Background on Relevant Initiatives/Publications
Care Group Workforce Teams These teams are set up to advise on workforce issues in relation to specific care groups. Implementing EWTD for doctors in training will have a significant impact on services within a number of care groups such as Emergency and Maternity services.
Website: http:// www. doh. gov. uk/ cgwt/
Changing Workforce Programme The Changing Workforce programme has been set up to help the NHS and associated organisations look at new ways of working to improve patient care and ensure good use of skills.
Website: http:// www. doh.
gov. uk/ hrinthenhs/ changingworkforce. htm
Configuring Hospitals Framework
Website: http:// www. doh. gov. uk/ configuringhospitals/
Conference of Postgraduate Medical Deans of the
United Kingdom (COPMED) The document "Liberating Learning" is
available on the COPMED website: http:// www. copmed.
org. uk/ Publications/ index. html
Developing key roles for
midwives and nurses This document provides case studies of the Chief Nursing
Officer's 10 key roles for nurses
from the NHS Plan, together with
advice on implementation, and on the professional and legal boundaries to each
of the roles. These roles will be important in developing the non-medical roles
that will assist in EWTD compliance. The document is on the DH website
at:
http:// www. doh. gov. uk/
newrolesfornurses/
Unfinished Business The Chief Medical Officer's report on proposals for reform of the Senior House Officer Grade. This sets out proposals for a replacement for PRHO and SHO training consisting of two stages a two year generic Foundation programme, incorporating the current PRHO, followed by time-capped Basic Specialist Training programmes aligned to broad specialty groups. The Report also recommended a review of NCCGs, which is now underway. A mailbox has been set-up for comments NCCGReview@ doh. gsi. gov. uk. The report can be downloaded from the DH website:
http:// www. doh. gov. uk/ shoconsult/
Human Resources Performance Framework The framework was published under cover of HSC 2000/ 030. It supports the service in measuring and maintaining progress towards the aims set out in Working Together, Securing a Quality Workforce for the NHS. The framework is available on the DH website:
http:// www. doh. gov. uk/ hrstrat. htm
Improvement, Expansion and Reform New NHS planning arrangements are described in Improvement, Expansion and Reform -Priorities and Planning Framework 2003-2006 which sets out the vision for services over the next three years, and how national commitments translate into targets for the NHS and social services. The new system is described in more detail in accompanying guidance (Improvement Expansion and Reform -Technical Guidance on the Planning Process) which provides information on the roles and responsibilities of organisations under the new planning framework, and the specific contribution of workforce within the three year LDP.
Improvement, Expansion and Reform -Priorities and
Planning Framework:
http:// www. doh. gov. uk/
planning2003-2006/
Improvement, Expansion and Reform -Technical Guidance
on the Planning Process:
http:// www. doh. gov. uk/
ldp2003-2006/
This website requires a password, which has been sent to
Strategic Health Authorities to disseminate locally.
Improving working lives The Improving Working Lives (IWL) initiative aims to make the NHS a better place to work and is underpinned by the IWL Standard. The latter can be viewed on the IWL website. NHS organisations will be required to achieve accreditation against the standard by April 2003, demonstrating they are improving the working lives of staff.
It summarises the expectations placed on NHS employers to support staff, promote their welfare and development, and enable a healthy and productive balance between work and life outside work.
Website: http:// www. doh. gov. uk/ iwl/
Skills Escalator The development of new roles has to be underpinned by using the skills escalator approach. The essence of this approach is that all staff are encouraged through a strategy of lifelong learning to constantly renew and extend their skills and knowledge, enabling them to move up the escalator. This guidance is available on the DH website at:
http:// www. doh. gov. uk/ hrinthenhs/ learning/ section4b/ skillsescalatorhomepage. htm
Working Time Directive -DH site This site will have updates on EWTD issues, information on the pilots and other good practice. http:// www. doh. gov. uk/ workingtime/
Working Together -Learning Together A Framework for Lifelong Learning for the NHS, published in November 2001, sets out a vision and strategy for lifelong learning to ensure NHS staff are equipped with the skills and knowledge to work flexibly in support of patients and encouraged to grow, develop and realise their potential.
http:// www. doh. gov. uk/ lifelonglearning
Working Together, Securing a Quality Workforce for the NHS This guidance is available on the DH website at:
http:// www. doh. gov. uk/ newnhs/ hrstrat. htm
