Resources and guidance for managers developing advanced nurse practice.
“At its simplest, effective workforce planning ensures you will have a workforce of the right size, with the right skills, organised in the right way, within the budget you can afford, delivering services to provide the best possible patient care”. (Skills for Health & Workforce Projects Team, 2008)
As a manager, workforce and/or service lead it is important to ask a few important questions to help establish the need for advanced level practitioners. The successful introduction of this type of role requires careful planning and attention to organisational support. It is important to ensure that advanced practice roles are planned and implemented effectively and that a consistent approach is taken to the introduction of advanced practice roles across NHS Scotland.
To support you with workforce planning we have put together some supportive resources that you can adapt to meet your requirements. Please see below.
The NHS Education for Scotland’s (NES) NMAHP Development Framework is an overarching resource comprising of two linked components. The Healthcare Support Workers Development and Education Framework and the NMAHP Post-registration Development Framework.
The post-registration framework is designed for all Nurses, Midwives and Health Professionals in Scotland to use and supports the development of core knowledge, skills and behaviours in the four pillars of practice.
The framework can be used to support the development of advanced practice core knowledge, skills and behaviours and enables profession specific and specialist knowledge, skills and behaviours relevant to role to be added from recognised competency frameworks.
For more information, please check out these links:
Specific resources for advanced practitioners within the NMAHP post-registration development framework.
Pharmacy
When pharmacists register for the RPS e-portfolio, an in-built learning needs assessment tool allows learners to prioritise their development needs to demonstrate the capabilities and learning outcomes of the core advanced pharmacist curriculum. Speak to your educational supervisor to customise a development plan that most effectively meets your needs.
Workforce Transformation
Advancing Practice Emerging Areas Workforce Transformation resource NHS Education England
Developing a New ANP and ACNS Role - NHSGGC This website has links to some helpful resources to support managers like example generic job descriptions, ANP service standard operating procedure and Annex 21 information.
Health and Care Safe Staffing in Scotland
Under the Health and Care (Staffing) (Scotland) Act 2019, NHS Scotland service must be appropriately staffed. The Scottish Government has published an overview of the Health and Care (Staffing) (Scotland) Act 2019 to inform health and care staff of their responsibilities.
Guidance has been developed to support health and care staff and details can be found here: Learning and development (healthcareimprovementscotland.org)
To find out more about workload and workforce planning and to access the Knowledge and Skills framework please go to the suite of resources available on Turas Learn.
Learning resources : Skilled level | Turas | Learn (nhs.scot)
Service Needs Analysis Resources
This section will provide you with some tools and resources to support service needs analysis.
Service and Education Needs Analysis tool
NES Advanced Nursing Practice Service and Education Needs Analysis Tool
Six Steps Methodology
NHS Scotland Workforce Planning utilises the Six Steps Methodology as a practical guide to sustainable and evidence-based workforce planning. The six-step methodology guide identifies elements that should be in any workforce plan and can support your understanding of wider aspects to consider.
Step 1 Defining the Plan |
Identify why a workforce plan is needed and for whom it is intended. |
Step 2 Mapping Service Change |
Identify the purpose and shape of any proposed service change that will impact on future workforce requirements. |
Step 3 Defining the Required Workforce |
Identify the skills required and the type/number of staff to deliver the new service model (workforce demand). |
Step 4 Understanding Workforce Availability |
Identify current and future staff availability based on current profile and deployment (workforce supply). |
Step 5 Developing an Action Plan |
Plan to deliver the required workforce (new skills in new locations) and manage the change. |
Step 6 Implement, Monitor and Refresh |
Implement the plan, measure progress and refresh the plan as required. |
You can find out more about the six steps methodology here:
Health Improvement Scotland (HIS) Staffing level workload tools
These tools are part of the mandated Common Staffing Method (CSM). For more information follow this link Staffing level (workload) tools and methodology (healthcareimprovementscotland.org)
This tool provides information based on workload data for the clinical nurse specialist role: Clinical Nurse Specialist (CNS) Tool (healthcareimprovementscotland.org)
Health Improvement Scotland (HIS) Staffing level workload tools
These tools are part of the mandated Common Staffing Method (CSM). For more information follow this link Staffing level (workload) tools and methodology (healthcareimprovementscotland.org)
This tool provides information based on workload data for the clinical nurse specialist role: Clinical Nurse Specialist (CNS) Tool (healthcareimprovementscotland.org)