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

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

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

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

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.