Policy responses and statements
- Name of organisation:
- Scottish Executive Health Department: Workforce Directorate
- Name of policy document:
- Consultation Paper on Proposed Career Framework
- Deadline for response:
- 23 July 2006
Background: The Career Framework for NHS Scotland could support the process of developing a national workforce strategy that is aimed at developing a sustainable, diverse and flexible workforce. There are other strategic and policy drivers including National Waiting Times and Modernising Medical Careers that a model Career Framework will align with. These require that new roles will be needed and the Framework enables staff to see how they can develop in to new roles.
A Framework outlines a clear structure of typical roles and links these to Agenda for Change and the Knowledge and Skills Framework (KSF). KSF outlines provide a basis for the development of Personal Development Plans (PDPs) that are agreed by line managers and their staff. The other development needs for a new role can be determined by the competencies for that role. The Skills for Health website contains competencies that can be used to build Personal Development Plans from KSF outlines.
The proposed Framework also identifies the awards, qualifications and other forms of recognised achievements of learning that underpin competence for these roles. The concept provides a framework for bringing together competence-based career management and qualifications/ awards arrangements and roles in to one model. The proposed Career Framework also benefits organisations, supporting service improvement and the delivery of better services for patients by maximising staff skills.
The Careers Framework Consultation document outlines the links of the proposed Careers Framework to existing policies and set out some questions for discussion that will inform the decision of the best way forward for NHS Scotland. Following the consultation period there will be a review of the comments received. A decision on the way forward will be made and announced in late August/early September 2006.
COMMENTS ON
SCOTTISH EXECUTIVE HEALTH DEPARTMENT:
WORKFORCE DIRECTORATE CONSULTATION PAPER ON PROPOSED CAREER FRAMEWORK
The Royal College of Physicians of Edinburgh is pleased to respond to the Scottish Executive on its consultation on the Proposed Career Framework.
The College welcomes the opportunity to respond to the early thinking on this framework in Scotland. It is important that the structured training of key professional groups (including doctors) is linked into a more flexible competency-based framework to support multi- disciplinary team working, encourage role change in response to service needs and sustain staff motivation through rewarding career options.
Specific comments in relation to some of the consultation questions include:
Q.2/3 What do NHS employers need to do locally to support their staff with career moves laterally and vertically? What needs to be done locally and nationally to support learning at work?
Line managers will require support to release frontline staff for “taster” sessions, experience and formal training if lateral and vertical career moves are to happen, and a shared understanding of local service needs in terms of new skills or skills shortages. Also, trainers will require clinical supervision and assessment time within their job plans or equivalents. Learning resources including simulation systems, libraries and access to internet study facilities must be available to all groups of staff. National co-ordination of shared systems may save development costs locally. Clear and accessible career guidance will encourage staff to seek career progression and change.
Q.6 What needs to be done to reward leaders, including clinical leaders, to let go and develop their talented staff in NHS Scotland even when this means staff leaving their current place of work?
Managers must understand the recruitment and service benefits of being seen to support staff ambitions and the recruitment and retention problems that result from being uncompetitive by comparison with other organisations. Training allocations may need to reflect differences in staff turnover that may result from supporting staff to develop new competencies.
Q.7 What are the opportunities for multi-professional training and education provision at undergraduate and postgraduate level?
As a key provider of postgraduate medical education, the College is keen to extend the support it provides to other healthcare professionals. Attendance by nurses and allied health professionals at our symposia and evening medical updates demonstrates the interest and benefits of multi-disciplinary education as an integral part of a flexible career framework. The College would welcome the opportunity to discuss training priorities in terms of service need in Scotland with planners and clinical managers to ensure our programmes remain relevant to a wide audience.
Q. How do we take forward implementation of a national Career Framework so that we reflect new roles and the contemporary workforce? Are career ladders for existing professionals necessary or desirable?
Modernising Medical Careers is developing a more flexible approach to postgraduate training, offering opportunities for career change, either during early training or later in a doctor’s career. Consultants in the future will be able to change direction through post CCT “credentialing” in line with their own interests and the needs of the service. However, most will continue to follow a standard pathway where career progression is relatively clear and predictable and, for many, this certainty will be attractive. There is therefore a place for both traditional career ladders and some flexibility to respond to changing service and other needs eg demographic changes in medical school intake or changes in medical practice.
Q.9 How do we ensure transferability of skills and competencies in delivering healthcare at least across the UK.
It is vital that the career framework in Scotland interfaces seamlessly with its equivalents across the UK. Global in addition to UK market forces will prevail and unless skills and competencies gained within the NHS in Scotland can be transferred, Scotland will lose its best early.
Copies of this response are available from:
Lesley Lockhart,
Royal College of Physicians of Edinburgh,
9 Queen Street,
Edinburgh,
EH2 1JQ.
Tel: 0131 225 7324 ext 608
Fax: 0131 220 3939
[18 July 2006] |
