Page 143 - H:\Annual Report\
P. 143
Improvements Educational Developments
Recruitment: • Increased number of places to train Advanced Nurse
Practitioners secured and recruited to enhance
• 114.68 WTE front line nursing staff recruited in the last
nursing practice and assist in the reduction of Junior
12 months. Doctors.
• The development of a responsive recruitment culture • Partnership working with HEI to run a new training
with evidence of strong partnership between senior
programme for individuals educated to Masters
nurses and human resource staff, notably working level to undertake a shortened course to become a
together on two successful national recruitment days
registered Children’s nurse. Cohort due to complete
and a comprehensive induction programme for new
course in April 2018.
nursing staff.
Quality Metrics
• Nurse Pool sustained to cover maternity leave,
sickness and vacancies. • Reviewed and enhanced monthly Safety
Thermometer point of care survey designed to
• Development of nurse recruitment working group.
measure commonly occurring harms and support
• Review and revamp of the nurse national recruitment improvements in patient care and experience.
day.
• Reviewed and enhanced Ward Accreditation scheme,
• Revamp of the Nurse Induction Programme. a quality initiative where wards across the Trust are
regularly inspected by an independent senior team
Safe Staffing Levels
of nurses and patient experience leads assessed
• Significant reduction month on month in the closure against a range of measures based on the Care
of beds to admissions due to nurse staffing levels. Quality Commission’s Key Lines of Enquiry (KLOE’s).
• Reduction in cancelled operations due to “staffing Future Plans
unavailable”.
• 11 additional beds opened and staffed sustainably • Continue proactive recruitment of student nurses
to support bed availability due to projected winter • Development of nurse apprenticeship and nurse
pressures. associate programmes.
• Increased funding of the Nurse Pool from 20 WTE to • Ensure that the nursing workforce strategy is a
40 WTE. continuing integral part of the overarching Trust
• Increased ward based funded establishment for strategy.
registered and unregistered nurses on four wards • Review and revamp the Preceptorship programme
• Increased PICU funded establishment to support safe • Work with the Communication Team to develop a
and effective provision of ECMO. recruitment offer including a brochure and handouts
• Comprehensive review of nurse staffing on Tier 4 for the recruitment days.
CAMHS ward. • Explore developing an offer of nursing rotational posts
• Increased fill rates via NHSP for both registered and • Continue monitoring vacancies, turnover rates and
unregistered staff. daily staffing levels with work feeding in to Workforce
• Reduction in use of “agency rate” payment leading to sustainability group.
significant savings. • Review the potential to implement an E Roster system
to support staff management of shifts.
Strong and Effective Leadership Structure
• Review provision and resourcing of nurse education
• Introduction and recruitment to a Matron structure
across the three clinical Divisions. requirements in line with new Nursing & Midwifery
Council (NMC) standards for nurse training due May
• Introduction and recruitment of a specific HDU Ward 2018 and ongoing specialist training needs.
manager to provide dedicated leadership.
• Internal promotion and external recruitment to Band 6
and Band 7 posts.
• Introduction and recruitment of a Play Manager
to enhance and improve the play and recreation
provision for children and young people.
Alder Hey Children’s NHS Foundation Trust 143 Annual Report & Accounts 2017/18
