This provides an overview of work so far on the Capital Nurse programme - which is designed to provide a collaborative to developing a nursing workforce in London.

1. Capital Nurse
Developing the Solution to Solving the London Nursing
Workforce Issues Collectively

2. 2
3

3. Capital Nurse : 4 Workstreams
Stream 1
Developing career pathways
Stream 2
Employability of student
nurses
Stream 3
Use of agency staff
Stream 4
Transition to new funding for
pre-registration nursing
• Development of a robust
career framework
• Development of agreed set
of standards for all provider
and commissioning
organisations to work to in
the recruitment and
retention of local work
force
• Guarantee employment for
all London LETB-
sponsored graduates
successfully exiting from
nursing programmes
• Development of a
framework for improved
student mentorship
• Gain commitment across
London to reduce the
reliance on agency staff
• Development and provision
of a plan for London of
what we need to do to
make transition to new
system of funding work
• Dissemination of plans
regionally / nationally

4. Capital Nurse : What has been achieved so far:
Stream 1
Developing career pathways
Stream 2
Employability of student
nurses
Stream 3
Use of agency staff
Stream 4
Transition to new funding
for pre-registration
nursing
Identifying the Capital Nurse
• Capital Nurse Learner Developing
identity with the Capital and with
host healthcare organisation
• Newly Qualified Capital Nurse – From
preceptorship to Band 6 – Developing
common principles / sharing best
practice
• The Capital Nurse – Beyond
preceptorship – developing career
pathways, developing specialist skills,
harnessing the wealth of
opportunities within the Capital
Other activities in progress
• Using literature / survey outcomes to
develop “story” of benefits of
working in London and on how
nurses can progress their career
• Site visits set up to visit centres of
excellence
• Economic analysis
• Comms /marketing to create video
for YouTube and crowd sourcing
campaign using social media
Activities in progress
• Working towards London-wide
approach to preparation for
selection processes for NQNs
• Proposals being developed to
stagger completion of graduates
throughout the year
• Mentorship projects– models of
mentorship / fitness of existing
mentor programmes
• Evaluation of existing approaches
being used to offer employment
to students who have had final
assessment in Trust, without
need to for testing
• Data accessed on employability
Activities completed
• Development of set of
recommendations around use of
agency and bank staff in London
• Briefing paper with
recommendations sent to
London Workforce Senate
Activities in progress
• Convening of first meeting to
plan further work – last week
of January 2016

5. Stream 1
Developing career pathways
Stream 2
Employability of student nurses
Stream 3
Use of agency staff
Stream 4
Transition to new funding for pre-
registration nursing
• Agreement on London-wide
skills escalator for use during
preceptorship period for NQN’s
by Sept 2016
• Development of principles for
structured and clear career
progression – form of
credentialing by Sept 2017
• Testing of limited number of
pathways from September 2016
including a Capital Preceptorship
Foundation 'programme' to fast
track NQNs from registration to
Band 6 posts
• Pilots set up for range of
development pathways moving
nurses into more senior clinical,
research or education practice,
policy development,
management or leadership roles
by Sept 2017
• London-wide approach to
preparation for selection
processes for NQNs by Sept
2016
• Where Trusts require tests, pan-
London agreement of test which
is used across all HEI
programmes prior to students
qualifying by Sept 2016
• London-wide agreement on
successful nursing qualification
(including testing key skills)
automatically provides sufficient
assurance for employment by
Sept 2017
• Further input to London
Workforce Senate as required
Deliverables
• Development of “story” - what
will future look like, in terms of
the local health system / trust?
• Identification of possible risks and
opportunities and how these
might be mitigated / used
• Identify what actions HEE / local
DoNs / HEIs in London need to do
to make transition work - What
can be done locally /more broadly
to make this work?
• Development of position paper to
be used for lobbying purposes
Capital Nurse : Plan for 2016-17 and beyond