Our Projects
Workforce development programmes to support our strategic objectives
Contact us via alliance.hub1@nhs.net to find out more about any of our projects. To help us navigate your query to the appropriate project lead, please state the project title in the subject line.
System Wide Advanced Practice Development
Duration of workstream: June 2021 - March 2025
Workforce transformation programmes in the Nottingham and Nottinghamshire Integrated Care System (ICS) continue to result in the growth and development of Advanced Practice (AP) roles. In promoting a system wide standardised AP governance structure we are improving access to AP training and funding, more accurate AP workforce data, and improved public and colleague understanding surrounding AP nomenclature, definition, educational preparation, role development and governance.
The System Wide AP workstream still has work to focus on, particularly surrounding the standardising of AP across the ICS and in encapsulating the ICS's 'one workforce' initiative.
Examples of current work in progress include continuing to support the adoption of the NHSE AP Governance Maturity Matrix for AP individuals and teams, rolling out bi-annual radiology requesting training for APs in Primary Care, and an e-Portfolio for Nottinghamshire Primary and Community Care APs to support their advanced practice competency/capability curriculums.
General Practice Nurse (GPN) Workforce Plan
Duration of project: Ongoing
Every year we have a General Practice Nurse (GPN) Workforce Plan that creates the framework for all the work we undertake to support the GPN workforce across Nottingham and Nottinghamshire. We have 5 pillars of focus; Recruitment, Retention, Reform, CPD and Leadership, and Equality, Diversity and Inclusion.
We have a variety of projects linked to the Workforce Plan that are focused around stages of a nurse career. This is from student nurses, new to practice, mid-career and late career practice nurses. The projects will have a focus around wellbeing of staff, professional development, supporting our nursing colleagues reach their full potential in areas of interest and areas to support clinical practice, and support improvement of local patient population health needs.
ARRS Ambassadors
Project lead: Nicola Payne
Duration of project: July 2023 onwards
PCNs across the county are actively engaged in the Additional Roles Reimbursement Scheme (ARRS) which helps fund 16 new roles into Primary Care. There are some challenges around recruitment and retention as these roles become embedded. Some ARRS staff are feeling isolated and struggling with the transition into Primary Care / Primary Care Network (PCN) working, and some roles are still misunderstood by Practice teams.
The ARRS Ambassadors Project aims to address these challenges in recruitment and retention; support, develop and connect the ARRS workforce; and engage with stakeholders across the ICS to improve understanding and utilisation of these roles. They will represent the voice of ARRS roles, their needs and suggest solutions to enhance the integration of a Primary Care multi-professional team.
Developing Mental Health Capability in Primary Care
Duration of project: October 2020 onwards
This project has several important deliverables including redesigning the work of the primary care healthcare team based on the creation of a new healthcare model. This is similar to the approach of long-term condition management within the physical health care setting. This group has achieved:
A review of primary care roles
Creation of a new pathway
Unpacking the primary care team into its constituent roles and using the new pathway to identify role-specific training
Helping to create multi-disciplinary teams
Improvements include a tool kit for use at practice and/or PCN level and piloting University level training modules.
Equality, Diversity and Inclusion (EDI)
Project lead: Errum Mumtaz
Duration of workstream: Ongoing
Equality, Diversity and Inclusion (EDI) is the golden thread that must run through all our activity. Our priority is to ensure Nottingham and Nottinghamshire’s Primary, Community and Social Care teams have a solid understanding of what EDI means, and support them to build an inclusive, positive culture where everyone can bring their whole selves to work.
Being an inclusive organisation with diverse representation at all levels of our team is important to us. We recognise diversity helps us attain a rich pool of skills, mind sets and experiences which leads to resourcefulness, greater resilience and innovation.