Capital Nurse Developing the Solution to Solving the London Nursing

Workforce Issues Collectively

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Capital Nurse : 4 Workstreams

Stream 1 Developing career

pathways

Stream 2Employability of student nurses

Stream 3 Use of agency staff

Stream 4Transition 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

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 4Transition to new funding for pre-

registration nursingIdentifying 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

Stream 1 Developing career pathways

Stream 2 Employability of student

nurses

Stream 3 Use of agency staff

Stream 4Transition 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