NOTICE BOARD School nurses The RCN achool nurses’ conference and exhibition 2015 will be held at the Thistle Hotel, Marble Arch, London on August 24. Aimed at all school nurses, the day is intended to enhance professional and practice knowledge, encourage delegates to share ideas and raise awareness of the RCN’s school nurse community. tinyurl.com/ RCNSNconference Healthcare assistants The RCN has released a new version of First Steps, its free online learning resource for healthcare assistants. The new version includes more topics, additional information on caring for people with mental health issues and learning disabilities, and has better tablet and smartphone access. First Steps now maps to the codes of conduct and standards, and enables learners to record their reflections. tinyurl.com/RCNHCAFSs Burnout Healthcare Conferences will hold a masterclass on preventing burnout in the healthcare professions on September 30 at the Hallam Conference Centre in London. The aims of the session are to enable managers to deal with organisational factors that contribute to burnout, and to equip professionals to prevent the emotional stress that accompanies caring for patients. tinyurl.com/HCCBurnout Migrant health The Migrant and Ethnic Health Research Scotland conference will be held on September 24 at the Royal College of Physicians and Surgeons of Glasgow. It will explore why the health of some ethnic minorities is sometimes better than that of the indigenous population; disease patterns among ethnic groups; interventions to improve health; and minorities’ service experiences. tinyurl.com/ScotlandMigranthealth Research To help build knowledge and encourage greater networking in the research community, the RCN publishes a searchable database of UK higher education institutions (HEIs) involved in nursing, midwifery and healthcare research. In 2014, all 83 HEIs were asked to confirm the details of their research teaching and research activity. The updated RCN database can be seen at tinyurl.com/RCNHEIResearch Stroke SBK will hold a conference called How to Develop a True Seven-day Stroke Rehabilitation Service on September 16. The day will be spent studying a major reconfiguration of a service in detail and identifying what can be achieved with a limited budget. tinyurl.com/SBKStrokeRehab
Gearing up for With many healthcare staff retiring later, managers must address the implications of an ageing workforce, writes Petra Kendall Raynor Changes to the NHS pension scheme are starting to present challenges for employers. The usual NHS pension age is now the same as the state pension age, which means that up to 70% of current scheme members have a pension age between 65 and 68. St Helens Clinical Commissioning Group (CCG) chief nurse Sarah O’Brien says her organisation is acutely aware that many practice nurses locally are nearing retirement age in the next five to ten years. She says: ‘These concerns are recognised by Health Education England and by the Local Workforce and Education Group. The CCG is keen to retain its highly skilled practice nurses for as long as possible.
Higher average age
‘Following consultation with local nurses, GPs and others, we have developed a three-year primary care nursing strategy, to maintain and develop high standards in primary care nursing and to retain and recruit practice nurses.’ More than 5% of RCN members are aged over 60.
Keep working longer Employers can assist older staff by: Adapting appraisal processes. Training line managers to manage an older workforce. Improving pension awareness. Providing health and wellbeing support. Providing retire and return policies.
RCN employment relations adviser Nicola Lee says there is still poor understanding among employers of how the pension changes will affect staff. The NHS Working Longer Group (WLG), made up of NHS unions, employers and health department representatives, is reviewing the implications of a workforce with a later retirement age. An audit of existing research by the WLG found that the average age of NHS staff was 43.7, projected to become 47 by 2023. More than half of the NHS workforce is already aged over 40, and one third are over 50. The average age at which NHS staff choose to retire is 62. The WLG submitted preliminary findings and recommendations of a fact finding exercise in a report to the health departments in March 2014. Four main themes emerged: Data about staff working arrangements, age and its effects on working lives is collected by different organisations for different reasons, so is difficult to interpret across the NHS. Further work needs to be done to help members understand the pension scheme and the flexibilities available to them. More work needs to be done on breaking down barriers that prevent greater movement of staff across trusts and geographical areas. Recommendations about good practice in occupational health,
72 july 15 :: vol from 29 noRCNi.com 46 :: 2015 STANDARD Downloaded by ${individualUser.displayName} on Nov 21, 2015. For personal use only. NoNURSING other uses without permission. Copyright © 2015 RCNi Ltd. All rights reserved.
CAREERS
more older nurses NEIL O’CONNOR
Course
‘I ENJOY KEEPING ACTIVE AND LOVE MY WORK’ Mary Cook (pictured), started work at Walton Hospital, Liverpool, in 1968. Now aged 71, she has been working in a nursing home in Merseyside since 2013. ‘I worked as a bank nurse for the home from 2008 then joined as staff two years ago,’ says Ms Cook. ‘I have never had any concerns about my physical health while working, but if I had, my employer would accommodate me. Using hoists safety and wellbeing need to be taken forward in the context of an ageing workforce. Health sector workforce expert James Buchan, based at Queen Margaret University, Edinburgh, said: ‘It has been evident over the past ten years that the nursing workforce is ageing, with the oldest being in NHS community and the nursing home sectors. ‘Changing the retirement age will accelerate this age profile in the longer term, but the challenge of managing an older workforce should come as no surprise to employers.’ Professor Buchan says some organisations are age-proofing their employment policies to
and other lifting aids have been helpful while looking after residents. Younger nurses should gain experience in hospital, and then nursing homes may be an option later as it is possibly more flexible. ‘My Nursing and Midwifery Council registration is due for renewal this year and I will most likely renew – I have always cared for others, enjoy keeping active and love my work.’ ensure they retain and motivate mature and experienced nurses. He adds: ‘As nursing shortages become more pronounced, employers who accommodate older nurses will be more successful in an increasingly competitive labour market’ NS Petra Kendall Raynor is a freelance journalist RESOURCES NHS Employers Working Longer Group tinyurl.com/NHSEWLG RCN guidance: Who will care? Protecting employment for older nurses tinyurl.com/RCN-guidance
resource
MSc in Mental Health: Psychological Therapies Run by Queen Mary University of London (QMUL) and Barts and the London School of Medicine and Dentistry (SMD). Course objectives To advance the careers of aspiring mental health professionals by sharing the scientific evidence base to inform professional practice and initiate research to change the way care is provided. Course format Two foundation modules in mental health assessment and research methods, plus a choice of one further module in psychological therapies, mental health and law, and transcultural mental health. Includes distance learning and part-time options. Aimed at Aspiring professionals in mental health, psychology, psychiatry, medicine and other fields where mental health is the focus of the work. Venue Split between QMUL and Barts and London SMD What you learn Causes of mental ill -health; epidemiology; risk factors; individual, group, family and behavioural therapies; health inequalities; refugee and migration mental health; gender and sexuality issues; literature search and qualitative and quantitative research methods. Qualification achieved MSc, post-graduate diploma or post-graduate certificate in mental health. Start date September 2015 Further information tinyurl.com/MHPTQMUL
NURSING july No 15 other :: vol uses 29 no 46 :: permission. 2015 73 DownloadedSTANDARD from RCNi.com by ${individualUser.displayName} on Nov 21, 2015. For personal use only. without Copyright © 2015 RCNi Ltd. All rights reserved.
Gearing up for With many healthcare staff retiring later, managers must address the implications of an ageing workforce, writes Petra Kendall Raynor Changes to the NHS pension scheme are starting to present challenges for employers. The usual NHS pension age is now the same as the state pension age, which means that up to 70% of current scheme members have a pension age between 65 and 68. St Helens Clinical Commissioning Group (CCG) chief nurse Sarah O’Brien says her organisation is acutely aware that many practice nurses locally are nearing retirement age in the next five to ten years. She says: ‘These concerns are recognised by Health Education England and by the Local Workforce and Education Group. The CCG is keen to retain its highly skilled practice nurses for as long as possible.
Higher average age
‘Following consultation with local nurses, GPs and others, we have developed a three-year primary care nursing strategy, to maintain and develop high standards in primary care nursing and to retain and recruit practice nurses.’ More than 5% of RCN members are aged over 60.
Keep working longer Employers can assist older staff by: Adapting appraisal processes. Training line managers to manage an older workforce. Improving pension awareness. Providing health and wellbeing support. Providing retire and return policies.
RCN employment relations adviser Nicola Lee says there is still poor understanding among employers of how the pension changes will affect staff. The NHS Working Longer Group (WLG), made up of NHS unions, employers and health department representatives, is reviewing the implications of a workforce with a later retirement age. An audit of existing research by the WLG found that the average age of NHS staff was 43.7, projected to become 47 by 2023. More than half of the NHS workforce is already aged over 40, and one third are over 50. The average age at which NHS staff choose to retire is 62. The WLG submitted preliminary findings and recommendations of a fact finding exercise in a report to the health departments in March 2014. Four main themes emerged: Data about staff working arrangements, age and its effects on working lives is collected by different organisations for different reasons, so is difficult to interpret across the NHS. Further work needs to be done to help members understand the pension scheme and the flexibilities available to them. More work needs to be done on breaking down barriers that prevent greater movement of staff across trusts and geographical areas. Recommendations about good practice in occupational health,
72 july 15 :: vol from 29 noRCNi.com 46 :: 2015 STANDARD Downloaded by ${individualUser.displayName} on Nov 21, 2015. For personal use only. NoNURSING other uses without permission. Copyright © 2015 RCNi Ltd. All rights reserved.
CAREERS
more older nurses NEIL O’CONNOR
Course
‘I ENJOY KEEPING ACTIVE AND LOVE MY WORK’ Mary Cook (pictured), started work at Walton Hospital, Liverpool, in 1968. Now aged 71, she has been working in a nursing home in Merseyside since 2013. ‘I worked as a bank nurse for the home from 2008 then joined as staff two years ago,’ says Ms Cook. ‘I have never had any concerns about my physical health while working, but if I had, my employer would accommodate me. Using hoists safety and wellbeing need to be taken forward in the context of an ageing workforce. Health sector workforce expert James Buchan, based at Queen Margaret University, Edinburgh, said: ‘It has been evident over the past ten years that the nursing workforce is ageing, with the oldest being in NHS community and the nursing home sectors. ‘Changing the retirement age will accelerate this age profile in the longer term, but the challenge of managing an older workforce should come as no surprise to employers.’ Professor Buchan says some organisations are age-proofing their employment policies to
and other lifting aids have been helpful while looking after residents. Younger nurses should gain experience in hospital, and then nursing homes may be an option later as it is possibly more flexible. ‘My Nursing and Midwifery Council registration is due for renewal this year and I will most likely renew – I have always cared for others, enjoy keeping active and love my work.’ ensure they retain and motivate mature and experienced nurses. He adds: ‘As nursing shortages become more pronounced, employers who accommodate older nurses will be more successful in an increasingly competitive labour market’ NS Petra Kendall Raynor is a freelance journalist RESOURCES NHS Employers Working Longer Group tinyurl.com/NHSEWLG RCN guidance: Who will care? Protecting employment for older nurses tinyurl.com/RCN-guidance
resource
MSc in Mental Health: Psychological Therapies Run by Queen Mary University of London (QMUL) and Barts and the London School of Medicine and Dentistry (SMD). Course objectives To advance the careers of aspiring mental health professionals by sharing the scientific evidence base to inform professional practice and initiate research to change the way care is provided. Course format Two foundation modules in mental health assessment and research methods, plus a choice of one further module in psychological therapies, mental health and law, and transcultural mental health. Includes distance learning and part-time options. Aimed at Aspiring professionals in mental health, psychology, psychiatry, medicine and other fields where mental health is the focus of the work. Venue Split between QMUL and Barts and London SMD What you learn Causes of mental ill -health; epidemiology; risk factors; individual, group, family and behavioural therapies; health inequalities; refugee and migration mental health; gender and sexuality issues; literature search and qualitative and quantitative research methods. Qualification achieved MSc, post-graduate diploma or post-graduate certificate in mental health. Start date September 2015 Further information tinyurl.com/MHPTQMUL
NURSING july No 15 other :: vol uses 29 no 46 :: permission. 2015 73 DownloadedSTANDARD from RCNi.com by ${individualUser.displayName} on Nov 21, 2015. For personal use only. without Copyright © 2015 RCNi Ltd. All rights reserved.
