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Idea Description
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Innovation 'Elevator Pitch':
‘Uber’ for the NHS. Hospitals crate shifts & push them to only the relevant candidates. Those interested apply with a single click. Hospital admins award the shift to the best candidate. When the job is done both sides leave feedback.
Overview of Innovation:
Megalist is a staff management platform.
The single biggest threat to the NHS is the staffing crisis which affects every other aspect of the NHS.
The is no reason why a large organisations like an NHS Trust with thousands of employees can not share employees to load balance their staffing needs. For example ITU nurses covering A&E.
The only reason for not doing that is that the NHS does not have the infrastructure to do such a thing - to load balance staff between departments, sites, hospitals or even Trusts.
It’s time to rethink the old model.
An NHS employee is an NHS employee and there is no reason that if the have the necessary skills that they wouldn’t be able to cover shifts in a different position in the NHS.
The agencies have been providing the NHS with this integrated infrastructure and charging a very hefty price for it and in all fairness delivering a mediocre service at best.
Megalist provides an innovative solution of a distributed staff management system.
Instead of one secretary calling and emailing everyone and then emailing or calling the agency who emails and calls the staff on their books and they email and call back to the agency who emails and calls the secretary who finds the consultant or the nurse in charge and they vet the agency worker and then they call and email the agency who calls and emails the doctor or nurse who might have taken another job already.
Megalist is a distributed staff management platform - meaning that many people have admin rights: senior doctors, senior nurses, site managers, secretaries, rota coordinators, departmental manages, night mangers and so on. They can all create a shift and push it directly to the relevant people who get the offer directly on their phone and who can respond with a single click.
Hundreds or even thousands of people can be notified in seconds and relevant candidates can be found in minutes not hours or days.
The admin awarding the shift has a lot more information at hand - feedback from previous shifts, how many shifts the candidate worked in the past and where, full electronic resume, photo, relevant documents in our document exchange and much more.
The main benefits are admin staff spend significantly less time finding staff and can do other tasks. Agency spending is cut drastically and having a fully staffed department means increased patient safety, increased patient satisfaction, increased employee satisfaction and thus higher productivity.
Stage of Development:
Market ready and adopted - Fully proven, commercially deployable, market ready and already adopted in some areas (in a different region or sector)
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Innovation 'Elevator Pitch':
LocumTap is a flexible software solution for the booking, management and control of temporary clinical staff within hospitals and other clinical settings with proven cost savings.
Overview of Innovation:
LocumTap is the key to managing and controlling costs of locums within Acute care, moving from using Agency to Trust staff.
The system provides a real-time two way Locum booking system consisting of: a Clinician App and Web portal for HR or Bank Staff administrators. It has been designed by clinicians within the Acute settings, who understanding the operational needs & requirements of Hospitals, their departments & their staff, with fully configurable operational flexibility built in from the onset.

Controlled and Simple Administration
LocumTap improves adherence to standard operating processes, whilst providing flexibility to facilitate the nuances of specialist departments.
It is a complete Locum booking process which reduces & simplifies the administration burden whilst providing financial insights for the control of the temporary staffing. Providing: Staff details, Vacancies, Bookings, Pay-role reports etc.

The system allows for rapid upload of bank staff to initiate the system. Staff who request to join the Bank staff, upload their personal & professional credentials via the App, prior to undertaking a Trusts HR/Bank validation /acceptance process.
Customisation - Departments can specify their requirements, such as allowing any suitably qualified staff to fill vacancies, or requiring to approve any applicants prior to dept acceptance, as well as further approving any shifts they wish to work. Allowing Clinical managers to have full confidence in the staff hired to work in their discipline/Dept.
 
Benefits for Trusts and Locums
LocumTap provides a two way operation; Either locums can browse shifts and book shifts which match their credentials on-demand or elect to fill future shifts. Thus clinicians can plan ahead, control their time and manage their finances & work-life balance. Their shift information is recorded via Paperless Timesheets - Clinicians get a digital sign-off on their app for payment processing;
or through the Bank service indicating their shift vacancies Bank Admin can also look for suitable staff from a large repository of staff who can cover shifts and directly contact them via the App dramatically minimising the hiring of Agency.

All shifts vacancies can be seen – transparency. This has meant system has proved to be liked by staff as they feel in control and it has increased vacancy shift fill rates from 60% baseline to 98.5%. This is equivalent to £750,000+ per year in cost benefit to the trust (from junior doctor shifts alone).
Stage of Development:
Market ready and adopted - Fully proven, commercially deployable, market ready and already adopted in some areas (in a different region or sector)
WMAHSN priorities and themes addressed: 
Wealth creation / Digital health / Innovation and adoption / Patient and medicines safety
Benefit to NHS:
LocumTap primarily targets hospital efficiency & reduction of Agency spending, but could equally be used by smaller clinical establishments.
 
Automated and Streamlined Service
Cost Benefit
  • Reduction in Workload of HR (by reducing the administrative burden of managing the bank). Removal of inefficient and unreliable methods of communication, such an end to interrupting clinicians with numerous cold calls and emails to establish availability and to firm up bookings.
Quality
  • End to Mistakes due to human error & associated costs.
    Paperless Timesheets and pay-role outputs for finance, has meant less errors and thus  a reduction of Admin and Finance time dealing with payment queries & disputes
Morale Increased
  • Less Workload for staff bank – chasing and making changes to information
  • Minimum Admin Stress – removal/ reduction of time pressure
  • No high Staff turnover due to removal of pressure.
  • Ability to take on other productive tasks – e.g. recruitment drives
     
Recruitment Support
Cost Benefit
  • Increase of clinicians in staff pool – Flexibility, Personal Control & Transparency led to 38.5% increase of self electing Clinicians joining
  • Competition for available shifts – leading to early booked shift vacancies
  • Competitive adjustment of hourly rates – Staff selecting their own pay-rate (in Confidence)
     
 
Quality
  • Increase of Full shift coverage – leading to less HR staff stress but also increasing hospital capacity and reducing clinical / ward staff stress
  • Increasing the Choice for HR staff due to large pool of Trust staff being available
 
Reduced Reliance on Agencies
Cost Benefit
  •  Major Efficiency of spend - Cost benefit of £15,000 and £20,000 per mth for every 10% conversion of doctors and nurses respectively from agency to bank staff. Est. saving of £750,000+ per year in costs (from junior doctor shifts alone).
Quality
  • Consistent and trusted locums – Staff who know the hospital systems, procedures and protocols
  • Less opportunities for errors due to unfamiliarity with the hospital or insufficient induction
Morale
  • Greater Cross-cover for unfilled gaps in the rota – ability for staff to gain new experiences and insights
 
Real-Time Data
Cost Benefit
  • Increase in Proactive planning – Wards, Departments and Locums selecting their preferred shifts - Gamification
  • Available shifts publicised in advance of agency – Internal covered minimising need for Agency staff weeks before required (creating time to negotiate?)
Quality
  • Better Management oversight on locum activity and spend
Initial Review Rating
5.00 (1 ratings)
Benefit to WM population:
Although our innovation does not impact on patient safety directly, it can greatly impact of the care provided by ensure staff levels are maintained and that staff that know the hospital and the hospital them are in attendance. The evidence in the literature is patchy, although it is conventional wisdom that wards are more effective when appropriately staffed and bank staff are more efficient than external agency staff (the latter are less familiar with hospital processes, guidelines and IT).
 
The results from our current work at Chelsea-Westminster demonstrate higher staffing levels and also greater utilisation of bank staff rather than external agency staff with significant Cost savings.
 
 
The application of our technology could also be applied across Trusts with multiple sites where staff may be able to work in multiple locations or only within one or more locations. Thus this greater pool of Bank/Locum staff to draw upon should increase efficiencies and cost savings from Agency staff hire as well as reduce / remove any issues due to temporary staff not being familiar with the hospital, ward or their procedures and practices.
  
Within the Management Function it facilitates (Not covered above):
  • Better Recruitment Support - The platform has a recruitment tool to manage candidate applications - onboarding and verifying new locums.
  • Efficiencies of a Streamlined Service - Platform streamlines the entire shift booking cycle & improves adherence to operating procedures and policies.
  • Insights via Feedback and Rating System - Clinicians can be scored on their care quality, communication and punctuality. To ensure quality control and rehire-ability.
  • Informative Powerful Dashboards - Data is presented in dashboards, providing management with real time insights into all locum activity.
  • Finance / Operation Service Improvement:
    • Reduction in delayed staff payments due to removal of paper timesheets not arriving with finance in a timely fashion.
    • Reduced the time it takes to process weekly payrolls.
    • Captured escalations and virtually eliminated unwarranted and unauthorized escalations in participating departments.
    • Department managers have more visibility over the locum activity in their areas by accessing real-time and department-specific dashboards.
 
For other benefits please see previous sections.
See http://locumtap.com for further infiormation
 
Current and planned activity: 
Current Activity
Following a successfully implementation at Chelsea-Westminster Hospital Trust, we are now looking to expand across the UK and have initiated conversations with NHS trusts & STPs.
We are interested in being connected with healthcare organisations that are members of WM AHSN looking to improve on their staffing and agency operations and wish to reduce their spending.
 
Planned Activity
Thus we would like to discuss:
  • Procurement / Adoption -  LocumTap by WMAHSN Trusts, STP’s or CCGs
  • Concept Development Due to LocumTap’s flexibility & customisation, we welcome opportunities to discuss your requirements and how we may extend its capabilities for other health institutional requirements. We have plans to integrate Bank Nursing & Professions Allied to medicine and welcome input and interest in these services for your service 
What is the intellectual property status of your innovation?:
The software is copyrighted.
The system and  App is password protected and has basic encryption
Return on Investment (£ Value): 
Very high
Return on Investment (Timescale): 
0-6 mon
Ease of scalability: 
Simple
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Innovation 'Elevator Pitch':
An online platform to recruit doctors and nurses for locum/temp shifts, and permanent shifts.  
Overview of Innovation:
MedicBank is an online platform to recruit locum and permanent nurses/doctors to hospitals, cutting the current high costs associated with traditional agencies. Nurses and doctors will be able to select shifts at immediate and elective notice, and matching AI software will aid this process to improve links between staff managers and their staff. This AI component will also help hospitals better understanding pricing by: times of the day, seasonal holidays, position and urgency.

The platform has been designed to improve the usability and interface between hospitals, their staff and future hires. Maintaining a real-time focus on intelligent pricing strategies and demand planning backed by our custom big data algorithms. The impact of this is seen on healthcare delivery. Hospitals will save a lot of money through our novel billing system, and this means that they can spend more directly on healthcare provisions. Furthermore, as a result of better staffing, patients will be seen sooner and should receive a higher quality of care.
 
 
Stage of Development:
Close to market - Prototype near completion and final form may require additional validation/evaluation and all CE marking and regulatory requirements are in place
WMAHSN priorities and themes addressed: 
Wealth creation
Benefit to NHS:
MedicBank has multiple benefits:
- Significantly more cost effective (up to 40%) due to our novel billing system
- Cheaper than existing traditional agencies
- Help solve short-term staffing problems (locum and temporary staff) as well as long-term recruitment issues (permanent staff)
- It targets both doctors and nurses. Other organizations have avoided focuses on nurse recruitment as this has significantly more administrative barriers to market.
- It reallocates the distribution of power from staff agency firms to the hospitals through unique features.
- This digitalizes the process of international recruitment of staff to help solve the issues underlying the staffing crisis.
Initial Review Rating
3.40 (2 ratings)
Benefit to WM population:
The societal need is a general improvement in healthcare provision. This includes:
o Reducing waiting times for emergency and elective procedures. More staffing in emergency departments will aid patients being seen within a reasonable time. This has further implications for elective procedures also.
o A higher quality of care that is associated with a fully-staffed healthcare team. When a ward is fully staffed, then patients receive a greater amount of care as there are more people to provide it. This means more time for patients.
o More available options due to reduced spending on staff (a lot of which goes to agencies and not to the staff). Trusts are limited by their capital and equipment, this leads to greater waiting times for patients.
o Happier staff will deliver better care. The current mood within the medical workforce is poor. They feel over-worked and targeted, and it is difficult for this not be translated into their work mood.
Current and planned activity: 
Our current plans are to engage with AHSN that are nearby to our current location (East Anglia/London) to try and commence procurement. 
What is the intellectual property status of your innovation?:
Code, AI, and undisclosed features are our IP.
Return on Investment (£ Value): 
high
Return on Investment (Timescale): 
2 years
Ease of scalability: 
Simple
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Overview summary:
Lantum is an intelligent clinical bank management platform using AI & machine learning to send the right shifts to the right people with minimal effort

Our Health Partnership (OHP) is a GP partnership in Birmingham/surrounding areas, consisting of 38 practices & nearly 240 GPs serving around 333,000 patients
 
Lantum set up a collaborative staffing bank for OHP in August 2016 with salaried “roving” GPs/local locums. Lantum’s approach of establishing a network of trusted, readily accessible online local doctors has led to impressive results for OHP
Challenge identified and actions taken :
As part of their aim to improve life for their members, Our Health Partnership (OHP) were looking to provide a way for all practices to share local GPs without paying high agency fees.
 
The challenge they faced, was how to achieve this without creating more time consuming, manual scheduling for the central admin team and local practices.
 
In June 2016, Lantum began working with OHP to set up a digital collaborative staff bank, with the goal of transforming the way member practices manage their locum requirement.
 
Lantum provided an end to end platform with tools for both GPs and OHP practices. For both admin staff and GPs everything is highly automated to save time and effort: timesheets, payroll, pension forms, optimising gap filling and even much of credentialing.
 
Lantum also helped OHP devise an implementation strategy including communications to both practices and GPs, a launch event, and support via a dedicated activation team.
 
The bank - comprised of local locum contacts & salaried ‘roving’ GPs to further reduce costs - went live on the 8th August, 2016.
Impacts / outcomes: 

Lantum’s technology now allows OHP practices find GPs in seconds.
 
When a job is posted on Lantum it triggers smart app, text message and email notifications to be sent to GPs who are available to work in the area. OHP Practices can also choose for any sessions not filled by staff from the collaborative bank to be made available for the wider community of local GPs on Lantum.
 
3 months after the launch, OHP practices filled 90% of all hours posted on Lantum. 46% of those hours were filled with an OHP bank GP, saving practices £2,653 in agency fees.
 
Cumulative savings 12 months after launch were in excess of £24k and there are now nearly 90 OHP bank GPs, working as many as 100 hours per month across member practices.
Which local or national clinical or policy priorities does this innovation address:
NHS England’s 2016-17 Business Plan – https://www.england.nhs.uk/wp-content/uploads/2016/03/bus-plan-16.pdf “Primary care is the bedrock of the NHS. We will support GPs, widen the workforce, harness digital technology and increase use of pharmacists. We will extend the range of services and improve access to them.” Lantum’s intelligent staff management platform uses digital technology to assist healthcare providers to improve the continuity of care they provide to their patients by enabling them to source high quality and cost-effective GP cover for their practices.
Supporting quote for the innovation from key stakeholders:
We were looking for an innovative way to meet the challenge of sourcing high quality and cost-effective GP cover in our practices. We wanted a reliable and effective solution and the Lantum approach, of establishing a network of trusted local doctors that are readily accessible online, was instantly appealing.
 
The platform is easy-to-use and the energetic activation teams who assisted with the set-up meant our practices were fully bought in from the word go. We have seen impressive results since its launch and are excited to see what it can deliver in the future.

 
Dr Mark Newbold, Managing Director, OHP

The beauty of the Lantum platform is how easy it is to use and the cost savings it offers to our member practices when they book a bank GP. Looking to the future, we are really excited to see how the idea can be applied to other grades of staff.”
 
Lesley Evans, Operations Director, OHP
Plans for the future:
OHP and Lantum are now working on applying the GP bank model to other grades of staff. By building a flexible staffing platform for forward thinking providers like OHP, Lantum aims to help maximise the potential of local workforces across the NHS, improving patient access and reducing temporary staffing costs.
Tips for adoption:
Engagement (of both practice staff and locum GPs) is key to the success of a collaborative staff bank. In practical terms, this means communicating the goals of the initiative early and often, whilst making sure everyone understands the benefits they can expect by participating.
 
I particularly liked the approach of OHP working in collaboration with Lantum to bring the concept to life. Their team provided ample support throughout the process with bi-weekly conference calls to discuss the progress of onboarding practices and GPs. We were able to quickly build a great working relationship and I believe this was key to the bank’s success.”
 
Lesley Evans, Operations Director, OHP
Contact for further information:
Simon Wright, Engagement Manager
07985 648 871
0203 793 4257
simon@lantum.com
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