Working Time Directive 2009 Calling Time Counting down to 2009
 Counting down to 2009Skills for Health - Workforce Projects Team guides you through some of the steps you need to take and the resources available to support the move towards WTD 2009. Steps to take and resources available Working Time Directive 2009 is now less than three years away. A range of activities are now underway to support trusts which include:
Whilst the national support is being made available, trusts need to be taking local action as well. “There’s a range of work that should already be taking place in trusts by now,” says Sue Dean, WTD lead and associate director at the Workforce Projects Team, “The resources we’re making available can help support organisations, but there are key things that if they haven’t already done must be initiated quickly. In a lot of cases we’re speaking to the converted as we’re seeing first hand the great work that has taken place in many hospitals and PCTs. At the same time we know that many people are new to the WTD role or are just starting their work. From our work with trusts there are a range of common themes that keep on emerging and that are a useful steer for teams working on WTD.” Audit and planning Clear audit and project planning is the first step explains Sue, “Where trusts are doing well they have very carefully audited the current work that doctors are doing and the interactions they make That allows you to assess who does what and where rotas can be strengthened, combined or where tasks can be performed by other staff members. Trusts should then be able to build a plan outlining the timescales and the steps that need to be taken to test new rotas, implement and support solutions and monitor the changes.” Data provided by the Workforce Review Team helps give a guide to how your trust is performing overall but more detailed information should be available internally. Talking to your teams Once the core information is in place, engaging the staff who are delivering services and who are impacted on by the changes that are being put in place is then the key. “Many trusts have used WTD as a real service improvement driver, not just a ‘must be done’,” explains Sue, “Redesigning services can really improve patient interaction and satisfaction as the case studies in this issue of Calling Time have shown. WTD has been described as a once in a lifetime opportunity to help radically redesign frontline patient services for the NHS and that can only be achieved by staff leading the changes. Rota changes need to be devised in consultation with your juniors.”Leadership and support As discussed in previous issues of Calling Time, leadership is a key element in the WTD mix. The majority of trusts have regular updates on WTD as part of their trust board or in their ‘balanced scorecard’ of overall performance indicators. “Many trusts have told us that the key has been to engage their clinical directors or lead clinicians in each area of the trust,” says Sue, “Board level support has been essential in many of the solutions that trusts have identified in terms of the support that is required organisationally and financially. The opportunity to consider WTD and Modernising Medical Careers solutions in an integrated way is essential to maximise benefits.”Testing and reviewing A lot of trusts performing well against the 48 hour week state that the developments that have worked for them have not always been the first choice and the right rota or team solution only comes about after several attempts and tinkering with the systems. “Things change and it’s often only by trying out systems and ideas that other solutions become clear and improvements can be made. For instance rotas that may have been put in place initially may not prove to be as suitable as initially thought after staff have worked them for some time - or service need may change. Flexibility is needed which is why it’s important to start implementing changes now so there is plenty of time to review and try enhanced systems over time.”Existing best practice and resources There are a range of resources already available to help support trusts. “A good starting point is the diagnostic work carried out to look at common factors around WTD 2009,” says Sue, “That gives a guide to the issues that trusts have encountered and the ways they have looked at addressing them.” This work is available on the healthcare workforce portal. Also available is a host of information linking to the Hospital at Night project. “There is a wealth of information on the portal www.healthcareworkforce.nhs.uk that gives practical examples of trust approaches. Not all of them will work for every trust but there will be ideas that could stimulate thinking and provide solutions.”For information on updates and new case studies around WTD 2009 please sign up to our mailing list. Contact us at wtd@skillsforhealth.org.uk |
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