CNS Development Leads

It is a 36-month London Cancer CNS Workforce Development Programme to address the critical issues impacting on the London cancer CNS workforce and to ensure people living with cancer receive high quality, compassionate support. Five Cancer CNS Development Lead (CDL) roles have been  recruited across the capital.  They will promote the role of the cancer clinical nurse specialist and provide a structured programme of support to selected CNSs. The aim is to develop and retain the cancer CNS workforce. CDLs will also support the implementation of the ACCEND framework, develop nursing leadership and support nurse-led innovation across the capital. 

There is one Macmillan CDL for each of the following areas of the capital:

• South East London
• South West London
• North West London
• North East London
• North Central London

A Macmillan CDL works with CNSs and their line managers to support and challenge knowledge and behaviours to promote CNS nursing and the delivery of quality-assured personalised care. The role includes mentoring, preceptorship and an outreach function.

They will work across their area of London to: 

• Support newly appointed CNSs to develop as autonomous professionals, through a combination of teaching, observational, coaching, and reflective techniques.
• Facilitate implementation of the ACCEND capability framework by ensuring new CNSs are developing their skills and capabilities against the framework.  
• Undertake awareness raising and outreach activities to champion the cancer CNS role. The aim is to increase the number of aspirant CNSs, both locally trained and internationally educated, who have the potential to become a  cancer CNS.  

CDLs will assist in the development of confident CNSs who are aware of their importance as key workers who effectively advocate for people affected by cancer and support them throughout the cancer pathway.  This will translate into better patient care and experience.  

The Macmillan CDLs are responsible for developing and delivering outreach activities within the ICS (in line with policy), and to increase the diversity of the Cancer CNS workforce to be representative of the patient population communities. A key aim of the role is to encourage, engage and support aspiring CNSs from underrepresented groups into CNS roles.

The CDLs are working closely with Macmillan and Cancer Alliance Workforce Leads to promote equitable access to recruitment opportunities. The project recognises and mitigates any inequalities including access for protected characteristics, providing reports to stakeholders on equality, diversity, and inclusion findings. 

Enhanced CDL support provides a 1:1 approach to help CNSs achieve the competencies set out in the ACCEND capabilities framework. It is designed to foster individual growth. This support provides a tailored career pathway for CNSs to become autonomous professionals, emphasising their unique potential and value. 

Universal CDL support is a group-based approach to support CNSs in achieving their potential. It uses the four pillars of practice outlined in the ACCEND capabilities framework. This level of support is suitable for CNSs who may not require 1:1 support but would benefit from group-based learning  or interventions to support their professional development, fostering a sense of community and shared learning.  

The CNS selection process will vary depending on your hospital trust.

Lead Cancer Nurses (LCNs) and line managers will lead the selection process of CNSs who have expressed interest in receiving CDL support. This will include reviewing recent appraisals or Training Needs Analyses (TNA) to ensure that the CNSs who are in most need of support are prioritised. 

There are the pan-London recommended selection criteria for prioritising cancer CNSs for CDL support.  If you are interested, you could speak to your line manager or local CDL in case there are any local variations.

Enhanced CDL support:  

1. All Band 6 or 7 CNSs in post for 12 months or less. 
2. Band 6 or 7 CNSs in post for 24 months or less who have developmental needs identified via the TNA or appraisal process. 

CNS selection considerations: 

• Band 6 or 7 CNSs who need support in tumour groups with high staff turnover or recruitment issues. 
• Band 6 or 7 CNSs in lone working positions or organisationally remote.

Universal CDL support:  

All CNSs, regardless of banding or length of experience, will have access to group sessions delivered by the CDL or will be signposted to relevant training opportunities.  Where spaces in group training sessions are limited, it is recommended that CNSs who have developmental needs, identified through the TNA or appraisal process, should  be prioritised.