MANDATORY AND STATUTORY TRAINING AND CORPORATE INDUCTION

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1 AGENDA ITEM No. 13 MEETING : TRUST BOARD DATE : 28 APRIL 2010 REPORT OF : WORKFORCE & OD DIRECTORATE Contact : Jo Davies, Director of Workforce & Organisational Development Officer Tel: jo.davies@ambulance.wales.nhs.uk MANDATORY AND STATUTORY TRAINING AND CORPORATE INDUCTION INTRODUCTION 1 The Board has previously accepted the importance of learning and development as a key requirement and enabler to ensure that the Trust s workforce is able to safely and effectively undertake their roles with the right skills. Research has demonstrated that lasting change and continuous improvement only occurs where change is actively supported by appropriate underpinning learning activity. Therefore, developing a learning culture through the introduction of appropriate education and development processes and activities is key to ensuring that the Trust is able to meet its objectives. 2 This paper provides an update against the plan that was agreed at the Board meeting in December The purpose of this paper is to update the Board on progress in relation to improving the mandatory and statutory training within the Trust and the introduction of a corporate induction programme. RECOMMENDED: That (1) the contents of the paper be noted; and (2) the proposals to deliver both induction and mandatory and statutory training be noted. BACKGROUND 4 The Board was previously presented with a matrix identifying the mandatory training requirements for each group of staff. This has been used to develop a training plan to deliver appropriate learning to all staff.

2 5 The Trust still has significant difficulties in relation to delivering appropriate learning principally due to the mobile nature and geographical spread of our workforce, both of which make it difficult for staff to be released on mass to attend training, and also due to a historical lack of development which has resulted in a lack of ownership of personal learning. 6 It has been recognised that the key success factor in delivering appropriate learning to staff is ensuring that training events are planned as far in advance as possible and at times which are likely to have the least impact on the services that the participating staff deliver. It is also recognised that this is coupled with ensuring that training is delivered as close as possible to the participants normal places of work. 7 The Board agreed to support a twin approach to providing learning through the use of self-directed learning to support face-to-face training sessions. STAFF HANDBOOK 8 Every member of staff (volunteers and employees) has been provided with a Staff Handbook and staff are required to complete this by (30 April) or 8 weeks if the handbook was not provided before the 1 March The Staff Handbook contains a checklist against individual learning which will be sent via line managers to the Training Team for monitoring purposes. This will be reported on a monthly basis at Executive Management Group (EMG) and to HR Committee as per Table 1. Table 1 Staff Handbook/Level 1 activity (30/3/10) All employees must have completed all level 1 by the 30 April 2010 All volunteers must have completed all level 1 learning by the 30 April 2010 Target The Handbook was developed in partnership with stakeholders (including the Trade Unions) and has been short-listed for an award for innovative practice. INDUCTION 11 The Trust commenced delivery of a corporate induction programme at the start of As at 31 March, four corporate induction programmes have been delivered with sessions planned throughout 2010/11. The details of the Key Performance Indicators in relation to Corporate Induction can be found in Table 2.

3 Table 2 Induction activity (30/3/10) Target All new starters complete a local induction checklist 100 within 8 weeks of starting in post All new starters must participate in a corporate induction within 3 months of their first day in post All staff who joined the Trust from July 2009 must participate in a corporate induction prior to March 2010 Non-attendance at event without giving notice/reason The Trust has put in place a robust feedback mechanism to ensure that participants were able to provide feedback to improve the corporate inductions. The detail of the participant feedback to date is shown in table 3. Additional comments were also received. Table 3 Details of participant feedback (25/1/10 to 31/3/10) 13 Following analysis of the received feedback, the Trust will continue with the corporate inductions as planned and will ensure that all facilitators are appropriately trained. The Executive Team is being supported with a Train-the-Trainer session on 10 May. MANDATORY TRAINING 14 Using the risk register, the Trust has identified the key mandatory training requirements for staff who have not accessed level 2 training within the required timescale. Specifically, the Trust will ensure that staff are appropriately equipped with skills and knowledge in relation to moving and handling and violence and aggression.

4 15 The Staff Handbook provides all staff, including existing staff and volunteers, with access to electronic (and paper versions) of all level 1 mandatory training materials. 16 Electronic materials for level 2 training for some mandatory training is currently under development at an all Wales level but the lead specialists for these areas have some anxiety about the fitness for purpose of a total e-learning approach to this level of learning. It is anticipated that the Trust may need to supplement e-learning with some face to face assessment of knowledge. A range of options to support this model are under consideration including up-skilling the Clinical Team Leaders (CTLs) and developing link workers who may acquire greater specialist knowledge in discrete areas to support staff locally. 17 All other mandatory and statutory training which cannot be provided via e-learning or written materials, will be provided face to face as per the training plan. Where new staff join the Trust, this will be provided as part of the induction programme. For existing staff, a range of options is being utilised, principally accessing the paramedic and technician training programmes as per the current models. 18 The key factor inhibiting the provision of training is the capacity to release operational front line staff in large enough cohorts. This is being over-come through the following ways:- The Efficiency Review has identified the need for additional staff to increase the relief levels of many operational staff. Recruitment actions are being undertaken to ensure that staff are employed to fill vacancies; The workforce and operations directorates are working together in developing a planned approach to the delivery of mandatory training modules for the whole year; Partnering up with Local Health Boards to enable staff to access their training; Train the trainer development for Trust staff to deliver the MAYBO training; Breaking the modules into smaller components and delivering via CTL and link trainer options; and Each member of staff banking a specific number of hours every week/month by working a shorter shift to enable the banked hours to be utilised for planned training. 19 The Trust has developed Key Performance Indicators to support the successful embedding of mandatory training within the Trust and these are detailed in Table 4 below.

5 Table 4 Level 2 Mandatory Training activity All employees must have completed all level 2 (year 1) by the 31 March 2011 All volunteers must have completed all level 2 (year 1) by the 31 March 2011 Target 1, Robust learning evaluation processes will be put in place to which allow learning materials and delivery methods to be improved. KEY DEPENDENCIES 21 The Welsh Assembly Government (WAG) have recognised that a key dependency of successful learning is ensuring that organisations have effective learning management systems. Work is currently being undertaken centrally to support organisations with an NHS Wales solution. This will allow robust central monitoring of all development activity. This will be linked to ESR with a view to future self service functionality. At this stage, it is not clear as to the costs associated with implementing this system. 22 The Trust must ensure that attendance at mandatory and statutory training is not optional and that only in exceptional circumstances, such as a major incident, or pandemic flu, will operational pressures be an acceptable reason for non attendance.