Day 1 - 2019 CNO Summit

2. #NHSPPatientSafety
“Flexible
working for the
NHS by
the NHS”
Delivering success through partnership

3. #NHSPPatientSafety
An enduring challenge
“In 1948 the NHS opened its collective doors to be faced not only with an inherited
waiting list of around half a million patients and a clamour for spectacles and false teeth,
but also an almost immediate staff shortage.
By December 1948, a shortage of nurses, affecting 'small general hospitals' and the
'female wings of mental hospitals', meant more than 53,000 beds were unoccupied
through lack of staff. The Ministry of Health estimated that the NHS lacked nearly 48,000
nursing and midwifery staff - around 30 per cent of the actual numbers employed.
Despite increasing the ranks of whole-time staff by over 4,000 and part-time staff by
2,250 by the first quarter of 1949, rising demand and better working conditions meant
that the service was still short of 48,000 nurses. “
John Appleby – King Fund

4. #NHSPPatientSafety
“Millennials want
much more flexibility
– they do not want
to do the same job
for 30 years”
Ian Cumming, CEO HEE at NT Workforce Summit Oct 2018

5. Multiple CPD
Training Modules
me
Performance
Evaluation
Annual DBS
Check
Clinical
Nursing Team
Multiple
Speciality
Experience
CG Committee
of NHSP board
NMC
‘Fitness
to Practice’
pilot
Annual
Quality
Reports
to Trust
#NHSPPatientSafety
Giving greater strength to
Governance
Protecting patients,
professionals, our partners
as well as wider system
Care
Support
Worker
Development
Program

6. #NHSPPatientSafety
Performance Evaluation Management
Evaluating flexible worker performance
Satisfactory
Communication
Quality
Equality &
Diversity
Health,
Safety &
Security
Provision of
Care
NHSP asks Trusts to
complete a performance
evaluation feedback for
flexible workers.
The feedback is measured
against five quality criteria
and each area is scored
from excellent to poor.

7. #NHSPPatientSafety
Performance
Evaluation
‘Slips, trips & falls’
Case Study 1

8. #NHSPPatientSafety
Performance Evaluation
NHSP uses an online performance review system that helps to resolve concerns
informally at an early stage. It identifies flexible workers who are performing well
or above average and also highlights any lack of skills or knowledge development.
How do you manage your bank staff performance issues?
Track and Trigger Mindset
An average of 340,000 Performance Evaluations completed each year of which an
average of 600 are rated ‘Poor’ or ‘Needs Support’

9. #NHSPPatientSafety
NMC Referral
‘Slips, trips & falls’
Case Study 2

10. What did we do?
• Evidenced that 2 of the 3 issues had occurred
• Robust Remedial action plan in place to address issues
• Looked for support from trust to implement the remedial action plan
• In this instance the trust could not support the remedial action plan
What would you do at this point?
How should we manage this?

11. What actually happened…
• Referral to NMC
• Case went to full hearing before a panel
• More facts were revealed about the RN
• Misconduct was proved
• No action taken due to no evidence to demonstrate to fitness to practice was
impaired
Lessons learnt
How do we all better share information?

12. #NHSPPatientSafety
Giving strength to
Governance in
Collaborative banks
Regional/
collaborative
banks
‘Passporting’
Interoperable
reporting/
assurance
processes
‘Human factors’ in
new work
environments
?
Interface with
social care ?
(due to STP/ACO
focus/ footprint)
Information
sharing

13. Talk to us at Stand 32