scholarly journals Building clinical academic leadership capacity: sustainability through partnership

2018 ◽  
Vol 23 (4) ◽  
pp. 346-357 ◽  
Author(s):  
Greta Westwood ◽  
Alison Richardson ◽  
Sue Latter ◽  
Jill Macleod Clark ◽  
Mandy Fader
Keyword(s):  
National Health Service ◽  
Health Service ◽  
National Health ◽  
Health Professionals ◽  
Allied Health ◽  
Academic Career ◽  
Critical Mass ◽  
Training Programme ◽  
Allied Health Professionals ◽  
Partnership Model

Background A national clinical academic training programme has been developed in England for nurses, midwives and allied health professionals but is insufficient to build a critical mass to have a significant impact on improved patient care. Aim We describe a partnership model led by the University of Southampton and its neighbouring National Health Service partners that has the potential to address this capacity gap. In combination with the Health Education England/National Institute of Health Research Integrated Clinical Academic programme, we are currently supporting nurses, midwives and allied health professionals at Master’s ( n = 28), Doctoral ( n = 36), Clinical Lecturer ( n = 5) and Senior Clinical Lecturer ( n = 2) levels working across seven National Health Service organisations, and three nurses hold jointly funded Clinical Professor posts. Results Key to the success of our partnership model is the strength of the strategic relationship developed at all levels across and within the clinical organisations involved, from board to ward. We are supporting nurses, midwives and allied health professionals to climb, in parallel, both clinical and academic career ladders. We are creating clinical academic leaders who are driving their disciplines forward, impacting on improved health outcomes and patient benefit. Conclusions We have demonstrated that our partnership model is sustainable and could enable doctoral capacity to be built at scale.

scholarly journals The Evelina Resolution Project: the story of a UK children's hospital's programme to resolve conflicts with families

2020 ◽  
Vol 7 (1) ◽  
pp. 12
Author(s):  
Sarah Barclay ◽  
Esse Menson
Keyword(s):  
Conflict Resolution ◽  
National Health Service ◽  
Health Service ◽  
National Health ◽  
Health Professionals ◽  
Training Programme ◽  
Phone Call ◽  
Mediation Training ◽  
Children's Hospital ◽  
Children’S Hospital

When a consultant paediatrician at the Evelina London Children's Hospital made a phone call to a mediator one Friday afternoon in 2012 asking for help to manage an escalating conflict between a family and the health professionals treating their daughter, neither knew that their meeting would lead to the development of the first conflict resolution and mediation training programme in a National Health Service children's hospital.  The Evelina Resolution Project has gained international recognition for training health professionals to recognise and manage conflicts between families and health professionals.  In this presentation, the doctor and the mediator describe how one case led to a programme of change which is now being trialled in 4 specialist UK children's hospitals with the aim of supporting families and health professionals to have conversations without conflict.

scholarly journals A mixed-methods study of challenges and benefits of clinical academic careers for nurses, midwives and allied health professionals

BMJ Open ◽  
2019 ◽  
Vol 9 (10) ◽  
pp. e030595 ◽  
Author(s):  
Diane Trusson ◽  
Emma Rowley ◽  
Louise Bramley
Keyword(s):  
Health Professionals ◽  
Personal Development ◽  
Online Survey ◽  
Allied Health ◽  
Academic Career ◽  
Allied Health Professionals ◽  
Clinical Role ◽  
Wide Range ◽  
Depth Interviews ◽  
Academic Study

ObjectivesThe clinical academic trajectory for doctors and dentists is well-established, with research embedded in their career development. Recent years have also seen a burgeoning interest and push for nurses, midwives and allied health professionals (NMAHPs) to pursue a clinical academic career. However, the National Institute for Health Research (NIHR) 10-year review suggested that there may be problems with progression post Master’s degree level for this group, with nurses and midwives receiving less NIHR funding than allied health professionals. This study responds to these concerns, tracking the progression and exploring experiences of NMAHPs in the East Midlands region of England.DesignAn online survey and in-depth interviews were used to capture a wide range of experiences.Participants67 NMAHPs who were pursuing a clinical academic career were surveyed, supplemented by 16 semi-structured in-depth interviews.ResultsThree themes emerged during data analysis: Embarking on a clinical academic career, overcoming barriers and benefits.ConclusionsNMAHPs are motivated to pursue a clinical academic career by a drive to improve services for the benefit of patients and the National Health Service more widely, as well as for personal development and career progression. People working in these roles have opportunities to explore possible solutions to issues that they encounter in their clinical role through academic study. Findings reveal benefits emanating from the individual level through to (inter)national levels, therefore academic study should be encouraged and supported. However, investment is needed to establish more clinical academic roles to enable NMAHPs to continue to use their experience and expertise post-PhD, otherwise the full extent of their value will not be recognised.

Misplaced Trust? Occupational Therapy and NHS Trusts

1994 ◽  
Vol 57 (2) ◽  
pp. 40-44 ◽  
Author(s):  
Walter Lloyd-Smith
Keyword(s):  
National Health Service ◽  
Health Service ◽  
Occupational Therapy ◽  
National Health ◽  
Health Professionals ◽  
The Self ◽  
The Government ◽  
The Impact ◽  
Therapy Service

The present governmental reforms of the National Health Service are the most far-reaching to date and have fundamental implications for health professionals. The focus of this article is to raise some of these issues in relation to occupational therapy. The introduction of trusts, the purchaser/provider split and the internal market are some of the mechanisms by which the government hoped to tackle the funding crisis of the late 1980s. These reforms have been operating since 1991, but little has been published on the impact of the self-governing trust movement on occupational therapy. Some observations on and an evaluation of these reforms are offered. It is hoped that the article will stimulate discussion within the profession about the role of trusts and their relationship to the delivery and development of an occupational therapy service.

scholarly journals A qualitative study exploring experiences and challenges of combining clinical academic training with family life

2021 ◽  
Vol 21 (1) ◽  
Author(s):  
Diane Trusson ◽  
Emma Rowley
Keyword(s):  
Family Life ◽  
Health Professionals ◽  
Role Models ◽  
Allied Health ◽  
Academic Career ◽  
Structured Interviews ◽  
Allied Health Professionals ◽  
Positive Role ◽  
Family Responsibilities ◽  
East Midlands

Abstract Background Concerns are being expressed around the lack of diversity at higher levels of clinical academia. This study aimed to explore experiences and challenges associated with combining clinical academic careers with family life. Methods Qualitative data were gathered from participants from 4 NHS Trusts and 2 universities in the East Midlands of England using online surveys and semi-structured interviews. Results The survey was completed by 67 nurses, midwives and allied health professionals, and 73 medical clinical academic trainees. Interviews were conducted with 16 participants from each group including equal numbers of men and women. Caring responsibilities differed between the two study populations. Medical clinical academic trainees were younger and either had young children or were yet to start a family. In contrast, nurses, midwives and allied health professionals tended to be older when they embarked on a clinical academic career and often waited until their children were school-age or older. Similar concerns were raised regarding working part-time and childcare, and how their career prospects might be affected in terms of fulfilling promotion criteria and being able to relocate for work purposes. The occupation of their partners also featured in participants’ experiences; those who shared childcare with someone who worked ‘regular’ hours, appeared to be better supported to combine a clinical academic career with family life. Gender stereotyping was identified in some reported experiences highlighting a need for appropriate mentorship and for positive role models who were able to demonstrate that it is possible to survive and thrive as a clinical academic with family responsibilities. Conclusions Although people manage to find ways to successfully combine clinical academic roles with family life, findings highlight a need to identify ways of supporting and encouraging trainees with caring responsibilities to ensure that they remain on the clinical academic pathway.

scholarly journals The Queensland Health Ministerial Taskforce on health practitioners’ expanded scope of practice: consultation findings

2015 ◽  
Vol 39 (3) ◽  
pp. 249 ◽  
Author(s):  
Gretchen Young ◽  
Julie Hulcombe ◽  
Andrea Hurwood ◽  
Susan Nancarrow
Keyword(s):  
Health Service ◽  
Health Professionals ◽  
Large Scale ◽  
Allied Health ◽  
Scope Of Practice ◽  
Allied Health Professionals ◽  
Health Service Provision ◽  
Stakeholder Consultation ◽  
Queensland Health ◽  
High Level

Objective Queensland Health established a Ministerial Taskforce to consult on and make recommendations for the expansion of the scope of practice of allied health roles. This paper describes the findings from the stakeholder consultation. Methods The Ministerial Taskforce was chaired by the Assistant Minister for Health and included high-level representation from allied health, nursing, medicine, unions, consumers and universities. Widespread engagement was undertaken with stakeholders representing staff from a wide cross-section of health service provision, training and unions. Participants also tendered evidence of models incorporating full-scope and extended scope tasks undertaken by allied health professionals. Results The consultation incorporated 444 written submissions and verbal feedback from over 200 participants. The findings suggest that full scope of practice is often restricted within the Queensland public health system, resulting in underuse of allied health capacity and workforce inefficiencies. However, numerous opportunities exist to enhance patient care by extending current roles, including prescribing and administering medications, requesting investigations, conducting procedures and reporting results. The support needed to realise these opportunities includes: designing patient-centred models of service delivery (including better hours of operation and delegation to support staff); leadership and culture change; funding incentives; appropriate education and training; and clarifying responsibility, accountability and liability for outcomes. The taskforce developed a series of recommendations and an implementation strategy to operationalise the changes. Conclusions The Ministerial Taskforce was an effective and efficient process for capturing broad-based engagement for workforce change while ensuring high-level support and involving potential adversaries in the decision-making processes. What is known about the topic? Anecdotal evidence exists to suggest that allied health professionals do not work to their full scope of practice and there is potential to enhance health service efficiencies by ensuring practitioners are supported to work to their full scope of practice. What does this paper add? This paper presents the findings from a large-scale consultation, endorsed by the highest level of state government, that reinforces the perceptions that allied health professionals do not work to full scope of practice, identifies several barriers to working to full scope and extended scope of practice, and opportunities for workforce efficiencies arising from expanding scope of practice. The top-down engagement process should expedite the implementation of workforce change. What are the implications for practitioners? High-level engagement and support is an effective and efficient way to broker change and overcome intraprofessional barriers to workforce change policies. However, practitioners are often prevented from expanding their roles through an implied need to ‘ask for permission’, when, in fact, the only barriers to extending their role are culture and historical practice.

The Role of Health Professionals

2020 ◽  
pp. 66-88
Keyword(s):  
European Union ◽  
National Health Service ◽  
Health Service ◽  
National Health ◽  
Health Professionals ◽  
Power Relations ◽  
Decision To Leave ◽  
Professional Practitioners ◽  
The Eu

Staff governance is a major challenge for the NHS. It refers to the framework for managing employees in the National Health Service (NHS). Professional practitioners, in particular doctors and nurses, have a key role to play in the running of the NHS, but there are many challenges in managing staff and especially ensuring high retention levels. This chapter begins by explaining the power relations within the NHS and among some of the key actors. It then highlights some of the key challenges including those posed by the loss of European Union (EU) staff following the UK's decision to leave the EU. In particular, it explains why it has become increasingly difficult in recent years to retain staff in the NHS. It then discusses some of the measures to stem the haemorrhaging of staff.

Effective clinical supervision for regional allied health professionals: the supervisor’s perspective

2013 ◽  
Vol 37 (2) ◽  
pp. 262 ◽  
Author(s):  
Margaret Dawson ◽  
Bev Phillips ◽  
Sandra G. Leggat
Keyword(s):  
Health Service ◽  
Performance Management ◽  
Clinical Supervision ◽  
Health Professionals ◽  
Best Practice ◽  
Allied Health ◽  
Care Quality ◽  
Regional Health ◽  
Questionnaire Response ◽  
Allied Health Professionals

Objective. To explore the effectiveness of the current clinical supervision (CS) processes for allied health professionals (AHPs) at a regional health service from the perspective of the supervisor. Method. A mixed method study with two phases, involving AHPs across nine disciplines, employed at a regional health service and providing CS. In the first phase 14 supervisors participated in focus groups which were followed by the completion of a questionnaire by 26 supervisors. Results. Focus group results indicated confusion between CS, line and performance management and mentoring. Clinical supervision was perceived to contribute to the quality of patient care and reflective practice. The challenges of time for busy clinical staff were reported. The questionnaire response rate was 52.1% and the mean total score for the questionnaire was 162.96 (s.d. 13.47), being 76% of the maximum possible total score. Clinical supervision was considered to improve care quality despite the avoidance of addressing personal issues. Identified CS improvements included empowerment through education, resources development, streamlined documentation and use of best practice protocols. Conclusions. The results identified AHP supervisors’ perceptions of CS and possible improvements to CS processes, including differentiating CS from line management, protecting CS time and the provision of critical feedback. What is known about the topic? There are limited published reports about CS for AHPs, with AHP supervisor experience and knowledge not previously reported. What does the paper add? This is the first study to identify current supervisor understanding and practice of CS for AHPs. What are the implications for practitioners? CS is a valued activity, the effectiveness of which may be supported by education and resources.

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