AHP Band 5 Regional Recruitment

1. AHP Band 5 Regional Recruitment Professional Provider Perspective Physiotherapy

2. Recruitment & Selection The overall aim of the selection and appointment process should be to obtain, at the minimum cost, the number and quality of employees required to satisfy the human resource needs of the Trust. WHSCT Selection & Appointments Policy

3. One Step in a Process? Personal Statement - HPAT Ulster – University Interview – Assessment Centre Universities are increasingly moving to select students on the basis of a wider set of objective criteria than academic results alone. The use of a purpose-designed admission test assists in the process by providing evidence of skills and abilities that are not directly measured by academic results, but which are also very important to the work and effectiveness of a student and later practitioner in the health professions. Broadening the selection criteria to include performance on a test of reasoning and communication ability provides a means of recognising and valuing qualities and skills that are not specifically demonstrated in academic results. Skills in communication and understanding of people, as well as teamwork and information handling, are seen as essential attributes of a successful health practitioner. (HPAT Ulster Leaflet)

4. PT Regional B5 Recruitment Led and supported by HR-recruitment Management; Section 75 Equality Criteria – this process has been equality screened with no issues found. Sex, marital status, perceived religious affiliation, political opinion, race, ethnic origin, disability, age or sexual orientation As such, the 5 Heads of Physiotherapy Service are confident that B5 Physiotherapists are appointed on the basis of merit in relation to the personnel specification developed for the post; - Skills in communication and understanding of people, teamwork and information handling and their knowledge of core topics of B5 Rotational Physiotherapy practice. Probationary Period 6 months supervision, support, training and review in practice. - To date there have been no issues identified across the 5 Trusts with the standard of those offered posts in relation to this selection process.

5. Cost Implications Ecomomies of Scale NOTE – 5 Apples V 1 Apple

6. 1 advert V 5 adverts £766 £~1500 No shortlisting V 5 shortlisting's £0 £816 (17h x B7) HR x 5 V BSO £? £? Interview Panel costs pre-Regional

7. Panel costs post-Regional

8. Panel / Assessment Questions • Pre-Regional – 0.4 Lesser number of questions. All developed by a panel of 3; - Opportunity for disclosure of questions by candidates across a range of days. • Post-Regional – 0.6 Each trust develops it’s allocated sub-speciality set within a tight cohort group of Team Leads and Clinical Specialists (B7’s and above) in that sub-speciality; confidentiality is maintained. Questions are scrutinised regarding; target level and ambiguity. • Situational Judgement Test – 0.8 There is room for quality assurance from a recognised external agency to enhance the validity of this process further;

9. Workforce Planning Issues • WHSCT Physiotherapy Staff Turnover; 02/12 – 01/15 (headcount)

10. WHSCT Physiotherapy Staff Turnover; 02/09 – 01/12 (headcount)