Royal Free Hampstead NHS Trust: implementing MSC

SAVE ITEM
case-study

22 / 10 / 2010

Organisation 

The Royal Free Hampstead NHS Trust sees about 700,000 patients a year from all over the world. They employ around 4,600 people and have a turnover of about £450m. The trust’s services include a major accident and emergency service, all branches of surgery and medicine, a renal service serving the whole of north London, paediatrics, maternity services, care of elderly people, an adolescent psychiatric service and one of two high security infectious diseases units in the country.

What we did and why

 

or on 07960 043600.k.tinkler@medsch.ucl.ac.ukPlease contact Kerry Tinkler, MSC Healthcare Science Lead for Royal Free Hampstead NHS Trust, at

Further information

  • Raise the profile of MSC programme throughout the trust.
  • Ensure stakeholders and staff understand the aims and outcomes of the MSC programme.
  • Ensure senior managers are on board with the transformation of healthcare science careers.
  • Provide tools and support and input from clinical and non-clinical fields.
  • Raise greater awareness of the benefits that the role of healthcare scientists play in the trust's strategic direction.

The Royal Free Hampstead NHS Trust has identified the following tips to assist other trusts in the wider implementation of MSC.

Tips for other trusts

The trust is working with the Department of Health’s MSC team to develop and test the training infrastructure, assisting in the development of a generic modelling tool and identifing the cost of MSC work-based training elements.

Training infrastructure

developing networks and leadership groups and providing a forum to bring the healthcare science community together and exchange good practice.profile of healthcare scientists byThe trust has reviewed their communications strategy on how to raise the profile of the MSC programme throughout the trust via an MSC portal on their intranet. This has enabled the trust to raise the

Raising the profile of the healthcare science workforce

The quality and cost effectiveness of this new role will be assessed with the aim of expanding the role across primary care trusts if successful. . In 2011, the trust will pilot an associate healthcare scientist role in the community which will cut across traditional, professional and organisational boundaries. The role will include phlebotomy, ECG, spirometery and other low-skill high-volume diagnostics. This work area is a partnership programme between NHS London and some pilot GP practices in Camden and Barnet.new ways that healthcare scientists can contribute to service deliveryThe trust has investigated

Service delivery through the employment of healthcare scientists

The trust is using a workforce planning model to identify changes needed, including defining competencies that the service needs going forward, mapping out how many people will be needed and what grades, ipractice and assessing the impact that this has on workforce planning.  dentifying what trends are emerging in science, technology and clinical

Workforce planning

The trust has undertaken an ESR data cleanse and put new processes in place to ensure that all new starters are coded correctly and pave the way for establishing registration accurately on ESR within employee records.

Electronic Staff Record (ESR) data cleanse

The trust then identified and begun work on five areas.

  • Why do we need to undertake this project?
  • What are the business benefits?
  • What are the risks?
  • What are the potential costs?
  • How long will the project take?

The trust developed a project business case in March 2010 and used a project brief to provide a full and firm foundation for the project. The business case asked the following questions.

How we did it

the trust also wanted to ensure that implementation was handled sensitively, staff remained engaged and service continuity was not affected.With healthcare scientists making up about 6 per cent of the workforce,

Royal Free Hampstead NHS Trust became an early innovator and implementer of Modernising Scientific Careers (MSC) in order to be in a position to engage, influence and lead change. It saw MSC as an enabler of organisational change and was keen to see the programme lead to improved workforce planning.

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