Modernising Scientific Careers Professor Sue Hill Chief Scientific Officer, Department of Health

1. Modernising Scientific Careers Professor Sue Hill Chief Scientific Officer, Department of Health STP Recruitment Event, March 2011

2. Modernising Scientific Careers: Career and Training Pathways * Accredited Specialist Expertise ** Extending professional regulation *** Subject to public consultation Consultant Healthcare Scientist Appointment Potential equivalence route *** Higher Specialist Scientific Register Associates and Assistants (HCSA) Healthcare Science Practitioner (HCSP) ASE* (Senior Healthcare Scientist) Healthcare Scientist Higher Specialist Scientific Training (HSST) ** Regulation in line with EPR *** Regulation as a Healthcare Science Practitioner *** Regulation as a Healthcare Scientist Learning and Development Framework Practitioner Training Prog. (PTP) Integrated BSc Scientist Training Programme (STP) Potential equivalence and progression route Potential equivalence and progression route Direct entry Graduate direct entry

3. Modernising Scientific Careers – Career Structure Assistant High volume, low risk activities requiring some structured training e.g. phlebotomist Associate High volume, low risk activities require appropriately trained staff but they do not require degree level training e.g. processing samples through machines in pathology laboratories. Practitioner Apply technology, use a degree of judgement and deal with ambiguity. Able to undertake activities which are outlined in ‘protocols’ e.g. genetic screening activities High risk, low volume activities which require highly skilled staff able to exercise clinical judgement and interact with patients e.g. undertaking complex heart scan which requires professional judgement and interpretation Scientist Consultant/ Higher Specialist Scientist In-depth, highly complex role. Equivalent to medical consultant role as requires clinical judgement e.g. specialist scientific expertise to plan radiotherapy treatment or develop new treatments such as proton therapy. This role could include a clinical director/consultant audiologist with expertise in complex hearing/ balance problems

4. The MSC programme will deliver a nationally defined curriculum / standardised specifications to enable SHAs to commission new academic and work based training programmes from Higher Education Institutions and NHS training providers Proposed training through Modernising Scientific Careers Current scope … NVQ/SVQs will be available for Assistants Foundation Degrees for Associates Modular approach: trainees can ‘pick and mix’ whilst at work, according to employment requirements/roles National learning and development framework Associate /Assistant The current training programmes for HSC are a mixed and complex collection of locally commissioned courses and employment based training – there are approx. 3,500 trainees in the system at any one time Practitioner Training Programme (full time student) 3 year BSc (Hons) programme which will integrate academic and workplace based elements HEFCE degree programme / MPET contribution to costs workplace based training 3 year programme which will comprise separately delivered and awarded, academic and workplace-based components leading to an MSc and a Certificate of Achievement MPET funds MSc tuition costs & contribution to salary for 3 years & workplace based training Scientist Training Programme Higher Specialist Scientific Training A 4/5year work based training programme similar to SpR training and leading to medical college examinations where these exist and a doctoral award. MPET part funded over 4/ 5 years • The MSC programme will secure funding through HEFCE by shifting the balance of training more towards standardised, degree / University based courses with MPET providing placement costs only.

5. General SchemaThree year Healthcare Scientist Training Programme (STP) Workplace Training in an NHS or other approved organisation leading to formal Certification Academic learning leading to Masters Degree With part time attendance on a HEI based Masters programme throughout the training period Underpinning knowledge to support the workplace-based training. Problem based learning may be one of the methods of learning, to enable synergies between the academic programme and the workplace training programme. • Remainder in Single Specialism training • Followed by an elective ( 4 - 6 weeks) in any healthcare science specialism or a related clinical service • Initial 12 months rotational training (3 months in each of 4 specialisms) Specialism 1 Specialism 2 Specialism 3 Specialism 4 Themed Rotations Introductory Academic Block (Minimum of 1 month)

6. Essential Learning from the Genetics pilot – across all 45 + healthcare science disciplines Defining Programmes Assessment and e portfolio Guidance & coordination Recruitment methods Training the trainers Commissioning for quality Evaluation of outcomes Sustainability Partnership working

7. STP Education and Training programmes Curricula developed and reviewed by MEE HCS EETG, advice provided to 4 UK countries Training manuals developed and undergoing review Comments still being gathered on developed curricula Assessment criteria being developed Coherance and consistency checking commencing Final version for 11/12 expected in summer NHS West Midlands appointed Lead Commissioner, will also provide oversight of workplace training Tender for underpinning MSc starts in March National recruitment to programmes in April

8. Still being finalised Equivalence and QA arrangements Regulatory arrangements Procurement and roll out of on line assessment tool Train the trainers – full participation required Final certification of workplace learning Academy for Healthcare Science and its role and functions External evaluation and benefits realisation

9. Tools to support implementation HCS Career framework Education and training programmes Training manuals/learning guide On line assessment tools Workforce planning tools ESR and HCS workforce data Operational guide

10. Supporting MSC implementation Pilot programmes and Early Adopters SHA MSC project leads/managers SHA scientific leads and communities of practice

11. New Scientist advert

12. STP recruitment timetable 24 Jan: Details of scheme provided to trusts Early Feb: NHS Careers website publish full details of the scheme and a list of training posts classified by division and pathway 10 Feb: National recruitment begins with a half page advert in New Scientist and its web pages 21 Feb: All trusts will have uploaded their posts to NHS Jobs website 24 Feb: Second advert in New Scientist alerting candidates to apply for posts advertised on NHS Jobs 13 Mar: Closing date for posts on NHS Jobs 14-23 Mar: Trusts shortlist applicants, informing SHA Lead Scientist. Shortlist checked for national consistency 4-20 Apr: National Assessment Centres held 28 Apr: Candidates informed of outcome October: Trainees commence employment

13. Information sent out MSC team: STP Recruitment GuidanceSTP Rotation PlansSTP Job Descriptionminimum person specificationcriteria for shortlisting + shortlisting guidancedetails of assessment centres NHS Careers site: List of roles by division and pathway NHS Jobs: Details of individual posts including detailed job description and person specification

14. Timelines for implementation Roll out of programmes and supporting infrastructure Pilot programmes and Early Adopters • PTP ( ASNs and HEI alignment) • STP NHS commissioned MScs • HSST • Assistants and associates • Workforce planning arrangements • Commissioning and funding arrangements ( lead commissioner) • Education and training board ( Academy) • Regulatory arrangements (CBRA) • Equivalence and QA • Train the trainers • All infrastructure in place • Ongoing evaluation • Integrated Genetics programmes – practitioners and scientists ( White paper monies) • Dosimetry ( in conjunction with Cancer Team) • Early adopters focusing on preparing the system, testing and new ways of working 2009 2010 2011 2012 2013 2014

15. Communication with STP recruiting departments Regular emails from MSC team Direct communication from NHS West Midlands and from local SHA Involvement in national assessment centres Ongoing briefing and training events Review and evaluation meetings

16. ‘We all face the biggest leadership challenge of all of our careers.

18. Summary • The changes that need to be implemented with the support of the MSC programme and stakeholders will: • Transform education and training pathways to create a flexible, responsive, sustainable scientific and technical workforce • Align the workforce to service needs as work is undertaken safely and competently at the right levels • Ensure scientific advances are adoptedquickly to enhance the quality and outcomes of care for people and encourage innovation and economic regeneration • Achieve gains in efficiency and effectiveness and the delivery of high quality value for money services • Improve the education and training experience of future healthcare scientists to develop motivated individuals who want to work in the NHS.