1. Joan Peel Pathology Training and Development Manager

2. Band 1-4 Group of staff who had little opportunity for education and training Joint Investment Framework provided the funding that had been missing in the past for employees. Apprenticeship framework – Opportunity to train support workers of the future.

4. Modernising Scientific Careers – Career Structure Assistant Scientist Practitioner Consultant/ Higher Specialist Scientist Undertake clearly defined task and protocol based, high volume, low risk activities requiring some structured training such as vocational training qualifications e.g. phlebotomist Apply technology, in the delivery and reporting of quality assured tests, investigations and interventions for patients, on samples and equipment. Use a degree of judgement and deal with ambiguity within a clinical context. Able to undertake activities which are outlined in ‘protocols’ e.g. genetic screening activities Complex scientific and clinical roles. High risk, low volume activities which require highly skilled staff able to exercise clinical judgement about complex facts and clinical situations. Interact with patients e.g. undertaking complex heart scan which requires professional judgement and interpretation In-depth, highly complex role. Equivalent to medical consultant role as requires clinical judgement, scientific expertise and leadership in direct patient care e.g. specialist scientific expertise to develop and implement new radiotherapy treatments such as proton therapy. This role could include a clinical director/consultant audiologist with expertise in complex hearing/ balance problems Associate Undertake more advanced and complex high volume low risk investigative tasks. Work guided by standard operating procedures but worker makes judgements. Requires appropriately trained staff, probably at Foundation degree level training e.g. processing samples through machines in pathology laboratories and fitting hearing aids

5. Assistant Undertake clearly defined task and protocol based, high volume, low risk activities requiring some structured training such as vocational training qualifications e.g. phlebotomist Associate Undertake more advanced and complex high volume low risk investigative tasks. Work guided by standard operating procedures but worker makes judgements. Requires appropriately trained staff, at Foundation degree level training e.g. processing samples through machines in pathology laboratories and fitting hearing aids

6. Career Framework published 2005 Increases in workload, service development and changing working practices Increasingly sophisticated software results in little input from registered staff. Many routine tests are easier to perform and do not require the level of expertise of registered staff. Role redesign and changing skill mixes within the laboratory.

7. Foundation degree in Healthcare Science With the financial support of the Deanery and Foundation Degree Forward developed degree at Nottingham Trent and De Montfort Universities First intake was in 2008 with students from a number of hospitals in East Midlands

8. Opportunity In Pathology we have in the past run the NVQ in Clinical Laboratory Support level 2. for this group of staff but further progression was limited. We have approx 60 band 1 to 4 staff in various roles and many of them did not wish to pursue their education further.

9. Graduation Day 2010

10. After Graduation Reception Blood Transfusion Cellular Pathology Blood Sciences Immunology Microbiology Viral Serology

13. Reception Reception supervisor Supervises the band 2 and 3 Day to day management of workflow Staff rosters Audits Prepare standard operating procedures (SOPS)

14. Blood Transfusion Maintenance and quality assurance of the Blood grouping analyser Issue human albumin and anti D to patients Organising the emergency stock blood rotation Manual antibody panels and groups Issue anti D alert cards Audits

15. Viral serology and Blood sciences have large amount of automation ideal area for support staff

16. Calibrating the analysers and running quality control material and recording the data

17. Variety of tests Microbiology, Serology, Immunology Blood sciences HIV testing Hepatitis Allergy testing Syphilis Antenatal screening Reading MRSA plates Audit under supervision Chlamydia screening Biochemistry profiles Haematology profiles Malaria screens Glandular fever screens Antenatal screening Thin layer chromatography Protein electrophoresis Occult bloods

18. Trainee AP carrying out haemoglobinopathy screening

19. Training of AP on the double headed microscope

20. Leadership and Management Confident Manager Exceptional Communicator Dealing with Difficult Behaviour Resilience Relationship Management Vision and goal setting Opportunity to learn tools for their new roles

21. Future concerns Available funding for continuing to develop the role Areas that would like to start developing AP’s need salary support e.g. Nuclear medicine Do not have the support staff to develop

23. Future concerns Progression route for AP to practitioner is impractical unless a part time route can be supported Foundation degree mapped to the first two years of the PTP programmes so only a top up is required.

24. Apprenticeship Framework Five 16-18 apprentices commenced their apprenticeship in June 2010 NVQ diploma in Pathology Support Level 3 Hinckley Warwickshire College providers in partnership with Telford College. MK for IT Three of the pathology have now completed and have employment. Two more taken on in March 2011

25. Pre-employment Agreed job description Salary Person spec Locations in the Trust Pharmacy Pathology Other areas business administration

26. Recruitment Apprenticeship vacancy matching service NHS jobs Multi Access centres Job Centre plus School networks

27. Selection Application form Telephone screening Assessment day Range of individual and group exercises Manager interviews

28. Training Confirm Framework specific to job role Map the mandatory training into the apprenticeship framework Plan delivery- students start in reception then move round to different areas Assign Mentors

29. Evaluation 12 weekly reviews Manager evaluation