Mental Hea;th and the need to upskill the nurses to meet unmet needs of patients

  In some public services its not about investing money into capital projects, what is needed is those who are salaried learning to work in 21st century ways and with a more professional and ethical approach.   Autonomy is necessary as my experience recently is that the services are so poor and shoddy whilst buildings are good to facilitate that the service leaves the service open to professional negligence and criminal negligence law suits - which would defeat the purpose of investment in the capital sum. It is possible to raise the standards without incurring any costs by simply ensuring that the employees are trained internally to an appropriate level and there is sufficient evaluation and monitoring of the service. Eg People are processed through mental health services and the Act requires “Care and Treatment”*.  There is over emphasis on Treatment.  Care is not picking up on “poverty” issues such as employability and whether the person is on contractual or statutory sick pay.  If either then “reasonable adjustment” under the Disability Discrimination Act should mean that an insurance policy kicks in with the employer which assesses risk so that the employee can either have a reasonable adjustment to return to work or be laid off with compensation.  This tends not to be happening.  Obvious poverty is also not being picked up such as ill-fitting clothes perhaps due to weight gain or weight loss – there is an endowments fund associated with all hospitals and they should be picking up obvious poverty issues as “unmet need” issues.   Under “Care” issues of people not fitting into the 21st century also need to be picked up when being processed by a mental health hospital.  You should not be able to spend 28 days on a mental health ward in hospital without coming out the other end having sorted out causation ad lifestyle issues concerning 21st century living but that currently is the case.  Nurses should be able to give powerpoint demonstrations on a range of topics to ensure people have knowledge that they need so as to not go round and round mental health services.  Further there is a reliance on agency, the worker, and this can cost more than the worth of an employee unnecessarily - an employee "float" may be a better option than an agency worker on the premis that Agency don't tend to provide training for their staff whereas employees access training when the employer determines its necessary. You can therefore have differing degrees of skills and training in the workforce which can highlight issues of professional negligence where there is a duty to act and there is an omittance to do the duty. What I have observed recently is that an entire hospital ward is wide open to ambulance chasing from the legal profession and that the staff are needing skills to be upgraded as they are either non-existent or not being used if they are actually available, there is no opportunity to forward think or raise standards and there is no significant evaluation or monitoring to ensure that upgrading is occurring - the service delivery in over a month's observance of an NHS hospital was either woeful or damning with a few exceptions. Further there is opportunity for volunteering to have a significant impact to make a difference - but there is no opportunity for the Third Sector to engage with the public sector to network and to facilitate involvement other than to provide some leaflets which may or may not be taken on board. In that regard, there is an endowment option with a capital sum which should provide interest to be spent for the benefit of patients and staff - how or whether this is occurring is not known but it should be being processed properly and apparently is not at this time.   Borrowing to improve as a capital investment is therefore not necessary: what is necessary is to evaluate and monitor and utilise the employees more appropriately with autonomy and to network the Third Sector to facilitate involvement possibly paid for out of endowments. Employees are salaried not paid by the hour via consultancy – therefore they can be asked to work more efficiently, effectively and economically and shown how to engage better within their organisation to include creativity and ideas. Mismanagement is an employment area needing to be identified by legislation and the need to refer to the Trade Union or Professional Body to ensure that professionalism and ethics are of a high standard. The other area needing to be identified for improvement in employment legislation is to ensure that employees; workers and non-employees (volunteers) are appropriately covered by all legislation. Human Rights legislation needs to impact across all public sector legislation and the Law Society needs to network certain areas of law together ie Employment/Human Rights/Mental Health/Insurance as there are serious gaps which render legislation in operative and will lead to professional negligence lawsuits and/or criminal prosecution.  So in conclusion - please do a stats / evaluation on the policy ideas above to see if an effective, efficient and economic benefit would be made that was significant to enable the envisaged £316 million infrastructure projects to be done without actually borrowing anything from the UK Government Loan Fund or commercial banking entities or Bonds etc. We may just need to think smarter and tighten our belts rather than borrow and get into debt for the first time in 300 years: the Scots are known to be thrifty, have mothballs in their wallets, the above should make significant cost savings and if so may facilitate all projects without the need to borrow and even improve society ...   

 

to be continued

 

Why the contribution is important

Anti-poverty issues, social justice issues, unmet needs

by Lesley on October 10, 2018 at 08:03PM

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