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If you require more information or a transcript of this video please contact: england.ahp-preceptorship@nhs.net
Amal, can you share the slides, please? Good morning, everybody. Welcome. We’ll just wait until we let everybody in this morning, OK? Welcome everybody this morning. We’re just gonna let everyone into the meeting. We are expecting quite a large number of people to join us.
I’m just wondering if Rosie or Amal, you can open the lobby because I’m getting pinging constantly as people are coming in. It’s not allowing me to at the moment. Sorry, Amanda. OK. OK, as you’re entering, you’ll see that your chat has been
Disabled for today, but we will be using the question and answer boxes, so please do post any questions you’ve had. We will have some limited time at the end for questions, but we will try and cover those for you today. We’ll just give another minute just to let people in and
Then we’ll make a start. OK, OK, we will. We’re at 2 minutes past, so we will make a start with the webinar. Today, the webinar is being recorded and we’re hopeful that we’ll be able to post one of our webinars onto
Our web page so that if anyone wasn’t able to attend or isn’t able to attend the whole session, they’ll be able to join us today. OK, Can I have the first slide please? OK, so welcome everyone to this webinar today from the HP Preceptorship and Foundation Support Team NHS England. The
Webinar will last one hour, so we will finish at 12:00. On joining, your camera is set to off and your microphones are muted. As I mentioned, the chat box has been disabled, but you’ll be able to use the question and answer boxes. So if
You do have any questions for us, please just let us know within the webinar we are recording and we are hoping to be able to post one of the recordings with the slides and a frequently asked question document that we’ll also use via our website.
If you are using social media channels, please do use the hashtag hashtag National HP Preceptorship for the webinar today. So I just wanted to say welcome to everyone, my name’s Amanda Weaver. I’m the AHP Preceptorship Workforce Lead at NHS England. And I’m really pleased that we’re being joined
Today by Mark Platt, who’s the policy Lead at the Health and Care Professions Council. And also Professor Christopher Burton, who is the Professor of Health Sciences Research at Canterbury Christchurch University and has been part of the project team and leading that project team to undertake the engagement and the research behind everything.
Your hearing today and the publications we will go through the principles for preceptorship which were published yesterday. We will then go through the research. We’ll also go through then the standards and the framework which were published on Monday. As we mentioned, we’ve got a limited amount of time at the
End of the session today to do a question and answer session and our perception fellow Rosie will mind the question and answers for us and try and theme them into any questions that we may have. Next slide please. So the first thing we want to share with you is just our
Animation from the programme, which will give you a little bit more on the background of the programme and the work that we’re going to discuss today. Thank you, Amal. Our allied health professional or a AHP workforce provides safe and effective assessment, treatment, diagnosis and
Discharge of patients across health and care. It is vital for future workforce recruitment and retention that AHP’s feel valued, confident and integrated in the workplace. In response to this, preceptorship has been identified as fundamental to support a HP’s undergoing periods of career transition. Preceptorship is a period of structured support during
Transitions to help the AHP growing confidence within a preceptorship programme. Preceptees are the individuals receiving the support and guidance, whilst the preceptor is the individual providing support to the preceptee. See. Preceptorship programmes can aid a variety of career transitions, including but not limited to, newly qualified, internationally educated and recruited, returning to practise,
Returning to roll, for example from maternity leave. Change of work setting benefits for preceptees include developing confidence, feeling valued and feeling welcomed into the workplace. Preceptorship also benefits preceptors by supporting lifelong learning and developing supportive skills. This will lead to more confident AHP’s which will contribute to
Enhanced care for patients and service users and support recruitment and retention for employers. To support this work, we will produce the Preceptorship Principles in collaboration with the Health and Care Professions Council or HCPC, which provide evidence based statements outlining what good preceptorship looks like. The AHP Preceptorship Implementation Framework, which
Will provide evidence based guidance for those implementing and delivering preceptorship with accompanying resources. An online perceptor E compendium to support and prepare preceptors by providing training and resources. AHP professions specific considerations for preceptorship, further resources to support receptors in role. Preceptorship is part of the national AHP Preceptorship and
Foundation Support Programme which has been established to ensure that AHP’s receive high quality early career support. In addition to preceptorship, this national programme of work also includes supporting AHP’s in the form of pre- preceptorship, a period of preparation for AHP’s to support their transition towards employment and foundation support, which runs
Alongside and after preceptorship as a matrix of opportunities supporting upskilling across the four pillars of practise. To find out more about preceptorship and the overall programme of work, please visit our website and register for our monthly newsletter to receive updates. Thank you. Next slide please.
So as we mentioned, our team are based with NHS England and we’ve got three elements to our programme of work. We’ve got the pre preceptorship element, what can we do to support people as they transition into employment. The more well known preceptorship part which is that period of structured support to
Help build confidence across transitions. And also we are exploring the foundation support area which is looking at that upskilling aspect. But the main aim for our programme is to make sure that we’ve got inclusive access to that tailored support and development across a range
Of transitions. So within this, we’re not just thinking of newly qualified members of staff, we’re also really thinking about returning to practise internationally educated and recruited people who’ve had periods of time away from the workforce. And also those that might be moving into different roles in different settings. Next slide please.
So the reason this is so important moving forward, we know that we have seen within two of our strategy documents about how important preceptorship is. So within the NHS long term workforce plan we know that retaining staff will be vital moving forwards and actually the collective impact
Of the long term workforce plan can be to reduce the number of levers by 128,000 full time equivalents over the 15 year time frame. And we know that with that document they do highlight the preceptorship is key for the wider workforce. It mentions our nursing and our midwifery frameworks that we already have
In place. And because the long term workforce plan is an iterative document and it will be reviewed every couple of years, we will be adding the work from the AHP preceptorship to the long term workforce plan in the future within a AHP’s deliver. We know that we talk about AHP’s in the
Right place at the right time with the right skills, but also bringing together our universities and our employers, both, so that we can build that confidence for students as they move through those transitions. And we know that if staff are fully engaged, well led and retained, this has massive
Impact the patient care which is at the heart of everything that we’re doing. Next slide please. So this is just to give some data behind what we’re talking about today. So the slide on the left shows the grey line which is the lever data from NHS England for AHPS
And this is across all AHP’s at all stages of their career and at the moment that’s sitting at 6.5%. But we know within the first few years of someone’s experience that actually that lever rate is much higher and at the currently is sitting at 10.3% for all of our AHP’s.
Now it has come down from 11% which is what we were quoting previously and it has come down to the pre pandemic baseline. But what we do want to see is that either is maintained or declines further as we’re putting in more support for early careers.
We know that some of the reasons behind why people leave early in their careers and sometimes this is around workload, the expectations and managing expectations as you move into the workforce, the difference between placement experience and actual work experience once you start employment. We also know
That people are looking for that difference in work life balance at a much earlier stage. So we’re not just talking about flexible working, we’re talking about working in different ways. So this may be that people are wanting more of a portfolio type career much earlier in their career than previously had.
We also know that people are keen to keep developing and keep developing at every stage of their career. But what we’ve heard loudly through all the research and engagement that we’ve done is that people want to feel valued. They want to
Feel part of a team and they want to feel like they belong. And this is where preceptorship is key to supporting that workforce. Next slide please. So we’ve talked about some of the data from NHS England, but also we need to at a look at what’s happening with our registration. So
Looking at data from the HCPC, what we can actually see is there is a decline in registration within four years and that’s the equivalent to one in 18 of HCPC registrants. This does vary depending on the different professions, but we
Should note that it can be as high as one in eight for our prosthetists and our orthotist. And what the study found was that there’s a strong link between our profession size and deregistration rates. So we need to be mindful of this and mindful when we’re thinking of that multi professional but also
That uni professional support that’s available. Next slide please. So earlier this year we went out with some baseline data to collect to find out the actual landscape of a preceptorship across England. And this was because we knew that it was very varied and we heard really good stories of programmes where it
Is multi professional and content and inclusion. But we were also hearing of pockets where people were not able to access any preceptorship support or that it was really inequitable with what was being offered across our AHP workforce. So 71% of our trusts across England responded, and this is
Across all of the regions of England. We also did have responses from social care and some private and independent voluntary organisations. And what we found was that actually 64% of organisations that responded are offering preceptorship to AHP’s already. But what we also found is that leaves us with 36% for either
Aren’t offering preceptorship at all to any of their AHP’s or are only offering it to certain groups of AHP. And obviously our aim is to ensure that we’ve got inclusive access for preceptorship support. Next slide please. So our preceptorship landscape landscape across England now
Looks very supportive as we move forward. We know that our nursing and midwifery colleagues have had their principles for preceptorship from their regulator, the NMC, for over a year now. And we know that the nursing framework got released last year and the midwifery framework earlier in the year.
So now we can say from this week that actually we also have our principles for preceptorship from our regulated HCPC and we also now have our AHP standards and framework published as well. And this allows organisations to look at that preceptorship support that is offered and ensure that we
Are offering high quality preceptorship for all of our staff moving forward. So I’m now going to pass over to Mark Platt from the HCPC who can update us on the work that went behind the principles for preceptorship and update us on the publication that happened this week. Thank you, Mark.
Great. Thanks Amanda. I’m just going to post into the Q&A the link to our preceptorship web pages, which is where our principles and support information is now available. It was published yesterday at 11:00. So it’s quite still quite exciting that we’ve, after quite some period
Of time, we’ve now got this work to fruition. Um, I think one of the important things saying Amanda already lose this is that the work that we’ve done, HCPC has been based on collaboration with colleagues and she’s England’s colleagues at professional bodies that represent professions that we
Oversee and also registrants who contributed to developing the principle. So it’s been a collaborative effort and we hope that the work we’ve produced will be beneficial across all of those groups. And say also that although this presentation or this session is around AHPS, our principles are designed for all
Of the professions that we regulate. We regulate 15 professions. If I could have the next slide please. So just a little bit about HCPC. So we’re a statutory regulator. We protect the public by regulating healthcare professionals across the UK. We promote. UH, we promote. UH, Professional practise. We regulate over
300,000 registrants across 15 different professions. We do that by setting standards for education and training and practise. We approve education programmes that professionals have to complete before they’re able to register with us. We keep a registered professionals known as registrants. You must meet our standards. We active people on our register don’t
Meet our standards and we act to stop on registered practitioners from using protected professional titles. So preceptorship fits into that because it helps to support our registrants at key points of transition. Um many of you will those of you have heard of prefer of
Preceptorship may have heard of it from nursing colleagues where traditionally it’s been around newly qualified professionals. But we’re looking at other key points of transition as well. So people returning to practise after time away that can include parental leave, family care needs people coming to work in
The UK for the first time coming through our international registration route and we know that’s a a large and growing number of people coming to work in the UK and people at career progression points. So that’s people who are taking promotions, taking on new responsibilities, changing work
Locations. So those those key areas are points where as Amanda said people are competent to deliver their roles but they might need support in confidence and that’s what preceptorship is there to do. If I could have the next slide please. So just give you a bit of a background about our principles
And the supporting work. So we developed through stakeholder engagement and consultation that ran over autumn last year and we had quite sizable number of responses to that. We’ve also engaged with professional bodies and a number of engagement activities, professional bodies during the course of the past year.
The principles themselves were actually approved by council in February, UH, this year and we’ve actually published a response to that consultation in March. But we spent the time since March developing a whole suite of supporting information because it was important not just to put that at the
Principles, but also to give some examples about how they could be best used. They’re high level principles and if you go to the website, you’ll see that they are set at such a level that they’re appropriate to the full range of settings and working arrangements that the people we regulate operate
And also they’re supportive to the AHP’s regulatory infrastructure. So you’ll see if you look at the principles and you look at the document that they connect to our standards, for example about how people can use being a preceptor to support their CPD requirements.
Uh, if I can have the last slide please. Uh, sorry, next slide. So the principles themselves, there are 5 headings, principle one is around organisational culture and perception and we appreciate that actually preceptorship is an important element or good preceptorship is important to be
Supported by good organisational culture and belief in in what preceptorship it can deliver. Principle two is around quality and oversized preceptorship and that’s an important element of ensuring that is regularly monitored and given feedback from. People involved in the programmes. Principle three is preceptee empowerment, preceptees is Amanda who said
All the people who are receiving preceptorship and our principles really state clearly that preceptorship should be tailored and that the feedback from people receiving it should be used to improve the programmes going forward. Principle 4 is about the preceptor role. Preceptors is all the people who
Are supporting preceptees and again this important role because they need support and training as well things like protected time and giving resources and support. Then principle 5 is a broad one about delivering preceptorship programmes and recommendations for how those can be done. Done well, uh, and to meet the needs of
Organisations and individuals, our principles do connect to the NMC principles. So there are similarities. And if you look across, you’ll see that there are similarities between the two sets and the pieces of work. But our principles are specifically tailored to the professions that
We regulate. And as I say, looking at the settings in which they work and appreciate that people work in a broad range of settings and have a broad range of working arrangements. This is my final slide, Slide 5, please. Thank you. So uh,
As I said, the principles were published this week. They were published yesterday, that on our web pages you’ll find content, but also two documents. We published them in Welsh and in English. Basically the document has the principles, supporting information about how to use the principles, and there’s some
Case studies both linking to existing programmes, for example, the interesting programme also programmes from professional bodies as well. Um, where we know there are a number of preceptorship like programmes that have been promoted by professional bodies, so that’s supporting information is available on our web pages.
We’re also working with colleagues from the furniture systems. So although this presentation is around the works being owned in England, we’ve been working with colleges in Scotland, Wales and Northern Ireland to support their offers and we’re looking to support them both in terms of existing
Programmes to improve them and and build on the work, but also where there are thinking about developing new preceptorship programmes. Then lastly, this is important one that came through from my consultation work that we appreciate that lots of our registrants work outside the NHS and so we’re continuing the
Work, the development work to see if we can offer support to people on our registers, on our register, other who are working in independent in charity and voluntary sector organisations or working as solo practitioners. Because we appreciate that for preceptorship to work, it has to
Work well for everyone and has to be as successful as possible for everyone. UH, And those of you working in organisations may also be aware of our professional liaison service. That’s a team of people that go out and to organisations and promote the work of HCPC to
Employers and to Register’s working in organisations. They’re also going to be doing some content as well to support preceptorship and support our principles. That’s it from me, I think I hand back to Amanda. Thank you. Thank you, Mark. And now we’ll hand over to Professor Chris
Burton, who will tell us a little bit more about the research behind the principles and the standards and the framework. Thank you, Chris. Thank you, Amanda. And so next slide please Amal and so the work that we have been doing to support the development of the of the standards and framework, spans I
Think probably nearly two years. So I’m just gonna give colleagues on the call a flavour of the work that we have been doing during that time, as I say to develop the evidence base and for and to support the development of the standards and
Framework. So the first phase of our work was really to pull together what we currently know about preceptorship, UH, and the way that it supports the development of allied health professionals. We took a particular approach to looking at what we already know. We used a methodology called realist synthesis. So rather
Than asking a question of does preceptorship work for the allied health professions? And the question that we sought to answer was how does preceptorship work, how is it useful and perhaps what are some of the conditions, influences that make it more or less useful in different
Circumstances. So that was a really important first phase to help us pull together what we already know and what is represented within the research that’s been done and within the very various policy initiatives that have happened to date. The second phase of our work was really to address well knowing
What might work is one thing, but we need to make sure that that influences on policy and practise. So we then developed a a second phase to our work to really shine a light on implementation. How do we get the evidence base into practise?
We took a particular lens on this challenge and for those that are really interested in theory, and some of you on this call maybe and the theoretical framework that we used was normalisation process theory. Essentially what it meant is that we were particularly paying attention to the work that individuals and
Teams and organisations could do or needed to do to get AHP preceptorship into practise. So we were really focusing on the the tangible thinking and doing work that that people were engaging there because we wanted to make sure this work was impactful. We
And Co designed and all of the outputs that we’ve generated and stakeholder engagement has been a key feature of our work throughout this process. And if anybody on this call today contributed to any of our webinars or discussion groups or social media, then thank you very much indeed for your
Contribution. At all points in the projects we’ve had a group of experts who have been really useful in reviewing our outputs and providing some critical commentary, uh, and ensuring that what we’re focusing on, umm, are the most important points in terms of getting preceptorship much closer to the experience of our allied health
Professions. And so you’ll see within the slide represented the sort of step to approach to our project. Initially looking at the evidence base and translating that and and forming some best practise statements where there were gaps in the evidence place. We conducted some mini case studies across different AHP
Faculties that were more or less um progressed in terms of their AHP preceptorship. We conducted a a number of webinars where people were able to comment on some of our findings and and contribute to the next stages of the project. And then as I say
The synthesis and Co production work to produce the standards and framework in a way that it is most accessible for our colleagues in policy and practise. So next slide please amal um, I wanted just to perhaps give colleagues a sense of some of the issues and themes that emerged during our realist
Synthesis. This is the sort of the what works and why in relation to AHP preceptorship and there are a number of themes that really leapt out at that analysis which have been helpful in taking the work forward. So clearly the multi professional aspects of of preceptorship
Do appear to be really successful, really helpful in terms of building collaborations across different professional groups within organisations and perhaps within and across organisations themselves. So some clear benefits from allied health professionals taking part in preceptorship amongst other allied health professions and sometimes with nursing colleagues, medical colleagues as well. However, counter to
That or balancing that is the importance, they’re uni professional elements of preceptorship that really help people concentrate on that professional identity and visibility within organisations. Because the difference allied health professions are fundamentally different in terms of their history and the ways that they work and how they are organised within health
Organisations for example. And we know that building professional networks and capacity is really important, particularly for those smaller but vital allied health professions who may find it hard to access those uni professional elements of preceptorship within their own department or organisation. We know that allied health professional preceptorship works
Best where it is tailored, where it’s personalised to the experiences and the needs of individual registrants, But all of the different transition points that you heard both Amanda and Mark referred to. And we know that allied health professional programmes can really demonstrate the commitment of organisations to
Our allied health professionals as individuals and employees of those organisations as well. Allied health professional preceptorship can contribute to that sense of a of a learning community within organisations and again helps to develop that commitment and loyalty and reputation of of organisations. That was a really interesting
Thread in our evidence in phase one, where organisations that had strong, mature allied health professional preceptorship programmes were able to use that within what is rather a competitive workforce market. We also found that allied health professional preceptorship worked best. Where those preceptorship programmes clearly referenced anchors artefacts like professional body and career development
Frameworks or the four pillars of practise for example, that that really helped people see their preceptorship experience as part of an overarching programme of professional developments that was integrated across their professional careers. And next slide, please amal So I’m going to move on now to some of the consultation work
That we conducted to help translate that evidence base into the standards and framework and to support its implementation. So there were a number of components to this work. We wanted to look at and do that sort of deeper dive into and preceptorship programmes that were at various stages of
Development. And that enabled us to identify some consistent, some common themes, common consent, common approaches within preceptorship programmes, but also to look at where things were done slightly differently and how that may or may not impact on their effectiveness. So we really did want to get a
Sense of actually what was happening, um, within practise. At the moment. Our approach through this work has really been to think about preceptorship, not as a discrete programme but as part of a whole system of support for our allied health professionals. That I
Think has been really important on a number of levels, not least ensuring that all health allied health professionals can access the different types of support that they need, which may need to draw on sources outside of their own organisations. So to understand that we did, um, uh, consult with a number of
Um AHP faculties across England to get a sense of how preceptorship was joined up and at a system level and how that system lends on preceptorship was adding value to preceptorship within those faculty and geographical footprints. We really wanted to get a sense of what the
Different needs across different transitions that you’ve heard Mark and Amanda referred to and what those different experiences were. So here we conducted a number of webinars looking at both transitions and but also issues around inclusion and access and overarching 5th webinar and to explore the particular experiences of different groups of allied
Health professionals. And we really wanted to make sure we were consulting widely in this work. And so part of of what we were doing included an online survey where we consulted with both experts and the wider allied health professional workforce to really try to plug
Any gaps in the evidence base that we’ve identified within phase one. So I’m hoping that colleagues will on the school will see a whole range of methods that we’ve used to try and ensure that the and standards and framework are evidence based whether it
Gaps in the evidence in the research based evidence. Then they were filled with both current practise and expert consensus of what good looks like and so that we provide some output for our colleagues in NHS England and they’re they’re they’re as credible and strong as they may be. So I will
Complete there and then I think I hand back to Amanda, wonderful, Chris, thank you so much and a really lovely summary of all the the research and the collaborate collaborative approach that’s been used to actually inform this work moving forwards. So I’ll update you on what’s happening with the
Preceptorship standards and framework. And as we mentioned, these were published at the beginning of the week and I hope that many of you have had the chance to actually have a look at the document, have a look at the web page before today, If
Not, have a look afterwards and the links will be popped into the chat for you as well. If I can encourage you again, just any questions that you’ve got, please pop them into the chat and Rosie will theme those for us and we’ll see what we’re able to answer with the time
That we’ve got available. So next slide please. So again, we mentioned, Chris mentioned and Mark mentioned about the importance of Co production with this work. But this is just to let you know around the governance and the stakeholder engagement that has been done with regards to our
Programme and including the standards and the framework. So we do have a programme steering group that is made-up of representatives across different working environments. So it includes NHS, but it also includes social care, primary care and it includes the independent healthcare provider network. And this is really important because although we’ve published work
From NHS England, our work that’s been done is fully transferable across all different sectors. And we’ve made sure we’ve had inclusion from those environments so that we can make sure that that work can be transferred to those settings. We’ve also had preceptees, preceptors, preceptorship leads and students as part of that programme
Steering group so that we can make sure that this is relevant to all of those stakeholders. We also have our advisory group and that’s made-up of all of our professional bodies for AHP, but wider than that, it’s also representatives of some of the HCPC registrant bodies as well. So again, that transferability
Of the work, the learning in the same space across not just ourselves, but also healthcare, science and psychological professions as well. As a programme we report into the NHSE Workforce Training and Education AHP Oversight Forum and we also link into the Midlands Regional Board because our programme of work is hosted
By the Midlands AHP team. We’ve heard from Chris that the project team at Canterbury and Christchurch University undertook reviews, surveys, interviews, webinars say wide stakeholder engagement in their work. We’ve also heard from Mark that with the HCPC we did some pre consultation engagement workshops in 2022 and then went
Out for formal consultation on the preceptorship principles this time last year. And within that, we made sure we asked questions around implementation. And that feedback, the questions that were asked, we’ve made sure we’ve included, as we’ve thought about the standards and framework. We’ve also set up earlier this year a national AHP
Preceptorship lead network that meets every other month. And again, this is to share practise at a national level, at a regional level and to focus on some of those issues where we can learn in the same space. We’ve collaborated at national, regional and system and organisational level, including presentations, updates. And we
Also have a programme newsletter that you can sign up to so that you receive information about publications, resources and events that are happening from the programme. But one really important piece of all of this work with the HCPC, with the research team, with ourselves has been that
Professional body engagement. And it’s been fantastic to have full support and alignment with our professional body colleagues. And this is culminated this autumn where we’ve been running some AHP preceptorship professional body webinars and we’ve got some further ones that are happening into their new year. But I’m really pleased to say that
Actually we’ve been holding events with all of our professional bodies. And again, it’s this collaboration alignment and this willingness to work in this same space to support our AHP’s moving forward that is so vital. Next slide please. So as we’ve mentioned, our standards and our
Framework are now available on our website. There’s a specific chapter on our website that is for the standards and framework, and this breaks it down into the different parts of the Preceptorship standards and Framework. What you’ll also have within there is also a toolkit of
Resources, because one thing we did hear from people through the HCPC consultation was how useful it would be to have templates to set up preceptorship programmes or to evolve some preceptorship programmes as they go forward. Next slide please. So we’ve heard as we’ve moved along, we’ve heard about how
Important it is to tailor this support. And this is something that we’ve heard really loudly from all of our AHP’s. We need to really think about how we meet someone’s individual needs because they could be coming from a first, second, third career. They could be coming from an apprenticeship route,
They could be coming returned to practise or internationally recruited and their individual needs will tailor that support that’s required. We then need to build their professional identity as an occupational therapist, as a music therapist, as an osteopath and then we need to think how we link together as allied health
Professions so that we can learn in that same space. We can allow more opportunities and we can enable the voice of the AHP workforce. We then need to think about how we work wider with our nursing, midwifery and medical colleagues as part of that overall workforce in organisations. And this is where
When we’re thinking throughout the standards and framework about multi professional offers and uni professional offers, it’s important that we think about these four layers with everything that we’re offering, what could be provided across our workforce, what maybe needs tailoring just to AHP or is there something
That’s needed specifically in preceptorship support for a particular profession? Next slide please. So we’ve heard from Chris already a little bit about the research behind what’s unique about AHP Preceptorship. But the main thing here is around the different professional development frameworks that are produced by the professional
Bodies. That building of professional identity and belonging. How we make sure that those AHP’s from small and vital professions are able to access support and access same profession support, especially when in some organisations they may be the only percept from their profession in that organisation.
What we also need to think about is how we use the system to support that. So this can be much wider than just within an organisation. But how do we work together and collaboratively to deliver successful AHP preceptorship? Next slide please. So we think very much about the approaches to AHP preceptorship.
And what we found is that AHP preceptorship should be Co designed and it needs to be Co designed by everyone who’s involved. So that involves your preceptees, your preceptors, your preceptorship leads, your service managers, your chief Ahp’s you know and unorganised nations together looking at
This. So that actually the content and the inclusivity of that preceptorship offering fits the AHP workforce. It needs to be strength based. So what can you bring as a preceptee to your preceptorship programme and what can you build on And that’s what will empower our Preceptors to move forward
With this support. And as we mentioned, inclusion is so important because we know that actually at the moment we don’t have a fully inclusive offer for all of our AHP’s Building on this will support the delivery of workforce sustainability, but we also need to think about that enviable
Environmental sustainability. So thinking about how can we use digital resources, but also keeping health and well-being key to all of the AHP preceptorship that we’re offering. Next slide please. So the AHP standards and framework provide some standardisation and guidance for continuous improvement. This is
Not about if you provide AHP preceptorship or not. This is about how we start this journey together with the HCPC, with NHS England, with organisations and systems to really start to look at those opportunities to continually improve what we’re offering. It includes some core components that should be
Considered and also has a blueprint of some activities that can be done to implement AHP preceptorship, but it can also be that tool to develop collaboration and that whole system approach to preceptorship. And actually it’s about developing an effective, flexible bespoke strategy that
Best fits your AHP workforce. What we’re not doing with the standards and framework is telling you exactly how to run your preceptorship programmes because that is an individual organisation responsibility to look at how that can be provided. We’re not looking to replace anything that’s already
And in situ within organisations. What we want to do is give you those standards so you can continually improve and that framework of best practise so that it gives you some ideas and some tools that you can use so you can improve and continue to improve your practise. Next slide please, so
We can see how the standards that have been have come from the preceptorship principles align. There are 5 preceptorship principles and they extrapolated out to provide 20 preceptorship standards. And some of those that I feel are really, really important are around the policy and the governance, the leadership for
AHP preceptorship. That is really key that inclusion, that tailoring, but also evaluation and impact. So a lot of programmes talk about evaluation and how they look at their programmes within their organisation. But we now need to start thinking much more widely now that we’ve got the standards
About what the impact of this and the impact moving forward is on providing preceptorship on things like retention, recruitment, sickness rates and also retention within professions. We talk about a suggested 12 month support. For preceptorship, although this is tailored. So if somebody comes in and requires less time because they’ve maybe been on
Maternity leave and a bespoke package of preceptorship may look different for them, that’s absolutely fine. But it is a suggested 12 month support. We talk about protected time, we talk about training and development of the preceptors because we know that the preceptors are key in providing high quality preceptorship. Next
Slide please. So within the framework itself, we’ve taken a quality improvement methodology like PDSA cycle to really look at how we design preceptorship. We build the contents, we implement this, we deliver, we evaluate and then we go back and redesign and we continue again to look at that improvement cycle. And within
The framework we have got suggestions for you of activities that have come from best practise and our evidence based that can raise the level of your offering. Next slide please. So within redesign we’re thinking of how we build networks, the awareness of the evidence, drawing on feedback
From all of our stakeholders, how we establish content and how we design again using that best practise, but also how can we do that tailored strength based approach. And then what’s the governance behind our preceptorship? Have we got board level accountability for AHP
Preceptors yet? Have we got that leadership? How do we link in our chief AHP roles with preceptorship to really drive this forwards? Next slide please. We need to establish the resources for preceptorship and this is thinking about things like your perceptual capacity. Do you have enough preceptors to support your preceptors of the
Future? How can you look as a system to how you can provide that resource behind AHP Preceptorship? Next slide please. And then when we’re implementing, we’re thinking about how do you ensure you’ve got an inclusive offer, how can you embed protected time for preceptees and preceptors and
How can you identify that training and support that is required? Next slide please. Within delivering preceptorship, we’re thinking of some of those pre preceptorship activities such as step to work, but also looking at how our preceptees and preceptors can work together, the meetings, the portfolio, the length, the
Preceptorship programmes. And then really importantly, what happens after preceptorship? How do we signpost to other support that might be required and opportunities and development after preceptorship so that people don’t feel that they’re just falling off an edge of a Cliff after they’ve finished preceptorship. Next slide please. And I’ve already mentioned
That in all good quality improvement, you must evaluate what’s happening. So we need to find out what’s happening on an annual basis for that organisational preceptorship for that system offer. We need to look at the data, we need to look for themes and trends and we need to use that to help us
Design in the future. And again, I will say really looking at that impact and that return on investment for preceptorship and then we really must celebrate preceptorship, celebrating with the preceptees, celebrating your preceptors, but also celebrating that to raise awareness within your organisations and systems. Next slide please.
So as we mentioned, we do have a toolkit that’s available to support. It already has the 1st 10 items that are on that list and we’ll be adding to this. So this will have future resources as well. We’re in the final design stage of a self-assessment tool, an organisation and system level so
That people can understand their preceptorship programmes, can benchmark themselves against the standards and the best practise that will enable them to do gap analysis and to prioritise what their improvement ideas are for preceptorship. Moving forwards, we’re also looking at some checklists for some of the
Different roles and come the new year we’ll be starting to look for organisation and system best practise case studies of how organisations and systems have linked the preceptorship principles from the HCPC and the standards and framework to their preceptorship programmes. Next slide please.
So as I mentioned, we do have a limited time. We’ve got 10 minutes at the end of today to for some questions, but we do also have some future sessions to look at questions and answers. And what we’ll be doing is taking all the questions that
Have been asked from the three webinars that we’ve been holding and we’ll use them as the basis for these question and answer sessions. But also the floor will be open so that you’re able to ask questions once you’ve had time to review the principles,
Review the standards and framework and are come to us to ask us some questions. OK. Rosie, I am going to hand over to you and ask you what some of the questions are in our box. while we’re doing that and now can I just get you to move on to
The next slide please and onto the next slide. Thank you. Rosie, are you happy to to ask us some of the questions that have come in from people today? Thank you. Cool. So there’s been some great questions about multi professional preceptorship. So one is do you think it’s useful
For AHPS to have a multi professional programme with nurses and midwives or would you advise one for AHPS and one for nurses? OK, so I can see that Chris is nodding uh, while we were talk while you were saying that question and I think from what
Chris said earlier about the research and then what’s within the standards and framework, we can see the preceptorship needs to be tailored. So there might be some opportunities for multi professional elements, but there will also be parts where we need to think more about that AHP aspect or that individual
Professional aspect. Chris, did you want to come in on that? I think you’ve made a really good good stab at that answer Amanda. Thank you. I think you know the evidence base would suggest that there are benefits from both multi professional and uni professional elements. But we
The the evidence indicates that those multi professional elements help people to build relationships at a very practical level to get to know other professionals from other groups and understand how local pathways may work for example. And there’s an element of people in a similar position within their workforce benefiting from that
Learning together. But we also know that preceptorship, AHP preceptorship needs to provide opportunities for people to really develop as professionals within a professional context and and so that combination of both motive of of both multi and uni, professional elements of AHP preceptorship are important.
Wonderful. Thank you, Chris. Mark, did you want to come in on that point? Yeah, I mean, it’s just to say that when we did our consultation, quite a lot of the feedback we had was from people who said we’ve been on perception, but it was very
Nursing focused. It didn’t really reflect our needs and experiences. And so there there is a demand for preceptorship that is focused on AHPS and our registrants more broadly and their experiences. I think as Chris said, it’s about making sure it’s tailored to the needs, but there is certainly a demand,
If not a need for AHP preceptorship as being a distinct offer. Thank you. Thank you all for that. Another interesting question that’s come up is about talking a bit about kind of those workforce transitions and they said, so that they realising that in the framework you opened preceptorship up for those
Changing work settings. And this person says that their trust covers different settings. So like physical health, mental health and learning disabilities and and lots of their Ahps are in rotational posts with maybe six months within each setting. And they were wondering about how they can handle that and support those AHP.
So when we’re thinking of those different sort of transitions, we’re not necessarily thinking about rotations as such. It’s more moving from one workforce setting to another. So when we’re thinking about that, we’re thinking about the the OT that moves from acute care into social care for the first time.
We’re thinking about that organisational change. So thinking about the osteopath that’s working independently who’s coming into the NHS for the first time, it’s more about if we think about preceptorship being that transitional support and that belonging and feeling valued within your organisation. So not necessarily for six month rotations but what
You do need to think about is what might their needs be on moving because they will still have transitional support needs and it may well be very simple as in you just need to make sure that they they are supported, they have that preceptor if
They’re under preceptorship or they do have that that support moving forwards. So really, we we’re not really thinking about it at such with rotations within organisations, we’re thinking as you move organisations. I hope that’s clear. That’s really clear. Thank you, Amanda. Another question about
Will there be an equivalent to the interim quality mark for for nursing that was launched. So within NHS England, we are now starting to explore the opportunities to work together. Now that we’ve got the the principles from our regulators and the three frameworks we’re looking at the different opportunities we can work
Together. One of those opportunities is looking at how do we look at potentially equality mark together in that space. The conversations are quite early, but we will update. We know that there’s an appetite for it. There’s an appetite for something that’s multi professional
And we are all bought into that and signed up to look at. It’s exploring this further and we will keep you all updated. Thank you. Another question in the Q&A box about is there a standardised tool for collecting feedback from preceptees and preceptors about their experience of preceptorship.
So at the moment we haven’t developed a a standardised template, but within the framework there are specific elements that we think should be considered when you’re looking at that feedback. So have a look in the framework for for that evaluation piece. But we haven’t as such done a standardised form
Because we already know there’s a lot of organisations that are doing things already. But we we have highlighted some things that do need to be considered within that. If people think that would be a useful resource, that is something we can consider for the future. It
Wasn’t something that was brought up, uh, initially, but we, as we said, we are developing that toolkit to be a wider resource for people. Thank you Chris. Did you have your hand up or did you want to come in? And I was just going to say briefly, whenever colleagues are
Thinking about evaluation, what we’ve really focused on in this project and heard so much about is the importance of using that evaluation data to continually Co produce preceptorship within organisations. So linking that evaluation to the redesign of preceptorship programmes within organisations. Or I can’t think
Of a stakeholder group that we have not engaged with who hasn’t argued about the importance of Co design and reviewing and refreshing preceptorship programmes on a regular basis. Thank you both. Another question about are there any plans for Perceptive to include our HP support workforce too?
So I am aware that there are perception ship support available for some support workers already throughout England. This work was done for our registrants, but there are elements that are fully transferable. Our work isn’t aimed at support workers, but we’re working really closely with our support worker programme and I know it is
Something that some organisations have been considering. Thank you. One more question, what is your advice in relation to having a separate clinical supervisor and preceptor? Should they be separate? OK, so we very much see that these are different roles. Um.
And I knew Mark would would want to come in here and say what I’m gonna do is I’m gonna pass you on to Mark actually and let him answer this one. Sure. I won’t answer any any vets or any uh differently than your I. In our principles we said that they are different
Roles and that we’re possibly it’s it’s good to have a separate individual doing those. But we recognise that in pressured workforces it can be sometimes difficult. The key thing is to separate out what those two things are doing and to remember that perception is about confidence. So we’re not
Looking at preceptorship being something that’s tested that something people have to pass. It’s not something that’s designed to chest how if somebody’s competence delivering something, it’s there as that confidence and support and that’s a key depra, key difference. But we recognise that when in challenging work
Workplaces with workforce pressures that sometimes it may well be that you have to have the same person providing both sets. But they’re creating clarity about that will be important to make sure that they’re both done is effectively in a supportively as possible.
Thank you. And I’m aware of the timing and we’re about to come to the end. I know many people have asked will the slides be available. We’re hoping a recording of today and slide deck of frequently asked questions will be available as
Soon as we can get them onto our web page. Please give us a couple of weeks to work with comms to get that sorted for you. As I mentioned, there is another question and answer session. So any questions that have been asked today that we
Haven’t had time to answer, we will include within that document and we will make sure that we address. thank you everyone for today and I’m going to finish this on time. It’s now 12:00. Thank you all for your attendance. We hope you enjoy the publications and thank you to the panel today for
Joining us. Thank you everyone. Have a good day.