1. technology and computing

Healthcare Science Workforce: a Network Summary
Introduction
A narrative network summary provided by the North West Healthcare Science Network.
The chapter is structured in line with the original narrative headings of the return that
networks were asked to complete.
Contact name and email: Helen Liggett, helen.liggett@srft.nhs.uk
Strategic Intent / Service Transformation
MSC – Introduction of HSST will provide the opportunity for increasing the number of
Consultant Clinical Scientist posts within the North West. The impact will not necessarily
be on the Health Care Scientist workforce but on the medical posts, as elements of the
Consultant HCS role will impact on the number of medical training posts required.
The advances in genetics-related services and the national genomics programme will
mean that there is increasing need for scientists that are specialists in this area – demand
will need to be quantified by service leaders. There is potential for there to be secondary
impact on other professional groups. For example, an increase in the use of genetics
screening might cause an increase in the need for genetics counsellors. As technology
drives the use of genetic testing there will be an increase in the need for all health
professionals to understand the results of diagnostic testing in a range of settings.
Medical Physicists are listed in the occupational shortage lists. HENW is prioritising the
support of scientist training posts in the division of medical physics. The impact of the
commissioning of a Proton Beam Therapy unit at The Christie has the potential to
generate a workforce gap nationally as staff could be attracted from across England. The
Christie has acknowledged the need for increasing the workforce in the 2015 workforce
planning Learning and Development narrative.
Within the 2015 workforce planning Learning and Development narrative employers have
also indicated their preference for the Medical Physics Graduate Diploma route over the
Medical Physics Practitioner Training Programme. At this point in time it is unknown as to
whether HEWM (as lead commissioner) is likely to commission any further cohorts
following the academic year 2014/15 intake.
Recruitment to some of the PTP has been difficult with student numbers being below the
number for which HENW has agreed support. This has been particularly prevalent for the
Life Sciences programmes. Numbers continue to be healthy for audiology, cardio
respiratory and neurophysiology programmes. However, it should be noted that a
neurophysiology Practitioner workforce shortage is reported nationally but the NW has
been unable to gather evidence of this shortage from its employers. The reasons stated
by HEIs for poor recruitment to Life Sciences programmes include:




A lack of promotion of programmes (at school level) as a career choice
A lack of knowledge about programmes by careers advisors
Unsupported programmes meaning that students could potentially be impacted by
financial hardship and greater debt
Programmes are delivered over an extended academic year
The MSC Team are currently undertaking an internal review of all PTP to address a
number of aspects of programme delivery, structure, funding and marketing. Strategies
will be agreed by March 2015 with implementation by September 2015.
HEIs also continue to deliver ‘traditional’ (or non NHS supported programmes) life science
training programmes e.g. Biomedical Science programmes for which numbers are far
higher than PTP. There is evidence to suggest that certain professional bodies are
influencing the workforce to continue to deliver placements for non NHS supported
programmes with the effect that placement capacity for PTP is reduced / restricted.
Placement tariff is paid for PTP but not for non-supported programmes therefore reducing
income streams to Trusts. Students that have non supported NHS programmes and
entering employment in the NHS will have to undertake the equivalence process with the
AHCS to access Accredited Scientific Practice modules which will support career
progression. Time and cost of undertaking equivalence has the potential to have an
impact on employing organisations in terms of time and financial resources.
An expected area of workforce growth will be at Bands 1-4 of the scientific workforce due
to the re-profiling of staffing within services. The framework for careers level 2-4 is
expected to be published late October 2014. Demand is as yet unknown.
Services being offered for tender under Any Qualified Provider is expected to have an
impact on placement capacity as NHS services effectively shrink. Impact has already
been seen in Audiology services.
The HCS workforce is estimated to provide input into 80% of all diagnosis made in the
NHS yet in remains to be ‘invisible’ and of low priority in terms of workforce planning and
development. Further work needs to be undertaken to ensure understanding of the HCS
workforce, the contribution it makes to service delivery and the potential it has to lead the
shaping and development of future service delivery.
Workforce: Assurance and Patient Safety
Work has been undertaken in the North West to ensure that the education and training of
the HCS workforce (under the MSC programme) is mainstreamed with education and
practice support networks e.g. PEF network and PDN.
The NSHCS as the accrediting body will be expected to drive values based recruitment in
those organisations delivering PTP. As PTP is a non commissioned programme HENW
has to influence via the accreditation process managed by NSHCS.
Access to CPD for HCS continues to be a real problem for HCS across the region and
CPWD will be addressing this collectively in Autumn 2014
National work is ongoing around accreditation of all HCS services to ensure quality.
Workforce Transformation
Prompts addressed:
 How are you delivering out of hospital care
There are good examples of HCS services out in the community but we need to be
spreading this good practice much wider.
 Please describe Partnership working with others
Currently students on the Audiology PTP undertake placements in the private sector.
The Placement Development Network has been asked to expand capacity in the private
sector specifically for Life Science programmes.
Workforce, Education and Learning
Prompts addressed:
 Continuing Professional Development
An Accredited Scientific Practice framework has been implemented as part of MSC. 8
modules have been highlighted for piloting by the MSC Team.
Additional Information
Prompts addressed:
 Tools used for Workforce Planning
Work has been led by NHS Employers to develop a set of workforce planning tools for
HCS. NENW provided funding for approximately 100 HCS to undertake a workforce
planning training programme in 2001/12 however, there is little evidence of the impact of
this training.
 Tools used for Quality
HCS T&E has been mainstreamed into HENW learning support infrastructures.
Workforce Risks/Issues/Shortages and Actions


Access to CPD (CPD Apply only caters for nursing)
Bands 1-4 for HCS - Framework due out OCT 2014



Workforce transformation and service transformation has been difficult as majority
of HCS services are in Secondary Care at present as they are specialist services
HCS leading the way with their HCS Ambassador scheme working with schools
etc.
ESR recoding of HCS will have problems with accuracy in some Trusts – need a
way of checking
Workforce solutions for your network
Following the release of the 5 year forward view, diagnostics will need to move out into the
community as technology will drive this, and the multi-professional centres out in the
community will be where diagnostics will take place but currently no clear plan as to how
this will happen apprenticeships or role of bands 1-4?