SaTH Education Information Booklet

SaTH Education

Our Vision: To provide excellent care for the communities we serve

CONTENTS

Foreword

Introduction & Education Structure

Learning Made Simple

Corporate & Local Induction

Mandatory Training

Functional Skills

Health Care Support Worker Academy

Care Certificate

Pearson BTEC Level 3 Diploma in Healthcare Support

Pre-Registered Nursing and Midwifery Education

Post Registered Nursing and Midwifery Education

Preceptorship

Core Clinical Skills

International Recruitment - OSCE Preparation

Ward Transition Programme

Simulation Training

SaTH Improvement Hub

Leadership & Development

Allied Health Professionals

Medical Education

Apprenticeships

Library Services

Widening Access and Participation

Culture

Contact Information

FOREWORD

Each year, The Shrewsbury and Telford NHS Trust is responsible for investing over £800,000 of funding in training and education to ensure that the healthcare workforce is available in the right numbers, with the right values, skills and behaviours to meet current and future patient needs.

We believe we can meet these needs by developing a more flexible workforce that is able to respond to the changing patterns of service, embrace improvement practices and research and innovation to enable us to adapt to the changing demands of public health services. This is the organisational and cultural transformation we aspire toward.

This first edition sets out some of the work underway which has embraced cultural dimensions, improvement, information technology, research and innovation, technical and scientific discoveries.

We recognise that engagement and partnership working with stakeholders will be essential. Alongside this brochure, we are launching a stakeholder engagement exercise via the making a difference platform inviting feedback to help shape our strategy and inform our future. If you would like to contact us outside of this forum, please use our contact details on the last page of this booklet.

Thank you all who are involved in our first education prospectus and we look forward to continued engagement as we begin this transformation.

RhiaBoyode

Rhia Boyode DIRECTOR OF PEOPLE & OD

INTRODUCTION

The Shrewsbury and Telford Hospital NHS Trust is committed to ensuring a safe environment for staff and patients so that the highest possible standard of care can be delivered; education remains a key priority within the development and delivery of health services.

Education and learning is a vital component in enabling staff at all levels and working in all disciplines to fulfil their potential and deliver compassionate, skilled and effective care to our patients, ensuring any concerns raised by service users are addressed within the training we offer.

We aim to take an integrated approach to :-

• Ensure the future supply of the workforce to meet organisational needs.

• Ensure the current workforce are safe and meeting their statutory and mandatory training requirements.

• Support staff to embrace new technology and flexible ways of learning, prioritising patient safety and learning from incidents.

We want our staff to feel they have opportunities to develop their career, improve their knowledge & skills with access to the right learning opportunities when they need to, being supported to develop their potential.

SATH EDUCATION STRUCTURE

RACHEL ARMSTRONG Head of Non-Medical Education

Supporting Nurses, AHPs, Midwives and the clinical support workforce

TOM GEORGE Head of Education

Infrastructure & Assurance

Supporting admin, estates, facilities, scientists and pharmacists

SAM FUNGE Head of Medical Education

Supporting undergraduate, post graduate and senior medics

LEARNING MADE SIMPLE

This is a database for the Trust’s staff training records, and delivers and manages all types of training content, including classroom courses, Teams training, eLearning, videos and assessments.

Learning MadeSimple

The platform is cloud based and can be accessed 24/7 from any device that has internet access.

When you log into your Learning Made Simple account your homepage will display training you are required to do, training that is role specific and optional training that you can complete.

All new staff will automatically receive an email asking them to register onto the system, full guidance is available on the Intranet or contact envelope sath.education@nhs.net

CORPORATE & LOCAL INDUCTION

Corporate induction is a mandatory requirement that all new staff who are employed for more than three months attend/complete Corporate Induction Training within 3 months of starting with the organisation.

There are various elements to complete comprising a mixture of classroom sessions, eLearning and Team’s sessions. Which elements of training you need to complete will depend on your job role and a breakdown of required training can be found within your homepage of the Learning Made Simple platform.

Corporate Induction comprises the following modules:-

Corporate Welcome Equality & Diversity

CPR Training

Patient Moving & Handling

Food Hygiene

Medical Gases

Medical Devices - Pumps

Safeguarding Children

Preventing Radicalisation

Health & Safety

Fire Safety Awareness

Freedom to Speak Up

Infection Prevention

Conflict Resolution

Safeguarding Adults

MCA & DOLs

NEWS2 Information Governance

In addition to completing the Corporate Induction all staff must complete a Local Induction in their area of work within one month of starting. This should be arranged with your line manager or supervisor.

MANDATORY TRAINING

Once induction training has been completed this will need to be refreshed either on a yearly, two yearly or three yearly basis depending on the refresh rate of the module. Your mandatory training requirements can also be found on the Learning Made Simple platform.

You may also be required to undertake additional training that is specific to your role. Some of these include :-

Diabetes

Blood Transfusion

Nutrition MUST Screening

End of Life Care

Learning Disability

Tissue Viability

IV Foundation

Infant Feeding

Fluid Balance

Falls Prevention

Bariatric Bed Training

Oral Medication

Dementia

Respect

IRMER Operator / IRMER Practitioner

Cannulation & Venepuncture

GROW Assessment

Neonatal Life Support

FUNCTIONAL SKILLS

The Trust support all employees who wish to develop their Functional Skills and obtain a recognised qualification in English and Maths. Courses are offered through various providers and are available both face-to-face and distance learning.

These qualifications are aimed at employees who do not currently hold a qualification in English or Maths or wish to up-skill a current qualification. Developing your Functional Skills may assist you with career progression and is also a requirement for higher level study.

HEALTH CARE SUPPORT WORKER ACADEMY

The academy has been set up in conjunction with the Integrated Care System (ICB) for Shropshire, Telford and Wrekin, to deliver induction training to Health Care Support Workers (HCSW) who are new to care.

In conjunction with Telford College, training is delivered in purposebuilt facilities, including a skills lab. The Academy timetable ensures all HCSWs have the right basic skills in place before entering a clinical environment, including statutory and mandatory training and the theoretical aspects of the care certificate, whilst showcasing collaborative teaching from partner organisations, across the ICB, giving candidates the confidence to be able to deliver safe patient care. Here at SaTH, in order to pastorally support new to the Trust HCSWs, we have introduced buddy training for established HCSWs, who can practically support the new individuals as they settle into their roles.

CARE CERTIFICATE

This is a fully funded Level 1 Certificate which is mandatory to HCA staff who are new to a formal care setting. Completion is necessary within the probationary period (6 month from start date). The Care Certificate is made up of E Learning followed by a competency assessment in the learner’s workplace.

PEARSON BTEC LEVEL 3 DIPLOMA IN HEALTHCARE SUPPORT

The qualification is fully funded and available to permanent employees who are experienced Health Care Assistants, Women’s Services Assistants and Assistants who work within the Allied Health Profession. Ideal for employees who wish to further develop their knowledge and skills and gain a recognised qualification at a higher level.

This may also be an essential or desired qualification to further careers within the trust or the wider health sector.

Learners are required to attend an initial induction they will then be allocated a qualified assessor who will work with them on a 1-1 basis to build a portfolio of evidence, choosing units which are appropriate to their current workplace setting. Evidence will be produced by the learner in the form of written work and observational assessment in the workplace.

CONTACT INFORMATION

Lead Vocational Learning Advisor

Diane Burrows

Vocational Learning Advisors

Carrie Bromwich & Andrea Jones

phone-square-alt 01743 261000 Ext 2501/1079

envelope sath.vocationallearningteam@nhs.net

PRE-REGISTERED NURSING AND MIDWIFERY EDUCATION

We have a team of Senior Practice Education Facilitators and Practice Education Facilitators (PEFs) who support pre-registered student nurses, midwives, and trainee nurse associates. These teams organise clinical placements and review placement capacity.

They visit the clinical environment and provide support and guidance, not only for the learners but also for the practice assessors and supervisors, who, in turn, provide mentorship for the learners.

Finally, they provide Practice Assessor and Supervisor Training and updates, as well as clinical skills training as required.

This certificate is also available for employees who are required to complete this as part of an apprenticeship or higher-level pathway.

POST REGISTERED NURSING AND MIDWIFERY EDUCATION

We have a team of Senior Practice Education Facilitators and Practice Education Facilitators (PEFs) who provide post registered education to Registered Nurses, Registered Midwives and Nursing Associates. The team also provide education and training for Health Care Support Workers across the organisation.

PRECEPTORSHIP

We have established preceptorship programmes for newly registered nursing associates, nurses and midwives.

These programmes are all 12 months in duration and supported by preceptorship leads who facilitate training and also co-ordinate pastoral visits in clinical areas.

The preceptorship programme for nurses and nursing associates will soon be delivered across the Integrated Care System (ICB)for Shropshire, Telford and Wrekin, by partner organisations.

CORE CLINICAL SKILLS

We provide skills training for cannulation, venepuncture, IV Administration, male and female catheterisation, placement of NG Tubes, managing the deteriorating patient for RNs and HCAs, and PROMPT training which is specific to midwifery.

The Practice Education Facilitator teams within nursing and midwifery provide support and guidance on all levels of skills training and assessment, as well as supporting staff to achieve competency in the clinical environment.

INTERNATIONAL RECRUITMENT OSCE PREPARATION

We have a very vibrant and robust OSCE (Objective Structured Clinical Exam) preparation programme, with a 100% pass rate, we are currently the training hub, not only for SaTH, but also for Robert Jones and Agnes Hunt and Shropshire Community.

All our international recruits receive a 16 week training programme, including a mock OSCE exam, delivered at Telford College and Telford United Football Ground.

Our training team includes nurses who have previously been through the OSCE training programme, and therefore completely understand the process.

WARD TRANSITION PROGRAMME

Once through OSCE preparation we provide support for the transition to clinical area. We provide a 2-week training programme which includes specialist health care professionals from across the trust as well as assessment of clinical skills in a simulated environment.

The ward transition programme ensures our internationally trained registrants have everything they need, in the way of knowledge and skills before they reach the clinical environment.

As with the OSCE preparation team the ward transition programme is delivered, in part, by international nurses who have been through the adaptation programme or taken OSCE to gain their UK registration.

SIMULATION TRAINING

At SaTH we have a simulation faculty who offer an integrated professional education approach to simulation training for both undergraduate and postgraduate medical staff as well as RNs and HCAs.

All courses are run from our purpose-built simulation suite within Copthorne Training Centre at RSH. We offer courses on the management of the emergency situation and the deteriorating patient as well as including simulation training within our preceptorship pathway and the ward transition component of our international training programme.

All programmes include sessions on human factors and debrief, management of practical scenarios, and in some courses, an escape room. They are extremely popular and are well evaluated by those who attend.

SATH IMPROVEMENT HUB

SaTH is committed to creating a culture that puts Continuous Improvement at the forefront of our transformational journey.

Following a five-year partnership with the Virginia Mason Institute in the USA, SaTH continues to further develop and embed the Trust’s approach to Continuous Improvement at all levels of the organisation.

Our aim is to empower colleagues at all levels to have the confidence, capability, passion and knowledge, to test changes and make improvements at SaTH and the communities we serve.

To support our transformation journey, the Trust has developed an Improvement Hub that provides the necessary expertise that supports colleagues at all levels.

To access any support to help you make improvements in your area please contact the hub on envelope sath.improvementhub@nhs.net or refer to the courses we have available in the SaTH Education prospectus.

Improvement Hub @ RSH

LEADERSHIP & DEVELOPMENT

Our Values and Behaviours underpin everything that we do. All of our Leaders at different levels of the Trust are responsible for role modelling the Trust Values and Behaviours. A Leader’s role is one which encourages teams to do the same, by creating environments where teams can flourish and supporting teams and individuals to achieve their potential. Using the values and behaviours to develop more effective team working and collaboration will have an impact on the patient experience and quality of care we provide to our patients, families and our communities.

SaTH are committed to supporting you and your teams to develop your leadership so that together we can achieve our vision ‘to provide excellent care to the communities we serve’.

We we are running 48 programmes in 2023/24, that provide a wider range of learning experiences designed to support and develop our leaders, ranging from people starting their management and leadership career, to our established senior leaders.

SaTH offers onsite, regional, and national courses delivered face to face and digitally to fully support and develop our manager and leaders so we can together achieve improvements in areas such as values and behaviours, health and wellbeing and inclusion.

New management skills and competency framework for managers at all levels; including accountabilities, management competence and leadership behaviours was launched in September 2022. This will run alongside our existing leadership development framework.

A new leadership programme targeted at our colleagues from ethnic minority backgrounds was launched in September 2022. The programme involves understanding self and others, developing leadership style, mentoring, action learning, networking and peer support.

A new senior leadership development and coaching programme launched in September 2022 for senior leaders and aspiring leaders. This interactive programme provides you with opportunities to build an understanding of how to get the best out of yourself and others and how to use your talents to build and lead strong, successful teams and organisations.

The key areas covered include understanding yourself and your personal challenges, how to increase your influence, leading a coaching culture, developing high performance teams, ensuring psychological safety, leading change and exactly what working as a systems leader really means for you personally.

The programme has 10 modules over a 12-month period with faceto-face group days, 1:1 coaching plus mentoring to put it all into practice through specific work-based projects.

We will contact you if you are mandated to attend a course, or if you would like further information or to reserve your space on a module, please contact your local HR Business Partner (BP), if you do not know who your BP is, please contact any BP who will be able to help you or contact the OD team on:

envelope sath.leadership@nhs.net or call on phone-square-alt 01952 641222 Ext 4557

We provide a variety of courses and programmes that run throughout the year as outlined in the following table:

Foundations of Supervision & Team Leadership

SaTH 2 First Line Leadership Development

Senior Leadership/Triumvirate Programme

Fundamentals of SaTH Improvement

Lean for Leaders Top Up

Coaching Skills for Leaders

Ignition

Resilience Awareness

Values Based Conversations

SaTH 1 Supervisor Leadership Development

SaTH 3 Middle Manager Leadership Development

Introduction to SaTH Improvement

SaTH Improvement Practitioner

Appraiser TrainingMeaningful Appraisals

Emotional Intelligence

Intro to Finance for New Budget Holders

Resilient Leader

Values, Behaviours & Attitudes

Interviewing

ALLIED HEALTH PROFESSIONALS

There are 14 different specialties that form the Allied Health Professionals (AHPs) group, and they provide treatment and help to rehabilitate adults and children who are ill, have disabilities or special needs, to live life as fully as possible.

They work across a wide range of different settings including the community, people’s homes, schools, and hospitals.

AHPs frequently work along-side doctors, nurses, and other healthcare professionals making independent assessments, and decisions about the best course of treatment.

As an AHP it is important that you can work as part of a wider team of health professionals to deliver your own specialist expertise you have acquired.

There are a range of opportunities available to AHPs, which can enable you to progress in your healthcare career, these include:

Many AHP areas have a vocational qualification which will enable you to become a Clinical Support Worker or Therapies Assistant furthering your career path.

Career development pathways within individual departments; we have named “Growing our own Workforce” which will lead you from healthcare assistant to band 5 registered practitioners and beyond. Apprenticeship opportunities are available in many of the specialties, leading to diploma or degree level qualifications on completion.

You will be able to apply for registration with the Health Care Professions Council (HCPC) once you achieve your diploma/degree and become an independent practitioner.

MEDICAL EDUCATION

The Medical Education department at Shrewsbury & Telford Hospital NHS Trust, provides educational support and guidance to the doctors in training based on site at SaTH and those trainees on community placements within the local area.

Our aim is to ensure that the trainees working at SaTH receive the best educational experience possible. The Postgraduate team will ensure quality control of postgraduate medical training programmes, promote the learning environment and support and develop those with an educational role. They also provide pastoral and career support as necessary and assist with the management of doctors needing additional support.

The department is responsible for coordinating and the safe delivery of all postgraduate medical education; this includes training for IMT, Specialty and Foundation Trainees. The team also manage the August induction process and study leave requests.

Within each specialty there is an appointed Royal College Tutor who is available to offer support, guidance and careers advice to those trainees within that specialty, the tutor will liaise regularly with the appropriate postgraduate school to ensure that curriculums are delivered.

The team also provided support to our locally employed doctors by way of allocating supervisors where necessary, providing support for study leave and arranging education and training sessions.

APPRENTICESHIPS

Apprenticeships are a funded route for developing our workforce. Apprenticeships can be used to attract new recruits into the NHS or to develop existing employees within their current role or into new roles to underpin service development and transformation.

Apprenticeships are underpinned by nationally agreed Apprenticeship Standards (these exist from Level 2 to Level 7). Some recognised qualifications are amalgamated into an apprenticeship programme e.g. Registered Nurse, Physiotherapist. Apprenticeships are available for employees of any age to enrol on. Funding for the training aspect of an apprenticeship is available through the Trusts Apprenticeship Levy.

Approaching 800 Apprenticeship Standards are available nationally, with more continually being developed and approved. Training Providers are approved to offer a specific qualification, the Trust has established relationships with some Providers to offer specific programmes.

To access the Apprenticeship funding there has to be significant new learning taking place. Training Providers will assess current skills and knowledge before enrolling a new learner onto an Apprenticeship programme.

An apprentice cannot access funding if they are undertaking another Apprenticeship or Government funded qualification or have a qualification in the same vocational subject at the same or a higher level. They must also have been resident in the UK for 3 years and eligible to work in the UK.

All apprenticeship programmes include a requirement to undertake 6 hours per week (based on 30+ hours contract) of working time training over the duration of the apprenticeship supported by their manager. It does not necessarily mean time away from the workplace. The training can be achieved in a variety of ways, day or block release at a training provider’s establishment, in-house training, learning new skills, e-learning, shadowing, manager/supervisor tuition, writing and researching assignments, etc.

For existing staff utilising the apprenticeship route the manager and prospective apprenticeship learner should ideally document through appraisal and record in the resulting Personal Development Plan (PDP). If discussed outside appraisal, the PDP must be updated.

SaTHApprenticeships

We aim to deliver evidence-based knowledge services that promote diverse learning and facilitate knowledge creation to provide the right information to enable learning, innovation and research supported by skilled library staff.

OUR RESOURCES

Our health libraries hold over 15,000 physical book titles, including special collections for leadership, medical exams, leisure reading and healthy living. We also offer access to e-books and journals. All NHS staff and students registered with the library can access these resources (24/7 at both sites).

The library also provides access to online databases. In addition, we also provide training in how to find and use these resources, or we can carry out the search for you.

It is vital to support application of evidence-based practice to ensure the most appropriate treatment for patients. Some of this is delivered through CPD, but the library also supports it with alerting services, research and literature searches and resources such as UpToDate.

The growing importance of revalidation in ensuring that up to date practices are used in the treatment of patients is becoming more and more crucial in terms of putting the patient first. As well as providing resources to support CPD, we are also extending our collections to support staff who wish to develop their careers, such as supporting Nurse Practitioners, Nurse Associates and supporting ILM Coaching with resources.

We have resources to support all clinical and non-clinical areas of the Trust, as well as resources for NVQs, postgraduate medical exams (such as MRCP, MRCOG etc.), and management and leadership. If we do not have resources to support a particular area, we can obtain them from elsewhere or purchase them for the library.

WHAT WE CAN OFFER

• Evidence Searches- we can carry out literature searches on your behalf

• Personalised current awareness service with Knowledgeshare Evidence Updates

• Access to thousands of full-text journals

• Access to over 12,000 e-books

• Databases (including Medline, CINAHL, PsycINFO and more)

• Access to UpToDate online

• Cochrane Library

• BMJ Case Reports

• NHS Evidence

• TRIP Database

• Anatomy TV and many more…

For more information, see our website: globe www.library.sath.nhs.uk/resources

The RSH Library is situated in the Learning Centre (next to the Faculty of Health building). The PRH library is in the main hospital building on the first floor in the education centre.

SHREWSBURY HEALTH LIBRARY

phone-square-alt 01743492512 or ext. 2512

envelope sath.shrewsbury.library@nhs.net

TELFORD HEALTH LIBRARY

phone-square-alt 01952 641222 ext. 4440

envelope sath.telford.library@nhs.net

OUR OPENING HOURS

Monday to Friday - 08.30 to 17:00 (ASK US ABOUT OUT OF HOURS ACCESS)

WIDENING ACCESS AND PARTICIPATION

Our Widening Access and Participation work aims to encourage and support those in the communities we serve to consider and explore the routes and pathways into careers within the NHS. It also supports those within our existing workforce who are looking for a change in career or to progress their careers further.

We offer a variety of initiatives to support this workstream and we are always looking for engaging and inspirational staff from all areas of the Trust to support the work we do and promote the supply of staff in both traditional and new roles/ new ways of working.

This work includes:

Work experience - online programmes and face to face placements where participants can find out more about the various job roles, and departments. Often used to support university and employment applications.

William Farr Academy - for those aspiring to apply for medical school we offer activities to support with application forms, interview preparation and monthly medical discussions.

Pre-employment initiatives including Prince’s Trust and Step Into Work programmes. Providing valuable insight into entry requirements, routes and pathways, support and guidance for application forms and interviews.

NHS Ambassadors - participate in careers events or activities sharing with others about job roles and career journeys. This is often done in schools and colleges.

Hosting and attending careers fairs both internally and externally, promoting the vast array of opportunities which exist in the NHS. Contribute towards the development and delivery of the apprenticeship agenda. Communicate the opportunities that exist and supporting applicants.

SaTH

CULTURE

The culture strategy was implemented in 2022, to support the overall cultural transformation for the Trust. The strategy uses four key areas of focus and is measured by the Culture Dashboard. The Culture Dashboard shows our six key themes, using data taken from the Staff Survey results each year. Both of these link back to the People Plan for the Trust.

In 2022 we started a Trust wide initiative to deliver Civility and Respect Sessions to all colleagues from ‘Board to Ward’.

The feedback received on these sessions has been excellent, if you have not yet attended a session, please visit the Training Diary to book your place.

If you would like to have a bespoke session for your team, please contact Lisa Baker-Murray – l.baker-murray@nhs.net

WHY HOW WHAT

To enable SaTH to be a psychologically safe place to work and be the employer of choice within the region. Where colleagues feel a sense of belonging.

Utilise the resources in place to Discover, Develop and Deliver the strategy. To meet with the requirements of the CQC Well Led agenda.

Embed positive cultural change through the Vision, Values and Behavioural Framework, in all levels and areas of the organisation.

THE SaTH CULTURAL STRATEGY FOUR PILLARS

People Plan

Winning Principles and the Equality, Diversity & Inclusion

Strategy to be present in all we do.

Improvement Champions

Civility and Respect

Behaviours and Values

Civility

Saves Lives

Psychological

Safety

Leadership by all for all

Compassionate, Inclusive, Leadership Leadership Competency Framework

VALUES & BEHAVIOUR FRAMEWORK

Taking into account all the feedback from the second online conversation, the new behaviours framework for SaTH below.

BEHAVIOURS (DO’S)

We work collaboratively to achieve team goals & priorities.

We help each other with a ‘can do’ attitude that supports team morale and motivation.

We actively listen to make sure we understand & where possible, we make the right decisions based on what we learn from others.

We are innovative and communicate about our barriers to change and we work together as a team to make improvements. We ensure everyone feels safe to speak up and put forward their ideas.

We set high standards and we celebrate and recognise each other’s and the team’s successes together.

BEHAVIOURS (DON’TS)

We don’t work in silo’s.

We don’t undermine other people or teams.

We don’t ignore people when they need support.

We don’t avoid tackling issues that impact patients, families and colleagues.

We don’t dismiss ideas; When ideas for improvement are put forward, we seek support, make a plan and take action to try new things.

We don’t tolerate poor standards, and we recognise that we are all responsible for upholding high standards at our Trust.

We treat all people with civility and respect, valuing each other to enhance team morale, so it has a positive impact on patient care.

We are inclusive; ensuring everyone feels part of the team with shared goals to achieve together.

We are kind to each other, our patients and community.

We treat each other fairly, recognising the importance of every role within our Trust.

We are open and honest, and encourage people to speak up whilst respecting confidentiality, continuously learning.

We take responsibility & are accountable for our actions and decisions.

We don’t tolerate bullying or harassment.

We don’t tolerate people being disrespectful or rude.

We don’t turn a blind eye to poor behaviour.

We don’t blame others.

We don’t over promise and under deliver.

We don’t keep making the same mistakes.

CONTACT INFORMATION

envelope sath.education@nhs.net

twitter-square @SaTHEducation

phone-square-alt 01952 565801 Ext: 5801

For more specific enquires:

Clinical Practice Educators

envelope sath.cpe@nhs.net

Postgraduate Medical Education envelope sath.postgradeducation@nhs.net

International Nurse Education Team envelope sath.internationalnurses@nhs.net

Education & Practice Support Workers

envelope sath.hcaeducation@nhs.net

Vocational Training Team envelope sath.vocationallearningteam@nhs.net

Apprenticeships envelope judithc.tudor@nhs.net

Improvement Hub envelope sath.improvementhub@nhs.net