Friday, 21 June 2013
CYNTHIA BOWER IS ALSO NON EXECUTIVE DIRECTOR OF SKILLS FOR HEALTH
FROM THE CARE QUALITY COMMISSION'S WEBSITE:
Cynthia Bower is the Chief Executive of the Care Quality Commission.
Cynthia Bower graduated from Birmingham University and began her professional life in social care. She spent a number of years working with children in a variety of settings and managing social care services for children. She moved to the Health Service in 1995 to work for Birmingham Health Authority, working as Director of Primary Care at the time of the establishment of Primary Care Groups and the first wave of Primary Care Trusts (PCTs).
In 2000 she became Chief Executive of Birmingham Specialist Community Health NHS Trust and in 2002 Chief Executive of South Birmingham PCT.
At that time South Birmingham was the largest PCT in the country, commissioning for almost 400,000 patients and providing a wide range of local, city-wide and regional Services.
In August 2005 she became Managing Director of Birmingham and the Black Country SHA and in July 2006 she became Chief Executive of NHS West Midlands.
In July 2008, Cynthia Bower was appointed Chief Executive of the Care Quality Commission, which took up its duties as the regulator for health and social care on 1 April 2009.
SKILLS FOR HEALTH APPEARS TO BE A MASSIVE JARGON AND BULLSHIT RIDDEN QUANGO:
Who we are and how we can help you
Skills for Health is your Sector Skills Council, for all health employers; NHS, independent and third sector. Everything we do is driven by your skills and workforce needs.
We can help you in three ways:
firstly, we offer tested solutions and tools to help you improve productivity and quality
secondly, we can directly support you and your staff to plan and manage workforce development and change
thirdly, as the employers’ authoritative voice on skills issues, we represent your views and champion the effective investment in skills that you need.
As your Sector Skills Council, Skills for Health acts as the voice of healthcare employers in the skills system.
Ensuring government policy reflects the needs of health employers
We influence skills, education and health policy to ensure that it reflects employers’ needs and helps develop a world class healthcare workforce able to meet changing needs and expectations.
We do this by lobbying and working with a range of Government departments, agencies and stakeholders as well as collating and delivering responses to policy consultations.
Helping you deliver on key policy priorities
We identify key policy priorities and provide you with a range of resources to help you deliver against them.
Skills for Health was relicensed in 2009 following a review by the National Audit Office with an ‘outstanding’ contribution to workforce redesign. The UK Commission for Employment and Skills (UKCES) is responsible for the relicensing process for the 25 Sector Skills Councils.
Skills for Health’s strategic plan covers the period 2010-2015.
Managing eRostering and Scheduled events with DRS Realtime
Reduced spend on locums - early implementers of Realtime in Blackpool reduced medical locum spend by between 10% and 20%.
Fast, Accurate, Cost effective – Compliance Reporting using WIRED
Barnet and Chase Farm Hospitals used WIRED achieve the Trust target of 85% of staff completing all their relevant statutory and mandatory training.
Accurate compliance reporting with WIRED
Hounslow and Richmond Community Healthcare NHS Trust used WIRED to export data from their HR system (ESR) and Learning Management System (OLM) to quickly create a wide range of high quality compliance reports, helping them save time and money.
New role cuts length of stay by 60% at NHS Greater Glasgow and Clyde
How new competence based Allied Health Professional Advanced Practitioner role doubled patient discharge rates and reduced onward referrals.
New role improves patient care at NHS Greater Glasgow and Clyde
How Advanced Nurse Practitioner role enabled more flexible ways of delivering services improved patient outcomes and helped nurses to progress along the career framework.
Achieving 90% employment for students at NHS Tayside
Meeting the flexible workforce challenge using a competence based approach to develop support staff and open up career pathways across health and social care.
Flexible training for support staff improves service quality
Career Framework helps NHS Lothian develop Healthcare Support Worker role in mental health and learning disability services
New role has ‘phenomenal’ effect on Emergency Departments
How a new role is easing emergency access to hospitals, improving patients’ experience and saving money
Recruitment toolkit delivers ‘very significant’ savings for Cwm Taf Local Health Board
How Skills for Health’s Sector Employability Toolkit dramatically improved recruitment to hard-to-fill posts while reducing turnover and sickness rates.
Dramatically cutting waiting times and improving productivity
How transferable roles are transforming services in NHS Dudley
Cutting length of stay at Whittington Hospital NHS Trust
How using competences to develop new roles delivered a more productive workforce.
How Foundation Trust drove up recruitment and reduced turnover in hard to fill posts
Norfolk and Norwich University Hospitals NHS Foundation Trust applies employability approach to open up a new workforce pool.
Competence based coaching develops effective front line managers
How Whittington Hospital NHS Trust and Skills for Health pioneered competence based leadership programme for front line managers.
Equipping staff with the business skills to lead innovative healthcare services
Skills for Health helps Therapyworks pioneer new franchise model for physiotherapy practice in independent healthcare
Competence based training boosts competence and confidence in clinical practice
NHS Nottingham City and University of Nottingham use competences to support staff development for End of Life Care.
Nuffield Health uses Skills for Health competences to eliminate one area’s clinical incidents
How supporting staff with competence based training helped build excellent safety record while freeing up clinical staff time.
Creating safe, efficient and effective new services for remote and rural populations in Scotland
How Scotland’s Remote and Rural Healthcare Educational Alliance used a competence based approach to create a new flexible role
New Roles and Progression Pathways Report
This case study was commissioned to test the usefulness of ‘Growing Your Own: a Practical Guide to Growing Your Own Professionals for the New NHS' against the realities of front line delivery of an NHS Trust - Newham University Hospital Trust (NUHT)
Meeting 18 week wait through workforce development
Central Manchester and Manchester Children’s University Hospitals NHS Trust uses Skills for Health competences
Improving service delivery in Breast Screening
Warwickshire, Solihull & Coventry – developing new Practitioner roles
Improving service delivery in school health services
When South Birmingham Primary Care Trust was invited to become part of a School Health Demonstrator project, managers recognised an opportunity to assess and evaluate the effectiveness of a new role in school nursing
A competence based approach to service and team redesign
NHS Forth Valley creates evidence-based new roles for older people’s care
LLN training overcomes the language barrier
Royal Bournemouth and Christchurch Foundation Trust pioneers English for Speakers of Other Languages training
New Roles support elderly patient services
Whittington Hospital Trust uses Skills for Health competences for Therapy Assistant roles
Creating career progression opportunities for healthcare staff
Northwest London Trust uses Skills for Health competences for Associate Practitioner role
Creating accessible training in Psychological Therapies
Improving professional development in health
BUPA implements Skills for Health competences
Now is the time to invest in skills - the Blackpool way
Independent care home staff to provide new levels of personalised care
Creating new roles to support Hospitals at Night
Improving management of long term conditions
Improving education, training and service re-design in healthcare services
Clinovia implements Skills for Health competences
New obstetric theatre maternity support workers
Emergency care reform in Northern Ireland
Angina patient pathway
Berkshire CHD Collaborative
Angiograph practitioner role profiling, job specification and training plan
Hull and East Yorkshire Hospital NHS Trust
Reducing complications in people with diabetes
Using competences to improve Coronary Heart Disease services
Linking LLN training to disability priorities and KSF
A whole organisation approach to Skills for Life
Unlocking staff potential at Salisbury NHS Foundation Trust
A Learning Advisor model approach to Skills for Life
Apprenticeships - a vital tool for workforce development
Castle Hill Cardiac Support Team
Cardiac Nurse Practitioner role profiles and development plans
Broomfield Hospital, Chelmsford
ACS competence-based training programme
Critical Care Institute, Greater Manchester SHA
Using competences to improve Coronary Heart Disease services
Wrexham Maelor Hospital – developing the role of the Acute Coronary Syndrome Nurse
Cath lab worker role profile and training programme
Lancashire and South Cumbria Cardiac Network
Cardiology department job descriptions and training plans
Heatherwood and Wexham Park Hospital, Slough
Awareness of Literacy, Language and Numeracy supports Lincolnshire health employees
Contextualised Literacy, Language and Numeracy Awareness brings success
Northwest London NHS Hospital Trust
Improves patient care and reduces nursing burden through the introduction of a new Associate Practitioner role
Learning for all Union Learning Representatives
THIS IS FRIGHTENING. WHERE IS THE ACCOUNTABILITY IN ALL OF THIS? THIS SHADOWY ORGANISATION THAT I HAD NEVER HEARD OF BEFORE HAS ITS FINGERS IN SO MANY PIES!