The Future of
Mandatory Training Provision
                        Version 3.3

                    November 2009

Key contacts in relation to this
Report are:

Paul Jones
Director of Human Resources &      Table of contents
Summary Recommendations
 1. Adoption of national best practice for future mandatory training provision

 2. Reducing the ...
Why this is important
Balancing Cost with Risk
Scope of our current mandatory training investment:
 3,000 staff per annum require mandatory tra...
What we are going to do
Defining the Problem
                                                                  Policy Goal

Creating a New Paradigm
  FROM… “Mandatory                                 TO…“Mandatory training is
  training is deliver...
Mandatory Training Map
                                                             Current State                      Fut...
Change Plan
                                November                         December                        January      ...
Capturing the Benefits
      Current State        Training                                                 Future State
Developing the Narrative for this Change

 Plans ...
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Mandatory Training Review Version 3 3[1]


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A Review into improving the cost and effectiveness of mandatory training provision in an NHS Foundation Trust

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Mandatory Training Review Version 3 3[1]

  1. 1. The Future of Mandatory Training Provision Version 3.3 November 2009 1
  2. 2. Key contacts in relation to this Report are: Paul Jones Director of Human Resources & Table of contents Organisational Development T: 01226 434405 Section Page E: Recommendations 3 Kevin Palmer Why this is important 4 Assistant Director of Human Resources (Learning & OD) Defining the problem 7 T: 01226 432703 A New Paradigm 8 E: Training Map 9 Change Plan 10 Profile of the Benefits 11 A narrative for the change 12 2
  3. 3. Summary Recommendations 1. Adoption of national best practice for future mandatory training provision 2. Reducing the number of subject areas which are classed as “mandatory” 3. Training delivered proportionate to the risk which the business runs 4. Rapid accreditation of workplace risk assessors to manage risk and assess need for training 5. Accreditation of prior learning, if people demonstrate competence in the workplace 6. Training to be segmented to the needs of the workforce group to reduce irrelevant or wasted training 7. Change the modality of training to introduce greater e-learning provision and more training in the workplace through divisional trainers 3
  4. 4. Why this is important
  5. 5. Balancing Cost with Risk Scope of our current mandatory training investment:  3,000 staff per annum require mandatory training under current Trust policy and practices  £100,000 direct costs of trainers in delivering mandatory training every year  16,639 hours of staff time invested in training attendance to meet compliance with current Trust policy *  Equivalent to 8.51 WTE pa displaced from front line delivery to the business Challenges of managing statutory and regularity risk:  Unlimited maximum fine for breach of Health & Safety at Work Act  3,645 deaths occurred across the NHS last year due to poor infection control and avoidable mistakes  Failure to meet CQC and NHLSA compliance standards has significant financial and reputational implications and can increase insurance costs by over £ 1.2 million pa “Can’t my competency be tested rather than having “We really support the Trust’s efforts to deliver to attend training that I don’t need?” more training through e-learning on the ward and if possible at home” ”Policies are approved without any consultation “Don’t treat me like an idiot. The Trust does that to on the relevance or practical ability to deliver” me every year on mandatory training. More importantly it wastes time and money” * Based on proposed focus of a core of 9 x mandatory training courses 5
  6. 6. What we are going to do
  7. 7. Defining the Problem Policy Goal Ensure the Trust discharges it’s statutory and regulatory obligations for a competent workforce and effectively manages risk Migration to best practice Segmentation of Proportionate risk based Adoption of new policy workforce assessment Modalities for training Aim Aim Aim Aim Not all subjects are Not all subjects are Risk can be managed in a •Training can be delivered in mandatory for all staff applicable to all staff, multitude of ways, training is a multitude ways  Not all subjects require training should be based on just one control • For some staff groups annual update training need  The training response other modalities of training  Not all training is required  Some staff will have should be proportionate to are both more convenient to be delivered didactically received training in other the risks we run as a and better meet their training in the class room organisations business need Actions Actions Actions Actions  We will migrate all training  We will develop a map to In future all training will be • We will identify a package to nationally recognised best signpost staff only to that proportionate to the risk of nationally accredited E- practice by the Department mandatory training which is  Training will be prioritised learning packages of Health relevant to them to those job roles or • We will deploy these to  We will cease to  We will accredit prior business functions where enable ward based access automatically require annual learning for training done the risk is greatest for the majority of our updates in all mandatory else where  Training will be part of a workforce subjects  We will not train staff who blended solution to • People will be sign posted  We will reclassify subjects already demonstrate they managing risk in the to the appropriate learning to make clear what is a are competent either business, rather than the package for their role and statutory requirement and through a workplace only or main solution on-line tests will assess what is desirable. assessment, e-learning test Prior Learning for new staff competence and provide an or prior learning elsewhere recognised and updated audit trail through ESR 7
  8. 8. Creating a New Paradigm FROM… “Mandatory TO…“Mandatory training is training is delivered to delivered to meet the needs meet legislative needs” of the business” Reflexive response Mindful approach • Training is designed and • Training is designed and delivered to suit trainers Mindset delivered in partnership with customers in the business • E-learning is a major • E-learning is a minor part component in a blended of our learning portfolio Technology approach to developing • Training design is competence determined by the • Training design is preference of the policy determined by national lead or subject trainer best practice standards • Training is a sheep deep • Training is risk assessed to which everyone must go recognise peoples through Segmentation competence • Use one delivery • Delivery is adjusted to suit approach for all people, the needs of customers and and all circumstances recognises prior learning 8 8
  9. 9. Mandatory Training Map Current State Future State Current Mandatory Future Mandatory 2009 Training Provision: programme: 2010 29 Subjects 9 Subjects Business Benefits Fire Health and Safety Annual £276,821 Total Savings Update Infection Control Requirement 7,449 hours productive time Future Mandatory Training Programme back to the business Resuscitation * Equivalent to 3.8 WTE pa Major Incidents Update Requirement £135,182 productive time saved attributable to e-learning Every 2 Years Update Manual Handling Requirement £27,039 productive time savings Child Protection Every 3 Years attributable to change in frequency £15,000 pa cash releasing savings Conflict Resolution attributable to reduced venue hire Equality & Diversity Better meeting of individual training need Adult Protection Proportionate response to management of risk The following represents the revised map of statutory and mandatory training provision for Barnsley Hospital NHS Foundation Trust. Account has also been taken of a recent national PASA study which sought to standardise policy in respect of mandatory training provision across the NHS. A consultation exercise was also undertake to take account of customer views with representatives drawn from each business unit of the Trust together with relevant policy and subject leads. In future mandatory training provision will move from 29 subject areas to a core of 9 subjects, with a frequency of update every other or every third year. In addition 8 of the 9 subject areas will have an e-learning option in place during Q4 2009-10, further reducing the requirement for class room delivery for the majority of staff. A map of training delivery options will be 9 produced to guide staff to the training provision which is appropriate to their job role. * Clinical staff only
  10. 10. Change Plan November December January February March Adoption of Best Practice Policy Policy Mandatory Training moves to 1-3 year update requirement Course provision adjusted to reflect reduction in annual update requirements Training of key manual handling trainers in each division for work place training Capture benefits and assess effectiveness in Train Risk Assessors in each division Workplace Risk Assessments Risk managing risk of Workforce to E-learning SHA Funding Application Migration Mobilisation of Project Team Deploy E-Learning Packages Segmentation Adoption of national best practice Training Delivery prioritised to high risk areas Signpost training provision to needs of job role Accreditation of prior learning through ESR record 10
  11. 11. Capturing the Benefits Current State Training Future State Time 100% workforce 16,639 hrs 3,000 WTE 16,639 hours in class room training £100,000 in direct 9,170 hrs trainer costs 8,170 hrs 8,170 hrs Modal shift to e-learning & adoption of national best Further reductions due to practice on frequency workplace risk Hours assessment 2009-10 2010-11 2011-12 2012-13 The following table provides a graphical illustration of the reduction in classroom based training in the proposed mandatory training areas in each year from 2009-2013. This is based on the adoption of national best practice policy recommendations on frequency of update training, a migration to e-learning delivery and better targeting of training to individual needs (and prioritise high risk areas) through workplace risk assessment in areas such as manual handling. Training is therefore more focused on needs and better manages risk for the business. This in turn leads to a better deal for staff and our patients 11
  12. 12. Developing the Narrative for this Change Mandatory Plans for the Future Training needs Delivery of Mandatory reform… Training form the backbone of the It does not currently meet narrative…. business need, or effectively manage risk… …but this will need to be Reform will aid supported by a compliance and Compelling Narrative on provide a better why we need to change to deal for staff overcome resistance and and patients build support The narrative is the plan with a compelling rationale… …whilst the plan is the narrative with concrete deliverables 12