This document discusses the Talent for Care strategy in the UK National Health Service. It provides the following key points: 1. The Talent for Care strategy aims to guide development of the 500,000+ Band 1-4 healthcare support workforce, focusing on themes of "Get in, Get on, Go further." 2. An evaluation found that the strategy has raised the profile of healthcare support workers and provided a useful framework for their training, though involvement of staff and unions was limited. 3. The Apprenticeship Levy provides both an opportunity and challenge for the NHS, which pays £200 million annually into the levy, to create 28,000 apprenticeship starts per year and

1. Talent for Care
So where are we now?

2. Talent for Care
• Over 500,000 Band 1-4
staff (Dec. 2015 ESR)
• 40% of the workforce –
60% of care/service
• First national strategy to
guide the direction of the
bands 1-4 workforce
• Launched October 2014
@NHS_HealthEdEng #insertcampaignhashtag

3. www.hee.nhs.ukwww.hee.nhs.uk
Get in
Get on
Go further
The strategy is based on three themes
http://eoe.hee.nhs.uk/our-work/1to4/
#talentforcare

4. www.hee.nhs.ukwww.hee.nhs.uk
Get in, Get on and Go further
Band 1 &
Pre-employed
Band 2 & 3
Incorporating the Cavendish recommendations
Incorporating the NHS Constitution and Values
Schools and colleges, NHS
Careers, Prince’s Trust, Job Centre
Plus, Inspiring the Future,
employer-facing campaign,
traineeships
Care Certificate and
Higher Care Certificate,
Apprenticeships and
Advanced Apprenticeships
Band 4
Foundation degrees;
Higher apprenticeships
Band 5+ registered professions
& specialist roles
Pre-degree care experience pilot,
Higher Apprenticeship in Adult
Nursing, Part-time undergraduate
courses, Bridging programme.
Close relationship with HEE’s Widening
Participation Strategy
http://eoe.hee.nhs.uk/our-work/1to4/
#talentforcare

5. Talent for Care – Some key Activities
Implementation of
the Care
Certificate
6,073 completions
14,823 starts
Implementation of
the Care
Certificate
6,073 completions
14,823 startsInspiring the
Futures
Health
Ambassadors
Over 1300
’
Inspiring the
Futures
Health
Ambassadors
Over 1300
’
Apprenticeship
Levy
Mobilisation and
readiness
Apprenticeship
Levy
Mobilisation and
readiness
Health Sector
Apprenticeship
starts
20,000
Health Sector
Apprenticeship
starts
20,000
National
Engagement
Encouraging and
supporting the
development of
Apprenticeships
National
Engagement
Encouraging and
supporting the
development of
Apprenticeships
NHS Employers
‘Think Future
Campaign’
NHS Employers
‘Think Future
Campaign’
Talent for Care
Pledge
Over 100 NHS
Trusts have
committed.
Talent for Care
Pledge
Over 100 NHS
Trusts have
committed.
Bridging
Programme
10 HE delivering
Bridging
Programme
10 HE delivering
Research and
Evaluation
Research and
Evaluation

6. Evaluation of Talent for Care
Three Areas of Interest
Approaches: whether and how
organisations had engaged with
TfC.
Objectives: whether and how
organisations had pursued the
strategic intentions presented in
TfC.
Practices: whether and how
organisations had implemented
various practices associated with
TfC.
Approach
•Survey method
•124 organisations (approximately
50% of NHS organisations
covered)
•Mainly completed by Learning
and Development/Band 1-4 Leads
(Kessler 2016)

7. Evaluation of Talent for Care - Findings

8. Evaluation of Talent for Care - Findings
TfC and HCSW Profile %
Yes No Don’t
Know
Had you heard of Talent for Care?
N=174
96.0 3.4 0.6
Has Talent for Care been discussed by your
organisation’s Board? N=173
48.6 14.5 37.0
Has your organisation held a healthcare
support worker conference in the last twelve
months? N=173
32.4 56.6 11.0
Does your organisation have a written
learning and development strategy for the
whole of the workforce?
N=172
61.6 22.7 15.7
Does your organisation have a written
strategy covering healthcare support
workforce (N=172
24.4 52.9 22.2

9. Evaluation of Talent for Care - Findings
• 64% of responses either strongly agreed or agreed
that TFC has raised the profile of the healthcare
support workforce in their organisation
• Provided a ‘useful’ framework the training and
development of HCSW (84%)
• ‘Sharpened’ this agenda (74%)
• Provided ‘added confidence’ in taking forward this
agenda (80%)
• 79% of responses (n-158) indicating that formal
monitoring of TFC in place
• 62% indicated that TFC reflects what they are
currently already doing
• Only limited union /staff side involvement
‘
The launch of the Talent for
Care Agenda has been
excellent to raise the profile
and to start to form a strategy
for the development of bands
1-4 workforce. It has enabled
us to draw up a gap analysis to
see what we are delivery and
areas we need to work on’.

10. Evaluation of Talent for Care - Implications
• Promising start
• Pace and scale
• Sustainability

11. Apprenticeship Levy: Opportunity & Challenge
National Policy
•To create and support 3 million
apprenticeship starts by 2020
•Employer led: Greater
employment involvement, control
and investment
•Renew the value of Apprenticeship
•Remove restrictions
•Apprenticeship Starts – Public
sector target
Apprenticeship Levy
•NHS Biggest Levy Payer: £200
million
•28,000 Apprenticeship Starts
annually
•Apprenticeship Public sector
target October 2016

12. Key Message – ‘Think Apprenticeship’
All services
All functions
All Professions
Think mastery

13. Key Message – ‘Recognising and nurturing our
Talent’