This issue brings you a round-up from our UK Conference in Manchester last month with articles fr
The HPMA Excellence Awards 2013 recognise and reward outstanding work in healthcare human resource management. In our twenty second year, winning projects making real difference to patient care and influencing HR practice in healthcare were celebrated at our ceremony at The Brewery, London on Thursday 27 June. A number of finalists were from th ehealthcare sector in Wales with a number of colleagues running out overall winners.
The NHS Wales Centre for Equality & Human Rights award for equality and diversity was won by the Welsh Ambulance Services Trust (WAST) for thier project entitled: Beginner’s guide to the health service'. The project created an interactive learning programme for people with learning disabilities, which is the first of its kind in the UK. It was designed to be a fun and informative way of learning about what to do and where to go for help, if someone is hurt or feels unwell.
The judges felt that the potential impact of this project was the ‘icing on the cake’ and its individuality and the co-production with patients/service users were excellent.
The award was picked up by entrants Helen Sullivan, Knowledge and Information Manager and Mandy Jenkins, Partners in Healthcare co-ordinator.
For further information please contact: Helen Sullivan on firstname.lastname@example.org, 01792 776252 ext 45401
The Mills & Reeve award for workforce productivity supporting service transformation was won by Cardiff and Vale University Health Board with entrants Helen Watkins, Workforce Modernisation Manager and Lance Carver, Head of Adult Social Services, picking up the award.
The team's project entitled 'Roadmap to integration: planning a workforce to support Wyn' Cardiff and Vale UHB wanted to integrate community health and social services in Cardiff and
the Vale of Glamorgan to improve the experience of older people in their area. To enable this to happen, they set up the Wyn Campaign to deliver services that would help Wyn to regain or retain independence.The test throughout development of the new model is ‘what would Wyn want?’.
A programme of workforce development has taken place which has three strands:
• Roadmap to Integration workshops, which enable partners to think big and bold about the required workforce considerations.
• Joint induction/team development programmes for schemes within the ‘Team Around Wyn’. This has allowed staff to articulate what the story feels like for them.
• Staff development days to encourage cross boundary working and facilitate engagement in service redesign, including the development of an aspirational care pathway for Wyn.
The judges instantly connected with Wyn and this personalisation kept the patient, rather than the organisations, at the centre of the programme from beginning to end. The programme truly hit the service transformation agenda taking a whole systems approach and including the development of multi-agency teams.
For further information please contact: Helen Watkins: email@example.com or 02920 336518