nmc.org.uk/standards/code/readthe-code-online/ Accessed 01/06/2015 10
Appendix 1 - Mandatory training for Protection and Early Help staff in AfC Induction to be completed within 2 weeks of employment Initial Skills & Knowledge to be completed within 3-5 months of employment (or when appropriate or completion of probation) Core Skills & Knowledge to be completed within first year of employment (Staff should liaise with their line manages to determine the priority levels. If staff can clearly demonstrate that they have previously attending training this will be accepted) Extended Skills & Knowledge to be completed within 3 years of employment (or when appropriate) Data Protection Equality and Diversity Awareness Health and Safety Personal Safety Liquidlogic/ICS Training Information Sharing (elearning) Information Sharing Workshop CAF 1 and 2/ Family ecaf/ QES LSCB Safeguarding Level 2 (Shared Responsibility) LSCB Safeguarding Level 3 (Child Protection Processes) LSCB Lone Worker Safety LSCB Child Sexual Exploitation LSCB Neglect: Impact on Children LSCB Domestic Abuse and MARAC Supervision Skills Purposeful communication Listening to Children & Recording Children s Views Let the family speak; tools for creating and developing genograms Understanding and Managing Self Harm LSCB Impact of Parental Substance Misuse LSCB Online Safety and Risky Behaviour LSCB Sex, Drugs, Alcohol & Risky Behaviour Responsible Case Recording/ analysis in case recording Impact of Parental Mental Health on Children and Young People (if you are part of the Achieving Together training programme, this training will take priority over the above courses) To be discussed with line manager - the training on offer will include all of the other face to face events designed and commissioned by AfC, as well as any other learning (action learning sets, observations, working lunches and workshops) from the service. The extended training will include access to provision from - the LSCB training programme, Practitioner Skills training programme, Accredited training programme, Health and Safety training programme and Emotional Wellbeing and Mental Health training Programme PEH staff will have access to the following ADHD Team Specialist and Autism Team Specialist) 11
Appendix 2 - Mandatory training for Children Therapists in AfC Induction to be completed within 2 weeks of employment Data Protection Data Protection Caldicott Principles Equality and Diversity Awareness Health and Safety Personal Safety Liquidlogic/ICS Training Initial Skills & Knowledge to be completed within 3-5 months of employment (or when appropriate or completion of probation) Core Skills & Knowledge to be completed within first year of employment (Staff should liaise with their line manages to determine the priority levels. If staff can clearly demonstrate that they have previously attending training this will be accepted) Extended Skills & Knowledge to be completed within 3 years of employment (or when appropriate) LSCB Safeguarding children shared responsibility (level 2) LSCB Safeguarding children- Child protection processes (level 3) PFA Lone worker safety Moving and handling Hygiene, health and Social Care infection control Award (CEIH level 2) Makaton LSCB child sexual exploitation LSCB DV LSCB impact of parental substance misuse LSCB Childhood neglect LSCB Difficult, dangerous and evasive Mental health awareness Parental mental health To be discussed with line manager - the training on offer will include all of the other face to face events designed and commissioned by AfC, as well as any other learning (action learning sets, observations, working lunches and workshops) from the service. The extended training will include access to provision from - Social Care training programme, the LSCB training programme, Practitioner Skills training programme, Accredited training programme, Health and Safety training programme and Emotional Wellbeing and Mental Health training Programme 12