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SaHF DMBC Volume 1 Edition 1.1.pdf - Shaping a healthier future

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Key differences<br />

Governance<br />

As with co-located UCCs, non colocated<br />

UCCs will be expected to<br />

establish a formal partnership with a<br />

named ED.<br />

UCCs must develop a robust<br />

governance framework for remote<br />

working.<br />

Rationale<br />

Oversight of joint governance<br />

arrangements, patient transfer, staff<br />

rotation and training are crucial preconditions<br />

for integrated care.<br />

A clear understanding of where<br />

clinical responsibility lies is essential<br />

in circumstances where remote<br />

specialist input is required.<br />

8.18. Urgent care centre workforce recommendations<br />

Drawing on recommendations made by Healthcare for London 5 , College of Emergency<br />

Medicine 6 and London Health Programmes, the E&UC CIG has proposed a set of minimum<br />

competences for urgent care centre staff and minimum levels of cover. Chapter 14 details<br />

the workforce implications and discusses the training and recruitment approach for UCCs.<br />

5 „A service model for urgent care centres – commissioning advice for PCTs‟ – Healthcare for London; January<br />

2010<br />

6 CEM (2011) Emergency Medicine The Way Ahead<br />

8d. Urgent care centres 257

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