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Competency-based training for the non-clinical workforce - A feasibility study, using a unique competency framework

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  • 1GP Clinical Lead for Workforce Development, Our Healthier South East London (OHSEL) , London, UK.

Education for Primary Care : an Official Publication of the Association of Course Organisers, National Association of GP Tutors, World Organisation of Family Doctors
|February 19, 2020
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Summary

A new competency framework for non-clinical healthcare staff shows feasibility for training and career development. This framework supports roles like care navigation, aiming to boost workforce confidence and skills.

Keywords:
Non-clinical workforcecare navigationcompetency framework

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Area of Science:

  • Healthcare Workforce Development
  • Professional Training Frameworks
  • Non-Clinical Healthcare Roles

Background:

  • The non-clinical healthcare workforce lacks established competency frameworks and career pathways, hindering formal training.
  • Developing such structures is crucial for optimizing roles that support clinical teams and enhance patient care.
  • Level two of a proposed pathway focuses on care navigation and signposting functions.

Purpose of the Study:

  • To test the feasibility of implementing a novel competency framework for the non-clinical healthcare workforce.
  • To evaluate training delivery and workforce reception within a multi-site collaboration.
  • To identify needs for supporting the integration of these new roles into existing healthcare structures.

Main Methods:

  • Five Community Education Provider Networks (CEPNs) in South London collaborated on training delivery.
  • A competency framework developed by OHSEL was used for training primary care and community health employees.
  • Training modalities included Apprenticeships and modular courses, catering to a largely part-time workforce.

Main Results:

  • The workforce demonstrated enthusiasm for learning, increased confidence, and a desire for career progression.
  • Flexible training with directly applicable skills was preferred by participants.
  • Managers require coaching and mentoring training to support employees, and clinicians/managers are open to new roles.

Conclusions:

  • The pilot competency framework is feasible and well-received by the non-clinical workforce.
  • Positive outcomes support the development of online accredited training.
  • Further research is needed to validate impacts on clinical workload and patient care outcomes.