Combined intelligence for population health action

We helped key stakeholders in the Cheshire and Merseyside health system see combined intelligence reports on capacity and demand for health services, allowing them to respond to COVID-19 quickly.

Background

The CIPHA (Combined Intelligence for Population Health Action) platform was developed to bring together health and social care datasets within the Cheshire and Merseyside health system. The aim was to help inform key decisions when responding to COVID-19. Since October 2020, the Midlands and Lancashire Commissioning Support Unit have been supporting the CIPHA programme with business intelligence (BI).

Action

The Cheshire and Merseyside BI team have been providing daily reports to CIPHA. These reports cover COVID-19 testing, cases, deaths,  outbreak identification, hospital admissions, capacity and demand, discharge reporting, vaccination reporting and much more.

The team continue to provide a full end to end service in the tracking of capacity and demand for out of hospital (OOH) services. Support includes data processing, data quality validations and reporting, and also helping with any changes to the reports within the CIPHA platform.

Impact

We have facilitated a process to ensure that key stakeholders within the health system see CIPHA reports in a timely manner. This has informed clinical commissioning groups leads, provider trusts leads and others to make key decisions when responding to COVID-19.

The support provided in tracking capacity and demand for OOH services has helped the system leaders to understand current demand for OOH services including activity, case loads, bed occupancy and waits as related to intermediate care, community care, mental health services and social care. This has then enabled provider trusts to understand and utilise capacity in the community when discharging patients.

Helen Duckworth, Associate Director of Business Intelligence, Cheshire & Merseyside ICS, said: “It is a real pleasure working with you. Thank you to the BI team for your unparalleled professionalism and knowledge, and for investing your time and effort in doing an excellent job with a fantastically experienced hand. Nothing is too much to ask, and all our needs  are met with a smile. Having your support for the Demand and Capacity OOH Tracker meant we could rely on seeing up to date and easy to understand data, which helped system stakeholders make quick and informed decisions. ”

Helen Duckworth| Associate Director of Business Intelligence, Cheshire & Merseyside ICS

2021, our journey alongside ICS partners

2021 was, of course, another tough year for the NHS and social care. Against this challenging backdrop, the NHS Midlands and Lancashire CSU played its part in the COVID response and ongoing recovery as well as supporting establishment of integrated care systems.

Add the other innovative programmes benefiting patients that we have either led or supported and the result is a record that both surprises and pleases us to look back on. So much fitted into just 12 months!  A big ‘thank you’ goes to all our staff and partners for their hard work and immense dedication.

The Annual Review isn’t an exhaustive list – that would have been far too long – but hopefully an interesting selection of highlights and an indication of how much we can support integrated care systems.

It’s a quick read and you can find it below.

Blog: Treating people on waiting lists

There are millions of people waiting for treatment. How should we decide who gets called first? Peter Spilsbury, Director of our Strategy Unit, discusses in this blog how waiting lists are currently prioritised and how looking at richer data around complex socio-economic factors can help improve equity.

Waiting lists for elective care are in the news. The national plan has been issued, with the expectation that lists will continue to rise for some years – and that long waiting will not disappear anytime soon. Addressing this ‘backlog’ will remain a fundamental challenge for some time to come.

This raises the question of how people on the lists are prioritised. There are millions of people waiting for treatment. How should we decide who gets called first?

Previous Strategy Unit work showed that there is already inequity: richer people tend to get better access to elective treatment than poorer people. This trend emerged over the last decade. And, if we aren’t very careful, the final reckoning of how the NHS ‘recovers’ will see these inequities made much worse.

Who gets treated ahead of whom is a value judgement. No one has a monopoly on those – and there are no right or wrong answers.

To date, the NHS has largely worked by prioritising based on length of wait. During lockdown the NHS/government worked with the Royal Colleges to establish a clinical priority weighting system. So decisions about who to treat started by considering clinical priority, then length of wait.

This seems utterly reasonable, but is it sufficient?

Let me explain why it might not be.

Imagine that two people are waiting for a procedure that has a non-urgent clinical priority. In both cases, they have pain that seriously limits their mobility. The first, Patient A, has waited for 50 weeks. The second, Patient B, has waited for 20 weeks. A slot is available for the treatment they both need. Who gets called?

Based on the information you have at this stage, who would you choose?

Now let me add some more information. Patient A lives in an area that is in the upper quartile of socioeconomic status; Patient B lives in an area from the lower quartile. People living in upper quartile areas typically get greater access to this treatment (relative to need) than people living in the lower quartile.

Would that change your judgement?

Now some more information. Patient A is otherwise well and has a job that allows them to work from home at a desk. Patient B works on a building site, on a zero hours contract, and has underlying mental health issues.

Would that change your judgement?

These are complex considerations. And they are value judgements, so they entail difficult debates where final positions are hard to justify using evidence. So many of us might want to avoid this discussion, treating ‘clinical priority’ as though it were a single, neutral and over-ridding consideration.

But this is an illusion. Carrying on just doing what we’ve always done is as much a value-based position as changing it. There is no ‘neutral’ position. Choosing purely on time waited is a deliberate decision to NOT take into account other issues. So we MUST engage in the question.

And that is why I’m really excited that the Strategy Unit is helping to inform these debates. We are starting with two exciting pieces of work.

The first is with our colleagues at University Hospitals Coventry and Warwickshire NHS Trust. They have developed a waiting list prioritisation system that starts to incorporate socio-economic factors into their approach to working through waiting lists.

They have asked the Strategy Unit and our partners Ipsos MORI to work with them in exploring with their local populations what they think about these issues. This is a vital step as a key challenge to formalising value judgements in prioritisation decisions is about how to secure some form of legitimacy. The project involves running properly designed deliberative events and surveys with people in Coventry and Warwickshire to explore how they think about trade- offs in terms of individual prioritisation. What do they think matters when it comes to making these decisions?

It will then be for the decision makers in that patch, having heard that, to decide how they will prioritise. And they will do that with explicit reference to what they’ve heard from their public. We will then be working with the Trust to evaluate whether the approach they settle upon helps to achieve their objectives.

The second piece of work is more analytical. Following on from our work that showed current inequity, we will shortly publish a report that reviews the various strategies that can be adopted to tackle socioeconomic inequity in planned care. You can find out more about this work, which we are doing for the Midlands Decision Support Network, here.

Both pieces of work are a starting point for us. The scale and importance of the challenge means that the Strategy Unit will want to continue to apply our skills and efforts. And the nature of the questions involved in this topic means that multiple approaches, viewpoints and efforts are needed.

Collaboration is essential. So we would like to hear from other organisations as they approach waiting lists and the question of ‘what is fair?’

Tackle bullying and discrimination in the workplace

We facilitated the design of and implemented a bespoke online tool to make it easier for staff to report bullying, harassment and discrimination

Background

‘Your Voice: Report and Support’ is an online reporting tool that will allow staff working across the Leicester, Leicestershire and Rutland Integrated Care System (ICS) to report incidents of bullying, harassment and discrimination. The first online reporting tool of its kind hosted by an NHS organisation, Your Voice is available for staff (including bank staff), volunteers, apprentices and students on placement. it is hoped that the platform is extended to social care staff in phase two of the implementation.

With Your Voice staff can:

* Report an incident about themselves or someone else including other colleagues, patients, and visitors
* Make a report anonymously or by sharing contact information
* Report discrimination, harassment, vicitimisation and bullying including abusive behaviours
* Access support information, contacts and advice.

The tool provides an integrated information management system and allows organisations to monitor the numbers of incidents and analyse themes and actions whilst adhering to information governance policies and procedures. Stakeholders can also use the system to manage cases online and keep all information in one place.

Action

Our Equality and Inclusion team managed the development and implementation of Your Voice in Spring 2021, including:

* Research of existing reporting systems within and outside of the NHS
* Liaising with online technology developers Culture Shift, using their higher education system model to design a suitable tool and developing content such as reporting questions, guidance and support articles
* Stakeholder engagement on the platform design and content with ICS partners and staff networks
* Progress updates as part of the ICS’s Equality, Diversity and Inclusion taskforce
* Communication and engagement to raise staff awareness of Your Voice
* Data Protection Impact Assessment to ensure the tool is complaint regulations.

Impact

We worked effectively with system developers to design a bespoke tool for NHS staff.

Your Voice will provide healthcare staff with a safe and confidential space to disclose incidents – anonymously or by sharing contact information so they can receive further help. Either way, additional support includes articles focusing on bullying, harassment and discrimination.

Our team ensured that the system is accessible and that all reporting questions are inclusive.

We also reviewed other reporting mechanisms across the system and, working closely with Freedom to Speak Up Guardians, produced guidance for staff to the most appropriate reporting route.

Your Voice includes a data and analytics dashboard which allows ICS leaders to identify and analyse trends, and put measures in place to prevent bullying, harassment and  discrimination and improve the wellbeing and experiences of staff.

Menopause and the NHS workforce

NHS Midlands and Lancashire Commissioning Support Unit’s (MLCSU) Strategy Unit is undertaking a study to examine the impact of menopause on the NHS workforce.

Menopause is a natural part of ageing. It usually occurs between 45 and 55 years of age, as a woman’s oestrogen levels decline. The years leading up to menopause are referred to as the perimenopause, which usually lasts between four and eight years.

During this period, many women experience symptoms which adversely affect their personal and working lives. While experience is far from uniform, women frequently report lower productivity, reduced job satisfaction and problems with time management.

This is a significant issue for the NHS. It is the largest single employer in Europe, and around 75% of its 1.85 million employees are female. Given current pressures, it is especially important that the NHS understands the likely impacts of the menopause on its workforce.

Yet there are gaps in our knowledge. And this hampers employers’ ability to design effective support. To address this, the Strategy Unit is leading a study to explore:

* The proportion of the NHS workforce that are likely to be in the perimenopausal period and the socio-demographic and employment characteristics of this group.
* Sickness absence rates amongst perimenopausal women compared to younger and older women and to men of a similar age.
* The economic impact of NHS staff experiencing perimenopause and menopause, through assessing sickness absence. The rates of women joining and leaving the NHS workforce during the perimenopausal period, compared to younger and older women and to men of a similar age.
* The experience of women working in the NHS in managing their perimenopause and menopause symptoms whilst at work.
* The different experiences of women across Agenda for Change bands and staff groups in managing their symptoms and accessing workplace support.

The study will start in April and run for six months. The team will benefit from the involvement of two specialist clinical advisors for this study:

* Dr Louise Newson, who is a GP and menopause expert. Louise is the founder of Newson Health Menopause & Wellbeing Centre, and author of ‘Preparing for the Perimenopause and Menopause’
* Dr Sarah Hillman, who is a GP and University of Warwick researcher with a specialist interest in healthcare feminism (see Sarah’s TEDxNHS talk).
Equipped with insights from this work, the NHS will be more able to support its workforce.

For more information please contact Dr Abeda Mulla (abeda.mulla@nhs.net)

Success in setting up community pharmacy services

We helped commissioners with medicines management expertise in setting up and maintaining community pharmacy services, freeing up capacity across primary care.

Background

The Birmingham and Black Country Clinical Commissioning Groups (CCGs) requested our help with managing locally commissioned community pharmacy services. Several schemes were prioritised: Pharmacy First, COVID-19 Urgent Eye Care service, Specialist Palliative Care Drugs service and the Intravenous Antibiotic Supply service.

Action

* Produced several service documents and engaged with local key stakeholders
* Ensured service delivery was in line with the specification
* Contractor payments and payment queries were managed appropriately and on time
* Implemented an audit and reporting structure to demonstrate the quality and cost saving
* Automated services onto a digital platform to improve payment, reporting, audit and efficacy

Impact

We helped Black Country CCGs to set up and maintain a successful new Minor Ailments service under the name of ‘Pharmacy First’.

Over 300 pharmacies across the Black Country and Birmingham provide the service monthly covering GPs with a combined population of 1.46 million patients.

Compared to previous financial year, 18,931 Pharmacy First consultations (86.1%) were found to have freed up capacity across GP, A&E and walk-in services.

This was confirmed by audit data which showed that had the scheme not been available, patients would have booked a GP appointment. Community pharmacy in this case represents better ‘health value’ when comparing utilisation of skillsets and costs of community pharmacy services with costs for a GP appointment.

Jag Sangha, Pharmaceutical Adviser – Primary Care, Community Pharmacy and Public Health, Dudley CCG, said:

“The CCG and the Midlands and Lancashire Commissioning Support Unit have worked closely and successfully for a number of years. The MLCSU pharmacy team effectively developed, mobilised and managed the day to day operations of a number of local community pharmacy services we commission. This includes the Pharmacy First service (minor ailments service), COVID-19 Urgent Eye Care Service (formerly known as Minor Eye Conditions service) and the Specialist Palliative Care Drugs service. The team are excellent with engaging key stakeholders as well as exceeding any CCG requirements, helping to provide innovative solutions when needed in a timely fashion. I would recommend MLCSU as a choice of provider for community pharmacy services.”

Equalities and inclusive decision making

We helped an integrated care system implement a framework for making decisions that addresses bias and improves how equality is considered from the outset of decisions and proposals. 

Background

The Inclusive Decision Making Framework (IDMF) is developed to embed equality and health inequality considerations within decision making. Our Equality and Inclusion team helped implement the framework in the Leicester, Leicestershire and Rutland Integrated Care System (ICS). There are specific steps that embed equality and health inequality considerations within each stage of the decision making process:

* Foster a culture of inclusive decision making across the system
* Provide a shared equality, diversity and inclusion resource across different partners
* Provide practical steps to ensure that the needs of different communities and staff are considered when planning
* Meet the challenges of delivering the NHS Long Term Plan across the system
* Meet legal duties – in terms of equality, human rights and reducing health inequalities.

Action

We began in Spring 2021 by delivering workshops and engagement sessions for key stakeholders. We developed a range of supporting documents, communications and resources and shared them across the ICS for information and guidance.

To implement the framework, there was a period of transition of processes and systems at all partner organisations. To support this, we designed and delivered more workshops to trusts, local authorities and clinical commissioning group to outline best practice on how to use and embed the principles of the framework.

Each workshop included academic and theory based information and practical examples from Leicester, Leicestershire and Rutland case studies and ongoing work. Interactive elements ensured attendees were engaged and involved. An overview of the key transition steps was also provided in a pre-workshop delegate pack.

The workshops included discussions around the decision making process, fostering a culture of inclusive decision making, the importance of due regard and how to practically apply the specific steps.

Impact

The IDMF is an innovative approach that addresses bias and improves how equality is considered from the outset of decisions and proposals. Its successful implementation should help ensure that the needs of patients and staff from protected characteristic groups are embedded within every decision that is made across the Leicester, Leicestershire and Rutland system.

It will also ensure that insight gathered from Equality Impact Assessments informs every project and is included in any project planning documentation. This provides assurance that partner organisations meet the Public Sector Equality Duty and other legislative requirements.

Successful integration of the IDMF into current and future processes requires support from all partners and staff involved in decision making. A total of 12 IDMF workshops were delivered including two tailor-made sessions for the system’s People Board / Equality, Diversity and Inclusion Task group and one for a hospital’s People Services team.

Workshops were attended by a total of 147 staff from across the system who are helping to embed the IDMF within each of their teams and workstreams.

Equity and equality in maternity and neonatal care

We combined national metrics and local NHS, council and third sector data to help health systems understand where there are inequalities within local services.

Background

There was a national requirement from NHS England and NHS Improvement (NHSEI) for all local maternity systems to develop a maternity equity and equality audit by the end of November 2021. The aim was to understand where there are inequalities within the maternity services locally. This will be used to inform guidance to improve maternal health outcomes.

This case study looks at the Leicester, Leicestershire & Rutland (LLR) version of the maternity audit however the Midlands and Lancashire Commissioning Support Unit carried out this audit across our whole customer base.

Action

We analysed a large number of metrics:

* National metrics relating to maternity, neonatal and perinatal mental health
* Local provider data from organisations such as University Hospitals of Leicester Trust, Leicestershire Partnership NHS Trust, Leicestershire County Council and others.
* Voluntary sector data from, for example, the National Maternity Voices Partnership and others.

The audit was submitted to NHSEI as part of Stage 1 of the national requirement in November 2021.

Impact

The audit highlighted gaps in maternity services and suggested where further work was required, for example:

* Ethnic coding in the neonatal data set
* Data quality and data consistency
* Data provided to support anecdotal evidence.

Following the submission of the ‘Equity Plan’ to NHSEI, Stage 2 will be an action plan drawn up based on the analysis to improve maternal health outcomes, and will be locally focussed. The local maternity system will work with partners to develop those plans.

What the NHS is doing and how

The NHS is working to improve equity for mothers and babies and equality in experience for staff. The NHS has set out why this work is needed, the aims of this work and how the NHS will achieve its aims in two documents:

* ‘Equity and Equality: Guidance for Local Maternity Systems’: Based on the five health inequalities priorities in the 2021/22 Planning Guidance​, this will help local maternity systems align their plans with integrated care systems health inequalities work​.
* ‘NHS pledges to improve equity for mothers and babies and race equality for staff’: The four pledges help create a shared understanding of why work on equity and equality is needed, and the aims and outcomes of this work.

Scope

The guidance seeks to respond to the findings of the MBRRACE-UK reports about maternal and perinatal mortality, which show worse outcomes for those from Black, Asian and Mixed ethnic groups and those living in the most deprived areas. In doing so, consideration was given to the strong evidence highlighted in the NHS People Plan that “…where an NHS workforce is representative of the community that it serves, patient care and…patient experience is more personalised and improves”.  Therefore, the strategy recognises that improving equity for mothers and babies also requires a focus on race equality for staff.

Improving use of medicines across Merseyside

We had another successful year in 2020/21 at the Pan Mersey Area Prescribing Committee promoting the safe and efficient use of medicines and completing a series of medicines and policy reviews.

Background

The Pan Mersey APC is a professional group consisting of GPs, pharmacists and other key healthcare professionals. It seeks to identify and champion the best use of medicines taking into account cost effectiveness, quality, equity and above all, patient safety.

The Committee is responsible for making recommendations of medicines, especially high cost medicines, across the Merseyside and Warrington footprint.

Action

We have been working in collaboration with the APC providing medicines commissioning support.

We created a website to offer national and regional information on COVID-specific medicines issues.

We led phased reintroduction of Pan Mersey APC and subgroups after a COVID-19 pause (March- June 2020).

MLCSU medicines management team member was involved in discussions around future of Regional Medicines Optimisation Committee (RMOC).

We had the APC Conflicts of Interest policy and updated Declarations of Interest form approved.

Impact

147,879 visits made to APC website in 2020/21 (266,847 page views).

423,904 visits made to Pan Mersey formulary.

Cheshire and Merseyside antimicrobial review group completed review of full primary care antimicrobial guide, shared for localisation and adoption.

22 new medicines reviews and policy statements, 11 National Institute for Health and Care Excellence (NICE) technology appraisal (TA) reviews, and 11 policy statements and RAG recommendations produced by new medicines subgroup.

8 policy statements, 8 prescribing guidelines, and 6 formulary amendment recommendations produced by formulary and guidelines subgroup.

3 prescribing support documents, 5 new shared care frameworks and 6 shared care framework reviews produced by shared care subgroup. Expiry date extended for 16 documents.

1 guideline and 5 formulary updates produced by safety subgroup.