Development Nurse (Nursing CPD Lead) | South West London and St George's Mental Health NHS Trust

An exciting opportunity has arisen within the Nursing Development Team (NDT) at South West London and St George's Mental Health NHS Trust for the post ofDevelopment Nurse (Nursing CPD Lead). This is a great opportunity for a registered nurse who has an interest and experience in management, teaching and education of nursing workforce and who would like to enhance and develop their career. This role offers an exciting opportunity to influence the future of nursing within South West London and St George's Mental Health NHS Trust, providing strategic leadership in the continuous professional development of Nurses and Nursing Associates. The successful candidate will play a key role in shaping the Trust's nursing workforce, driving professional excellence, and ensuring the delivery of high-quality care through effective training and development initiatives. The Development Nurse (Nursing Continuous Professional Development Lead) will take a pivotal role in supporting the professional growth and continuous development of Nurses and Nursing Associates within South West London and St George's Mental Health NHS Trust (SWLStG). The post holder will be responsible for leading, planning, and delivering the Trust's Nursing and Nursing Associate Continuous Professional Development (CPD) strategy. This role will manage NHS England (NHSE) Continuous Professional Development (CPD) funding, ensuring it is optimally utilised to support ongoing learning and development across the nursing workforce. The post holder will lead on the development, delivery, and evaluation of professional education and training programmes that enhance clinical skills, leadership, and career progression. The post holder will work collaboratively with senior leaders, multidisciplinary teams, external and internal training providers, and other key stakeholders to identify nursing workforce development needs, create CPD pathways, support retention strategies, provide access to quality learning opportunities and ensure compliance with regulatory requirements. They will also be responsible for creating strategies to support career progression, retention, and workforce sustainability in line with local and national nursing priorities., To create the very best environment to care for our patients, this site's layout will be transformed by 2027 to create a new central plaza and café, plus modern facilities for five new wards. Tolworth is a bus ride from Surbiton station, with fast connections to Clapham Junction and London Waterloo. Strategic Management of CPD Funding and Resources

• In collaboration with Associate Director of Nursing Education, Development & Quality and other senior nurse leaders, lead on the creation and execution of a comprehensive CPD strategy for Nurses and Nursing Associates across the Trust, ensuring alignment with the Trust's workforce goals and national priorities.
• Lead the effective management and strategic distribution of NHSE CPD funding, ensuring equitable allocation across all nursing disciplines and specialties within the Trust.
• Collaborate with finance and procurement teams to ensure transparency and efficiency in managing CPD budgets.
• Maintain accurate records of CPD expenditure and ensure compliance with NHSE guidelines, reporting outcomes and utilisation of funds to senior leadership and external stakeholders.
• Explore additional funding streams or grant opportunities that could further support the development of Nurses and Nursing Associates.
• Assist in the preparation of business cases for additional investment in nursing development and workforce upskilling initiatives.
• Maintain up-to-date reports and forecast budgets for CPD educational allowances.
Leadership in CPD Programme Development
• Lead the development and delivery of bespoke Nursing CPD programmes aligned to the Trust's strategic objectives, covering clinical competencies, leadership skills, regulatory standards (e.g., NMC revalidation), and personal career progression.
• Work with clinical and education teams to ensure CPD initiatives support nursing staff in maintaining high standards of patient care and safety.
• Conduct regular Training Needs Analysis (TNA) across nursing teams to assess skill gaps and forecast future learning requirements, ensuring that CPD offerings meet the evolving needs of the workforce.
• Collaborate with service leads to gather feedback and insights that inform the design of responsive and impactful development programmes.
• Develop and promote career development pathways for all Nurses and Nursing Associates, helping staff access a wide range of opportunities for progression, including specialist roles, enhanced clinical practice, and leadership positions.
• Work with individual nurses and managers to create tailored development plans that address specific career goals and learning needs.
• Support the implementation and integration of the Trust's CPD policies and procedures.
• Participate in Key Account Meetings with HEIs (Higher Education Institutes) and other external training providers to feedback on activity against procurement.
Delivery and Facilitation of Learning Interventions
• Design and facilitate/deliver a wide range of training sessions, workshops, and e-learning modules that enhance both clinical and non-clinical skills, ensuring these are accessible to all levels of nursing staff.
• Collaborate with internal subject matter experts and external training providers (e.g., universities, private training providers, professional bodies) to source training programmes that meet the specific needs of the Trust's nursing workforce.
• Ensure a robust and structured management of all Nursing CPD training programmes within Compass platform (an internal Learning Management System (LMS)).
• Oversee the development of e-learning platforms and digital content to provide flexible learning opportunities for nursing staff, ensuring content is engaging, accessible, and aligned with national standards.
• Implement mechanisms to monitor staff engagement with all Nursing CPD activities and ensure these are effectively integrated into the wider CPD strategy.
• Develop robust mechanisms for evaluating the effectiveness and impact of CPD programmes on nursing practice, patient outcomes, and staff satisfaction.
• Implement structured feedback processes from staff, patients, and stakeholders to ensure continuous improvement in CPD delivery.
• Monitor and evaluate commissioned providers, providing quality reports in accordance with department quality assurance framework.
• Manage the CPD applications process for the Trust, including alerting staff to dates when applications can be accepted, taking queries, and ensuring that they have manager approval.
• Leadthe weekly CPD panel meetings and ensure staff receive prompt updates on their CPD funding application decisions.
• Coordinate and lead CPD drop-in sessions, forums, and other informational events for nursing staff, identifying common themes and addressing them at an organisational level as needed.
• Develop and maintain the CPD information pages on Trust intranet and Compass.
Professional Leadership and Support
• Serve as a professional advocate for nursing staff, ensuring their learning and development needs are well-represented in organisational decision-making processes.
• Represent the Trust in regional and national forums related to nursing education and workforce development, contributing to policy discussions and sharing best practices.
• Provide mentorship and coaching to Nurses and Nursing Associates, fostering a culture of professional support, growth, and well-being.
• Support with the development and delivery of formal mentorship and preceptorship programmes that support newly qualified staff transitioning into more senior, advanced or specialist roles.
• Support the Trust's strategy for talent development by identifying and nurturing future nursing leaders.
Governance, Compliance, and Reporting
• Ensure all CPD activities comply with Nursing and Midwifery Council (NMC) standards, particularly in relation to revalidation requirements, and maintain accurate records to support nurses in their professional registrations.
• Contribute to the Trust's internal governance and audit processes by providing evidence of compliance with CPD-related policies and national standards.
• Provide comprehensive reports to senior nursing leadership, NHSE, and external stakeholders on CPD activity, funding utilisation, and impact metrics.
• Develop and maintain detailed tracking systems to monitor staff participation in CPD, training outcomes, and progression pathways, ensuring that data informs future workforce planning and development.
• Lead on quality assurance initiatives related to CPD, ensuring that all programmes meet the highest standards of educational delivery and support the Trust's commitment to continuous improvement.
Workforce Development and Retention Strategies
• Develop and implement strategies that support nurse retention and engagement, including tailored development pathways, leadership development programmes, and initiatives aimed at preventing burnout and promoting well-being.
• Work in collaboration with Learning and Development department and Workforce and Organisational Development (OD) leads to align Nursing CPD with wider workforce planning, recruitment, and retention strategies, ensuring the sustainability of the nursing workforce.
• Engage with nursing managers to identify and address workforce challenges related to skill gaps, retention, and progression, ensuring the Trust remains responsive to the needs of its staff.
  
  We are Proud to Belong at South West London and St George's Mental Health NHS Trust.
We have expert services, a rich history and a clear commitment to providing the best quality care for those with mental ill-health. The Care Quality Commission already rates our services as 'good' - we aspire to be 'outstanding'. We are transforming the way we care for our communities to support our mission of Making Life Better Together. We have built two brand new mental health facilities at Springfield University Hospital, which are amongst the best in the world. More developments are planned across our sites and services as we invest a further £120m to upgrade and modernise our estate by 2027. We are inclusive and diverse and strive to be actively anti racist. We want to attract people from all backgrounds and experiences to enrich the work we do together.We are proud to co-produce and involve our local communities in all that we do. We offer flexible working, career development and a variety of benefits to enable a positive, welcoming environment in which our people and their careers can thrive.