Competence and compliance in health estates training


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As presented to IHEEM on 29 September 2011.

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Competence and compliance in health estates training

  1. 1. MAINTAINING COMPLIANCEWhat every Premises Manager needs to know<br />Competence and Training<br />
  2. 2. What I’ll be talking about<br /><ul><li>What needs to be compliant?
  3. 3. Compliant to what?
  4. 4. Who needs to be compliant?
  5. 5. What does the guidance say?
  6. 6. What is competence?
  7. 7. How do you develop competence?
  8. 8. Is being compliant good enough?</li></li></ul><li>A specialist residential Training and Conference centre with unique training facilities.<br />Based on a 220 acre site located in the South West of England.<br />An established business with 40 years of experience in the ‘industry’.(Formerly part of the NHS)<br />Over 100 courses in our training curriculum all delivered by UK experts.<br />Eastwood Park – An Overview <br />
  9. 9. Healthcare Support Services Training:What we do and who we do it with<br />The Institute of Physics and Engineering in medicine <br />
  10. 10. What needs to be compliant?<br />The service?<br />The product?<br />The organisation?<br />ALL OF THE ABOVE?<br />
  11. 11. Compliant to what?<br />Legislation<br />Codes of Practice<br />International Standards<br />Care Quality Commission inspection standards<br />NHS Guidance<br />HTMs etc themselves draw on others<br />JCI (US/int’l standard)<br />Etc, etc…<br />
  12. 12. Who needs to be compliant?<br />The hospital<br />Departments<br />Managers<br />Technicians (AP/CP)<br />Operators<br />Suppliers<br />Contractors<br />External named roles<br />ALL OF THE ABOVE?<br />
  13. 13. “All personnel employed in the operation and maintenance of critical engineering services, including maintenance personnel and operators, should receive adequate, documented training.”<br />Training, information and communications policy manual<br /><br />The starting point for our journey – The document formerly known as…<br />
  14. 14. What does the guidance say?HTM 02-01<br />Dedicated Chapter <br />“7 - Training and communication”<br />Guidance for all roles<br />CP/AP/AE and others<br />Refresher guidance and schedule<br />Specific<br />Learning content<br />Learning outcomes<br />
  15. 15. What does the guidance say?HTM 04-01 b<br />Para 5.2 “Competence”<br />Not very specific<br />“…a programme of staff training…”<br />
  16. 16. What does the guidance say?HTM 01-05<br />Paragraph 1.25 <br />“Training and education”<br />Mentions CPD<br />“professionals” must register “not less than 5 hours’ training over a period of 5 years.”<br />
  17. 17. What does the guidance say?HTM 06-02<br />Appendix 7 – Qualification and Training Requirements<br />Lists required qualifications and experience<br />Training specified by duration and topic<br />
  18. 18. What does the guidance say or imply about personal compliance?<br />It could be summarised as:<br />You need training<br />You need experience<br />You need accreditation<br />You need CPD and refresher training<br />and<br />You need to be COMPETENT<br />
  19. 19. Occupational Competence is:<br />The ability to perform, to agreed occupational standards, in the workplace<br />TRAINING DOES NOT EQUAL COMPETENCE<br />
  20. 20. From ACoP L8 - Legionalla<br />Para 45, page 16<br />
  21. 21. Competence is about…<br />‘The application of: <br /><ul><li>knowledge,
  22. 22. understanding,
  23. 23. skills and
  24. 24. attitudes </li></ul>in a defined range of situations, to meet predetermined occupational standards’<br />
  25. 25. How do we attain the components of competence?<br />Knowledge<br />Understanding<br />Skills<br />Attitudes<br />All to be demonstrated in context (workplace) to the standards expected<br />
  26. 26. How it works with NVQs and Apprenticeships<br />Sector Skills Councils<br />Awarding Bodies<br />
  27. 27. To develop competence you need to …<br />Define and/or develop service standards and career pathways<br />2. Audit & assess existing compliance to these standards<br />
  28. 28. To develop competence you need to …<br />3. Identify the training needs related to service delivery to these standards<br />4. Design appropriate learning solutions to meet these training needs<br />
  29. 29. To develop competence you need to …<br />5. Deliver effective training & support<br />6. Assess & Accredit competence<br />7. Evaluate benefits and Service compliance<br />
  30. 30. A Competence Development Model<br />Determine Standards<br />(for the service in the Country)<br />Based on HTMs?<br />Re-audit/assess?<br />Audit/Assess<br /> compliance to Standard<br />(In practice)<br />Evaluate<br /> Training<br />Added value?<br />At organisation or Service level<br />Identify training needs<br />Using role<br />Competencies<br />Accreditation<br />Assess <br />Competence<br />Design training<br /> (to meet needs)<br />Workplace Support<br />Pilot training<br />Deliver Training<br />
  31. 31. The Competence Spectrum<br />Competent<br />Conscious<br />competence<br />Unconscious<br />competence<br />Unconscious<br />Conscious<br />Conscious<br />incompetence<br />Unconscious<br />incompetence<br />Incompetent<br />
  32. 32. So what are you to do to be compliant?<br />If the guidance is not clear or consistent, hedge your bets and do all of the above!!<br />Look to ensure:<br />Appropriate training is available<br />Accreditation is sought<br />CPD is recorded<br />Competence is measured and reviewed<br />Experience is nurtured and shared<br />
  33. 33. But is being compliant good enough?<br />If a car just scrapes through its MOT it is compliant<br />… but would you be happy driving it??<br />How long will it remain compliant?<br />Where's the added value?<br />