This document summarizes a breakout session at the #cnosummit conference that discussed new roles in nursing and midwifery, including the benefits realized for patients, workforces, and professions. Speakers from various NHS trusts presented on their experiences with roles like Nursing Associates and Maternity Support Workers. They discussed the strengths and challenges of implementing these new roles. For Maternity Support Workers in particular, retention was identified as a key challenge due to only one MSW currently in practice out of those originally trained. The session concluded with a panel discussion on developing leadership strengths.

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The new roles – lived experience and benefit
realisation for the patient, workforce and professions
Breakout session:
Wednesday 7th March 2018
14:45hrs

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Today’s session
• There is a common view that there is a need to build an adaptable contemporary nursing and
midwifery workforce to respond to the changing delivery of health and care, as other services and
industries have successfully done in their own professional areas.
• Health Education England has led the way in supporting the development of new roles such as the
Nursing Associate, and Maternity Support Worker and there has been much professional debate
about some of the new roles and their ‘place’ in this modern professional workforce.
• Today we have some colleagues presenting who are undertaking these roles and the senior
colleagues who have commissioned them to discuss how they are being embedded in the workforce
and importantly what is the actual benefit realisation for the patient, workforce and professions.
• They will present on their ‘lived experience’ and talk about strengths, challenges and offer some
tips.

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The new roles – lived experience and benefit realisation
for the patient, workforce and professions
• Professor Lisa Bayliss-Pratt, Chief Nurse and Interim Regional Director for London and the South
East Health Education England;
❖ Kenye Karemo - Deputy Chief Nurse, Barking, Havering and Redbridge NHS Trust
❖ Trixie McAree - Head of Midwifery, Birmingham Women’s NHS Foundation Trust
❖ Allison Reed - Trainee Nursing Associate, and, Avril Devaney MBE Director of Nursing, Therapies
and Patient Partnership Cheshire and Wirral Partnership NHS Foundation Trust
❖ Professor Kerry Jones - Magnet Programme Director, and, Helen Edis - Chief Nurse Fellow,
Nottingham University Hospitals NHS Trust
❖ Laura Roscoe, Nursing Postgraduate Student, Edge Hill University
• Chair: Susan Aitkenhead, Director of Nursing, Professional Development, NHS England

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Professor Lisa Bayliss-Pratt
Chief Nurse and Interim Regional Director for London
and the South East
Health Education England

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Kenye Karemo – Barking, Havering and Redbridge NHS Trust 10 year vision:
Strengths, challenges, tips
 CHALLENGES
 Requires ‘invest to save’ approach
 Understanding infrastructure to support – backfill,
models of supervision, ensuring equity of access
 Duration of academic credits
 Line managers’ ability to coach and mentor
STRENGTHS
 Opportunity to ‘Grow our Own’
 Recognises local talent and engages all
 ‘Open doors’ – equality of opportunity and access
 Underpinned by current learning/academic pathways
 Aligned to CapitalNurse Programme of work
TIPS
 Be inspired and be inspiring
 Lead from the front, be open to learning
 Understand your data and engage widely

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Trixie McAree – the Maternity Support Worker role - Birmingham Women’s Hospital
NHS Foundation Trust – ‘Strengths, challenges, tips’
• Iterative approach
• Building on the shoulders of giants (Dunkley Bent and Richardson)
• Service that is safe, effective and positive for women
• Relational impact (Continuity of Carer)
• Sustainable service with envelope of current resource
• Resilience
• Plan: Bespoke home birth team with 5.8 WTE MSW as second birth
attendant.

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Trixie McAree – the Maternity Support Worker role: Strengths, challenges, tips
• CLARHC West Midlands: A three year longitudinal service review of the Home Birth Service was conducted in
the autumn of 2014, 2015 and 2016
• MSWs as second attendants- yes, but retention and replacement of MSWs who leave is an issue
• This role is now set up and working well, though retention is a key issue with only one MSW currently in
practice, and a time lag of around one year between recruitment and training to work as a second attendant.
Important lessons have been learned about how to implement this role and the Service is implementing a
strategy using the apprentice scheme, recruiting new MSWs to maximise suitability and retention.
• Institute of Vocational Learning and Workforce Research, New Bucks Evaluation of Maternity Support
Worker Home Birth Training Programme. Birmingham Women’s NHS Foundation Trust
• Evidence from this evaluation study suggests that the education provided, including the work based learning
experience, and was appropriate for the role and that its deployment and delivery has increased MSW capacity
to support home births in a safe and effective way
1. Regional Finalists of the year for Small Employer Apprentice Training
2. Regional Finalists for Apprentice of the Year – Kerry Wilkie

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Trixie McAree - Experiences:
“I think in the first year midwives were
unclear, but now actually there is more
clarity to what we can and can’t do
and what we will take on.”
MSW 1 (Y2)
“I think before, because we were new they didn’t
know what we could do and I think now they do.
Working alongside us so closely, they know that
we are good at our job and we’ve learned a lot.”
“MSWs I had a huge resistance to that, and I said that in my [job]
interview. They said ‘how do you feel about the support worker
being a second?’ and I said ‘I don’t like that idea.’ I think…you know,
it’s kind of a feel of the midwifery profession being eroded or
degenerated or whatever. Yes, and thinking in the end is someone
else going to be doing everything else… So I said ‘well, you know, I’m
not that keen’ and in fact I’ve had no issues with it really… once they
were doing it it’s been fine. It’s been fantastic.” MW 5
“With straightforward birth even
if there's an emergency they're
brilliant.” MW 2
“We have been able to push our roles so
much further and it is going to continue.
And it has made, well all of us really, want
to sort of like, get the role of the MSW and
just expand on it. And to help others I
think.”
Maternity Support Worker

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Allison Reed, Trainee Nursing Associate, and, Avril Devaney MBE Director
of Nursing, Therapies and Patient Partnership, Cheshire and Wirral
Partnership NHS Foundation Trust
ADULT
LEARNING
DISABILITY
CHILDRENS
MENTAL
HEALTH
Lived
Experience
Connector
-
Person
Centred
Care

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Kerry Jones and Helena Edis – Nottingham University Hospitals NHS Trust
Developing leadership strengths, challenges, tips
Case study: Chief Nurse
Fellows
Drivers 1 Drivers 2 Solutions
The role:
Outcomes- organisation
and self:
Strengths:
Challenges:
Tips:

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Panel Discussion
Additionally welcoming:
Laura Roscoe, Nursing Postgraduate Student, Edge Hill University

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THANK YOU…