CPPD Review
Marilyn Plant
Who we are?
The Project Team
• Senior Responsible Owner – Dr Marilyn Plant
• HESL Review Lead – Sean Farran
• Project Manager – Katie Adams
• Project Support – Nate Hill
Health Education South London
www.southlondon.hee.nhs.uk
@HealthEdSL
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Health Education England – 13 Local
Education and Training Boards
What do we mean by Continuing Personal
and Professional Development (CPPD)?
The work of LETBs is considered in two categories
• Future workforce
• Workforce Development - including CPPD
Health Education South London
www.southlondon.hee.nhs.uk
@HealthEdSL
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Health Education England – 13 Local
Education
and
Boards
Why
the need
forTraining
a review?
• More than 90% of budget spent on Future
Workforce
• Small proportion on developing existing
workforce
• Essential that this resource is used
effectively to support strategic priorities
• Needs to be fit for purpose for both now and
the future
Health Education South London
www.southlondon.hee.nhs.uk
@HealthEdSL
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Health Education England – 13 Local
Education and Training Boards
How is CPPD funding currently allocated?
• Direct allocations
• Funding given directly to eligible organisations as
part of a Learning and Development Agreement
(LDA)
• For non-medical staff for those without professional
qualifications (bands 1-4)
• Trusts can spend it on educational activity and are
required to report what they have spent through an
on-line system PORTAL
Health Education South London
www.southlondon.hee.nhs.uk
@HealthEdSL
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• Indirect allocations
• Notional sums of money for healthcare
providers to commission education and
training at various contracted providers across
London
• Contracts currently in place with 9 universities
and two trusts as education providers
Health Education South London
www.southlondon.hee.nhs.uk
@HealthEdSL
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• Bidding processes
• Remainder of CPPD budget
• Applications accepted for funding or specific
programmes/projects
• Strategic investment fund
• 2013/14 - £250k reserved at four Higher Education
Institutions in south London for CCG/practice use
Health Education South London
www.southlondon.hee.nhs.uk
@HealthEdSL
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Health Education
England per
– 13 Local
Example
of direct allocation
Education and Training Boards
Organisation in SL
Direct Funding
(via LDA)
£900,000
£800,000
£700,000
£600,000
£500,000
£400,000
£300,000
Bands 1 - 4
Bands 5+
£200,000
£100,000
£0
Health Education South London
www.southlondon.hee.nhs.uk
@HealthEdSL
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Health Education
13 Local
Example
of indirectEngland
allocation– per
Education and Training Boards
organisation in SL
Indirect Funding
(contract)
Bands 1 - 9
YOUR HEALTHCARE
, £70,668
BROMLEY
HEALTHCARE, CROYDON HEALTH
£99,018
SERVICES , £356,217
EPSOM &ST HELIER ,
£457,905
ST GEORGES ,
£937,174
SW LONDON & ST
GEORGES MH,
£282,878
SOUTH LONDON
HEALTHCARE ,
£611,156
GUYS AND ST
THOMAS ,
£1,505,395
SOUTH LONDON
& MAUDSLEY ,
£607,047
OXLEAS , £404,904
Health Education South London
www.southlondon.hee.nhs.uk
@HealthEdSL
LEWISHAM
KINGSTON
HEALTHCARE , HOSPITAL ,
£369,775
£292,122
KINGS COLLEGE
HOSPITAL ,
£905,743
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Example of categories by which the organisations in
Health Education England – 13 Local
SL currently spend CPPD
Education and Training Boards
Unknown
Staying healthy
Services and project management
Service improvement and quality
Research skills
Quality care
Planned care
Personal and people development
People management
Older people's health
Mentorship
Mental health
Maternity and Newborn
Long term conditions
Learning disabilities
IT
Health, safety and security
Health science topics
Equality and diversity
End of life
Decision making skills
Communication
Clinical Practice - Unknown
Children's and young people's health
Acute/urgent care
£788,629
£164,432
£2,147
£11,275
£579,048
£349,128
£448,559
£394,880
£367,075
£37,004
£801,549
£484,418
£224,700
£501,502
£6,118
£1,515
£3,015
£218,028
£5,250
£23,736
£56,735
£288
£53,178
£190,249
£1,150,448
£0
Health Education South London
www.southlondon.hee.nhs.uk
@HealthEdSL
£200,000
£400,000
£600,000
£800,000
£1,000,000 £1,200,000 £1,400,000
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Health
England
Links
toEducation
the priorities
in the – 13 Local
Education and Training Boards
HESL Workforce, Skills and Development Strategy…
A reminder
• Chapter 3 - At the Forefront of Change
• Chapter 4 - Recruitment and Retention
• Chapter 5 - Life Long Learning
Health Education South London
www.southlondon.hee.nhs.uk
@HealthEdSL
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Health Education
Englandof– Change
13 Local
Chapter
3 - At the Forefront
Education and Training Boards
To achieve a workforce that:
Our focus will be:
Works effectively as a key enabler of
system change, engaging with local
communities and providers of services
•
Maintaining and enhancing multi-professional
leadership
•
Has the ability to manage change and
ensure the quality of training is
maintained
•
Developing productive relationships between
staff, students and patients
Developing workforce planning systems to reflect
the demand on all providers of care
•
Retains and supports its good people
•
during major change programmes, using
their skills to empower patients to inform
that change
Shows continuous improvement based on •
contribution to and the application of the
most up-to-date clinical evidence, and
feels empowered to innovate at all levels
and professions
Health Education South London
www.southlondon.hee.nhs.uk
@HealthEdSL
Enhancing the quality of supervision and learning
for all our learners, and supporting the
development of all staff providing NHS funded
services in South London
Ensuring workforce development programmes
enable staff to work effectively within different
settings and across organisational boundaries
Ensuring effective collaboration with our
Academic Health Science Network to design and
spread innovation
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Health Education
England
13 Local
Chapter
4 – Recruitment
and –Retention
Education and Training Boards
To achieve a workforce that:
Our focus will be:
Enables social mobility, increasing
participation from those who might not
otherwise consider further education, and
is representative of the community it
serves
Demonstrates the highest potential to
develop and deploy the skills, attributes
and behaviours patients need
Represents value for money by translating
investment in education and training into
productive careers representative of the
direction of health and social care
Always has the patient’s interest at heart
by acting in line with the NHS
Constitution’s values
Works in an integrated and supportive
environment that values individual and
collective contributions
•
Attracting and developing a diverse workforce
that reflects the diversity of our population
•
Promoting best practice in recruitment to
programmes across our network of members
•
Targeting the use of CPPD funding to support the
workforce’s career planning and development
and Lifelong Learning
•
Embedding the NHS’s values in staff from the
point of recruitment and throughout their
working lives
Developing clinical and educational trainers and
supervisors to ensure high quality learning
environments for all staff and learners
Health Education South London
www.southlondon.hee.nhs.uk
@HealthEdSL
•
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Health Education
England
– 13 Local
Chapter
5 – Life Long
Learning
Education
and
Training
Boards
To achieve a workforce that:
Our focus will be:
Has the skills, attributes, values and
behaviours to promote wellbeing and to
provide high quality care needed by
patients
Is trained and educated to reflect the way
it increasingly operates: in multidisciplinary, inter-professional teams and in
community-based roles encompassing
prevention of ill-health, and promotion of
re-ablement, recovery and rehabilitation
Is trained and educated through qualityassured outcomes-based learning methods
that fit with the way our students, trainees
and staff learn best
Has clear and visible, values-driven
leadership at all levels and in all
professions
•
Supporting HEIs and employers to embed the NHS
Constitution’s values across their organisation
•
Developing community based education provider
networks
•
Fostering placements that provide opportunities
for all learners in community and hospital learning
environments
•
Integrating quality assurance processes across all
areas
•
Prioritising leadership development across all
domains
•
Creating environments in which opportunities for
inter-professional learning are maximised
Embedding principles of patient empowerment in
all programmes of learning
Recognises the importance of, and is
•
equipped to enable, patient education and
empowerment
Health Education South London
www.southlondon.hee.nhs.uk
@HealthEdSL
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Health Education England – 13 Local
Education
and
Training
What
have we
achieved
soBoards
far in Phase 1?
• Scoping exercise
• Engagement
• Collated emerging themes
Health Education South London
www.southlondon.hee.nhs.uk
@HealthEdSL
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Health
Education
England
13 Local
Who
have
we engaged
with to– date?
Education
and
Training
Boards
Phase 1 – Engagement & scoping exercise
CCGs:Bexley Bromley Croydon
Kingston Richmond Sutton
Trusts:GSTT
KCH
SLAM
St. Georges
Bromley Healthcare
Higher Education Institutions Engaged with:Greenwich
St. George's, University of London
Kings College London
Health Education South London
www.southlondon.hee.nhs.uk
@HealthEdSL
Work in progress - to be continued……
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Values and engagement matrix
Health Education South London
www.southlondon.hee.nhs.uk
@HealthEdSL
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Stakeholders identified as priority for future
engagement
Health Education South London
www.southlondon.hee.nhs.uk
@HealthEdSL
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Health Education
Members
activity England – 13 Local
Education and Training Boards
• Lessons learnt from engagement
• Table top exercise – 20 minutes
 Rank themes
 Discuss and answer the 2 questions on the worksheet
 Plenary discussion Q&A
Health Education South London
www.southlondon.hee.nhs.uk
@HealthEdSL
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Health
Education England – 13 Local
Next
steps
Education and Training Boards

Phase 2 - establish Task and Finish group
Health Education South London
www.southlondon.hee.nhs.uk
@HealthEdSL
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