1. AHP Band 5 Regional Recruitment Professional Provider Perspective Physiotherapy

2.  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 Recruitment & Selection

3.  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) One Step in a Process?

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.  Ecomomies of Scale NOTE – 5 Apples V 1 Apple Cost Implications 2015BelfastNorthernSouth Eastern SouthernWestern Upper # of Applicants interested in each Trust 143851069859

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 # of preferences 13 Interviews x 30m per day Panel Hours 3 X B7 £16/h Belfast143112483968 Northern8571582528 South Eastern10692033248 Southern9881802880 Western5951131808 Total902 h£14432

7.  Panel costs post-Regional # of candidates Reps at Test Centre B7 Reps at Marking Hours (2 days) £16/h £22/h £ Mileage 214 Belfast111528590 Northern0115240149 South Eastern 011533090 Southern01153300 Western0115240146 Total2141575 h1425475

8.  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; Panel / Assessment Questions

9.  WHSCT Physiotherapy Staff Turnover; 02/12 – 01/15 (headcount) Workforce Planning Issues WHSCTBand 5Band 6Band 7Total Permanent1210628 Temporary2413542 Total36231170

10.  WHSCT Physiotherapy Staff Turnover; 02/09 – 01/12 (headcount) WHSCTBand 5Band 6Band 7Total Permanent2028250 Temporary249235 Total4437485