This document outlines a proposed Career Advancement Programme (CAP) for healthcare workers (HCWs) within Elysium Care. It aims to provide development opportunities for HCWs to progress in their roles and address challenges in recruiting and retaining nursing staff. The CAP would include a 12-month long training programme consisting of 9 workshop days covering topics like mentoring, clinical supervision, physical healthcare skills, and therapeutic interventions. Feedback from hospital directors and senior nurses informed the proposed topics. The programme aims to engage and skill HCWs through regular reflections, competency assessments, and will be evaluated through pre/post questionnaires.

1. Nursing Workforce
Development
Keith Barry | Date

2. 2
Career Advancement
Programme (CAP)

3. 3
Background
• Healthcare workers (HCW’s) are the largest workforce within
healthcare services and yet traditionally have limited development
opportunities, which can result in the HCW becoming disengaged
from the service they work in.
• With the changing face of healthcare and the challenges faced by all
organisations in recruiting and retaining nursing staff it is clear that
developing the healthcare worker is becoming increasingly important
in order to meet current and future workforce demands, as well as
maintain and develop high standards of patient care.

4. 4
• In response to this issue we looked at how we could develop our
Healthcare workers with a view to securing a more engaged and
skilled workforce
• Following discussions with the board it was decided that we needed
a clear progression framework. A significant part of this framework
would include a development training programme for those who are
hoping to progress on to
• a more senior HCW role within their service, where they will be given added
responsibility or in leading in a specific area of their ward/ unit’s work
activities
• their nurse training, including Nurse Associate and Assistant Practitioner
apprenticeships, with support from Elysium

5. 5
HCW Development Pathway
• Elysium Care
Certificate
Elysium
Development
Diplomas 1-4
Elysium HCW
Development
Programme
Assistant practitioner
Apprenticeship
Nurse Associate Apprenticeship
Graduate Nurse Training
Healthcare Worker
Senior Healthcare
Worker
Senior Healthcare
Worker with added
Responsibilities
Senior Healthcare
Worker with
added
Responsibilities
Assistant Practitioner
Nurse Associate
Nurse Apprentice
Registered Nurse
Novice
HCW/ New
Starter HCW

6. 6
Scoping exercise
• Hospital Directors and senior nurses from across the company were
given the opportunity to comment on the proposed Development
Programme and were asked to think about what training they
believed would be of benefit to their service and to the HCWs
themselves.
• The feedback from sites has been generally positive
• The Senior HCW training sounds great. We would definitely want to be part
of this.
• Great idea. We would definitely want to nominate staff.
• I think this is an excellent idea and would be keen for our staff to participate
• I’m fully supportive of this – it looks a very sound programme indeed.
• Would whole heartedly support – think it is really important

7. 7
Scoping Exercise
Suggested training needs from sites
• Mentoring and supervising new and junior HCWs
• Understanding quality/ CQUINs; professionalism etc.
• Clinical supervision training
• Physical Health training, particularly around NEWS, and monitoring Vital signs,
but also management of diabetes and other significant physical health illnesses
• Infection control to enable senior HCW’s to be leads on the ward
• Running groups
• Evidence-based practice – accessing literature
• Storytelling
• Motivational interviewing
• Undertaking audits

8. 8
The Programme
• Utilising the suggestions given by sites we have put forward a draft
programme where each training activity is grouped under 4
overarching themes:
• Mentoring and supervising junior staff
• Personal development
• Physical healthcare
• Therapeutic Interventions

9. 9
The Programme
Mentoring and supervising junior staff (Quality; Service Improvement;
Personal & People Development)
• Clinical supervision awareness
• Supervising junior HCWs
• Mentoring new and junior HCWs
• Undertaking ward-based audits
• Understanding CQUINs, CQC/ HIW inspections, contractual service monitoring
requirements; professionalism
Personal development (Personal & People Development; Quality; Service
improvement)
• Evidence-based practice – accessing relevant literature to help inform your
practice
• Reflecting on your practice
• Preparing to apply for nurse training (if required)

10. 10
The Programme
Physical healthcare (Knowledge & Skills).
• NEWS, and monitoring Vital signs.
• Taking physical obs – competency test
• Management of diabetes and other significant physical health illnesses
• Basic wound care
• H&S and Infection control to enable senior HCW’s to be leads on the ward
Therapeutic interventions (Communication; Knowledge & Skills;
Personal & People Development)
• Running groups
• Storytelling – relevant across all services (child & adolescent; LD; MH; Neuro
etc.).
• Motivational interviewing

11. 11
• The topics under each theme are generic in nature so that they will be
appropriate for all healthcare specialities within Elysium. The topics are not
set in stone and can be tailored to fit the needs of each cohort depending on
which site they originate from.
• The programme will run annually over a 12 month period and will be spilt
into 9 days of workshops. The maximum number in each cohort will be 30
HCWs.
• The HCWs will be expected to submit regular reflections on their learning
and how this has been integrated into their practice. For physical health
topics there will be competencies that they will need to achieve back at their
respective sites (which will need to be signed off by an appropriately trained
person).
• The programme participants will be supported throughout the programme
by the Central Nursing Team

12. 12
Evaluation of programme
• Pre and post programme questionnaires for HCWs and for Senior
Nurses at their respective sites. The post questionnaire will aim to
ascertain whether skills gained have been implemented back at site
and the perceived usefulness of those skills.
• The HCWs’ progress will be followed up on a 3 monthly basis for a
period of one year following completion of the programme.
• The programme content will be evaluated and developed at the end
of each cohort depending on feedback received from the HCWs and
their respective sites.