developing a scottish digitally-enabled nmahp workforce - the … · •overview of the digital...
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Developing a Scottish Digitally-enabled NMAHP workforce
Dr Lesley Holdsworth
SG Digital Health and Care Clinical Lead
@lesleyahpd
Health and Care Educators Digital Programme
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• Overview of the digital world we live and
work in in Scotland
• How we are developing the digital NMAHP
workforce
• Examples of NMAHP Digital Practice
• Aim to get you thinking about how this
relates to you, your HEI organisation and
how we prepare our future workforce in
terms of:
• Their digital understanding and skills
• How they learn
• How they apply
• How they grow
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Digital: a compelling argument
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Digital Native?
OR
Digital Immigrant?
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Katherine Johnson
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What does this mean for
health and care?
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Some drivers for change
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Some drivers for change
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‘I have access to the information, tools and services I need to help maintain and improve my health and wellbeing.
I expect my health and social care information to be captured electronically, integrated, and shared securely to assist service staff and carers that need to see it …
… and that digital technology and data will be used appropriately and innovatively, to:
– help plan and improve health and care services
– enable research and economic development, and
– ultimately improve outcomes for everyone.’
Person-centred vision
http://www.gov.scot/Publications/2018/04/3526/downloads
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6 Domains:
Domain A
National direction and leadership
Domain B
Information governance, assurance
and cyber security
Domain C
Service transformation
Domain D
Workforce capability
Domain E
Digital Platform
Domain F Transition Process
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Digital Platform
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So what are we doing to
develop a digitally enabled
NMAHP workforce?
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NMAHPs in Scotland
• ISD: Nurses• Midwives
• AHPs
• % total workforce
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• “NES will develop digital and IT staff across NHS Scotland to equip them with the skills to host, manage, develop, deploy and procure cloud- based applications to improve the health and care experience”
• “We will also focus on the digital capabilities and confidence of the workforce, ensuring they are able to take advantage of digital technologies to improve their own practice and the care they provide”
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Specialist level
e.g. NHS UK Digital AcademySpecialist Digital Masters Programmes
NMAHP Digital Leadership
Championing level
dNMAHP Network
Workforce (engaged & confident) level
Core Digital Competency /Capability Framework
LEADERSHIp
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What the dNMAHP network looks like
Plus specials, 3rd
sector and voluntary bodies
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Network Steering GroupChair – Sandra Blades
SG leads – Lesley Holdsworth, Mark Fleming supported by Francis Santos
Lead for internal communication – Nicola HendersonLeads for external communication – Debbie Provan and
Catherine McGeeLead for Data/informatics – Laura Cameron
Scottish NMAHP
Digital Health & Care Network
dNMAHP LeadsDesignated Nurse, Midwife and AHP Leads from all NHS
Boards & Partnerships
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Developing Digital
Nurses/AHPs In Scotland
Nursing/AHP Informatics
Developing Leadership
Nationally/Locally
Digitally Enabled
Workforce Programme
Networking Learning/Sh
aring
The Scottish dNMAHP Network
What it’s about
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To increase the capacity and capability of
NMAHP digital relatedworkforce
To encourage the better use of informatics in
NMAHP service planning and delivery
To use technology to help citizens manage their own health and
wellbeing and particularly in
community and homely settings
To raise awareness of and publicise the
benefits of NMAHP digital practice
National NMAHP Digital Health & Care Network: Key aims 2018-20
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• Protective of the people they love, dutiful and very loyal, value tradition - Care givers
• Observant, stable, motivated by the need to maintain security
But……..• Do not appreciate when others break rules or
challenge their authority • Dislike change and unpredictable situations
Myers Briggs
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Changing Culture:Myers Briggs: SJ Type: = 53.2% nursing
Page 40
Inspiring and supporting Change
Variables:Dependent on culture & characteristics of the workforce
Need to better understand
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The nine-month programme, SG sponsored, structured around three themes:• strategic leadership and
innovation • application of technology to
support service delivery and benefit patients/people
• And, enhancing the NMAHP contribution to digitally-enabled practice
NMAHP Digital Leadership
Programme
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• A UK investment in digital leadership
• A programme for aspirational
digital health leaders
• Nurturing the next generation
of digital leaders
• NHS experience meets
academic rigour
• 100 places plus 5 for Scotland
• Harvard, UCL, Edinburgh
Universities
NHS Digital Academy
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Examples of NMAHP digital practice
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• Care Excellence in Nursing
• Community Nursing Dataset
• Mental health Nursing
• Midwifery
NMAHP Informatics
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Data driving service redesign
PROCESS(Delivery)
OUTCOME(Results)
STRUCTURE(Setting)
Simplify
service
model
Discharge Personal
Footcare (Increase
caseload complexity)
Skills maximisation
Improve data
consistency
(TrakCare)
Improve sickness
absence
Eliminate
variation
Reduce
over-
treatment
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Dynamic Discharge Process
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Maslow’s hierarchy of needs
http://www.simplypsychology.org/maslow.html
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https://www.learning-theories.com/blooms-taxonomy-bloom.html
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Some final thoughts…......
If we’re serious about transforming health and care, breaking through boundaries –we need an NMAHP workforce equipped with digital and leadership skills, using new approaches, inspiring change and, most importantly, grasping opportunities to…..
And YOU are key to this
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Be capable of living, learning, working, participating and
flourishing in society, a digital society
not to do, but to be!
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The Requirement
• All undergraduates are embedded in digital
practice and learning from day one
• HEI curricula using validated competency
framework
• National (UK wide) consistency in approach to
learning
• Newly qualified staff with understanding,
skills and practical competencies to full ‘be
digital’
• So, how can we achieve this?