Page 12 - Calderstone AR 2015

12 CalderstonesPartnershipNHSFoundationTrust Yearbook 2014 - 2015
Workforce and Learning and Organisational Development
The Trust is committed to transforming itself with the vision of “changing lives through excellence”. The Trust recognises the essential role HEE
has to reforming the health system
and leading on improvements in patient care by focusing on values and behaviours, educating and training
and the learning and development of the workforce responsible for delivering that care.
A number of Calderstones staff are part of the forums and working groups. Recruitment into all new
NHS-funded training posts includes assessment of appropriate values and behaviours (6C’s). The Trust has implemented values based recruitment and participated in a range of local/national activity to develop its workforce.
The Trust support HEE’s work around the Educational Outcomes Framework driven by the Department of Health.
It is committed to transforming its workforce to address future challenges, aspire to excellence in training as well as a better educational experience for all staff (including trainees and students), supported by a fair and responsive funding system. The Trust has completed and returned its Annual Learning & Development Agreement
to HEE NW and support all activities in relation to the provision of education and training.
The Trust supports national strategy, the Health Education England’s (HEE) Mandate and its role to provide national leadership on education, training and workforce development and includes a comprehensive and wide-ranging series of measures.
The organisation has offered a wide range of education, training, learning and development activity for all staff. In 2014/15 it has provided training that responds to changing service users’ needs and ensures they are cared for by staff who are properly inducted, trained and qualified, and have the required knowledge and skills to do the jobs the service needs, whilst working effectively in a team.
The Trust participated in the annual return of the workforce planning information in the summer of 2014.
It is committed to working in partnership with its staff side colleagues and sees the sharing of information, learning and collaboration as critical to improving provision. Close working with service colleagues ensures that there is joint collaboration on the skills mix and staffing levels the Trust needs to achieve. There are a number of activities and work streams that are seeking to respond to the needs of our service users.
The Trust deploys a range of actions and activities to ensure that it responds to data, analysis and trends in terms
of workforce statistics. The Human Resource department works with line managers to ensure that plans are in place to anticipate and mitigate risks, identify headcount issues, support staffing levels and the recruitment
of staff.
There are local, regional and national pressures to ensure that key roles are filled and expertise/specialised roles are recruited to. There is a backdrop of issues that present further challenges; shortage of nurses particularly in regard to learning disabilities; absenteeism and retention. A number of these have resulted in national campaigns to attract, retain and encourage people to return to practice as well as widening access initiatives.