Hospital Skills Program (HSP)

Orientation Manual 2011

Clinical Education and Training Institute: Hospital Skills Program 2011

2 | P a g e

Table of Contents

Hospital Skills Program …… from a Hospitalist’s Perspective ................................................................ 3

HSP Team contact details ....................................................................................................................... 4

Background to the HSP ........................................................................................................................... 5

HSP Curricula ........................................................................................................................................... 6

Enrolment Form ...................................................................................................................................... 7

HSP Timeframe ....................................................................................................................................... 8

Study Leave ............................................................................................................................................. 8

Rural Procedural Training Grants .......................................................................................................... 10

HSP Governance Committee................................................................................................................. 11

HSP LHD Education Sub-Committees .................................................................................................... 11

National Registration Standards - The Medical Board of Australia ...................................................... 12

Clinical Education and Training Institute: Hospital Skills Program 2011

3 | P a g e

Hospital Skills Program …… from a Hospitalist’s Perspective

“The Hospital Skills Program (HSP) provides a life-long pathway for self-directed medical education across three levels of agreed expertise, utilising a variety of traditional and non-traditional resources and methods appropriate to the working environment of the participant, resulting in the acquisition of a skills portfolio useful to an employer, and appropriate to the local patient community. The HSP recognises the heterogeneous nature of the skills and circumstances of Career Medical Officer-equivalent medical practitioners, their continuing value in the delivery of health services to the population of NSW, and their right to meaningful educational opportunities in a mode appropriate to their working lives and geographic locations. HSP recognises that self-directed education is the realm and property of the adult learner, and that accountability for learning remains with the individual. Therefore HSP exists firstly to identify, coordinate and facilitate the delivery of learning opportunities, and to assist the individual to evaluate their progress across the three levels of HSP and to plan for their own future needs. Furthermore, the HSP provides a mechanism to align clinical learning activities with the goals of the health system and to deliver priority education to hospital generalist doctors when this need is identified by expert groups such as NSW Health and the NSW Clinical Excellence Commission”.

Dr Mary Webber Hospitalist

Ryde Hospital, NSW

Clinical Education and Training Institute: Hospital Skills Program 2011

4 | P a g e

HSP Team contact details

Clinical Education and Training Institute: Hospital Skills Program 2011

5 | P a g e

Background to the HSP In the NSW public health sector there are approximately 1200 CMOs, MMOs, GP VMOs and SRMOs working in both hospital and community settings. Although the largest group work in

emergency departments, this group of doctors work in other clinical areas including mental health, alcohol and other drugs, sexual health, aged care, child and adolescent health, justice health, women’s health and hospital medicine. The overarching principle of the Hospital Skills Program (HSP) is to improve patient care and safety by enhancing the professional development, knowledge and skills of non-specialist doctors working in NSW public hospitals who before the HSP had no formal professional development framework.

Clinical Education and Training Institute: Hospital Skills Program 2011

6 | P a g e

HSP Curricula

At this stage, curricula have been developed for the following Core and Specialty areas:

Further curriculum development is underway in the areas of Children’s Health, Women’s Health, Alcohol and Other Drugs, Hospital Medicine, Indigenous Health, Sexual Health and Rural Medicine.

Emergency Department Mental Health

Aged Care Core Skills

Clinical Education and Training Institute: Hospital Skills Program 2011

7 | P a g e

Enrolment Form

Enrolment Form

NSW HOSPITAL SKILLS PROGRAM

The information collected in this form is for use by the Local Health District for the management of the participants’ progression through the Hospital Skills program. The information will be collected and stored in accordance with the Privacy and Personal Information Protection Act 1998.

Submit this form directly to your HSP Education Support Officer by any of the following methods: Fax: (insert local) Email: (insert local)

PART 1: PERSONAL INFORMATION

SURNAME

FIRST NAME

MIDDLE INITIAL

CONTACT ADDRESS

SUBURB

STATE

POSTCODE

EMAIL

TELEPHONE MOBILE

CURRENT EMPLOYMENT

CURRENT POSITION MMO

CURRENT PRIMARY HOSPITAL OR INSTITUTION OF EMPLOYMENT

FULL TIME EQUIVALENT HOURS

DEPARTMENT

AWARD DESIGNATION AND LEVEL

OTHER HOSPITALS OF EMPLOYMENT (OTHER THAN FOR LOCUM WORK)

DO YOU ALSO DO LOCUM WORK?

DO YOU SPECIALISE IN ONE DISCIPLINE (E.G. EMERGENCY OR MENTAL HEALTH)? PLEASE SPECIFY.

Clinical Education and Training Institute: Hospital Skills Program 2011

8 | P a g e

HSP Timeframe The HSP has no timeframes. The program is self-paced and there are no restrictions for completing modules. There is no set order by which modules have to be completed. You may commence study at any point within a curriculum. There are no prerequisites or co-requisite subjects that you must complete prior to commencement of a module. The mode of delivery will vary for HSP. While the majority of the sessions will comprise face-to-face learning at workshops and clinical skills forums, there will also be opportunities for on-line learning and forums, attendance at conferences and participation through video conferencing. The HSP is currently collaborating with specialist colleges for access to a variety of certificate, diploma and advanced diploma qualifications.

Study Leave While no formal study leave has been granted to HSP participants as yet, the Area Governance Committee will work with hospital administration to ensure award provisions are being honoured. Participants working as CMOs are employed under the Public Hospital Career Medical Officers (State) Award. After 12 months employment, a CMO is entitled to 7 days of paid leave per year for

Clinical Education and Training Institute: Hospital Skills Program 2011

9 | P a g e

the purposes of Continuing Medical Education (CME) and professional development, relevant to the position held by the CMO. This entitlement can accrue to a maximum of 21 days. Approval by the hosptial is needed for this leave. All expenses associated with this leave should be reimbursed by the employer, provided that no expenses or allowances shall be payable in respect of travel or accommodation outside Australia, except in

respect of courses run under the auspices of a recognised Australasian Specialist College in New Zealand. These expenses should be reimbursed where the approved Continuing Medical Education or professional development activity falls on days that you would not otherwise work. Please contact your Education Support Officer for your Official Travel Pack. I

Clinical Education and Training Institute: Hospital Skills Program 2011

10 | P a g e

Rural Procedural Training Grants The Rural Procedural Grants Program (RPGP) provides funding to assist GP proceduralists in rural and remote areas maintain and upgrade their skills. The program provides grants of up to $2000 per day (for courses of six hours duration or more) for GPs approved in the areas of anaesthetics, obstetrics and gynaecology, surgery or emergency medicine to undertake skills maintenance.

Clinical Education and Training Institute: Hospital Skills Program 2011

11 | P a g e

HSP Governance Committee The HSP LHD Governance Committees (LHDGC) meet quarterly and the purpose of this Committee is to ensure safe, high quality training for hospital medical officers through good governance and management of the Hospital Skills Program within the Local Health Districts. The LHDGC also provides opportunities for relevant groups and individuals to discuss ideas and strategies for improving training, including resolution of any issues at a local level and the fostering of relationships with key stakeholders within the LHDGCs who can contribute to training delivery as well as assessment and support of the HSP. Your participation in LHDGCs Meetings is welcomed and encouraged.

HSP LHD Education Sub-Committees

The HSP LHD Education Sub-Committees (LHDESC) meets on an “as required” basis and the purpose of the LHDESC is to ensure safe, high quality training for hospital medical officers by developing sound educational strategies across clinical disciplines of the Hospital Skills Program. The LHDESC will inform the LHD Governance Committee and provide expert advice and guidance to the Area Director of Hospital Training on issues relating to development and implementation of education strategies across disciplines. The LHDESC will also provide regular feedback to CETI - Medical Division on strategies used for assessment of skills and competencies.

Clinical Education and Training Institute: Hospital Skills Program 2011

12 | P a g e

National Registration Standards - The Medical Board of Australia

Medical practitioners who are engaged in any form of medical practice are required to participate regularly in continuing professional development (CPD) that is relevant to their scope of practice in order to maintain, develop, update and enhance their knowledge, skills and performance to ensure that they deliver appropriate and safe care. CPD must include a range of activities to meet individual learning needs including practice-based reflective elements, such as clinical audit, peer-review or performance appraisal, as well as participation in activities to enhance knowledge such as courses, conferences and online learning. CPD programs of medical colleges accredited by the Australian Medical Council (AMC) meet these requirements.

Practicing non-specialist medical officers are required to complete 50 hours of CPD per year. For more information about the National Registration Standards (including CPD requirements) go to the following link: http://www.medicalboard.gov.au/Registration-Standards.aspx