1. AHP Apprenticeships: how it can help to recruit, train and retain
CSP London Regional Network September Forum
AHP Apprenticeships: how it can help to recruit, train and retain
Paul Marijetic,
Apprenticeship Lead
Health Education England

2. MYTHS Apprenticeships They are for Young people only
Taking at lower levels
Under-achievers at school
New employees
in construction, hairdressing, engineering, administration
MYTHS
Under the current policy there are two types of apprentices.
New Staff
The first type is one that you would traditionally recognise as an apprenticeship. A new (usually, but not, exclusively young) member of staff would train on the job to learn that job and ultimately become qualified. It may or may not also include release to attend training externally (one day a week, once a month etc.).
Existing workers
The second type is aimed at existing workers who will be learning some new skills within their normal role; again it may or may not also include release to attend training externally. So whilst it might not seem like an apprentice in the traditional sense, you should think of this type of apprenticeship as a mechanism for receiving training and having your abilities and understanding recognised through qualifications for the job that you are doing.
However it can only be an apprenticeship if there is an apprenticeship framework or standard available. e.g. even if you wanted to take on an apprentice you cannot do an apprenticeship in Physiotherapy as there is currently no apprenticeship available

3. Apprenticeships There are two types of apprenticeships New staff
Existing workers
With either type people are employed it’s not just a training programme or course but there must be an apprenticeship available
Under the current policy there are two types of apprentices.
New Staff
The first type is one that you would traditionally recognise as an apprenticeship. A new (usually, but not, exclusively young) member of staff would train on the job to learn that job and ultimately become qualified. It may or may not also include release to attend training externally (one day a week, once a month etc.).
Existing workers
The second type is aimed at existing workers who will be learning some new skills within their normal role; again it may or may not also include release to attend training externally. So whilst it might not seem like an apprentice in the traditional sense, you should think of this type of apprenticeship as a mechanism for receiving training and having your abilities and understanding recognised through qualifications for the job that you are doing.
However it can only be an apprenticeship if there is an apprenticeship framework or standard available. e.g. even if you wanted to take on an apprentice you cannot do an apprenticeship in Physiotherapy as there is currently no apprenticeship available

4. Approved Training Provider
Apprenticeships
Employer
Approved Training Provider
Apprentice

5. Why take on an apprentice?
You can instil your values, behaviours and working practices from day one
You will gain a different aspect on your service from the viewpoint of a young person
It is a cost effective way of recruiting your entry level roles
Apprentices tend to be loyal to the organisation that invested in them
It is a useful way of addressing ‘hard to recruit’ posts

6. Why train existing staff as apprentices?
They receive accreditation and validation for the job that they may have been doing
They feel invested in
They will bring new skills and knowledge into the workplace and cascade them to other staff
It is a cost effective way of training staff

7. How much will it cost? Number Band limit 1 £1,500 2 £2,000 3 £2,500 4
£3,000 5
£3,500 6
£4,000 7
£5,000 8
£6,000 9
£9,000 10
£12,000 11
£15,000 12
£18,000 13
£21,000 14
£24,000 15
£27,000

8. How are they funded?
For large employers funding will come out of their digital account via HMRC
For smaller employers funding is a co-investment model
Co-investment - 10% contribution by employer generates 90% funding from government. 10% contribution can be paid monthly
All English and maths is fully funded by the government

9. How much will it cost?
Employer chooses HCSW apprenticeship in funding band 4 with a maximum price of £3,000
Government co-invests 90% = £2700
Employer co-invests remaining 10%= £300
Employer and provider agree to spread this over 10 instalments of £30

10. Apprenticeship incentives
Current
The abolition of employer NICs for apprentices under the age of 25
30% off adult-rate Oyster Travelcards. Over 18 and live in London Borough
£1000 incentive for taking on a year old apprentices
< 50 employers no co-investment for taking on apprentices

11. Levy Apprenticeship Delivery
Apprenticeship Service
£s +10%
HMRC
Education and Skills Funding Agency (ESFA)
Data and
compliance
£s via
PAYE
ApprovedTraining Provider
Quality Control
Agree price
Employer
Ofsted
Training,
on-going assessment,
reviewing progress
Assessment Organisation
Apprentice
End point assessment

12. Discussion
What are the challenges that you perceive would stop apprenticeships being implemented?

13. Assistant Healthcare Practitioner level 5
Career pathways and apprenticeships
Business Administration Level 3
Incl.
Administrators
Project support staff
Operational Manager level 5/6
Department Managers
Advanced Clinical Practitioner level 7
Healthcare Support Services Level 2
Incl.
Housekeeping
Porters
Waste disposal
Ward Clerk
Medical records clerk
Team Leading level 3
Incl.
Supervisor
Team Leader
Project Officer
Shift manager
Healthcare Support Worker (HCSW) Level 2
Senior HCSW Level 3 AHP Support Worker
Regulated Professions at level 6/7 incl. OT, Physiotherapists, Arts Therapists
Assistant Healthcare Practitioner level 5
Learning Mentor level 3
Coach level 4

14. Career pathways and apprenticeships6
Chartered Manager ( Senior Manager), Nurse, Social Worker , OT, Physiotherapists 5
Operations/ Department Manager (Practice Manager, Care Home Manager), Leaders in Adult Care (Advanced Practitioner/Manager), Assistant Healthcare Practitioner, Nurse Associate 4
Lead Practitioner in Adult Care 3
Senior Healthcare Support Worker (AHP), Lead Adult Care Worker, Senior Business Administrator, Team Leader 2
Healthcare Support Worker (HCA), Adult Care Worker, Customer Services, Business Administration

15. Mythbusters Part 2 Pay - Annex 21 or band below Only Bands 1 – 4
Only new jobs
20% off the job = a day a week away from the workplace

16. New Apprenticeship standards
Expression of interest consult approved
Development of standard consult approved
Assessment Plans consult approved
Ready for delivery EPA assigned available for delivery

17. Dr. Sally Gosling Assistant Director, CSP Practice & Development
The apprenticeship agenda: An overview of physiotherapy developments and CSP activity
Dr. Sally Gosling
Assistant Director,
CSP Practice & Development

18. Apprenticeship developments relevant to the physiotherapy workforce
Standards in development:
Physiotherapist (level 6)
Advanced clinical practitioner (level 7)
Standards ready for delivery:
Senior healthcare support worker (level 3)
Assistant practitioner health (level 5)

19. CSP role in the apprenticeship agenda1
Sharing CSP expectations to inform development of the apprenticeship standards and assessment plans, plus their implementation 2
Acting as a ‘critical friend’, seeking to ensure the quality of learning experience/outcomes is upheld 3
Promoting member awareness, understanding and engagement 4
Developing confidence in apprenticeships as a new route into the profession and for post-registration and support worker development 5
Ensuring the CSP’s accreditation processes align with changing needs – to ensure both flexibility and rigour

20. Questions we’re addressing1
Which elements of a degree apprenticeship do we need to accredit? 2
How can we best contribute to thinking on how apprenticeships are defined and delivered? 3
How can we best promote engagement in apprenticeship developments and their implementation? 4
How can we help to maximise the sharing of learning between trailblazer groups? 5
How can we minimise unnecessary difference of approach/duplication of effort in how we exercise our quality assurance and enhancement role?

21. CSP activity to date 1
CSP position statement on apprenticeships – and keeping this under review 2
Encouraging member engagement at each key stage 3
Inputting directly to the physiotherapy trailblazer group and assessment sub-group 4
Pursuing issues of interest and concern (e.g. with the ACP apprenticeship)to optimise workforce development opportunities 5
Working with AHP colleagues and the HCPC on how we exercise our respective quality assurance and enhancement roles

22. Current unknowns How will employers/physiotherapy services engage?
How will HEIs/physiotherapy teams engage?
What interest will there be from prospective apprentices?
How will each of the above align (e.g. in terms of fulfilling priorities/the financial model)?

23. Current CSP particular focuses
How we can best influence current developments to
Optimise the quality of the learning experience and outcomes, and confidence in this quality
Uphold education and professional standards, and therefore the quality of patient care
Enhance opportunities for workforce growth and development, including from a widening participation perspective
Support plans for implementation
Maintain coherence in physiotherapy education while engaging in innovation and enabling diversity

24. Summary points Recognising the opportunities
afforded for the profession’s
development (including workforce
expansion)
Ensuring the responsiveness
of the CSP’s approach to
accreditation, while retaining
rigour
Upholding the quality of patient care
Upholding the quality of learning experience & outcomes
Upholding professional standards
Ensuring responsiveness to changing service needs
Encouraging and advocating for innovation
Ensuring responsiveness to changing workforce needs
Enabling entry to the profession
Increasing diversity,
while maintaining
consistency
Encouraging different
models of collaboration
Seeking to ensure the
profession doesn’t miss out
on workforce development
opportunities
Engaging and linking
with broader policy
contexts
Encouraging debate and collaboration
within the profession

25. Useful resources
CSP position statement; Skills for Health updates; Institute for Apprenticeships information; Education & Skills Funding Agency guidance; NHS Employers guidance; QAA guidance; Hefce policy guide; Council of Deans of Health position statement; Universities UK resources;

26. New Apprenticeship standards
Assessment Plan approved
Healthcare Support Worker
Senior Healthcare Support Worker – AHP Support
Assistant Healthcare Practitioner
Adult Care Worker
Lead Adult Care Worker
Team Leader
Customer Service Practitioner
Nursing degree
Dietetics

27. Level V Apprenticeship Healthcare Jules Marchant – Project Lead for AHP Recruitment and Workforce Development Sophie Madden-Scott - Deputy Clinical Lead, Respiratory Physiotherapy

28. Background- Level V Outcomes of Therapy Assistant Staff Consultations
Succession Planning Pathway B3 -> B4
Tender and full procurement
London Southbank University – history with provider, local provider, piloted as part of nursing associate role and linked to pre-reg nursing course (continuity of education)
Launching the scheme
Open days
Assessment Recruitment Centre (with provider)
Online Apprenticeship Hub

29. Pay and Contracting Pay
Spot Salary or Annex 21 (dependent on length of program)
Internals- matched pay
Contracting-
Probationary period 3 mth r/v and 6 mths r/v
Joint r/v with LSBU, GSTT final decision
Notice period – 1 week for external (statutory requirement)
Need agreement on internal staff

30. Responsibilities Provider “LSBU”
Provide taught elements of the program
Provides tools / processes to support apprentice
Regular review with apprentice
Ensures program meets Level V Apprenticeship Standards
Provide course materials to GSTT and updates
Apprentices
Attendance rate of 85% for course
Participates fully in their T&D
If GSCE at C-E level, will complete course with A-C
Inform work place of updates
Employer “Work Place Assessor”
Work place development of trainee (e.g. teaching sessions, liaison with supervisors, competency sign off)
Provides updates to LSBU
End Point Assessor
Does not deliver any of course
Assess scheme against Level V standards
Ensure assessors occupationally competent
Completes End Point Assessment “Quality Assurance”
Has final say on outcome of course

31. Entry Levels
Pre-requirement levels determined by apprenticeship standard.
Entry requirements for GSTT scheme
Permanent contract / Work Visa for entirety of scheme
GCSE English / Maths A-C
Care Certificate
Completed B3 competencies
Band 4 JD Essential Criteria
Evidence of literacy and numeracy to GCSE A-C
Foundation degree in Health and Social Care or equivalent

32. Course Content 1 day at university per week
Module name
Semester
Level
Credit
Human Anatomy and Physiology in Health and Illness [exam]
1 + 2 4 40
Person-Centred Care [Essay] 1 20
Core Skills for Practice [OSCE]
Public Health and Wellbeing [Presentation] 2
Role Related Skills Development [Work Place Assessment]
Module name
Semester
Level
Credit
Case Management [observed practice] 1 5 40
Advanced Role Related Skills [case work / reflective summary]
1 + 2 20
Supporting Learning in Practice[teaching session]
Supervision and Leadership [essay] 2
Personal and Professional Development [SWOT, CV and Job Application]

33. Lessons so far Challenges Benefits
Nursing focused – pilot program built on NA
Preparedness of launch
Ambiguity of function – HCA, Rx or Nurse
Identifying core skills
Autonomy of role (not B3/B4)
Expectations of trainee (“stretch”)
Impact on services
Communication
Benefits
Career progression
GCSE A-C attainment (Trust or Course)
Integrated practice (nursing / AHPs, Acute / Comm.)
Standardisation of assistant levels across Trust
Standardised JDs across Trust

34. Handy Hints Be clear on:
your responsibilities as the work place provider
the course content / timetable
work place assessor responsibilities
benefits to trainee
core competency frameworks
number of trainees service can support (be realistic!)
how you and provider will communicate

35. Useful Websites
Guys and St Thomas’s Careers: work/apprenticeships/apprenticeships.aspx
Health Careers: college/apprenticeships-traineeships-and-cadet-schemes
Step into the NHS:
London Southbank University Apprenticeships:

36. Questions?

37. New Apprenticeship standards
Standards approved
Business Administrator Level 3
Education Learning Mentor – Level 3
Customer Services specialist – Level 3
FE Assessor Coach – Level 4
Lead Practitioner in Adult Care – Level 4
FE Skills Teacher – Level 5
Rehabilitation Worker (Visual Impairment) – Level 5
Paramedic Degree – Level 6
Nursing Associate – Level 5

38. New Apprenticeship standards
Expression of interest approved
Podiatrist
Occupational Therapist
Physiotherapist
Physician Associate
Social Worker
Advanced Clinical Practitioner (Nursing and AHP)
Medical Ultrasound and Sonography
IAPT – Low Intensity Therapists (PWP and other modalities )
Assistant Mammographer

39. New Apprenticeship standards
Expressions of interests submitted
Optical Assistant
Radiotherapy Assistant Practitioner
Radiotherapy Practitioner Radiographer (Degree)
Therapeutic Radiographer
Medical Ultrasound
Mammography Associate /Assistant Practitioner
Operating Development Practitioner

40. New Apprenticeship standards
Consultations
Consultation has taken place on the draft Apprenticeship Standards for:
Physiotherapist (Degree) – closed 12pm on Friday 8th September
Occupational Therapist (Degree) – Closed 12pm on Friday 8th September
Podiatrist (Degree) – closed 12pm on Wednesday 12th September  

41. New Apprenticeship standards
Consultations (IfA)
Consultation was open until 11th September to:
Approve the development of a proposed apprenticeship standard in
Therapeutic Radiographer
Approve the draft apprenticeship standard in
Advanced Clinical Practitioner
Level 7 Academic Professional
Approve the assessment plan in
Nursing Associate
Education & Training - Learning Mentor (Level 3)
Education & Training - Assessor Coach (Level 4)

42. New Apprenticeship standards
Potential pipeline - Arts Therapists
Met 12th September
Have large and small employers (at least 10)
NHS Trusts, educational music hubs, HEIs
A number of volunteers to co-chair
Proposal to IfA (hopefully) in October
Only covering HCPC regulated therapies
Anticipated as level 7

43. Supernumerary in Apprenticeships
Guidance from HCPC is as follows:
Although the term supernumerary is not specifically used within HCPC guidance due to the nature of AHP placements, however the HCPC standards for education and training specify: “There must be an adequate number of appropriately qualified and experienced staff at the practice placement setting” (HCPC ) and “the practice placement settings must provide a safe and supportive environment” (HCPC ). This ensures that learning, teaching and supervision are designed to encourage “safe and effective practice, independent learning and professional conduct” (HCPC ). By implication, AHP students are therefore extra to the established workforce in a specific placement location.

44. Procurement expertise
Compliance
Quality Assurance
Time and resources
Procurement expertise
This outlines the challenges the trusts faced with procurement
Compliance – Must follow public sector procurement rules – no experience of doing this within the apprenticeship leads in trusts because they didn’t realise they had to or because there was no spend under the previous funding rules
Quality Assurance – Trusts didn’t understand what good looked like in terms of training providers – training providers tend to send sales people to meet employers and they say yes to everything. Under our procurement we used success rates as a determinant of quality. There was also a lack of provision in terms of clinical skills, there was not many providers and this procurement would introduce new names to the market
Procurement Expertise – Worked with London Procurement Partnership to make sure there was a complaint procurement process for all trusts in London and SE rather than each trust going through this painful process. We now have a list of approved training providers that numbers LPP produced all the templates for the short competition that trusts need to run to chose their training provider
Time and resources – Trusts didn’t have the expertise and resources to do this so this made considerable savings on time and resources in taking a pan London approach

45. Apprenticeships Training providers LASE LPP Procurement
South Thames College
Dynamic Training
Jag Training
ROATP
Ginger Nut Media

46. A federated approach Co-ordination of need Sharing resources
Maximising the use of the levy
Sharing the delivery of training and assessment
Quality assurance of training
Meeting the bureaucratic requirements

47. A federated approach Paper to HRD meeting – agreement in principle
Paper to STP – agreement in principle
Small working group
- Who would pay for it?
- Who would host it?
- Who would govern it?
Develop separate papers – ‘what’s in it for us’
Trust perspective paper to HRD
- Progress with small working group

48. Each trust has an apprenticeship lead