Quarter 1 Education Report

Education Team

Quarter 1 | April 2023-June 2023

Education Hub

Contents Page

1. Education Team - Highlights from Quarter 4

2. Education Team: 2023 Plan on a Page

3. Statutory and Mandatory Training

4. Clinical Education

5. Leadership, Management and Personal Development

6. Widening Participation

7. Business Management

8. Communications

Education Team - Highlights from Quarter 1

Welcome to the Quarter 1 Education Report.

Here are some highlights:

Oliver McGowan Mandatory Autism Training: Tier 1 online training was launch on the 1 June 2023. Work is ongoing on a national level to introduce the trio follow-up conversation to have this competency signed off. The Government has released the awaited Draft Code of Practice and is running a national consultation on this due to end 19 September and which will provide the future steer of this training.

Continuous Professional Development (CPD) Funding for professional registered staff has nationally been agreed to remain at the same level for the new financial year, which in turn means the Trust can ensure that CPD offers continue to be as varied for this staffing group.

SaBP Career Pathways and Career Pathway stories are being developed and uploaded to the external website as well as the internal Education Hub to provide guidance and inspiration. Delighted to see the Trust’s first graduation of an SaBP staff member becoming a Registered Nurse after going through a full SaBP Apprenticeship pathway.

Training Team worked with various departments to align with new Organisational Structure project, ensuring readiness for ESR impact for all Statutory and Mandatory training.

Care Certificate completion rate continues to increase with over 80% for this quarter with the Clinical Practice Educator Pastoral (CPE) role is now in post

Leadership supported 42 workshops, a 20% increase from the previous quarter.

Staff Protected Characteristic figures for training courses identifying as BAME, with a Disability, LGBTQ+ and Over 50s matches the staff population.

National Strikes both Rail and Teacher strikes are affecting ‘Did not Attends’ on courses which reflects in the statistics

Education Team: 2023 Plan on a Page

Being an enabler of Career Pathways

Provide Inclusive Learning

Developing Leadership

• Work with managers to support and drive staff compliance and access to professional development

• Reach our Apprenticeship public service target by the end of 2022

• Embed access to coaching and mentoring across all divisions

• Link with the nursing STAAAY strategy (Supervision, Training, Appraisal, Advancing career, Acknowledgement, You) and drive the use of apprenticeships where appropriate • Develop a functional skills offer that links with the progression into registered careers

• Continue to develop collective, compassionate and inclusive leaders through access to Trust and ICS tailored programmes • In partnership with Human Resources review Appraisal and Supervision processes and systems

• Publish a statutory and mandatory matrix that clearly show the requirements for staff across all disciplines • Maintain the registered Quality Mark, and begin working toward University Hospital/Trust Status • Develop and evolve a variety of technology-enhanced learning experiences including simulation which is clearly multi-disciplinary • Deliver agile and evidence based quality assured learning and training to meet Trust objectives • Evolve and deliver future-proofed comprehensive induction programmes, including new starters, students, and managers • Ensure all new and existing Health Care Support Workers are offered opportunities to develop a career pathway in SaBP

• Increase the use of the Health Leadership Model 360 feedback

• Provide an offer to non-clinical staff for career progression within SaBP

• Increase in line with the workforce plan, leadership roles such as the Advanced Clinical Practitioner (ACP) • Work in partnership with the National Leadership Academy to make full use of its programmes • Launch and implement the Leadership Strategy in partnership with HR/Workforce development

• Review and design a training evaluation process to provide a consistent and robust approach across the department • Launch a widening Participation strategy that is linked in with Workforce Development/HR

Best use of funding

Enhance Student Placements

Communication

• Work with Division Leads to develop a Training Needs Analysis for 2022/2023

• Increase student placement numbers through linking in with ICS partnerships

• Proactively engage with divisions on the education offer through regular attendance at divisional meetings and sharing of information

• Make best use of funds by sharing resources, developing bespoke training courses and encourage a Trust-wide approach • Work with internal and external partners to identify opportunities for further funding • Collaborate in projects across systems that will make best use of funds e.g. introducing Mental Health First Aid

• Ensure all non-medical clinical placements are jointly mapped to provide better understanding and planning of student placements • Collect student feedback from the universities after each placement period and share the feedback with the clinical areas who have hosted the students

•

Provide a Quarterly Education Report

• Outward presence via ‘Education Matters’ bulletin, use of social media to share and showcase education opportunities and achievements • Maintain and enhance the content and design of the Education Hub pages and the External intranet • Launch the online booking system that ensures internal and external staff can book on SaBP run courses • Career Pathway engagement of staff from all areas of the Trust, e.g. through career fairs/roadshows

• Evaluate and implement learning from student feedback

• Upskill the registered workforce to increase the number of student assessors/supervisors • Link second year and final year students with employment in SaBP to increase the recruitment of students on course completion

• Accurate reporting of use of funding showing clear link with the NHS People Plan

• Monitoring the use of funds to ensure timely response to requests

Education Department Senior Team

Mette Laszkiewicz Director of Education (non medical)

Jeremy Mudunkotuwe Director of Medical Education

Ali Khan Senior Medical Education Manager

Dr Vimal Mannali Locality Tutor South West and Simulation Lead

Judith Vance Head of Clinical Education

Raj Krishnaiah Undergraduate Lead

Vanessa Zajdlic Event Manager and PA to Director of Education

Wendy Melton PA to Director of Medical Education

Dr Julian Henry SAS Doctor Lead

Dr Ramya Giridhar NW locality tutor and Foundation lead

Alison Newport Leadership Lead

Dr Lisa Wall Lead Paediatric Trainees

Amanda Richmond Widening Participation Lead

Dr Mary-Anne Cotton Locality Tutor East-Mid

Dr Sean Fernandez Psychotherapy Tutor

Kim Stonebridge Head of Training

Neelima Reddi Psychotherapy Tutor

Petronella Mhlanga Education Business Manager

Scott Ferris Psychotherapy Tutor

Dr Aaron Vallance SuppoRTT and LTFT Champion

Dr David Enright Multiprofessional Fellow

Statutory and Mandatory Training

Quarter 1 | April 2023-June 2023

Statutory and Mandatory Hub Pages

Highlights from Quarter 1

HIGHLIGHT 1 Core Skills Training Framework (CSTF) Realignment

HIGHLIGHT 2 Oliver McGowan Mandatory Autism Tier 1 Launch

HIGHLIGHT 3 New Organisational Structure

Driven by Digital with HR and Training Team

Subject Matter Expert reviews completed for:

Successfully launched on 5 June 2023

• Worked with various departments to align with new Organisational Structure project, ensuring readiness for ESR impact • New fresher report resulting in reduction with manual intervention using automation and mapping with existing tools

• Multiple communications went out to ensure staff were well informed of this new course on their training matrix • Latest Oliver McGowan news available on the Autism SharePoint page with continued updates • Current compliance level for Tier 1 e-Learning post launch stands at 34% for the first month

• Resuscitation, Information Governance, Equality and Diversity & Human Rights, Conflict Resolution, Moving & Handling, Infection Prevention

Corporate Induction

Quarter 1

Corporate Induction was delivered for the last time at Federation House on 3 July 2023

Invited

Attended

DNA

Returning to Trust Headquarters allows the opportunity to refresh the programme with a marketplace area offering benefits such as:

April

• Delegates having direct conversations with representatives from those services of particular interest to the delegate

May

• Allows opportunity for more services to be present at Corporate Induction

June

• Facilitates a more healthy and engaging learning environment for new starters

Total

206

162

79%

21%

• Minimises prolonged 'sitting and listening'

Core sessions will still be delivered as a group presentation

Staff who Do Not Attend are contacted and invited to the next induction. If needed referred to HR Business Partners for follow up as 100% attendance is required.

Statutory and Mandatory Training

Key Face to Face Courses Delivered from April to June 2023

Basic Life Support 294 Trained over 32 sessions

Immediate Life Support 72 Trained over 14 sessions (max of 6 per session)

Basic Life Support - Paeds 3 Trained over 1 sessions

Safeguarding Adults Level 2 93 Trained over 8 sessions

Safeguarding Children Level 3 199

Manual Handling People 68

Suicide Prevention 161

Violence Reduction 148

Trained over 13 sessions

Trained over 14 sessions

Trained over 16 sessions

Trained over 10 sessions

105 classes run 1033 Staff Trained YTD

Year To Date:

Hot Spots

Positive Findings

Basic Life Support (BLS) has remained at 79% from May into June and Immediate Life Support (ILS) has risen slightly from 74% to 75% these figures remain Red = Inadequate

Compliance Highlights

Safeguarding Adults Level 3 has a percentage rate of 95%

Mitigation review of BLS matrices. Target those who are out of compliance directly and with Managers for ILS

Moving & Handling has a percentage rate of 97%

Note: Rail strikes and Teacher strikes are affecting ‘Did not Attends’ on our courses which reflects in the statistics

Quarter 1 Statutory and Mandatory Feedback

Number of attendees finding course useful (Scale 3-5 , 5 = Excellent)

Feedback highlights

Violence Reduction Training Initial Violence Reduction Training Refresher

What was Enjoyed

Search Training

Opportunity to practice with scenarios and role plays

Safeguarding Children Level 3

Experience and knowledge that trainers show

Safeguarding Adults Level 3

Safeguarding Adults Level 2

Ability to practice in small groups

Personal Safety

What the course will allow:

Manual Handling (without equipment)

Use training in real life scenarios

Manual Handling (with equipment)

Ensure best practice from training and feel more confident in raising concerns

Immediate Life Support

Basic Life Support

100

150

200

5 4 3

Statutory Training Compliance

100%

Fire Safety

97.5%

97.3%

97.2%

96.2%

95.5%

94.7%

93.5%

92.2%

91.9%

91.8%

91.7%

90.6%

89.1%

88.3%

87.9%

80%

Food Hygiene & Safety

60%

Health and Safety Training

53.3%

50.0%

40%

Infection Control

34.2%

Learning Disability and Autism Awareness - Oliver McGowan Mandatory Training Part 1

20%

Manual Handling - Manual Handling - People

Apr

May

Jun

Trends

Statutory Training figures started the year with a reduction in our overall percentages, finishing at 84% from 95%. This is due to a new National competence. The Oliver McGowan Mandatory Training in Learning Disabilities and Autism was added to staff matrices at Trust level on 5 June 2023. This impact was significant as it is required for ALL roles to complete. A month by month increase is expected throughout Quarters 1 and 2.

Food Hygiene & Safety is the only mandatory compliance in Amber. The Training Team will work with the course provider to improve the statistics.

Mandatory Training Compliance

100%

97.6%

Basic Life Support

94.6%

92.6%

89.4%

87.1%

80%

83.7%

83.6%

83.3%

83.2%

82.3%

82.2%

81.6%

78.8%

78.7%

Immediate Life Support

77.5%

75.5%

74.0%

71.2%

60%

Information Governance

40%

Safeguarding Adults - Safeguarding Adults - Level 2 - 3 Years

Safeguarding Children - Safeguarding Children - Level 3

20%

Violence Reduction

Apr

May

Jun

Trends

Mandatory Training has seen an overall increase from 90% to 91%

Compliance Highlights:

Information Governance has 97.6% compliance for June which enabled the Trust to exceed the minimum national requirement of 95% by the end of June 2023. This was an amazing achievement by the Training Team and Trust Staff who responded quickly to regain the unprecedented dip from April at 94.6% to May at 92.6%

Statutory and Mandatory Courses Enrolled vs Attended

Percentage Attended

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

100%

97%

91%

89%

88%

87%

86%

82%

80%

79%

76%

75%

59%

Basic Life Support

Basic Life Support Paediatric

Immediate Life Support

Manual Handling (People) Face-to-Face

Safeguarding Adults Level 2

Safeguarding Children - Level 3 (with Prevent WRAP)

Safeguarding Children Level 3 Without Prevent

Search Training Suicide Prevention for Clinical Staff

April

May June

Enrolled

160

165

140

133

120

115

100

103

Basic Life Support

Basic Life Support Paediatric

Immediate Life Support

Manual Handling (People) Face-to-Face

Safeguarding Adults Level 2

Safeguarding Children - Level 3 (with Prevent WRAP)

Safeguarding Children Level 3 Without Prevent

Search Training Suicide Prevention for Clinical Staff

Apr

May

Jun

Collaborative Working

Core Skills Training Framework (CSTF) Realignment & Internal Matrices Review

New Organisational Structure

Immediate Life Support

The Training Team are collaborating on a mini-Project which will ensure Bank and Agency Staff are Immediate Life Support (ILS) compliant to SaBP standards of requirement. This will also feed into the Education Compliance Working Group

The Training Team worked in collaboration with the following teams on the impact of the new Organisational Structure on compliance reporting

Our Trust Training Matrix has not been fully reviewed since before March 2020. There is an NHS England (previously HEE) project underway to realign the Core Skills Training Framework (CSTF) The Training Team are working in collaboration with Subject Matter Experts (SME) across the Trust to complete a full review of internal training matrix This piece of work will align with the NHS England project to review the content of each Statutory and Mandatory compliance course for the Core Skills Training Framework realignment

Digital Team

Workforce Team

Workforce and HR

Electronic Staff Records Team

NHS Professionals

A to E Training Solutions

Quarter 2 Focus

FOCUS 3 Internal Matrices Review and Core Skills Training Framework (CSTF) Realignment

FOCUS 2 Oliver McGowan Mandatory Training (OMMT) Trio of Trainers

FOCUS 1 Totara Learning Management System Implementation

To complete the full review of our internal training matrix by Subject Matter Experts (SME) in the Trust by July 2023

Work with Procurement on awarding the Supplier

Identify facilitators/trainers to lead the Trio of Trainers

Develop a robust Project Plan

Identify suitable candidates with lived experience in Learning and Development and Autism to co-deliver training

Identify the Project Team

To carry out identified changes in ESR

Connect with identified Stakeholders across SaBP

To align with the Core Skills Training Framework

Identify dates with NHSI for the Oliver McGowan Train the Trainer course

Develop a robust Training Programme

Clinical Education

Quarter 1 | April 2023-June 2023

Clinical Education Hub Pages

Highlights from Quarter 1

Preceptorship

Nursing Apprenticeships

Care Certificate

100% attendance of Cohort 8 Day 2 Preceptorship Training

The Care Certificate completion rate increased by 3% to 81% in this quarter

5 Trainee Nursing Associates startedin May 2023

Ongoing 1:1 and group support sessions

Conducted 3 face-to-face sessions in April and May

University of West London Level 7 Postgraduate Diploma (PgDip) Nursing Apprenticeship approved for September 2023

Ongoing monthly assessors training

Working towards being awarded the NHS England National Preceptorship Interim Quality Mark

Clinical Practice Educator Pastoral (CPE) role now in post

Preceptorship Programme (page 1 of 2)

Cohort 7 | Day 6

Cohort 7 | Day 5

Diversity and Team Working: Value in Inclusivity

We Are All Leaders

Lived Experience for Service User and Carer

The Emotionally Intelligent Leader

Difficult Conversations

Working Smarter Not Harder

Building Resilience

Attendance

Summary

➢ Return to face-to-face development days very well received

➢ Feedback was that MDT days were relevant and informative for all attendees

➢

Attendees enjoyed networking over lunch

➢ Collaborating with Surrey Heartlands and South East Regional Community of Practice for Preceptorship

COHORT 7 | DAY 5 - 20/04/2023

COHORT 7 | DAY 6 - 18/05/2023

Attended DNA

Preceptorship Programme (page 2 of 2)

Cohort 8 | Day 2

Cohort 8 | Day 1

Introduction to Preceptorship

Medicines Management

Experiences of Being a Preceptee

Medicines Management: Calculations

Compassionate Leadership

Medicines Management: Controlled Drugs & Case Discussions Workshop

Preceptorship Workbook

Professional Values and Accountability

ADHD and ASD in Practice

Revalidation/Registration

Summary

Attendance

➢ Combination of face-to-face and online course delivery well received

➢

Updated preceptorship workbook

➢ Attendees enjoyed getting to know each other over lunch

➢ Feedback specifically highlighted the positive impact of delivering this programme to multiple professions.

COHORT 8 | DAY 1 - 24/05/2023

COHORT 7 | DAY 2 - 21/06/2023

Attended DNA

Nursing Associates and Nurse Degree Apprenticeships

Update

Total Number of Apprentices

➢ 5 Trainee Nursing Associates (TNA) enrolled in May 2023 Cohort

➢ 1 Break in Learning for Nursing Associate Programme

➢ 1 Break in Learning for Registered Nurse Degree Top Up Programme

➢

2 Support Forums facilitated during this quarter

➢

Attended University of West London (1) Nursing Apprenticeship Course Committee (2) Apprenticeship Partnership Board Meeting (3) Nursing Associate ePad Workshop

NURSING ASSOCIATE

RNDA TOP UP

RNDA

Mental Health

Learning Disability

➢

Level 7 Postgraduate Diploma (PgDip) Nursing Apprenticeship approved for September 2023

Training Providers

Next Intakes

Registered Nurse Degree Apprenticeship (RNDA)

➢

Nursing Associate Apprenticeship Programme (December 2023)

➢ Registered Nurse Degree Apprenticeship Programme (October 2023) ➢ Registered Nurse Degree Apprenticeship Programme – Top Up (October 2023) ➢ Postgraduate Diploma (PgDip) Nursing Apprenticeship Programme (September 2024)

Trainee Nursing Associate (TNA)

Registered Nurse Degree Apprenticeship (Top Up)

Advanced Clinical Practice (ACP)

Update

➢

2 Trainees currently on the programme

• 1 - University of Surrey (restarting at September 2023)

•

1 - St George's University of London

➢ Ongoing monthly 1:1 support sessions for trainees

➢ Ongoing scoping for September 2023/24 intake (projection of at least 100%)

➢ Working with HR to compile list of qualified advanced clinical practitioners for the purpose of supporting trainees effectively

Training Providers

Advanced Clinical Practice Apprenticeship Programme

Advanced Clinical Practice Programme

Practice Assessor/Practice Supervisor Training (Nursing)

Attendance

Summary

➢ PS/PA training, 1 virtual attended day and 1-1.5 days e-learning (Kingston University)

➢ PA training, 1 virtual attended day and a half day e-learning (Kingston University)

➢ PS training, half day online learning on Surrey University website, half day attended update

➢

Total number of practice supervisors = 9

➢

Total number of practice assessors = 335

Q3 22/23

Q4 22/23

Q1 23/24

Practice Supervisor Update

Practice Assessor Update

Practice Supervisor/Assessor Training

Nursing Placement Capacity

Placements by Programme - Quarterly

Nursing Placement Capacity Trend

Breakdown by Programme

Q1-22/23 Q2-22/23 Q3-22/23 Q4-22/23 Q1-23/24 Total

University of Surrey (Direct entry) Kingston University (Direct entry) Other Universities (Requests) RNDA/RNDA Top Up Apprenticeships

280

209

TNA Apprenticeships

TNA Apprenticeships External

Q1 - 22/23 Q2 - 22/23 Q3 - 22/23 Q4 - 22/23 Q1 - 23-24

Total

143

109

163

573

Summary

I. Placements are counted for each quarter, however some placements may run across two quarters and therefore counted in both quarters II. Placements for apprenticeship programmes (TNA/RNDA) has increased and impacted on the number of placements provided for direct entry student nurses III. Exploring new learning opportunities working with Private, Independent and Voluntary Sector organisations: Parity for Disability & PBS4 IV. Improving the quality and range of student feedback and experience, supporting the development of the Frimley ICS student council V. Focus on recruitment of hosted student nurses

VI. Focus on ensuring locally based student nurses to improve placement experience and chance of recruitment to the trust VII. Planning 23-24 student placements including students with new partner Universities for nursing Brighton and Winchester

Trainee Clinical Psychologists (TCPs) (page 1 of 2)

Surrey and Salomons Trainee starting 3year PsycD training

Summary

Total TCPs employed 2022-2023 is 310 (161 Salomons + 149 Surrey).

II.

Occupational Health provision has changed from SaBP to Optima system (from 01.06.2023) and has led to a change in processes. TCP managers currently processing OH referrals: • 89 pre-course referrals uploaded to system • 18 referrals for current TCPs • 5 follow up meetings reasonable adjustments

III. 55 TCPs starting at Salomons in October 2023.

IV. 44 TCPs starting at Surrey in September 2023 predicted number was 55. Reduction due to unfilled vacancies in University teaching staff.

Surrey Trainees

Salomons Trainees

Increasing SaBP's presence as Employer to TCPs at both universities including supporting/presenting at the pre-course sessions and the University's student induction for the 2022/23 intake.

2019

2020

2021

2022

2023

Training Providers

Trainee Clinical Psychologists (TCPs) (page 2 of 2)

Recruitment of TCP’s to SaBP Vacancies Previous TCP's TCP's Trained Elsewhere

Placements

Adult placements

Child placements

Older placements

Nov 2022 – Sept 2023

Learning disability placements

Apr 2022 – Sept 2023

Specialist placements

Other placements

Quarterly

Annual

Summary

I. 84 TCPs due to complete training and qualify 30.09.2023 ( 46 at Salomons + 38 University of Surrey).

II. Focus on increasing recruitment on qualification. Linking with HR, Psychology team and HEIs.

III. SaBP offers 40 placements through the year for University of Surrey TCPs (managed Psychology team) + 2x TCPs from other HEIs.

IV. Feedback will be collected at the end of placement from TCPs and placement supervisors and shared with University and Psychology Leads.

Feedback has been historically good.

VI. Linking with Universities, EDI Business partner, Psychology seniors, HR and staff networks.

Care Certificate

Goal: 90% Staff Complete the Care Certificate within 12-weeks of starting at the Trust

Apr 2023

May 2023

June 2023

Total

Number of HCSWs who joined the Trust

Number of HCSWs who started the Care Certificate Programme

Number of HCSWs who completed the Care Certificate Programme

Number of HCSWs who completed within 12-weeks period

Number of support forum provided (1:1 and Group sessions)

Completion percentage

76%

78%

81%

Summary

Total numbers of HCSWs Trust wide = 417

II. Total numbers of HCSWs who have completed the Care Certificate Programme Trust wide = 336 including exemptions

III. Some of the HCSWs are unable to complete care certificate due to ongoing investigation.

IV.

Ongoing 1:1 and group support sessions

Ongoing monthly assessors training

VI. Focus on increasing completion rate. Target 95% by March 2024

Clinical Practice Education

Suicide Prevention Training

Summary

Suicide Prevention currently running twice monthly until December 2023. Alcohol & Drug Awareness Training commenced in May 2023 - uptake has been variable, with some sessions being poorly booked and/or poorly attended.

II.

III. Alcohol & Drug Awareness Training - only 1 session ran in June due to the date being moved to enable a more suitable venue. IV. Record Keeping Training is currently being planned for LD Services. V. Record Keeping Training to be open to the rest of the Trust by March 2024. VI. Care Planning Training and Risk Assessment Training currently under review.

Apr-23

May-23

Jun-23

Drug & Alcohol Awareness

May-23

Jun-23

Total Number of Sessions

Total Number of Staff Booked

Total Number of Staff Attended

Total Number of Staff DNA/Withdrawn

Mental Health Wellbeing Practitioners

Progress

➢ 6 Mental Health Wellbeing Practitioners (MHWP’s) enrolled in Sept 2022 Cohort. ➢ 5 Mental Health Wellbeing Practitioners (MHWP’s) enrolled in January 2023 Cohort.

MHWP Cohorts in Training

➢

1 stepped off programme.

➢ 90% MHWP’s engaged with listening exercise to gather feedback on programme. ➢ Provided secondary care, consultant shadowing opportunities for x5 MHWP trainees. ➢ 1 Supervisor feedback forum ( +2 one to one supervisor feedback meetings) facilitated in this quarter.

➢ Attended University of Sussex MHWP stakeholder meeting.

SEP-22

JAN-23

JAN-24 (PREDICTED)

MHWP's

Next Steps

➢ Collaborate with Transformation team and operational leads to identify areas of future support. ➢ Establish and/or feed into a regular support meeting structure for learners and (as appropriate) supervisors. ➢ Establish an ongoing learning and development pathway for Mental Health Wellbeing Practitioners post training.

Training Provider

The University of Sussex

➢

Build on initial meetings with Sussex HEI to support development of MHWP programme.

Quarter 2 Focus

Mental Health Wellbeing Practitioners

Clinical Practice Educators

Nursing Apprenticeship

Work with Divisional Leads to identify additional sites for recruitment of MHWP trainee posts.

Significantly increase the Care Certificate completion rate, currently at 81%. Complete Record Keeping training for Learning Disabilities care home services and roll out to the remainder of the Trust. Complete preparations and formulation of Risk Assessment Training.

Recruitment for Apprenticeship Programme Registered Nursing Degree Apprenticeship, Trainee Nursing Associate and postgraduate programme.

Support the recruitment, induction and progression of MHWP trainees.

Role awareness campaign for the nursing associate.

Develop support structures for MHWP trainees and supervisors.

Preparation for nursing apprenticeship celebration event.

Work with colleagues to identify a progression pathway for the MHWP role within SaBP.

Leadership, Management and Personal Development Report Quarter 1 |April-June 2023

LMESS Hub Pages

Highlights from Quarter 1

Speech and Language Therapists’ Workshop

New pilot workshop ‘You and Change’

Workshops Overview

42 workshops supported this quarter, compared to 35 last quarter 195 staff supported this quarter, lower than last quarter due to no Schwartz Rounds 94% of workshop attendees rated the workshops Useful or Extremely Useful

Therapists attended NHS England’s: Handling Difficult Situations with Compassion

Successful pilot workshop aimed at navigating times of change and uncertainty

Facilitated bespoke workshop which explored their learning into practice

Workshops open to all staff planned for September and December

Received excellent feedback

Facilitated by Leadership Faculty OD Consultant

SaBP Leadership & Management Development Programme

This 9 month programme explores contemporary thinking and best practice in Compassionate, Collaborative and Inclusive Leadership and equips first line managers and supervisors in the management of resources and activities. Completion leads to a Level 5 Award in Leadership and Management from the Institute of Leadership and Management (ILM).

May 2023 Cohort

Nov 2022 Cohort

Cohort commenced on 24May and will run through to January 2024.

This quarter saw the cohort complete their programme attendance.

14 cohort members across 5 divisions.

Second assignment ‘Leading Innovation & Change’ submitted, awaiting ILM certification.

Cohort Size 14

Cohort Size 18

87% Attendance

94% Attendance

5 Workshops

4 Workshops

Course Feedback

9 out of 10 Average attendees rating for workshops

8.6 out of 10 Average attendees rating for workshops

100% Scored the workshops ‘Useful/Extremely Useful’

93% Scored the workshops ‘Useful/Extremely Useful’

Internally Supported Leadership Programmes

Managers’ Induction ( previously Essential Processes for New Managers )

NHS Leadership Academy Edward Jenner Programme SaBP Wrap-around Support

SaBP Affina Team Journey

Redesigned and launched Forum for new version 3 of Edward Jenner Series of 6 ‘Learning into Practice’ sessions based around the South East Leadership Academy’s format

8 Teams continuing to progress independently through the Affina Team Journey with their teams.

20 staff attended across two cohorts this quarter.

Legal and Occupation Health teams now established within the programme.

Pilot evaluation underway to inform next steps

Positive feedback received for return to in person sessions on Day 3 and 4

4 SaBP staff in cohort format

Enquiries: Individual Leadership Conversations

➢ 10 coaching conversations exploring leadership development, compared to 8 last quarter

Leadership and Management Personal Development Workshops

11 Workshops Delivered

83 Staff Trained

Supervision for Supervisors & Managers

The 7 Habits of Highly Effective People

Facilitation Skills

Effective Meetings

Presentation Skills

Making the Most of Your Supervision

Positive Time Management

Assertiveness

Courageous Conversations x2

Introduction to Project Management

Courses Run and Staff Trained

On the Day Attendance vs Expected Attendance

100

90%

87%

85%

82%

81%

80%

78%

76%

75%

70%

Q1 2022

Q1 2023

Q1 2022

Q1 2023

Courses Run

Staff Trained

Positive Findings

Hot Spots

➢ Offered two additional workshops to SaBP teams this quarter. Total workshops exceeding previous four quarters. ➢ Scored 9.1 out of 10 for ‘How useful did you find this workshop?’ compared to 8.6 last quarter.

➢ Under utilization of available workshops places still being monitored.

➢ Will be exploring measures to counter this in 2024 planning.

Collaborative Working

10 participants * on the National Leadership (Flagship) Programmes ( Elizabeth Garrett Anderson; Nye Bevan, Rosalind Franklin and Mary Seacole national )

BAME Leadership Programme 8 staff halfway through inaugural programme run by external facilitator Rasheed Ogunlaru Embedding involvement from Exec’s and senior leaders MDT Preceptorship 2 workshops run, 28 staff supported. Topics including: We are all Leaders The Emotionally Intelligent Leader Working Smarter not Harder Building Resilience Compassionate Leadership Community Mental Health Recovery Service – Effective Communication Workshop on 26 April, 35 staff supported

Mary Seacole Local - Launch

Wavelength Leadership Programme

6 SaBP staff on Cohort

3 SaBP staff on Cohort 14 of the programme

3 SaBP staff applied successfully for the next cohort starting in July

Being run by SaBP facilitators

20/20 Leadership Programme

Healthcare Leadership Model 360⁰ Feedback Assessment

Plans for Cohort 15 underway

Waitlist open for upcoming Cohort 9

Affina Team Journey Coach Training Two staff working towards accreditation

Level 5 Coaching

9 assessments redeemed in this quarter

7 staff continuing to work towards accreditation

2 assessments completed by SaBP facilitators

Mary Seacole Local

Surrey Heartlands Coaching Register

1 SaBP staff member on Cohort 29

4 Coaching conversations held

Focus for Quarter 2

Leadership Strategy

2024 Calendar

Promotion and Communication

Review 2024 leadership activities using Leadership & Management Survey data

To collate the results of the recent leadership survey

To create future leadership development pathways

Collaborative working, with OD and HR colleagues, to establish the training and development needs and expectations of managers Reposition the SaBP Leadership and Management Development Programme for different staff groups

Design a timetable maximising team capacity against needs

Align leadership development promotion with the changes in Education Matters, Intranet pages and external website Explore increasing engagement with under represented staff groups following survey analysis

Develop leadership faculty and agree plans for next year

Widening Participation Report

Quarter 1 | April 2023-June 2023

Widening Participation Hub Pages

Highlights from Quarter 1

Apprenticeships, Careers Advice and Guidance

Widening Participation Strategy

Collaboration with the ICS and NHS England and Government

Presented our National Apprenticeship Week story at the Surrey Heartlands Apprenticeship Forum as well as feedback on use of NHS England Funding to support Healthcare Support Worker development Led the completion of the Trust’s Workforce Racial Equality Survey (WRES) Reporting for Non-Statutory and Non-Mandatory Training for NHS England Completed the Trust’s Public Sector Return for 2022/3 – showing that the percentage of apprenticeship starts between 1 April 2022 and 31 March 2023 as a proportion of our total headcount on 31 March 2022 was just under 1%. Comparatively, we currently have 2.3% staff enrolled on Apprenticeship programmes

Developed a draft version of the Trust’s Widening Participation Strategy and have begun sharing this for Peer Review Supported Workforce Vacancy Review Meetings Attended the Trust’s Retention Steering Group Began a collaborative Workforce and Digital project to help staff build Digital Skills Identified Surrey County Council as a future English as a Second Language (ESOL) training provider

Launched the Trust’s Ask us Anything about Apprenticeships Walkabouts at Farnham Road Hospital and MyTime Reigate Delivered a Careers Pathways Workshop at the BAME Leadership Programme with the Leadership Education Team Supported Staff in Learning Disabilities Division with Statutory and Mandatory E-Learning programmes

Careers Advice

Demand for Careers Advice is growing

Who is seeking advice? (New Org Structure)

120

100

325 4 Learning Disabilities

325 4 Hospitals and Specialist Services

325 4 Deputy Chief Operating Office

325 4 Community Mental Health

2022/3 - Q2

2022/3 - Q3

2022/3 - Q4

2023-Q1

325 4 Children and Young People Services

What advice do colleagues initially seek

325 4 Corporate

0 5 101520253035404550

Functional Skills

2022/3 - Q2 2022/3 - Q3 2022/3 - Q4 2023 - Q1

Quarter 1 saw a slight decrease in number of staff requesting careers advice since the careers conference in Quarter 4.

Career Pathway

Overall, comparing demand from 10 staff in Quarter 2 – 2022/23 to 37 staff in Quarter 1 – 2023/24, there has been a 270% increase in enquires .

Apprenticeship

10 12 14 16 18

Functional Skills Qualifications

2022/3 Activity

2022 Quarter 2

Enquiries

Enrolled/In Progress

Completion - Pass

Completion - Fail

N/A

Adult Mental Health

N/A

Corporate

Totals

N/A

2022/3 Activity

2022 Quarter 3

Why colleagues enrol to enable entry to:

Enquiries

Enrolled/In Progress

Completion - Pass

Completion - Fail

N/A

Adult Mental Health

To apply for Apprenticeships

N/A

Corporate

Totals

N/A

For continuing professional development To develop English and Maths for own personal development.

2022/3 Activity

2022 Quarter 4

Enquiries

Enrolled/In Progress

Completion - Pass

Completion - Fail

N/A

Adult Mental Health

N/A

Learning Disabilities

N/A

Corporate

Totals

N/A

2023 Activity

2023 Quarter 1

Enquiries

Enrolled/In Progress

Completion - Pass

Completion - Fail

N/A

Hospitals and Specialist Services

N/A

Community Mental Health

N/A

Deputy Chief Operating Office

N/A

Learning Disabilities

N/A

Corporate

N/A

Totals

Apprenticeship Activity

Total Apprentices and New Apprentices

Levy Funds and Spend in 2023 Quarter 1

New Apprentice Starts

Total Number of Apprentices

100

April 2023 was a record month for Apprenticeship Levy spend since 2017.

£25,110.31

Jun-23

£22,039.26

The top spend was made to University of West London where we have 18 Nursing Associate Apprentices on programme. The next biggest spend was made to the Open University for 7 staff on the Registered Nurse Degree Apprenticeship.

£20,295.30

May-23

2022 Q2

2022 Q3

2022 Q4

2023 Q1

£26,204.88

Number of Apprentices as a percentage of total headcount

2.42%

2.41%

£69,121.30

Apr-23

£11,222

2.3%

2.22%

£0

£10,000 £20,000 £30,000 £40,000 £50,000 £60,000 £70,000

Levy Spent

Funds Expiring

2022/23 Q2

2022/23 Q3

2022/23 Q4

2023 Q1

The 2.3% public sector target for Apprenticeship enrolment ended at 31 March 2022. The reduction in the percentage of Apprentices as a proportion of the staff headcount has decreased because we have hired more staff. Headcount figure used: 3,000.

* Expired funds are the unused apprenticeship funds that will be taken out of the Trust's account after 24 months unless they are spent on apprenticeship training and assessment, or used to fund an apprenticeship with another employer (transfer).

Apprenticeship Enrolments by Division

L3 Assistant Accountant

L5 Nursing Associate

Totals

Duration (months)

18 months

24 months

N/A

Hospitals and Specialist Services

Community Mental Health

Children and Young People’s Services

Corporate

Total Enrolments

1 [2]

5 [22]

6 [24]

Projected Monthly Levy Spend*

£355

£2,500

£2,855

Average Levy Spend Per Month = £38,175

Quarter 1 New Enrolments = 7.47% of average monthly spend

* Monthly levy fees are 80% of overall course cost. These exclude the remaining 20% EPA completion fees which are paid at the programme end. The figures included are for the total enrolments indicated on the table only and cover the total number of staff enrolled on the programme

[#] indicate total number of staff enrolled on the programmes or fees paid for the numbers in brackets.

Organisation and Apprenticeship Data – Demographic Contrast

Demographic Analysis of Apprentices by Protected Characteristics

40%

35%

32%

30%

Quarter 1 data shows equal or slightly greater representation of Staff with

25%

protected characteristics in the Apprenticeship population as compared to the overall Trust headcount.

20%

Apprentice Data includes Apprentices who have started and completed Apprenticeships in Quarter 1.

15%

10%

BME

Disability

LGBTQ+

Apprentice Data Organisational Data

Collaborative Working

Integrated Care System

NHS England and Government

Trust Activity

Supported the Psychological Therapies Professional Leads with the introduction of the Level 7 Clinical Associate in Psychology Apprenticeshipvia University of Plymouth Supported the Learning Disabilities' Physiotherapy Team with the introduction of the Level 6 Physiotherapy Apprenticeship via Coventry University Developing the Trust's Widening Participation Strategy with input from different Teams across the Trust Co-designed with the Leadership Education Team a Career Pathway Workshop which we delivered at the BAME Leadership programme

Led the completion of the Trust’s Workforce Racial Equality Survey (WRES) Reporting for Non-Statutory and Non-Mandatory Training for NHS England

Liaised with Surrey Heartlands ICS Partner, Surrey County Council to explore how they can support us with the delivery of English as a Second Language (ESOL) training Presented the Trust's National Apprenticeship Week story at the Surrey Heartlands Apprenticeship Forum Shared Advice to Surrey Heartlands Apprenticeship Forum about how we applied for and used NHS England Funding to support Healthcare Support Worker development

Completed the Trust’s Public Sector Return for Apprenticeships 2022/3

Focus for Quarter 2

Integrated Care Systems and NHS England

Apprenticeships, Careers Advice & Guidance

Widening Participation Strategy

Finalise Widening Participation Strategy

Complete the NHS England Talent for Care Quarterly Reports

Deliver a Workforce Away Day event on Trust Apprenticeship Programmes. Act on feedback and propose actions Deliver Careers Lounges and Ask Us Anything about Apprenticeships workshops Evolve the Trust's Career Pathway offering on the Trust Website and further guidance on the Education Hub

Continue to collaborate with the Digital Team to support staff build Digital Skills Start the development of an Administrators' Development Programme seeking insights and input fromAdministrators across the Trust and collaborating with the Leadership Education Team

Attend the Surrey Heartlands ICS Apprenticeships Forum and Task and Finish Group Explore opportunities to collaborate with Frimley Health and Surrey Heartlands ICS and NHS England to promote Widening Participation activities

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