HEE Nov 14.3 CHIEF EXECUTIVE’S REPORT – BOARD MEETING 11 NOVEMBER 2014 In this report, I highlight significant progress that has been made on HEE priorities since the last meeting and are not covered elsewhere on the agenda. The month since the last Board meeting has seen continued progress around our Return to Practice campaign, and early work in our ensuring that how education and training can support the delivery of safe patient care. The system-wide Five Year Forward View has also been published. Patient Safety commission On 29 October, HEE held the first meeting of the Commission on Education and Training for Patient Safety (CETPS), Co-chaired by Sir Keith Pearson and Professor Norman Williams. CETPS is a major development for HEE bringing together experts, the public and those responsible for and receiving training to focus on patient safety. CETPS has commissioned a film and facilitator pack, available in the spring, to support healthcare professionals in training and staff to raise and respond to concerns about patient safety. CETPS will report in autumn 2015, making recommendations about the education and training necessary to improve patient safety and safeguarding. In order to do this we are reviewing evidence and best practice in education and training interventions, including visits to the LETBs to see what’s working well in practice. For further information about CETPS or to share your examples of good practice or evidence, email Lisa Hughes who leads the project at HEE.patientsafety@nhs.uk Come Back campaign update The Come Back campaign gained high levels of visibility and engagement in October. Since trending nationally, the campaign hashtag has reached almost 900k users on Twitter since launch and all main HEE and LETB Twitter accounts have seen significant increases in followers numbers (up by 1147 in October) and engagements (1747 interactions and conversations in October) As a direct result of the co-ordinated campaign, HEE/LETB website traffic was up 90% since the launch of the campaign. There has also been very positive coverage in trade publications. To date, 415 student return to practice nurses have begun courses since September, with a further 364 already signed up to begin in January 2015. Each LETB has received a campaign promotional kit to help them support local open days and events around the country. A campaign review session has been organised for 8 December where all communications and return to practice leads will be invited to assess the success of the campaign to date, and look at where it can be enhanced and refreshed for a new phase of communications activity beginning in January. HEE Nov 14.3 Five Year Forward View On October 23rd the NHS published a Five Year Forward View (5YFV). This was a unique report in many ways. It is not the first time that a report has attempted to set out a vision for the future. This was the first time that the NHS itself – as represented by the key accountable ALBs – set out a shared view of the future. I chaired several of the initial meetings with my Chief Executive colleagues from NHSE, NTDA, PHE, Monitor and CQC, so I can say it was a genuinely inclusive and shared process. Our aim was quite simple: to set out, in one place, why the NHS needs to change, what needs to change, and to begin the conversation about how we might get there. We recognised the value of producing a shared view from all of the ALBs, which is why we agreed to second on a part time basis one of our Directors, JL, to be Project Director, despite this being an extremely busy time for us. Members of the board will have seen and hopefully read the report – which at just 39 pages is admirably short – but I would draw your attention to a few key messages that have particular relevance to us. Firstly, the report makes clear the extent to which society and the pattern of disease is changing, putting greater and different demands on the NHS. Of course, we set out these issues in our own Framework 15 earlier this year, but the 5YFV means that we all now have a common understanding of the challenge ahead and also recognise that crucially, the NHS cannot tackle the issues alone. We need individuals, LAs and communities to take action to prevent and manage ill health, and to support more engaged patients and communities. The vision set out in 5YFV has implications for the workforce on four levels:     we need to ensure that our staff are better equipped to support people with regard to prevention we need to ensure that our trainees are working in environments that support them to remain healthy we need to educate and train our staff to support more active and engaged patients we need to directly support more active patients through the commissioning of education and training programmes for patients Fortunately we had already identified these as areas for focus in our S15, but the 5YFV gives us support to take this work forward at pace. Secondly, the 5YFV sets out how the NHS might better respond to the changing needs of patients, through the creation of New Models of Care, including the Multispeciality Community Providers (extended group practices working in federations), Primary and Acute Care Systems (vertically integrated services working both ways) and viable smaller community hospitals etc. The report is very clear that these new models will not be realised without the people to deliver them, and p29-30 sets out in some detail the work that we will now take forward through the Shape of Training and our Shape of Care reviews, as well as our Workforce Planning processes, to ensure that we produce a workforce that can deliver transformation. I am particularly pleased that the report recognises the need for greater investment in our current staff, and the important responsibilities that employers have in this regard. HEE Nov 14.3 The process and the report demonstrated to me that we have now reached a tipping point in the NHS where people other than ourselves are recognising the importance of workforce education and training, and how central it is to the quality of care that patients receive. This is welcome, but also challenging, because people will, quite rightly, be looking to us to deliver a workforce with the right numbers, skills, values and behaviours that will help achieve the 5YFV. We are in a good place because of the work we have already done with our S15 and the creation of our Workforce Planning Process, but there are no quick fixes, and we should not underestimate the scale of the change that we need to implement. I will be working with the other CEOs over the next few weeks to agree how to take the 5YFV forward. We are keen to strike the right balance between ensuring continued momentum and shared, strategic oversight, whilst ensuring that we maintain and grow the wider engagement and local energy necessary to deliver the vision we have all signed up to. I hope that the board will confirm its support for the 5YFV, and I would welcome a more detailed discussion on the workforce implications and how we might deliver them in due course. Connecting with HEE staff – HEE webinar I hosted HEE’s first all-staff webinar on 23 October. Using interactive technology, I spoke to over 1500 staff on 50 different sites, many staff coming together to join the session, followed by a Q&A session. We took live questions during the session itself, using the webex technology, and along with popular topics sent in advance, I spent about 30 minutes responding to the issues that mattered to staff. We had in excess of 60 questions submitted and more have come in since. We’ve answered these and have made them available to staff, as well as a podcast of the session, to allow those staff who weren’t able to connect on the day. The session has been very well received by staff, and the technology worked well. Since the event, many staff have sent emails and spoken to me positively about their experience of the session, and I’m delighted that HEE has become one of the first ALBs to use such technology as this to interact with staff and ensure visibility of the senior team. Recognition for e-learning HEE has won another award, this time at the annual e-Learning Age awards, where our eLearning for Healthcare (e-LfH) picked up the Gold award in the category of Best e-learning project – public sector. The learning programme which provides national, quality assured online training content for the healthcare profession, was praised by the judges for delivering well-measured long-term change to the NHS, and making a fundamental contribution to saving lives and saving money. HEE Nov 14.3 Judges commented, "The programme meets different learning styles and abilities for a workforce that requires just-in-time learning and has limited flexibility to train without affecting 24/7 care. Working with thousands of clinical subject matter experts and myriad stakeholders, e-LfH is now recognised throughout the world for its vision, scope and skills, and its achievements in transforming UK healthcare training and patient care.” Genomics update Last week I updated the Genomics Advisory Board, a DH led forum that provides oversight of the entire genomics programme, on the delivery of the HEE Genomics Education Programme. We’ve made some excellent progress in this area and many of you will have seen the Genomics video and two introductory modules (on genomics and bioinformatics) that we launched earlier this year. I’ve showed the film at a number of events I’ve spoken at and on all occasion it’s received well. To date, 2,395 people have viewed the Introduction to Genomics in Healthcare video on line, and a total of 309 people have registered to access the short courses. These alongside further modules that are being developed can also be used to raise awareness and support learning across all NHS staff. Genomics Champions have now been identified in each LETB, and a workshop with them was held on 5 November. A series of presentation to LETB Boards are being arranged. We are currently out to tender for the HEE-funded MSc in Genomic Medicine, following a successful open day in September for over 60 potential providers. We expect a broad and geographically diverse range of universities to submit bids. The tender process will conclude in March, with the aim of the course starting between March and September 2015. HEE is aiming to commission full or part time places for a minimum of 550 members of NHS or PHE staff to undertake this course between 2014/15 and 2017/8, and for a significant number of staff to apply to access standalone CPD modules. HEE has committed to meeting the training needs of NHS Genomic Medicine Centres (GMCs). A suite of funded education and training interventions will be available to designated GMCs from early in 2015. These will be in the form of blended learning packages, structured programmes of CPD, and research secondments and fellowships. Additionally GMCs will be able to apply directly to HEE for HEE Genomics Education and Training status for the duration of the 100,000 Genomes Project. Prior to the commencement of the 100,000 Genomes Project, there was recognition that education and training for scientists working in clinical bioinformatics in the NHS and in PHE required to be formalised and be included within the Modernising Scientific Careers framework. Bioinformatics has now been established as a specialty within the healthcare science workforce under the Modernising Scientific Careers framework. We are already recruiting into a HEE-commissioned postgraduate scientist training programme (STP) with a new MSc in Clinical Science. HEE Nov 14.3 Recent meetings /engagements  Meeting with Sir Duncan Nichol, Chairman and Janet Monkman, Chief Executive Officer, Academy for Healthcare Science (AHCS) to discuss the work of the Academy.  Sir Keith Pearson and I met with Chris Hopson, Chief Executive and Dame Gill Morgan, Chair of the Foundation Trust Network (FTN) to discuss the Beyond Transition programme and working with their members.  Met with Sir Stuart Rose, who is now advising the NHS on how it can recruit the top talent from within and outside the NHS. I met him to discuss his forthcoming report and my ideas around this area and how leaders can support the improvement of organisational culture.