Annual Report and Accounts - The Great Western Hospital

Appraisal rates. The overall rate for the Trust is 69.58%. The staff survey has highlighted a number
of issues relating to appraisals. At present there are two different systems from GWH and Wiltshire
Community Health Services. During 2012 we will be implementing a new process which will provide
a clear link between the Trust’s strategy and individual performance.
9.7 Workforce Development
The Trust continues to encourage and support staff with their development, placing emphasis on the
safety of staff and service users. The Academy has been innovative in developing successful
strategies to encourage staff to engage with mandatory elements of training, this has now been
extended to reflect the changing age profile of service users and to embrace the needs to community
services. During 2011-2012 the Academy has developed and delivered 24 clinical and non clinical
mandatory training modules in consultation across the community and the acute settings and has
developed a Training need analyses for all staff members enabling accurate capture of training
statistics on ESR.
The Academy has extended its excellent training facilities in 2011. Not only does it boast an
excellent suites of seminar rooms and lecture facilities in Swindon but has extended across the
Wiltshire area improving facilities in Warminster and opening new, fully equipped training rooms at
Chippenham and Savernake Hospitals.
Our Aim is to support the current and future workforce of all disciplines to gain knowledge, skills and
understanding which will enable them to deliver empathetic care of the highest quality to our service
users, now and in the future. The Academy listens to feedback from service users and inspectors
and firmly links educational aims to service delivery, striving for excellence in both delivery of clinical
care and overall patient experience.
The Academy has focussed on a number of improvements to education and development
opportunities available for staff including:
• the course portfolio has been expanded to offer a wider range of clinical skills, suprapubic
catheter care, ‘in depth’ infection control, and new pressure area courses;
• a range of new regional study days have been developed and delivered to prepare our staff
new future challenges in healthcare including dementia, discharge planning, practical
bariatric care and dignity;
• The successful development of support staff via new QCF, BTEC, Apprenticeships and NVQ
qualifications has allowed development of unregistered role models who can deliver a more
responsive service.
• All courses are reviewed twice annually against local and national benchmarks. Content and
delivery are scrutinised by educational and subject experts to ensure relevance and quality.
• Learner experiences are continually measured after an educational event and to identify the
impact of any education once they have returned to a service area. This feedback and that of
the service user is used to inform future educational approaches.
Work continues to strengthen the education of junior doctors with the Postgraduate team securing
agreement with the Deanery to provide and run additional courses with a GWH based Medical Ethics
course attended by medical staff from across the UK.
The Academy continues to support our future workforce; the Academy recently reviewed and
coordinated an audit from the SW SHA to determine whether their KPIs for healthcare professional
programmes into the region has been met by both the University and the Trust as practice placement
Page 152 of 211