NEW WAYS OF WORKING for APPLIED PSYCHOLOGISTS An

NEW WAYS OF WORKING for APPLIED PSYCHOLOGISTS An Overview Regional Seminars Summer 2008 Roslyn Hope & Tony Lavender

NEW WAYS OF WORKING PRESENTATION OVERVIEW • Background about New Ways of Working • Major issues arising from NWWAP project • Help to inform you and think of the relevance to your context • Presentations of NWWAP and open space

NEW WAYS OF WORKING NIMHE National Workforce Programme What is it about? • Changing existing professional practice (biggest challenge) • Extending roles beyond original scope of practice • New roles – usually at assistant or practitioner levels • Meeting the needs of service users and carers across all age groups

NEW WAYS OF WORKING A 5 year process (so far) • Began in 2003 as collaborative, led by NIMHE and Royal College of Psychiatrists • Overseen by joint National Steering Group with membership from all professional bodies • Focussed initially on Psychiatrists – Interim report 2004, Final Report 2005 • But since has moved on to everyone involved in mental health services

NEW WAYS OF WORKING Who is Everyone • • • Applied Psychologists Allied Health Professions, including OT’s Nurses Non professionally affiliated staff Pharmacy clinical and support staff Primary Care Psychiatrists Social Work Service Users and Carers

NEW WAYS OF WORKING What it’s NOT! • Just about psychiatrists • A way of getting services on the cheap • Dumbing down of staffing and/or services • A quick fix • Something everyone has always been doing National Workforce Programme

NEW WAYS OF WORKING FOR APPLIED PSYCHOLOGISTS

NWW FOR APPLIED PSYCHOLOGISTS • Core Group met bi-monthly July 2005 June 2007 • Multi-professional, Multi-Applied Psychologists, User & Carer Group • Covered seven project areas • Developed a core purpose

NWW FOR APPLIED PSYCHOLOGISTS SUMMARY REPORT THE END OF THE BEGINNING PURPOSE OF THE APPLIED PSYCHOLOGIES “to improve the psychological well being of the population through working with individuals, teams, organisations and communities”

NWW FOR APPLIED PSYCHOLOGISTS IN CONTEXT OF MENTAL HEALTH & NHS Service Users and Carers at the heart • • Empowerment Enabling a positive contribution to life Understanding the power of contexts on well being • • • Families Organisations Communities

NWW FOR APPLIED PSYCHOLOGISTS BRIEFLY COVER WORK OF 5 OF 7 PROJECT GROUPS • Leadership • Working Psychologically in teams • Improving Access to Psychological Therapies • New Roles • Training Models

NWW FOR APPLIED PSYCHOLOGISTS LEADERSHIP: KEY ISSUES What you should expect from Applied Psychologists • Play a leading role in transforming services to deliver high quality psychological care – Contribute to developing the vision (strategy) – Facilitate the implementation of strategy • Leadership Development Framework – Expectations at difference levels

LEADERSHIP DEVELOPMENT FRAMEWORK Executive Band 8(d) - 9 • Leadership development of others • Mentoring – including peer mentoring and mentoring to others • Succession planning • Policy Leadership Consultant Band 8(c) - (d) • Mentoring – including peer mentoring and mentoring to others • Differentiation into tripartite role – clinical, professional, managerial • Application of skills, lead for psychology at organisational level • Support leadership role and function of executive leadership • Identification of leadership skills and needs at speciality/service level • Leadership development with attention being given to potential successors from 8(a)-(b) banded staff, supporting equal opportunities • Setting future direction for specialty/niche market/professional subgroup/team • Policy Leadership Principal Band 8(a)-(b) • Mentoring – including peer mentoring and mentoring to others • Identification of leadership skills in others (individuals) • Support leadership development of others • Align learning experience to future leadership needs • Leadership consultation across one or more settings

LEADERSHIP DEVELOPMENT FRAMEWORK Clinical Psychologist Band 7 • Mentoring – including peer mentoring and mentoring to others • Consolidate skills • Broaden repertoire and extend application of leadership skills • Future career planning • Wider range of practical experience (across settings) • Role model to others • Longer term projects • Proactive identification of opportunities Pre-Qualification Band 6 • Personal leadership profile • Increase awareness of impact on others and system • Develop strengths and strengthen areas of need • Scenario discussions with mentor • Experiential learning on placement • Feedback from multiple perspectives • Develop political and organisational awareness • Knowledge of other professional groups SELECTION STAGE Selection criteria to include section on leadership potential

NWW FOR APPLIED PSYCHOLOGISTS LEADERSHIP: KEY ISSUES • Board level representation for delivery of psychological services • Committed to multi disciplinary health care delivery • Should be business minded, politically aware, aligned to organisation’s strategic objectives & informative to commissioners • Redevelop leadership & management training from prequalification to consultant

NWW FOR APPLIED PSYCHOLOGISTS WORKING PSYCHOLOGICALLY IN TEAMS Expectations: Ways Forward • Psychologists committed to multi-disciplinary teams and offering psychological rather than medical perspective • Psychologists should be good team players – – • Members Managers & Leaders Supporting & supervising others Consulting (e. g. supporting/creating capable teams) “Team players with a unique contribution”

NWW FOR APPLIED PSYCHOLOGISTS WORKING PSYCHOLOGICALLY IN TEAMS KEY ISSUES • Key ingredients for effective teamworking are: – Clear and achievable objectives – Clear and effective leadership – The necessary authority, autonomy and resources to achieve these objectives (i. e. effective decision making processes, engage in constructive conflict and for complex decisions team needs to be relatively small n=8 -9 people) – Differentiated, diverse and clear roles – Opportunities to review team effectiveness and build in change

NWW FOR APPLIED PSYCHOLOGISTS IMPROVING ACCESS TO PSYCHOLOGICAL THERAPIES Development & expectations • Largest new development programme for mental health • New services & training commissions with national roll out • Service redesign – psychologists actively contributing – Importance of links with steps 3, 4 & 5 (secondary & tertiary)

NWW FOR APPLIED PSYCHOLOGISTS IMPROVING ACCESS TO PSYCHOLOGICAL THERAPIES Development & expectations • Key messages psychologists must (and do) engage with IAPT. Roles: – – – Training (developing & delivering) Leading & Managing Supervising Delivering psychological therapies Research (analysing & interpreting outcome data, disseminating findings) – Developing the evidence base

NWW FOR APPLIED PSYCHOLOGISTS NEW PREQUALIFICATION ROLES: KEY ISSUES • Great need for psychological services, large pool of psychology graduates and a dip in 18 -20 coming into workforce (2010 -2020) • Lessons from new roles (e. g. Primary Care mental Health Workers) – Fit in with a clear career framework – Receive appropriate support and supervision – Be integral to aims and design of service • Example IAPT – low intensity & high intensity workers (not just psychology graduates but safe bet pool) • Could be developed for other client groups – child, learning disabilities, older peoples services

NWW FOR APPLIED PSYCHOLOGISTS NEW ROLES WAY FORWARD • Developed prequalification career framework – Psychology Assistant/Senior Assistant/Associate [bands 4, 5 & 6] – Needs to be linked into a service role – Education framework (Postgraduate Certificate, Diploma & possibly Masters) – Could stay at each level, most likely Associate or go on

NWW FOR APPLIED PSYCHOLOGISTS NEW ROLES What you can expect of psychologists • To contribute to development of new roles and services • To contribute to the development and delivery of training, including in HEIs • To contribute to clinical governance, through clinical leadership, management and supervision • To contribute to developing appropriate regulation

NWW FOR APPLIED PSYCHOLOGISTS TRAINING MODELS: KEY ISSUES • Eight Divisions: Clinical, Counselling, Educational, Forensic, Health, Occupational, Sports & Exercise and Neuropsychology (post qualification) • Majority achieved or aspiring to develop 3 year Doctoral qualifications • Clinical Psychology – best funded and most developed • Differences not very clear to services and the public • A variety of new training models and criteria to evaluate them were developed (i. e. along the way suggested one or two years common) – currently being discussed

NWW FOR APPLIED PSYCHOLOGISTS TRAINING MODELS: KEY MESSAGES • • • Modularisation allowing those with previous experiences and qualifications access via APL/AP(E)L In clinical psychology, making CBT component equivalent to the high intensity level (impact of IAPT) Continue to offer a breadth of therapeutic models (e. g. systemic) as otherapies accumulate effectiveness evidence Continue to train for breadth of client groups (Child, Older People, Learning Disabilities) Continue training other psychological services (e. g. neuropsychology assessment) and research Improving team working, organisational leadership & management elements of training

NWW FOR APPLIED PSYCHOLOGISTS TRAINING MODELS: KEY MESSAGES • Issues for BPS in consultation with services, users and carers – Identifying future types/Divisions of applied psychology – Improving relevance of undergraduate programme as preparation for applied work

NWW FOR APPLIED PSYCHOLOGISTS 'THE END OF THE BEGINNING' THE REPORT(s) Aim to help: • Commissioners, Leaders and Managers of provider organisations to allow psychological therapies/services to thrive • Applied Psychologists to contribute constructively and innovatively to the future • So that: All can have a positive impact on the well being of users and carers

NWW FOR APPLIED PSYCHOLOGISTS See more: www. bps. org. uk www. newwaysofworking. org. uk