New Ways of Working for Applied Psychologists
Aims and objectives
The New Ways of Working for Applied Psychologists sub-group was established in July 2005 and has met every two months up to the launch conference in Leicester in July 2007 when the group had completed its work. The group was jointly chaired by Roslyn Hope (NIMHE, NWP) and Professor Tony Lavender (BPS) and included representatives of carers and users, from the divisions of applied psychology and other professions, including psychiatry, nursing and the allied health professions. Two stakeholder conferences were held in Wolverhampton and Edinburgh. The group has addressed the following seven objectives:
- reviewed the pre-qualification roles of psychology graduates, including Primary Care Mental Health Workers (PCMHWs), and recommend how they could be developed to contribute to the sustainable delivery of psychological services;
- reviewed the current training models for applied psychologists, develop and assess alternative models and make recommendations for the future;
- mapped the current workforce, identify emerging good practice in new ways of working and develop role descriptions for all levels across the career framework and produce guidance for National Assessors;
- identified the best models for organising psychological services within Trusts and review the leadership development needs of applied psychologists;
- identified the best ways that applied psychologists can contribute to the development and work of multidisciplinary teams;
- identified the way that applied psychologists can improve user access to psychological therapies; and
- clarified the role, training needs and registration requirements of applied psychologists in implementing the new mental health legislation. Delays to the implementation meant this was not completed by July 2007.
Report on the work
The New Ways of Working Group developed a statement to capture the purpose of applied psychology.
“To improve the psychological wellbeing of the population through working with individuals, families, teams, organisations and communities.”
There was also an attempt to define and contextualise psychological wellbeing.
“Psychological wellbeing is an important concept which cannot simply be equated with ‘happiness’ but involves a sense of both ‘empowerment’ and an ability to contribute positively to the world. It also involves individuals developing an appreciation of the impact of their contexts, that is, their families, the organisations where they work and the communities in which they live, on psychological health. Contexts impact powerfully on individuals’ psychological wellbeing and the work of applied psychologists needs to embrace interventions directed at both the individual and those contexts.”
Seven project groups were established to meet each of these objectives, and a summary of the work is included below.
- New pre-qualification roles:
The group reviewed recent developments in graduate roles (including the PCMHWs). The major lessons were that unless i) these roles fit in with clear career frameworks, and ii) are coherent with local service developments, they will not be sustainable. The group developed a career framework for pre-applied psychology doctorate training that involved the creation of three new levels of worker, which would enhance access to psychological services across specialties. An education framework that built on previous work about new roles was developed to improve the competence of those staff.
- Training models:
A review of the training models of applied psychologists (i.e. the current divisions
of clinical, counselling, educational and child, forensic, health, occupational,
sport and exercise psychology and neuropsychology) was undertaken.
Alternative models that enhance the unification of those models and
encouraged the adoption of new and flexible roles were developed.
A preferred way forward was identified and a consultation process developed.
This will be a long- term exercise and will require further strategic analysis and
planning by the BPS about the future of the divisions of applied psychology.
- Career pathways:
The current applied psychology workforce was mapped and examples of
good practice in new ways of working across the country developed.
These examples can be used to provide practising applied psychologists with ideas
for developing innovative practice in their local contexts. Throughout the career
framework, those roles at the different levels that integrate innovative practice
were identified. Finally, the role of the National Assessors has been reviewed
and new guidance produced relevant to all applied psychologists.
- Organising, leading and managing psychological services:
The current organisation of psychological services has been reviewed, and key
guiding principles for organising psychological services have been identified. The
need for the development within Trusts of Board-level leads in psychological
therapies/services has been emphasised. A variety of models of leadership have
been reviewed, and a model likely to suit applied psychologists and psychological
services has been presented. The leadership roles and training needs of applied
psychologists throughout their careers have been reviewed. Ways in which the
leadership-development needs of applied psychologists can be met have been
identified.
- Teamworking:
The theoretical and research literature about effective team working has
been reviewed. Recommendations have been made about the role of applied
psychologists in such key issues as the separation/integration of psychologists in
teams, leadership, and the involvement of psychologists in service improvement.
The role of applied psychologists working effectively within and for teams is
strongly endorsed. Good practice in a number of strategically important services,
such as assertive outreach, crisis resolution and acute care teams, have been
identified throughout the UK. These should act as examples of how applied
psychologists and others can improve the effectiveness of their work for and
within teams.
- Improving Access to Psychological Therapies:
The project group has actively liaised with the DH and CSIP programme
on Improving Access to Psychological Therapies (IAPT) and in particular the
Workforce Group. Issues that have been identified and addressed include defining
competences for psychological therapies and CBT in particular, surveying the
post-registration training in psychological therapy, developing and defining a
Career Framework for Psychological Therapists, and estimating the workforce and
training requirements for implementing the phased roll-out of the IAPT
programme.
- Mental health legislation:
A small project group has liaised closely with the existing BPS and DH groups
addressing the reforms to the Mental Health Act and the Mental Capacity Act.
There have been discussions on how to take things forward with the Mental
Health Act reform. In particular, there has been identification of the competences
required in the roles of Approved Mental Health Professional and Responsible
Clinician, the training needs (including probable curricula) and the regulation
and registration mechanisms. Finally, strong links have been established with
the Royal College of Psychiatrists on issues of implementation.
Contact details for chairs of the NWW for Applied Psychologists:
Professor Tony Lavender at
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Roslyn Hope at
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Products
The following reports are now available and can be downloaded (see Resources).
- New ways of working for Applied Psychologists in Health and Social Care. The End of the Beginning: A Summary Report: This report provides background information and an overview of the work and recommendations from each of the project groups. The report has been circulated to all trusts, PCTs, HEIs and SHAs.
- Development of New Roles: A document outlining the rationale for new pre-qualification roles and a model for developing three pre-qualification-level roles to deliver services in an innovative, cost-effective and sustainable manner.
- Training Models and the Future: A document providing an overview and critique of existing models of applied psychology training; a set of criteria for evaluating models and a discussion and evaluation of the new models. Clear recommendations about how the conclusions could be taken forward within the BPS will be provided.
- Map of the current applied psychology workforce alongside examples of innovative practice: A report about the current applied psychology workforce and descriptions of roles at different levels.
- Organising, Managing and Leading Psychological Services: This document will provide an analysis of the current NHS context and its implications for the organisation of psychological services. An evaluation of leadership styles will be provided, along with recommendations for leadership development and training for applied psychologists.
- Working Psychologically in Teams: A document providing theory and research related to effective team working and examples of good practice. This document will be relevant for a multiprofessional audience.
- Good Practice Guide on the Contribution of Applied Psychologists in Improving Access to Psychological Therapists.
The following products will be available in the future:
- Guidance for National Assessors: This is a new document outlining the role of National Assessors and giving descriptions of roles at different levels.
- Guidelines for Applied Psychologists in Implementing the New Mental Health Legislation: A document detailing the role and training requirements of the new mental health legislation and the registration arrangements for psychologists.
Contribution to the work of other groups
Members of the group have contributed to the work undertaken by psychiatrists, pharmacists, AHPs, and primary care, social and nursing workers that is reported elsewhere. The group has identified areas of work it wishes to pursue that have cross-cutting themes, and members have started to participate in groups working on leadership and accountability.
Further Work
- A group of the project leads met regularly with Tony Lavender and Roslyn Hope to oversee implementation during 2008.
- A series of six regional seminars, funded by the BPS, was organised where key service and training providers and commissioners will bewere brought together to consider how to take NWW forward. A report about these seminars was approved by the BPS in November.
- An article providing a critical analysis of the implementation of the recommendations in the NWW For Applied Psychologists Report is available in the Journal of Mental Health Training, Education and Practice (2009).
Summary
Many examples of good practice and new ways of working have been identified. Many ways of improving the contribution of applied psychologists to new and innovative practices have been developed by the group. The implementation of the recommendations and the adoption of positive practice is continues to be vital in progressing this work and enhancing the quality, effectiveness, efficiency and sustainability of the NHS.
Links
New Ways of Working Website (NWW)
NWW has formed a significant part of the NIMHE National Workforce Programme since it started in January 2003. NWW is about changing the practice of the current workforce; developing extended roles beyond the scope of curent professional practice and bringing in new people to the workforce in new roles, at assistant and practitioner levels. There is no single model for NWW; it is simply about making the best use of the skills in the workforce to meet need in a cost effective way.
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Psychology
