Workforce Programme

A strong federation requires a workforce with a variety of skills and expertise. In Camden Health Evolution (CHE), we have a workforce strategy which uses national workforce modelling tools to identify clinical need and support workforce development.

What does Camden Health Evolution (CHE) aim to achieve?

In line with the NHS’ high impact action around developing the team, the over-arching aim in Camden Health Evolution (CHE) is to broaden the capacity and capability of the primary care workforce in order to reduce demand for GP time, and connect the patient directly with the most appropriate professional.

What has been achieved by Camden Health Evolution (CHE) to date?

• Three newly qualified GPs have been recruited, they have led on our quality improvement programme. They have also received mentorship to support retention within the membership.
• Big uptake of the medical assistants training to upskill non-clinical staff and provide support to clinicians. Clinical time was saved in practices and roles have been sustained through ongoing project management and quality improvement support.
• Support for practices in education, training and recruiting allied health professional roles, such as pharmacists and physician associates.
• Several senior non clinical roles to support the federation have been embedded into the team. These include a quality improvement facilitator and project manager to support the wider scope of work across the federation.

What are Camden Health Evolution (CHE)’s current initiatives?

• Further training to upskill non-clinical staff in all Camden Health Evolution (CHE) member practices. These include cancer awareness and difficult conversations training sessions to increase knowledge and reduce variation in patient satisfaction.
• Workforce optimisation through EZ Doc training. Clerical staff upskilled to support GP’s administrative workload and develop workforce resilience.
• Continued support for practices around physician associate recruitment from an experienced Camden Health Evolution (CHE) member practice physician associate.

What are Camden Health Evolution (CHE)’s future initiatives?

• Enablers for a new PCN workforce. Establishment of peer support networks and standardised suite of recruitment and clinical governance documents which will enable access to a new shared workforce.
• Further training for non-clinical staff around active signposting to ensure patients are signposted to the most appropriate source of help or service.
• Recruit five newly qualified GPs to increase capacity.

Workforce Development

Broaden the workforce in order to reduce demand for GP time & connect the patient directly with the most appropriate professional

Vision

May 2018 - Medical assistants evaluation

24 admin staff trained & 1.5 hours of clinical time saved per week, per GP Practice

• Increased GP time pre-/post- appointments
• Patients are better connected to support services

August 2018 - Recruited 3x newly qualified GPs

Attracted 3 high calibre GPs to support workforce & QI projects; GPs now employed in Camden

• Increased GP capacity & retention
• Enhanced QI capability

October to December 2018 - Physician associate (PA) – peer support mentoring & practice education

Set-up to enable PA development & practical education around PA role to GP Practices without a PA – clinical sessions run & job advertisement guidance offered by an experienced CHE GP Practice PA.

• PA support & skill development
• Increased understanding of the PA role
• PAs now recruited in 3 CHE GP Practices

January 2019 - Pharmacists – peer support network

Set-up to enable the sharing of best practice & learning through peer support & face-to-face discussions

• Improved clinical knowledge
• Increased capacity & GP support
• Improved patient care

Next Steps

May to September 2019

Non-clinical staff training

Training delivered to upskill non-clinical staff: Cancer Research (CRUK) cancer awareness, difficult conversations & active signposting

• Increased confidence, awareness & knowledge
• Reduced GP appts & variation in patient satisfaction

Workflow optimisation – EZ doc

A highly developed change management that helps reduce GP admin time by 80%

• Upskilled clerical staff to support GPs
• Enhanced safety & efficiency

July 19 - New PCN workforce

Enablers for a shared workforce - establishment of peer support networks, standardised suite of recruitment & clinical governance documents.

• Access to new shared workforce
• Enhanced workforce retention

Key learning:

1. Practice Manager & GP Partners engagement with wider workforce strategy is imperative
2. Skills & learning must be disseminated within GP Practices
3. Focus initiatives on GP Practice priorities