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© Nuffield Trust30 June 2016
New Models of General Practice:
Practical and policy lessons
Rebecca Rosen Stephanie Kumpunen
Senior Clinical Fellow Fellow in Health Policy
Nuffield Trust Nuffield Trust
Project Team: Natasha Curry, Alisha Davies, Lucia Kossarova, Luisa
Pettigrew, Claire Currie, Holly Holder, Sandeepa Arora, Ruth Thorlby
© Nuffield Trust
Overview
Drivers of collaboration and larger scale
Research aims and methods
National survey findings
Case study findings
Practical tips for sustainability
© Nuffield Trust
Drivers of collaboration and larger scale
Pushfactors
Pullfactors
Reduced funding
Rising patient
demand
Rising
administrative
demands
Workforce
shortages
New funding for
large scale GP
providers (e.g. GP
Access Fund)
New contracts for
extended services
CCG prime and
alliance contracts
Potential funding
for large scale GP
providers through
STPs
Policy on
extended and
seven day access
Threat from
alternative GP
contracts
Alternative GP
contracts
Large scale general
practice organisation
Reduced funding
Rising patient demand
Rising administrative
demands
Workforce shortages
New funding for large
scale GP providers
(eg GP Access Fund)
New contracts for
extended services
CCG prime and
alliance contracts
Potential funding for
large scale GP
providers via STPs
Policy on extended
and seven day access
Local history and context:
- GP Fundholding
- Practice-based commissioning
- Delivering community services
Threat from
alternative GP
contracts
Alternative GP
contracts
Historic
relationship
between
GPs
© Nuffield Trust
Research aims and methods
Aims
• Understand landscape
• Explore evolution and impacts of
mature providers on staff and
patients
• Determine whether changes in
quality are measurable
Methods
• Surveys for commissioners and
providers (with RCGP)
• In-depth analysis of case studies
(interviews, documents analysis,
staff satisfaction surveys)
• Analysis of trends in 15 national
quality indicators
© Nuffield Trust and Royal College of General Practitioners
Findings: Collaboration is widespread
Data from GP survey
73% reported being part of large scale collaboration
44% formed in 2014/15
84% operate within single CCG
64% said they were a federated group of independent practices
© Nuffield Trust and Royal College of General Practitioners
Findings: GPs’ motivations for collaboration
© Nuffield Trust and Royal College of General Practitioners
0−12 months
(n=151 collaborations)*
13−24 months
(n=100 collaborations)*
25+ months
(n=97 collaborations)*
• Developed
organisational
strategy
Within core services
• Invested in staff
training and
development
Beyond core services
• Extended
the range of services
available in primary
care settings
Activities reported here if cited by at least one-quarter of respondents in each maturity grouping
Findings: Key achievements
*We asked GP respondents to list all of the collaborations their practice is involved in. Most reported one collaboration (i.e. their main organisation), but some
reported up to five collaborations. This table reports the results of their main collaboration, of which there were 355, but only 348 provided the length of maturity.
Data from GP survey
Within core services
• Pooled human resources
• Developed back-office functions/processes
• Carried out peer review
• Invested in staff training and development
• Developed new ways for patients to access services
• Introduced more flexible opening hours
• Collectively invested in IT
Beyond core services
• Extended the range of services available in primary care
• Aligned clinical pathways
• Introduced new clinics
• Brought in new workforce from community and social care
© Nuffield Trust
GP Care Ltd
Case studies: four archetypes of large scale general practice
Harness GP
Cooperative Ltd
Modality
Partnership LLP AT Medics Ltd
• Four contrasting sites
• Archetypes of different organisation types
• Members of the Nuffield Trust GP Learning Network
• All mature organisations (oldest formed 12 years ago)
© Nuffield Trust
Findings: Three overarching aspirations
Sustaining the delivery of core general practice
Delivering extended services in community settings
Leading whole system change through new
models of care
© Nuffield Trust
Findings: Five key findings relating to sustainability
Efficiency and income
Governance
arrangements
Leadership and models
of change
Technology
Workforce initiatives
© Nuffield Trust
Findings: Efficiency and income
Centralised management and admin
• Registration and document processing
• Call and recall
• Processing referrals
• Data audits and performance review
Standardised organisational processes
• Enhanced access through phone apps
(Modality)
• Claims management
• Standardised coding across practices
Income maximisation
• QOF, enhanced & other incentivised
• Local commissioning schemes
• Medical education/GP training
Outreach support
• Central office staff and resources allocated
to practices to help sort out problems
• Infrastructure from extended services also
helps with delivering core activities
© Nuffield Trust
Findings: Technology
Numerous uses of technology
• Web based teaching across sites (eg AT medics)
• Intranet for regular communication
• Instant messaging for instant support across sites
• Technology enabled registration, information and access
for patients
© Nuffield Trust
Findings: Workforce initiatives
Role flexibility within and across sites
• Reception and admin staff covering sickness/absences in other sites
• Staff employed centrally and deployed across practices (eg Harness nurses
providing clinics and supporting QOF and immunisations in different practices)
Skills development for extended and new roles
• Special clinical interests in doctors (and a few nurses)
• Extended HCA roles (eg phlebotomy)
• Career development opportunities
Role enhancement
• Peer learning networks and support across practices
• Rapid access to advice +/- resources
• Reduced isolation
© Nuffield Trust
Findings: Workforce survey
8th GP Worklife Survey: 1 completely dissatisfied, 7 completely satisfied
© Nuffield Trust
Findings: Governance arrangements
No ‘off the shelf’ blueprint
• Unlike legal form, no ready-made governance plans
• Shaped in response to (short & medium term) goals and values
• Varied accountability between board, execs and practices
Relationships with member practices
• Variation in extent to which executive team were able to ‘direct’
the day to day work of member practices
• Conversely in how much decision making authority and
professional autonomy remained with each practice
Board role to ensure necessary skills and resources available
• Operations, quality assurance, bidding, strategy
• Funds for technology , bidding, equipment etc
© Nuffield Trust
Findings: Leadership
Visible leaders, present in practices
• Participating in education and training
• Modelling standards and values
• Spotting operational and quality problems incl. those to be
addressed by central teams
Regular contact with front line staff
• Builds trust and commitment
But…a lot of heroic leadership
• Long hours
• Stepping at short notice to fill gaps in clinical sessions/
address operational problems
• Part of the role, but how sustainable?
© Nuffield Trust
Findings: Patient perspectives
Patient perspectives
© Nuffield Trust
Findings: Patient perspectives
Patient involvement
• PPG interviewees mainly identified with their own practice
• None had been involved in initial decisions about linking practices
• Two had attended ‘central’ PPG meeting but were more interested in
influencing their own practice
Access
• Two had used shared/hub services and were positive about them
Patient priorities
• Main concern was about losing their ongoing relationship with their own
practice and their GP
• No evidence to date that this had happened, but need to involve
patients in ongoing service redesign to ensure concerns are addressed
© Nuffield Trust
Practical tips: Larger scale can sustain core services
• Main opportunities relate to operational efficiencies, developing a sustainable
workforce and possibly also investment in technology, but to achieve this you must:
• Take the time to agree goals and values.
• Develop the simplest possible governance arrangements to deliver agreed
goals and be prepared for the these to evolve over time.
• Ensure appropriate resources are available to fulfil goals.
• Engage with patients along the way and work hard to combine the potential
benefits of scale with ongoing relationships with patients.
• Nothing will fall into your lap. It takes sustained hard work.
• Don’t leave it all to heroic leaders. You all need to play a part.
© Nuffield Trust
www.nuffieldtrust.org.uk
rebecca.rosen@nuffieldtrust.org.uk
stephanie.kumpunen@nuffieldtrust.org.uk
Sign-up for our newsletter
www.nuffieldtrust.org.uk/newsletter
Follow us on Twitter
(http://twitter.com/NuffieldTrust)
© Nuffield Trust

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New Models of General Practice: Practical and policy lessons

  • 1. © Nuffield Trust30 June 2016 New Models of General Practice: Practical and policy lessons Rebecca Rosen Stephanie Kumpunen Senior Clinical Fellow Fellow in Health Policy Nuffield Trust Nuffield Trust Project Team: Natasha Curry, Alisha Davies, Lucia Kossarova, Luisa Pettigrew, Claire Currie, Holly Holder, Sandeepa Arora, Ruth Thorlby
  • 2. © Nuffield Trust Overview Drivers of collaboration and larger scale Research aims and methods National survey findings Case study findings Practical tips for sustainability
  • 3. © Nuffield Trust Drivers of collaboration and larger scale Pushfactors Pullfactors Reduced funding Rising patient demand Rising administrative demands Workforce shortages New funding for large scale GP providers (e.g. GP Access Fund) New contracts for extended services CCG prime and alliance contracts Potential funding for large scale GP providers through STPs Policy on extended and seven day access Threat from alternative GP contracts Alternative GP contracts Large scale general practice organisation Reduced funding Rising patient demand Rising administrative demands Workforce shortages New funding for large scale GP providers (eg GP Access Fund) New contracts for extended services CCG prime and alliance contracts Potential funding for large scale GP providers via STPs Policy on extended and seven day access Local history and context: - GP Fundholding - Practice-based commissioning - Delivering community services Threat from alternative GP contracts Alternative GP contracts Historic relationship between GPs
  • 4. © Nuffield Trust Research aims and methods Aims • Understand landscape • Explore evolution and impacts of mature providers on staff and patients • Determine whether changes in quality are measurable Methods • Surveys for commissioners and providers (with RCGP) • In-depth analysis of case studies (interviews, documents analysis, staff satisfaction surveys) • Analysis of trends in 15 national quality indicators
  • 5. © Nuffield Trust and Royal College of General Practitioners Findings: Collaboration is widespread Data from GP survey 73% reported being part of large scale collaboration 44% formed in 2014/15 84% operate within single CCG 64% said they were a federated group of independent practices
  • 6. © Nuffield Trust and Royal College of General Practitioners Findings: GPs’ motivations for collaboration
  • 7. © Nuffield Trust and Royal College of General Practitioners 0−12 months (n=151 collaborations)* 13−24 months (n=100 collaborations)* 25+ months (n=97 collaborations)* • Developed organisational strategy Within core services • Invested in staff training and development Beyond core services • Extended the range of services available in primary care settings Activities reported here if cited by at least one-quarter of respondents in each maturity grouping Findings: Key achievements *We asked GP respondents to list all of the collaborations their practice is involved in. Most reported one collaboration (i.e. their main organisation), but some reported up to five collaborations. This table reports the results of their main collaboration, of which there were 355, but only 348 provided the length of maturity. Data from GP survey Within core services • Pooled human resources • Developed back-office functions/processes • Carried out peer review • Invested in staff training and development • Developed new ways for patients to access services • Introduced more flexible opening hours • Collectively invested in IT Beyond core services • Extended the range of services available in primary care • Aligned clinical pathways • Introduced new clinics • Brought in new workforce from community and social care
  • 8. © Nuffield Trust GP Care Ltd Case studies: four archetypes of large scale general practice Harness GP Cooperative Ltd Modality Partnership LLP AT Medics Ltd • Four contrasting sites • Archetypes of different organisation types • Members of the Nuffield Trust GP Learning Network • All mature organisations (oldest formed 12 years ago)
  • 9. © Nuffield Trust Findings: Three overarching aspirations Sustaining the delivery of core general practice Delivering extended services in community settings Leading whole system change through new models of care
  • 10. © Nuffield Trust Findings: Five key findings relating to sustainability Efficiency and income Governance arrangements Leadership and models of change Technology Workforce initiatives
  • 11. © Nuffield Trust Findings: Efficiency and income Centralised management and admin • Registration and document processing • Call and recall • Processing referrals • Data audits and performance review Standardised organisational processes • Enhanced access through phone apps (Modality) • Claims management • Standardised coding across practices Income maximisation • QOF, enhanced & other incentivised • Local commissioning schemes • Medical education/GP training Outreach support • Central office staff and resources allocated to practices to help sort out problems • Infrastructure from extended services also helps with delivering core activities
  • 12. © Nuffield Trust Findings: Technology Numerous uses of technology • Web based teaching across sites (eg AT medics) • Intranet for regular communication • Instant messaging for instant support across sites • Technology enabled registration, information and access for patients
  • 13. © Nuffield Trust Findings: Workforce initiatives Role flexibility within and across sites • Reception and admin staff covering sickness/absences in other sites • Staff employed centrally and deployed across practices (eg Harness nurses providing clinics and supporting QOF and immunisations in different practices) Skills development for extended and new roles • Special clinical interests in doctors (and a few nurses) • Extended HCA roles (eg phlebotomy) • Career development opportunities Role enhancement • Peer learning networks and support across practices • Rapid access to advice +/- resources • Reduced isolation
  • 14. © Nuffield Trust Findings: Workforce survey 8th GP Worklife Survey: 1 completely dissatisfied, 7 completely satisfied
  • 15. © Nuffield Trust Findings: Governance arrangements No ‘off the shelf’ blueprint • Unlike legal form, no ready-made governance plans • Shaped in response to (short & medium term) goals and values • Varied accountability between board, execs and practices Relationships with member practices • Variation in extent to which executive team were able to ‘direct’ the day to day work of member practices • Conversely in how much decision making authority and professional autonomy remained with each practice Board role to ensure necessary skills and resources available • Operations, quality assurance, bidding, strategy • Funds for technology , bidding, equipment etc
  • 16. © Nuffield Trust Findings: Leadership Visible leaders, present in practices • Participating in education and training • Modelling standards and values • Spotting operational and quality problems incl. those to be addressed by central teams Regular contact with front line staff • Builds trust and commitment But…a lot of heroic leadership • Long hours • Stepping at short notice to fill gaps in clinical sessions/ address operational problems • Part of the role, but how sustainable?
  • 17. © Nuffield Trust Findings: Patient perspectives Patient perspectives
  • 18. © Nuffield Trust Findings: Patient perspectives Patient involvement • PPG interviewees mainly identified with their own practice • None had been involved in initial decisions about linking practices • Two had attended ‘central’ PPG meeting but were more interested in influencing their own practice Access • Two had used shared/hub services and were positive about them Patient priorities • Main concern was about losing their ongoing relationship with their own practice and their GP • No evidence to date that this had happened, but need to involve patients in ongoing service redesign to ensure concerns are addressed
  • 19. © Nuffield Trust Practical tips: Larger scale can sustain core services • Main opportunities relate to operational efficiencies, developing a sustainable workforce and possibly also investment in technology, but to achieve this you must: • Take the time to agree goals and values. • Develop the simplest possible governance arrangements to deliver agreed goals and be prepared for the these to evolve over time. • Ensure appropriate resources are available to fulfil goals. • Engage with patients along the way and work hard to combine the potential benefits of scale with ongoing relationships with patients. • Nothing will fall into your lap. It takes sustained hard work. • Don’t leave it all to heroic leaders. You all need to play a part.
  • 20. © Nuffield Trust www.nuffieldtrust.org.uk rebecca.rosen@nuffieldtrust.org.uk stephanie.kumpunen@nuffieldtrust.org.uk Sign-up for our newsletter www.nuffieldtrust.org.uk/newsletter Follow us on Twitter (http://twitter.com/NuffieldTrust) © Nuffield Trust