Why?

1. Why? • Assistant HCS vacant post • Low retention rate • Need to add value to the post • Qualification • More varied role • Opportunity to be involved with the pilot scheme. • Chance to try a new approach • Discussion with cardio-respiratory to make a full time post • Looked at both job descriptions – common themes for assessment. • Plus role specifics for each discipline – not assessed

2. Benefits • Opportunity to develop a new role • Pick and choose modules which support the role according to local needs • Support from regional network • Financial support- incentive • Travel to network meetings • Travel to college • Mentor/assessor training • Backfill for mentor/assessor • Learning resources

3. Benefits continued.. • Shared recruitment process • Trust- labs and clinical physiology • Regional • Methods to ensure appropriate applicants short listed • Trust keen to support apprenticeships • VC process easier • New JD (apprentice) no need for job evaluation. • Flexible workforce – home grown • Career pathway opportunities- retain staff • Level 3 and FD . MSC L 2-4 • Cost savings whilst training • Regional approach =apprentice support • Development opportunities for other staff

4. 6 months in…… • Apprentice very settled in both departments – enjoys the variety of the role – keen to learn ! • Generally works to fixed schedule, but with flexibility to change days depending on service pressures • Has completed majority of her written assessments already • Good support from college and other apprentices. • Progressed faster than previous post holders

5. Future plans • Apprentice employed by Neurophysiology • Apprentice employed by Cardiology • Apprentice employed in to joint role – preferred choice • APL to MSC framework – opportunity to access more scientific modules related to role • Develop to L3 /L4 – Associate role • Take another apprentice? • Employer in the driving seat.