BIOS launches Orthoptic Education Fund

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BIOS is pleased to announce the launch of a new fund, the Orthoptic Education Fund (OEF), to provide financial support for the education and further training of Orthoptists.

We welcome applications from BIOS members who are able to demonstrate how the funds will be used to support our charitable aim, ‘to encourage the study and improve the practice of orthoptics’.

This may be used to fund training courses or to support attendance at a conference you are presenting at or contributing to. Small grants are also available for current pre-registration orthoptic students, where they face financial hardship that risks preventing them from continuing their studies.

This will continue the valuable work of the Orthoptic Benevolent Fund, so often a vital lifeline for orthoptists across all stages of their careers, which has now been merged formally into BIOS. We look forward to supporting orthoptic professionals in their ongoing education for years to come.

You can find full details about the OEF, including details of how to apply here.

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If you are interested in finding out more:

OEF page

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BIOS responds to the NHS People Plan

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BIOS welcomes the publication of the NHS England’s People Plan as further recognition of the value of NHS staff and the need to provide them with greater support. However, while the plan sets out some positive measures, there remains a lack of real detail on key issues, such as addressing staff shortages and the role of allied health professionals.

The Plan offers up some positive measures to support staff, particularly welcome given the increased pressure many have been throughout the response to COVID-19. This includes further support for staff health and wellbeing, a commitment to tackle systemic inequalities and make the NHS more representative of the communities they serve, and an increased emphasis on flexibility and new ways of working.

However, particularly in the context of the extra strain placed on services by the pandemic, there is still a lack of detail on how workforce shortages are to be addressed in the absence of any further spending commitments. Ophthalmology is the largest speciality in terms of outpatient attendances and demand is expected to increase, exacerbating existing capacity issues. Orthoptists are ideally placed to support these overstretched services but the Plan is unable to provide any concrete commitment on addressing these shortages, and the resultant high workloads and stress levels felt by staff in these services. The focus on recruitment and measure such as the support for clinical placements are welcome, but there will need to be the appropriate roles for these extra staff.

The Plan offers a renewed focus on new ways of working and delivering care, much of which is welcome. For example, we welcome the focus on funding for CPD and the upskilling of staff. However, we were disappointed by the lack of specific recognition of the skills and knowledge that already exists amongst the AHP workforce and the role that they could play in influencing new ways of working and supporting overstretched services.  One really positive move would have been a mention of extending prescribing responsibilities, to maximise the impact of orthoptists and other AHPs working in advanced and extended roles.

The new People Plan is very much another interim step and there is a recognition that more work is still to be done, particularly in increasing staff in certain areas. We will be working alongside other professional bodies and unions to push for greater recognition of orthoptists and other AHPs as it begins to be implemented.

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If you are interested in finding out more:

You can read the full NHS People Plan here.

BOSTU Page

Find out more about BIOS’s call for Independent Prescribing responsibilities for orthoptists here.

Read BIOS’s position on Advanced and Extended roles here.

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#AllOurHealth 2020

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Next week sees the launch of the WeLearn #AllOurHealth 2020 Virtual Student Event, a week-long social media learning event to extend the reach of All Our Health.

Public Health England’s (PHE) All Our Health framework is a call to action to all health and care professionals to embed prevention within their day to day practice. The All Our Health educational materials, tools and resources that have been developed to help health and care professionals make huge impacts in preventing illness, protecting health and promoting wellbeing.

The free and open access WeLearn #AllOurHealth Virtual Student event is a WeCommunities and PHE collaboration that uses social media to engage students about the All Our Health Framework and how it is relevant to their role, and it starts on January 20th and runs until January 25th

  • The WeLearn #AllOurHealth funded by Public Health England and is open access and completely and completely free
  • The course is 5 days long (this can be completed at your own pace)
  • Each days steps take about 15 minutes to complete
  • There will be one hour long Tweetchat
  • You will get a certificate at the end

You can take part by following posts on Twitter, Facebook or Instagram however to fully take part, and gain a course certificate then you can sign up to the WeLearn #AllOurHealth course platforms using your Twitter details (if you don’t yet have a Twitter account then click here to complete a short sign up course).

This is the first in a series of six separate weeks of learning throughout 2020:

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If you are interested in finding out more:

Find out more about #AllOurHealth here.

Sign up for this year’s Virtual Student Event here.

We have an online discussion forum for BIOS Student members.

You can find our more about the ways in which Orthoptists can embrace the Public Health Agenda here. If you’re interested in Public Health, you can also join our discussion forum here.

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Developing allied health professional leaders: a guide for trust boards and clinicians

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NHS Improvement and NHS England have produced a new interactive leadership guide for allied health professionals (AHPs), which was released at the Chief AHPs’ Interim People Plan Conference in Birmingham today.

About the new guide

This new interactive PDF resource shares the findings from a project to explore common factors which contribute to AHP leadership development.  By combining trust executives’ expectations of AHP leadership, with individual accounts from chief AHP leaders (see also – ‘Investing in chief allied health professional leadership: insights from trust executives’), the report identifies the common features that combine to create a platform and framework for AHP leadership at all levels and an extensive list of helpful resources, hints and tips.  It was developed to provide ideas and opportunities for aspiring AHP leaders and those who support the development of the AHP workforce, to ensure that the AHP workforce is developing the leaders required for the future.

The guide will also be useful for:

  • AHPs with leadership aspirations
  • those supporting the development of future AHP leaders
  • those developing AHP leadership capacity and capability within their organisation and system
  • those supporting AHP workforce appraisal processes
  • career coaching and mentoring conversations

More information is available on the NHS Improvement website here.

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If you are interested in finding out more:

Download the full report here.

More Orthoptists in leadership roles within the NHS is one of the asks of our My Eyes My Orthoptist campaign.

Read the NHS Improvement’s Clinical Leadership – A Framework for Action

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Joint Professions Statement on Interim People Plan

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BIOS have joined with other clinical professional bodies to voice their support for the direction of travel signalled in the NHS England Long Term Plan and Interim People Plan.

In particular, the signatories welcomed the emphasis on multi-disciplinary working and wider training opportunities for professional development within the NHS and have put forward a set of principles that we believe should be encompassed in the Final people Plan.

  1. Ensuring a holistic view of patient care is put centre stage through provision of continuity of care and cross-organisational multi-professional team working.
  2. Increased numbers of staff in all disciplines are welcome and essential but this alone is insufficient to solve the current workforce crisis.
  3. Diversification and expansion of roles is essential for the delivery of 21st century care and should be actively pursued alongside increasing the supply of traditional roles. Expansion must be dependent upon the highest standards of professional education and training. There needs to be a culture change in the way people think about existing roles to ensure that new roles are used most effectively and that the right person is used to deliver appropriate care. This requires mutual respect and collaboration and recognition of professional identity without professional protectionism.
  4. There must be provision of adequate career progression to make work rewarding for the individual and aid retention of staff and to ensure that professions remain an attractive career choice in the long term.
  5. There should be absolute transparency to the public about the new roles and how they will contribute positively to their care.
  6. Provision of adequate, transparent CPD for all staff providing NHS services is essential, and increased funding is required in the Spending Review for Health Education England to support CPD budgets. This has to be accompanied by the provision by employers of appropriate opportunities and remuneration for staff to put new skills into practice in accordance with the needs of the service.
  7. Apprenticeships may play an important role in addressing some workforce issues in the medium and long term but the NHS has not yet made the most of the opportunities, in part because the arrangements do not seem sufficiently flexible to suit NHS processes.
  8. Clarity is required on what is meant by multi-professional credentialing, and a collaborative approach to how this will be implemented and regulated.

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If you are interested in finding out more:

You can read the full Interim NHS People Plan here.

You can read the full NHS Long Term Plan here.

The OCCCF Curriculum can be downloaded here.

Read BIOS’s position on Advanced and Extended roles here.

More information about the advanced and extended roles taken on by orthoptists is available on our CAG pages.

Read the full statement here.

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OCCCF curriculum

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The  Ophthalmic Common Clinical Competency Framework (OCCCF) curriculum has now been launched, providing standardised and recognised competencies for non-medical professionals working in ophthalmic secondary care across the UK.

This is the culmination of work by BIOS, alongside the The Royal College of Ophthalmologists (RCOphth), the Royal College of Nursing (RCN), and the College of Optometrists (CoO), with funding from Helath Education England (HEE).

Originally, the OCCCF was produced to recognise the increased levels of demand on eye services, which has led to orthoptists, along with optometrists and ophthalmic nurses, increasingly taking on expanded roles within multi-disciplinary teams.

The Framework has now been developed into a series of four curricula, covering the four areas most under pressure: cataract, glaucoma, medical retina and emergency eye care. This will ensure a nationally recognised skill set for all healthcare professionals working in these areas.

These curricula are now available on the HEE website.

This reflects the impetus within the NHS to provide support for the workforce to become more adaptive and work more collaboratively, reflected most recently in the Interim People Plan.

However, importantly, as well as providing opportunities and support for further training and advancement, the standardised curriculum will ensure greater recognition for Orthoptists already carrying out expanded roles as part of multi-disciplinary teams.

Speaking at the launch, Veronica Greenwood, Chair of BIOS, stated that “we completely embrace the multi-professional approach … recognising that those advanced roles are already in existence and giving us the chance to develop these further”.

BIOS would like to thank all those Orthoptists who contributed to development of the Curriculum, particularly former BIOS Chair Rowena McNamara and Helen Davis, Chair or our Education and Professional Development Committee (EPDC).

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If you are interested in finding out more:

The OCCCF Curriculum can be downloaded here.

Read BIOS’s position on Advanced and Extended roles here.

You can read the full Interim NHS People Plan here.

More information about the advanced and extended roles taken on by orthoptists is available on our CAG pages.

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Work and Health e-learning for healthcare professionals

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The new Work and Health e-learning programme, developed by Public Health England and Health Education England e-Learning for Healthcare, helps healthcare professionals to recognise the value in talking to patients about work.

The e-learning will support them to make brief interventions such as discussing the health benefits of work with patients, talking about return to work and advising on adjustments at work.

Good work is crucial to good health – in fact, unemployment increases the risk of early death by 63%.  Healthcare professionals can play a key role in helping patients to improve their health outcomes by remaining in or returning to work.

In recognition of the impact that work can have on our health, the Association of Medical Royal Colleges, the Royal College of Nursing and the Allied Health Professions Federation have published a Health and Work Consensus Statement for Action – this sets out a commitment to support healthcare professionals in supporting this agenda.

For more information about the e-learning programme and details of how to access it visit: https://www.e-lfh.org.uk/programmes/work-and-health/.

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If you are interested in finding out more:

Visit our Public Health page.

Find out more about the resource including how to access it here.

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Professional Bodies and Unions launch a set of CPD and lifelong learning principles for health and social care.

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Professional Bodies and Unions launch a set of CPD and lifelong learning principles for health and social care.

A working group comprising organisations from across a range of health and social care sectors has today launched a set of principles for continuing professional development (CPD) and lifelong learning.

The principles are designed to guide individuals, employers and wider systems to create a culture of continuous improvement, workforce development and improve outcomes for service users. People working in the health and social care workforce operate in a changing, challenging and complex environment. Practising safely and effectively, now and in the future is essential.

The five principles are that CPD and Lifelong Learning should;

  1. be each person’s responsibility and be made possible and supported by your employer
  2. benefit the service users
  3. improve the quality of service delivery
  4. be balanced and relevant to each person’s area of practice or employment
  5. be recorded and show the effect on each person’s area of practice

Will Broughton, Director of Professional Standards for the College of Paramedics and Chair of the working group, said:

“We believe that the health and social care workforce should have the opportunity to undertake CPD activity and these five principles clearly illustrate how developing new knowledge, skills and evidence-based working will produce an effective workforce, who are well-equipped and prepared to deliver high quality services.

It is our intention to evaluate the impact of the principles next year ahead of a review in January 2021. We welcome feedback from people working across the health and social care workforce that will contribute to further versions of this document.

Thank you to all members of the working group, the organisations who hosted our meetings and for the behind the scene support that got this to finished project.”

 

Please follow this link to access the publication:

https://www.orthoptics.org.uk/wp-content/uploads/2019/01/CPD-Principles-Jan-2019.pdf

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