Best Workplace for Learning and Development

Central London Community Healthcare NHS Trust
Recruitment initiative using a placed based model to grow the Specialist Community Public Health Nursing, Health Visiting and School Nursing Workforce

" CLCH was facing recruitment crisis in the HV and SN workforce. We had to find a way to dramatically grow the workforce. A bold decision was made to train an unprecedented 40 HV and SN students as opposed to traditional number of 10-15 to fill the vacancies. We had to be creative to train the large numbers of students with very few staff to facilitate their learning. It was very challenging due to push backs from the teams. We developed a new role with a new placement facilitation model. We successfully trained 40 students; 38 accepted job offers."

Maidstone and Tunbridge Wells NHS Trust
Nursing Development Programme

" It was identified that Nursing staff experienced high levels of anxiety when stepping up to running a shift. The ‘shift to lead programme’ was developed to support staff progressing from senior Band 5 to band 6, providing them with a practical tool box into nurse leadership. This three-session programme was a mix of taught sessions and independent learning. Content was designed with clinical teams input to ensure relevance and a co design approach. Positive feedback from candidates illustrated the benefit of the course, and subsequently many have now moved onto Band 6 positions."

Middlesex University in Partnership with North Central Integrated Care Board
Using simulated learning for Adult Social care nurses

" North Central London (NCL) and Adult Social Care (ASC) identified the need for additional training to reduce catheter associated infections, and to meet the increasing complex care needs of residents.

Bespoke training programmes were co-produced with Middlesex University (MU) using their simulation centre to facilitate high quality training in a learning environment that mirrored ASC settings. Additional time was required during some of the training, to facilitate effective aseptic technique and competency sign off with some nursing skills, this was supported effectively. The training programmes have increased confidence amongst the ASC nurses. Catheter associated infections have also significantly reduced."

Practice Plus Group, Health in Justice (HiJ) division
Career pathways: building a culture of endless opportunity at Practice Plus Group

" A sector-wide shortage of staff meant we needed to look at ways to enhance our workforce, attracting new colleagues, while retaining and developing existing talent.

Through the development of robust career pathways, featuring everything from apprenticeships to preceptorships, management development to reverse mentoring, we were able to maximise opportunity for our colleagues, encouraging them to stay and grow their careers with us, in an environment which supports personal and professional development at every stage of their journey.

This commitment to nurturing and upskilling staff has contributed to improved retention and attractive progression opportunities for all, future-proofing our longer-term workforce plan."

Sue Ryder
Safeguarding Level 3 Scenario Based Training

" Our project addressed the need for advanced safeguarding training for professionals in Sue Ryder England based hospice environments. We developed scenario-based training at Safeguarding Level 3, focusing on realistic, interactive case studies to enhance practical skills and decision-making. Challenges included ensuring the scenarios were both comprehensive and relevant, and engaging professionals with diverse experiences. By collaborating with experts and utilising feedback from initial sessions, we refined the training to be both impactful and user-friendly. Outcomes included improved confidence and competence among staff in recognising quality concerns and safeguarding issues, contributing to a safer, more responsive care environment for vulnerable patients."

Surrey and Borders Partnership NHS Foundation Trust
SABP Education Team | Know What, Know Where, Know How

" SABP provides high quality internal and external education to all clinical and non-clinical staff, thereby enhancing the care we provide to users of our services. If staff don’t know what, where and how to access education courses; providing best education opportunities will have little impact. The Education team introduced a fortnightly magazine style publication that is circulated to all staff. This includes an easy-to-print version for sharing hard copies and a QR code for quick access on mobile devices. This initiative has significantly increased awareness and participation in our educational programmes, upskilling and valuing staff, boosting morale, and ensuring retention."

The Queen Elizabeth Hospital King’s Lynn NHS Foundation Trust
Caring with Kindness - suite of patient experience focused education

" The Queen Elizabeth Hospital King’s Lynn have developed a suite of patient experience focused education days. These include Caring with Kindness, Bereavement and Frailty is Everyone’s Business. Patient experience is what receiving care feels like for the patient, their family, and carers. It is a key element of quality, alongside providing clinical excellence and safer care.

We use multimedia approaches to enable patient participation along with practical sessions with our service users and voluntary groups, using interactive approaches to support learning in order that we can share and support some of the emotional ‘turmoil’ explored through reflection from practice."

The Royal Wolverhampton NHS Trust
Community Nursing Bootcamp Programme

" Nationally and locally within our organisation, the decline in district nurses continued to plummet, with challenges following the covid-19 pandemic exacerbating this further. We as an organisation found that we were recruiting newly qualified nurses into our community teams; however, they were leaving within 12 months. Themes around this included: poor learning experiences, vacancies within the team (which was 20wte trained nurses) which resulted in new starters feeling frustrated due to limited support and development within their role as autonomous practitioners. We developed and implemented a five week supernumerary bootcamp programme for all new starters within community nursing."

The Shrewsbury and Telford Hospital NHS Trust
Leadership Development Framework

" The problem we were trying to solve was how to enhance levels of staff engagement and morale and how this could be reflected in the National Staff Survey Results.

Leadership Development was seen as an opportunity to develop our leaders, managers and aspiring leaders in both clinical and non-clinical roles, developing a compassionate and inclusive approach to leadership aimed at enhancing levels of staff engagement, morale and wellbeing.

The development of our leaders would also address feedback from the staff survey, improve our approach to talent management, succession planning, recruitment, and retention."

The Shrewsbury and Telford NHS Trust
SaTH Education

" The Shrewsbury and Telford NHS Trust is a Trust on an improvement journey and Education, alongside other workstreams, was identified as a cornerstone to help us improve. The SaTH Education team have made great strides and now report an ‘above average’ satisfaction for Education questions on the NHS staff survey a ten percent increase on levels 2 years previously. The team implemented a number of initiatives to make this happen including integrating all aspects of education, providing more support to learners, providing easier access to development opportunities and opening a new education facility."

University Hospitals of North Midlands NHS Trust
Centre for NMAHP Research and Education Excellence (CeNREE)

" The University Hospitals of North Midlands NHS Trust (UHNM) Chief Nurse had a vision to put research at the core of clinical practice. All nursing, midwifery and allied health professionals (NMAHPs) would agree that they aim to provide evidence-based care, but are their most research aware as they complete their pre-registration education. The desired state would be a workforce where research remains highly integrated with clinical practice throughout a NMAHP career. The UHNM goal is to be a world-class centre of achievement, where patients receive the highest standards of care and the best people cometo learn, work and research."

York and Scarborough Teaching Hospital Foundation Trust
Healthcare Academy

" Post covid-19 pandemic and following entry to a NHS England national direct support programme. In direct response to address the trusts needs the healthcare academy was established in October 2023. The trust identified a need for all staff to undertake a robust induction programme that focused on the Health England care certificate, offering a knowledge foundation based on the 15 fundamentals of care prior to putting theory into practice and prepare them for working on the wards. the healthcare academy provides assurance of safe care delivery across the organisation and promotes a positive experience for staff."