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Paper Q
Health Education East Midlands Governing Body
Learning points from 2015 Nursing and Midwifery Summit
Purpose of this paper
ESTMENT
PLANBody about the successful Nursing and
The purpose of this paper is to inform the
Governing
th
Midwifery Summit held on 6 February 2015 and provide the key learning points from the
event.
M Multi-Professional Education and Training
(MPET)
INVESTMENT PLAN
Why
is it important?
The Nursing and Midwifery summit brought together senior nurses and midwives from
across the East Midlands to debate the key leadership and workforce challenges currently
facing the profession and the whole Health and Social Care workforce. National and local
speakers who are experts in their areas of responsibility presented on issues such as:
U Multi-Professional Education and Training
(MPET) INVESTMENT PLAN
 Recruiting and retaining nurses and midwives.
l-Profess
Education and Training (MPET)
 Developing community and primary care learning opportunities for pre- registration
nurses.
INVESTMENT
PLAN


Shape of Caring Review
Revalidation for Nurses and Midwives.
The learning points from the event will help to shape the Governing Body thinking about the
forward plan and identify the key priorities for the coming 12 months.
How it links to our strategic priorities
This paper will support the discussion on setting out strategic priorities for 2015/16
What are the implications/options/possibilities/risks/consequences/impacts?
The consequences of not addressing the learning points from the summit and having plans
in place to respond to National initiatives such as Shape of Caring or Nursing and Midwifery
Revalidation and local workforce challenges will result in a nursing and midwifery workforce
that is unprepared and insufficiently skilled to needs of the population of the East Midlands.
What action/output/come is required?
The Governing Body will ensure that the issues are addressed as part of the development of
LETB/LETC plans.
Suggested resolution
The Governing Body are requested to receive the paper for information.
Author: Jane Johnson, Deputy Director of Workforce, Education and Quality
Date: March 2015
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Learning Points from the 2015 Nursing and Midwifery Summit
The East Midlands’ Nursing & Midwifery summit for 2015 was held in Loughborough
on 6 February 2015 on the theme of Leadership & Partnership Working.
160 delegates joined us from a range of employer, commissioner and education
areas of work. We also had a market place where delegates were able to view the
19 exhibitors (Universities, Unions, Training Providers and E- portfolio providers).
The day provided an opportunity for our nurses and midwives to hear strategic
messages from national leaders on topical areas affecting the nursing and midwifery
workforce. We also had an opportunity to learn about local work which is embracing
partnership working to improve patient experiences. A presentation from a carers
experience provides us with a moving account about her daughter’s death and
reminded us of the importance of leadership, communication and accountability in
our work.
Out twitter chat was active during and after the event, with some key messages
being shared:




‘growing our workforce- train, retain, recruit, retain everyone has a role to play’
‘learning about how NHS plan to transform nursing community and primary
care’
‘average age of student nurses 28; need to consider how attracting future
workforce, diverse of nursing careers’
‘cherish the workforce and create lifelong careers’
All slides are available on http://em.hee.nhs.uk/nursing-and-midwifery-summitleadership-and-partnership-working-6-february-2015/
Key messages from our speakers:
Recruiting & Retaining nurses & midwives in EM is everyone's business &
responsibility
The presentation & workshop illustrated the importance and value of attracting
nurses (and midwives but this was more covert in the message) to return to practice.
The campaign has used social media and local marketing strategies to attract
returners by working in partnership with HEIs and service. There is a need for
employers to be dynamic in offering flexible working to attract nurses back to work
and help address the shortage of nurses.
Community & Primary Care learning opportunities for pre- registration nurses
need continued support from Service & HEIs
To support and attract nurses to enter primary care as a first option following
graduation there needs to be a greater breadth of quality placements during their
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training. This requires primary care services to be dynamic and offer placements for
nurses (and other pre-reg learners) and showcase career options e.g. Nursing
Homes. HEIs need to market and support what they can offer primary care
providers who take on the responsibility of having under graduate learners e.g. tariff,
mentor training / CPD for health professionals, evidence how having students in the
work place drives up quality of care, how they can be a solution to recruitment
challenges, how this can support inspections such as CQC.
We need to learn and share information about nursing and careers in Nursing
Homes
Linked to above comments
By understanding how nursing and nurses operate within Nursing Homes in context
of hospital avoidance, management of long term conditions, managing acuity of
patients and being a pivotal member of the multi-disciplinary team will promote
nursing in this area. Rather than being viewed as a Cinderella service nursing
patients, mind sets need to shift to recognising this is the patient’s home and the
nurses there lead, manage and co-ordinate holistic health care.
We need to be prepared for Willis Report this spring which will impact on how
we train nurses and support them into employment/ preceptorship (as part of
their training)
Partnership working with Service, HEIs & NMC once we know the implications and
changes that are required will be fundamental to be prepared to implement the new
ways of training nurses. This will have implications for educators in education
institutes as well as clinical practice as we:



understand the requirements for mentorship and preceptorship
understand the recruitment process and opportunity for step off points
embrace widening participation opportunities to create career paths for
support workers.
Revalidation is still an area that many nurses & midwives are unclear about
and there are myths from the consultation period circulating
We need to keep abreast of outcomes from pilots in order to prepare employers
(NHS and PVI) for their roles and responsibilities for NMC registrants being fit for
practice and the links to HR processes. Part of this can be achieved by running
roadshows across the EM to raise awareness of the new Code of Practice and the
revalidation requirements for employers and employees ( with an emphasis on
registrant own responsibility for their practice). We anticipate a need to provide
training for the confirmer role as this has implication for their own practice and the
ability to provide quality feedback (I have funds to do these).
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HEE are exploring options to develop an electronic recording system to support
nurses & midwives evidencing their CPD which will also provide a platform to
support revalidation (this model is used in Scotland:
(http://www.nes.scot.nhs.uk/education-and-training/by-discipline/nursing-andmidwifery/careers-and-recruitment/nursing-midwifery-career-long-eportfolio.aspx )
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