In the Midst of Life

WHO CARES?

Half a century ago, there was no distinction between nurses and carers, because student nurses did all the work that carers now do. A young girl’s nursing training started with three months’ classroom induction. Then followed a full year of basic, hands-on, bedside nursing care – in other words, all the mucky work. Two more years of ward work had to be completed before State Registration. We were constantly under the strict supervision of the staff nurses, ward sisters and, ultimately, Matron – all of whom had been through the same training. It was a real apprenticeship.

But nursing was firmly stuck in the past, based on the old Nightingale tradition – docile acceptance of rigid discipline under a hierarchical system that was sacrosanct. Reform was necessary.

The Salmon Report (1966) appeared first, proposing new management principles for nursing. Some of these changes were undoubtedly needed, but I remember the shock that swept through the profession, and later the whole of society, when it was announced that the post of matron would be axed, leaving no one with overall responsibility for nursing standards.

1972 brought the Briggs Report. It proposed that nurses’ courses in further education colleges should be established. However, nurses were still working long hours on the wards, and if they left, someone would have to replace them. This problem was not, and has never yet been, adequately addressed.

The Griffiths Report came next (1983), under the chairmanship of Sir Roy Griffiths, the Chief Executive of Sainsbury’s, with a committee that did not include medical or nursing representation. The report recommended that management based on business models should be introduced to save the government money. According to Griffiths, there should be no difficulty in transposing the principles of commerce to the NHS. Once you let economists and accountants get their hands on things, you quickly lose sight of the original objective!

Project 2000, 1986, was the work of a new statutory body, the UK Central Council for Nurses (known as the UKCC) who, with the Royal College of Nursing, debated the training of nurses. Higher education was becoming absolutely essential. One small example will suffice to illustrate this: in my years of training we had a few hundred drugs, of which about forty or fifty were in common use. Now, medicine has hundreds of thousands of drugs in its armoury, of which about one thousand are in daily use. They all have to be known – their dosage, action, reaction, cross-reactions, allergic reactions. If I were working on the wards today, with my level of knowledge, I would be a danger to the public! A good education is essential, to degree standard.

Project 2000 aimed to bring students under the aegis of academia, thus removing their isolation from mainstream student life, and enhancing the image of nursing as an academic discipline. This, in my opinion, is a wonderful aim. Project 2000 is lengthy and wide-ranging, mostly relevant only to the professions, but the following are three of the main features of reform that are pertinent to the care of the sick and ageing:

To separate education from service by conferring supernumerary status on students and creating bursaries in place of training salaries.

To create a single register that would do away with the Enrolled Nurse grade, and to simplify the designation of first-year student nurses.

To establish a new clinical grade of support staff, essentially to replace junior nurses and enrolled nurses, whose function would be fulfilled by these aides.

‘To separate education from service’. Herein lies the rub. Nurses need higher education, but they also need practical training in bedside nursing. A thousand and one tiny details, some so small they are barely perceptible, are involved in basic nursing care, and these details have to be learned; they are not obvious to the casual observer or to someone who thinks they could just do the job.

The second reform dealt with the proposal to do away with the State Enrolled Nurse (SEN) qualification. Nursing staff had always had assistant nurses or auxiliaries to help them. The Voluntary Aid Detachments (VADs) in the military hospitals of the First World War are just one example. Later in the century, the SEN received a training approved by the Royal College of Nursing (RCN) that was essentially the same as the first year of student nursing. The course appealed mainly to married women who had family commitments, who enjoyed nursing but did not want responsibility. I worked with several and, as a ward sister, knew that an SEN was a great asset, providing stability and continuity on a ward. Also, she was often a mother figure to nervous young students, doctors as well as nurses. But Project 2000 looked ahead to a single register of graduate nurses, in which a second grade of enrolled nurses had no part.

When I read the words ‘To establish a new clinical grade of support staff,’ I was unclear what this might mean, but assumed it could easily be found out. Two months later, after an exhaustive study of professional papers and government reports, after rushing around all over the country interviewing people, I am still unclear, and get the impression that everyone else is, too!

Let’s start with the name or title for these support workers. My researches produced about twenty different names. When I told this to a spokesman for the RCN, he laughed: ‘Over the history of the RCN we have come up with 295 different names for support staff, and there may be more.’

From the inception of Project 2000, statutory powers enabled the UKCC to phase out the apprenticeship approach in favour of more academic training. Nurses started to leave the wards, and that was when carers came in. It was the first time the word ‘carer’ had been used as a job description. Hitherto, they would have been called auxiliaries, assistants, or one of the 295 options. By the 1990s, the title Health Care Assistant (HCA) became accepted, and this seems likely to stick.

In my capacity as an ordinary person, or ‘Everyman’, seeking to get to grips with this revolution in healthcare provision, I studied a great many documents, Government Reports, professional reviews, websites and journals distributed for public information by the Care Quality Commission (CQC, formerly known as the Healthcare Review Body). Whilst the area is muddy and changing all the time, the following is taken from my researches and is accurate at the time of writing:

Question (from ‘Everyman’): So who does the basic nursing these days?

Answer (information gleaned from CQC documents): Health Care Assistants.

Q: And who trains them – the RCN?

A: No. The employer, the Trusts, the NHS Training Authority, the care home, the agency or an independent hospital.

Q: What training could the Trust give, for example?

A: This can vary. Some trusts offer up to six weeks induction and training, whilst others provide two weeks of support for new Health Care Assistants.

Q: What training would a private hospital, clinic or care home give?

A: There is no national standard, and on the whole it is very little, a couple of days at most. However, all health care workers must show the Criminal Records Bureau clearance, and complete a brief induction.

Dear Heaven, it can’t be true! And we had fifteen months’ training in basic nursing.

I have two nieces who are health care assistants. One of them told me that she had worked with disabled children, and decided to change to geriatric nursing. She said, ‘So the agency sent me on half a day’s training.’

‘What!’ I gasped. ‘You can’t be serious!’

‘Yes, that was it, half a day. But remember, I had had experience in caring, and I had done some home visiting, too. If I hadn’t, I suppose they would have sent me for a whole day, perhaps even two.’

So it is true.

Induction consists of three parts, which can be completed in a morning:

1. Fire drill, conducted by a fire officer

2. Moving and handling

3. Protection of vulnerable adults.

‘Moving and handling’ is instruction in how to use the winches, slings, pulleys etc., required for moving or lifting an immobile or helpless patient. Some of this equipment can be very complicated, and the company that makes these gadgets supplies a video instruction on the correct use. The purpose is to protect the employers and suppliers from claims of injury to nurses or care assistants from moving or handling patients incorrectly.

‘Protection of vulnerable adults’ is basically looking at different kinds of abuse, such as staff bullying or manipulating patients, or thieving. It is a video documentary, made by professional actors with advice and short, acted scenes of what can be done, and what one should not do. The purpose is to protect the employer from claims of malpractice. The video takes about forty-five minutes to run.

National Vocational Qualifications (NVQs) have been available since the 1970s. They are based on national standards of practical competence in a wide range of occupations (over 1000) varying from bricklaying to hairdressing to catering.

In 1988 the Healthcare Review Body (now the CQC) examined the position of carers, and, as a result, the NVQ training was started for prospective health care assistants. This is essentially a qualification in practical skills, and the training is on-the-job experience. There are three levels of achievement, trained, monitored and assessed by …

Question (from ‘Everyman’): … by whom?

Answer (from my research): It could be that the trust has a nurse-led training, followed by supervision of practice by a qualified assessor, and then both internal and external verification by an awarding body such as the City and Guilds.

Q: What is the training for care assistants in private hospitals or clinics or in nursing care homes?

A: This will depend on the organisation. In theory, a nurse on the staff should train and monitor care assistants. But, in practice, this is unreliable because some employers will take a carer after a day’s induction and there may be no nurse available to offer further training. There can be a wide difference between the training and supervision of care assistants in NHS hospitals and those employed privately.

Q: If the private establishment has no nurse to train potential carers, who does train them?

A: National Care Training Providers.

Q: And what training do they offer?

A: Telephone help throughout the day.

Q: So is it seriously proposed that basic nursing can be learned by telephone?

A: It is a telephone support line.

Q: Is this support line open at night?

A: No. Care assistants also have one-to-one contact with a specially trained NVQ Care Assessor.

Q: How often is one-to-one contact available?

A: By appointment, when it can be arranged.

I have mentioned my two nieces who are HCAs. The younger one is on NVQ Level 3, and her elder sister is on Level 4. I asked the younger why she did not take the Level 4 qualification. She replied: ‘I don’t see the point. I wouldn’t earn any more.’

‘But it says here in the syllabus that you would.’

‘It may say that, but I wouldn’t get it.’

‘What do you earn now?’

About £5.40 an hour. It might be £$.70 – I’m not sure.’

Her sister interrupted: ‘I was on £5 something an hour for years and years, even after I passed Levels 2, 3 and 4; it made no difference to the pay But now I get £8 something an hour because I have worked there for a long time. That makes a big difference.’

My nieces both work in nursing care homes, one in Reading, the other in Plymouth. I asked them why they did the work for such a pitiful wage. They replied, almost in unison, one echoing or agreeing with the other:

‘Because I love it.’

‘It is deeply satisfying.’

‘I love knowing that I have made a difference to some old person’s life who might be lonely or unhappy.’

‘At the end of the day, or night as it might be, you feel you have done something worthwhile.’

‘It’s very rewarding work.’

I looked at them with deep respect. I have always loved them both, but had no idea of the depth of their vocational commitment and unselfishness. Sue, the older sister, is a very thoughtful and impressive woman. She is a Jehovah’s Witness, which is a life-affirming religion, and she bubbles with laughter half the time, and radiates warmth, kindness and compassion, which she says, in a large part, has come from her faith. She sees it as God’s commandment that she should be a Witness by working for those in need. I am sure she would work for nothing if she did not have bills to pay.

I sent this chapter to them both for approval and had a letter in reply from Sue containing the following paragraph:

I have chatted with Jayne and we are both of the same mind, that maybe we gave you an unfair description of our training, which I must make clear is always ongoing throughout our working life in the units we are employed in. There are always updates in line with CQC and care standards. We are not nurses but care assistants who provide a vital role in the physical and emotional care of the people who for one reason or another find themselves in care homes or day centres such as ours.

This is the ideal standard, expressed by two ideal care assistants, and I know it to be true; the CQC, with support and advice from the RCN, is all the time striving to improve standards through on-going training. However, the stark fact is that a huge number of people working in private hospitals, clinics and nursing care homes have no training whatsoever, and do not stay long enough in the job to benefit from the training that may be on offer.

Nursing Care Home Managers are supposed to employ only people with NVQ Level 3 qualifications. However, a survey conducted for the End of Life Care report, issued by the National Audit Office in November 2008 (p.6, sub para 15) found that fewer than five per cent of nursing care home staff had this minimum qualification. Why, then, are they employed? The reason is because the managers are desperate for staff. They must have someone to cover the varying shifts over twenty-four hours, and night duty is the hardest to get anyone for. They could not function if they insisted on this Level 3 qualification.

An NVQ seems to be the minimum qualification that is obtainable. But it can be bypassed altogether. Agencies offer a bit of training that amounts to shadowing another carer for a few hours, and this is accepted as enough for someone to get a job.

It seems to me that care assistants fall into one of three categories:

1. Those who are wholly and selflessly dedicated.

2. Those who enjoy looking after people, but don’t want responsibility.

3. Those who can’t get any other job.

The last comment is certainly not meant in a derogatory way. A great many of those in the third group are newly arrived immigrants from middle European countries (the former communist bloc) who need a work permit to stay in the country, and who can get one by signing up to take the NVQ Healthcare at Level 1, and working in a care home. Many of these boys and girls are very good indeed, and I have met them. They are young, bursting with life and happiness, not afraid of hard work or getting their hands dirty. Also, having been brought up in a culture that does not exclude the old from family life, they are gentle and understanding.

In 2013, it will be mandatory for all newly recruited nurses to have a degree. It will not be possible to enter the nursing profession by any other door. Suddenly it is upon us – health care assistants will be the most significant workforce in hospitals and care homes. At present, it is estimated that there are over 700,000 practising HCAs in the UK, but, as they are not registered or regulated, the number is not really known. Their training has been insufficient, to say the very least, yet they will be the ones who do the basic bedside nursing that is the foundation of nursing care, as anyone who has suffered long-term illness or debility will tell you. It is also, for this reason, the most noble.

Doctors come and go, but nurses or care assistants are always there. All the high-tech, multi-drug paraphernalia in the world is as nothing beside the human need for human touch and contact – which is what good bedside nursing is all about.

We can prolong life for decades, and resuscitation is fast becoming the norm, and all these people will have to be looked after. The decisions are made by government think tanks, by teams of professors at the British Medical Association, by ethics committees consisting of philosophers and theologians and senior judges. But having come to their conclusions, and issued their reports, they can walk away from the problem. They don’t have to do the work. The work is left to care assistants, who receive barely a living wage for work that is arduous and demanding, and for whom the strain can sometimes be insupportable.

We are a rich nation, and like all rich nations we need a subculture of underprivileged people to do the dirty work that we would not want to see our sons and daughters doing. Much of the work of care assistants falls into this category, and they are the ones who will look after us in our old age. It is worth remembering that, when our faculties, our senses, our mobility and our organs fail us, health care assistants will be more important to us, and have far more power over us than doctors.

Let me end this chapter by reproducing some of the NVQ introductory literature, which can be obtained online. It is addressed to prospective health care assistant candidates at the initial entry level:

NVQ Care Programme Information Pack

There are no academic qualifications needed to be a care assistant. All care assistants are expected to undergo a twelve-week induction programme [this is frequently not observed -author’s comment]. Direct experience is not necessarily required for the job, but it is useful to have some experience in working with people. Care Assistants are in high demand and it is relatively easy to get a job. The main employers are social services, hospitals, private or NHS nursing homes and agencies.

Personal skills: Care Assistants need to have excellent interpersonal skills and the ability to work with all kinds of people in situations which can be stressful or emotionally draining. More specifically they should have:

A friendly approach and the ability to put clients at ease, whatever their physical or social needs

The ability to be tactful; and sensitive at all times

A good sense of humour

A high level of patience as shifts can be long and often stressful

Excellent communication skills

The ability to deal with aggressive or anxious clients

A certain level of physical strength

Good stamina

The ability to stay calm under pressure

The ability to think quickly and solve problems as they arise.

Working Conditions: Care Assistants usually work shifts, which means their hours and days of work vary from week to week, and may include night shifts or weekend work. Shifts can be long and demanding, so care assistants need to have good stamina and both physical and emotional endurance.

The contempt with which this hedonistic society looks upon simple virtues is reflected in the pay reward. We offer care assistants £11,000 a year: that is £5.70 an hour, with no guaranteed sick pay, holiday pay or maternity leave, and no guaranteed pension.

Would you, the reader, do it? Could you? Would you advise your son or daughter to become a health care assistant?

Truly, truly, I say to you, when you were young you girded yourself and walked where you would; but when you are old, you will stretch out your hands, and another will gird you, and carry you where you do not wish to go.

— St John, ch.21, v. 18