Mental Health: Delivering Improved, Integrated and Accessible Services
- 27 February 2014
- 08:30 - 16:30
- Contact us for venue
Looking after the mental health and wellbeing of staff is paramount in delivering benefits to NHS organisations and ultimately the patients in their care. Join us in March 2020 to discuss and learn more about the NHS’ forward plan to support the resiliency of the workforce.
The NHS loses 348,028 working days due to anxiety, stress and depression in just one month. According to research conducted by RAND Europe 85% of NHS staff felt that their health and wellbeing impacts upon patient care. Estimates from Public Health England put the cost of staff absence due to poor health at £2.4bn per year – accounting for around £1 in every £40 of the total budget. Following last year’s Delivering the NHS Long Term Plan conference, Open Forum will produce the first in a series of national policy conferences reviewing initiatives designed to assess NHS organisations against new frameworks and develop best practices as well as supporting staff with individual mental health and wellbeing issues.
The government has pledged an overhaul of mental health and wellbeing support for NHS staff. The new workforce implementation plan draws on recommendations that will be discussed as part of the conference programme, including:
This conference, in continuation with Open Forum's successive years of promoting mental health best practices, will provide invaluable updates and new information on the road map to improved mental health support for NHS staff. Our 2020 series of MH conferences are encouraging initiatives that would see the NHS as well as social services, housing/education providers and the criminal justice system collaborate on MH policy development and care provision to develop truly consistent, cross-sector care.
It's imperative that the 1.4 million people working in the NHS to deliver primary care receive the mental health and wellbeing support necessary to facilitate a level of care provision to the standard of the NHS' world leading reputation. The HEE Health and Care Workforce Strategy for England to 2027 - Facing the Facts, Shaping the Future - announced a new commission on the mental wellbeing of NHS staff and learners, led Professor Simon Gregory and Sir Keith Pearson, former Chair of HEE. The commission - The NHS Staff and Learners' Mental Wellbeing Commission final report made some of the following recommendations.
According to the NHS Long Term Plan, expanding the current Practitioner Health Programme and encouraging a close working partnership between the NHS Chief People Officer and the national workforce group will equip the NHS with the most comprehensive national mental health support offer to doctors of any health system in the world - delivering some of the following improvements for staff and working culture(s) with the NHS:
Results of a recent NHS staff survey indicated that less than a third of respondents felt that their workplace had a positive approach to their wellbeing.
The government's NHS Workforce Implementation Plan, based on the recommendations of HEE's Staff and Learners' Mental Wellbeing Commission, is being led by Dido Harding and Chief Executive of Leeds Teaching Hospitals Trust, Julian Hartley. This presentation will look at some of the practical steps covered in the implementation plan, including:
The Shadow Secretary of State for Health and Social Care has made a number of policy pledges as part of a long-term workforce plan, including:
The London Ambulance Service NHS Trust has been recognised by the Healthcare Peoples Management Association for its development of the LINC initiative. LINC – Listening, Informal, Non-judgemental, Confidential – is a peer support scheme that provides fundamental training in counselling skills for Trust staff that volunteer for LINC; once equipped with the skills, they are able to provide confidential listening service to colleagues.
First piloted in 2003, LINC has grown considerably; with more than 100 trained staff providing peer support and more than 17% of the Trust’s staff having accessed the service. This presentation will look at the practical steps an NHS organisation can take to assist with establishing similar peer support services for their staff.
Reducing time spent on bureaucracy and increasing time given to addressing patient's needs will help clinicians provide more care for patients that need it; and reduce the stress burden that overly-complex administration creates for NHS staff.
Digital technology will reduce the amount of time that clinicians spend inputting and accessing patient information; as well as improving electronic rostering systems that centralise information such as annual leave, sickness absence and staff movement between wards - enabling managers to quickly and efficiently build rotas that meet patient demand. This presentation will spotlight some of the innovative methods in which NHSX will free-up clinicians to spend more time delivering care and less on bureaucracy.
The Health Foundation, in collaboration with Nuffield Trust and The King's Fund, produced a report setting out a series of high-impact policy actions that should be at the heart of the workforce implementation plan. The report includes some of the following evidence-based recommendations:
According to research carried out by the Mental Health Foundation, 1 in 6.8 people are experiencing mental health problems in the workplace and evidence suggests that 12.7% of all sickness absence days in the UK can be attributed to mental health conditions. As the largest public sector employer in the UK, the NHS can make a significant contribution to the nationwide cultural shift in attitudes towards mental health and wellbeing in the workplace.
Synopsis coming soon...
Dr Nav Chana delivered a keynote presentation at Open Forum's NHS Five Year Forward View: Implementation and Progress conference in 2016 reviewing 'critical pressures' on the NHS workforce that jeopardised delivery of the FYFV. This presentation will present solutions to obstructing factors in improving staff morale, such as; continuously upskilling staff to expand the care they can offer, using analysis of population health to drive workforce modelling as well as canvassing opinion of voluntary/charity organisations and future workforce contributors.
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If you are awaiting funding you can request us to hold your place today to ensure you do not miss out.
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