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Mandatory trained to death!

I have in nearly 40 yrs wasted much time on mandatory training. That is not to say I think it is a waste of time, but the number of times I have done the same thing is excessive!

There has to be a better way. I worked simultaneously as a bank nurse for a private hospital and an NHS hospital. I had to do similar mandatory training for both 2 resuscitation sessions, 2 back care, 2 fire sessions etc etc each year! I then did some freelance work for a mental health trust and had to cover all the manadatory training again!!! One year I did 3 fire sessions, 3 Infection control, 3 governance, safeguarding. 

There must be a way of deciding a national basic mandatory training so that it will count for more than one place. Each rtrust is so obcessed with defensive operation its wasting money unnecessarily.

And in some place I am glad to say they now put different lengths of time sessions last before they need updating....that's intelligent too!

How does your employer help you to develop your skills or career?

What would you like to happen to enable you to develop your skills and career more?

edited on Nov 2, 2018 by Isabel DHSC

(Account removed) 2 months ago

Has any of the training you have done been able to carried across roles?

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Jacqui 2 months ago

Each organisation insisted on me completing its own mandatory training even though any one of the organisations training would have been as applicable in the next organisation(fire, safeguarding, rescuss, infection control etc were all generic) and any of it would have bee appropriate to carry across roles. I see no reason why the majority are not transferrable.
But defensive practice means that no organisation will trust to another.
.....And yet when nurses first started doing Intravenous (IV) drugs, even through I was deemed safe in one hospital, every hospital made you do its own assessment before you could give IV drugs in their hospital. The last decade or so, no one has worried about that even though I've had fewer practice hours and checking my tecnique as a bank nurse doing and invasive, hazardous procedure would have been appropriate! No they were more worried I couldnt start work till I had had my governance or equality,diversity training!

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Jamie 2 months ago

I quit my bank A&E job because that trust insisted I take A/L etc. from my normal trust to do loads of mandatory training again that I did at the other trust just a few months before. As a result they were ridiculously short staffed for god knows how many weekends after that, patients suffer over bureaucracy like this.

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Carla Burns 2 months ago

Totally agree with this! As someone responsible for tying to manage mandatory training across a busy hospital I would definitely appreciate national standardised requirements for mandatory training - it's a minefield!

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Joseph DHSC 2 months ago

Hi Carla - Thanks for your comment. I'd like to understand more about how you and your trust decide what training becomes mandatory. I understand that there is a core national standard already and welcome your thoughts on them too. You can find them here - http://www.skillsforhealth.org.uk/services/it...ining-framework

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Carla Burns 2 months ago

Hi Joseph - we use the Core Skills Framework and the intelligence from legislation e.g. around Safeguarding (Bournmouth/Collegaite) as well as guidance from orgs such as the Resus Council - this is where it starts to get more complex. Even though the CSF is a really good start, it then becomes complicated when it refers to training being determined by local risk assessment - which makes sense as you can respond to your actual environmental need but then makes recording and reporting and comparing much more difficult!

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Joseph DHSC 2 months ago

Thanks Carla - would you mind getting in touch via workforceexperience@dh.gsi.gov.uk? I'd like to talk in some more detail and wonder if you'd be ok to speak on the phone.

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Sarah O'Connor 1 month ago

The simple answer is to introduce a national training passport. Implimenting this may not be so simple, it would require a working party to review and accredit all the training across all providers. Once a 'passport' is built it would allow staff to carry their training with them. We are looking at ways to introduce such a thing within local social care but we fear that corporate support will not be there. Many workers in care homes move around often spending far too much time on doing the same basic stuff over and over. It reduces the value of training and is an ineffective use of time when increasing skills and knowledge would not only provide better service but show investment in care workers development.

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Adam DHSC 1 month ago

Hi Sarah, As you can see there has been much discussion on Mandatory training across health and social care. We are looking into some of these ideas but I wonder whether you can expand on what you have done so far in looking to introduce a 'passport' in your local area?
Thanks
Adam

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Sarah O'Connor 3 weeks ago

Hi Adam, So far it has only been in discussion. There is a general feeling that we are not sure where to even start with this. I think the real question, as an employer, is how can we assure the quality of training from other organisations? A nationally recognised portfolio of verified training would help to answer this question. Many organisations are still 'doing their own thing' to reassure themselves that they know their staff are properly trained.
I chair a small collaborative working group of local homes (made up of county council, privately owned and large organisation homes). We have discussed pooling our resources for non statutory/mandatory training and maximising our staff who have been on 'train the trainer' courses. Subjects such as nutrition and hydration, falls reduction and oral health & hygiene may be where we start; as they might not be the first things that employers think to train their staff in but they are vital for great care!

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