10. Band 4 Ward Assistant Pilot Band 4/Assistant Internal CIPs Project • • • Practitioners (linking to Practitioner posts on adult (savings on Manager/project Nursing Associates) wards (support Band converting concludes end 4s/managers, risk Band 5 RN September ‘17 assess/mitigate role vacancies to boundaries, develop Band 4 posts) JD, assess models ‘golden’ of care) - for wider rollout. Progressing in context of • evolving Band 4/Nursing Associate role. 11. Career Development New HR framework to Net CIPs Implemented with • • • Pathway (Band 1-4) create: stages’ and contribution Staffside/Trust Council ‘training training contracts (est. £50k/year January ‘17 (external applications) or Trust-wide Work underway to • secondments (internal) for from holding embed HR processes Band 1-4 starters who do staff at current within Trac not already hold the band until relevant qualification. training Provides staff with a complete) • structured career pathway (delivered through BSUH Apprenticeship Academy/apprenticeships). Supports focus on recruiting • for values vs recruiting for skills that can easily be taught in-post. Statutory/regulatory • compliance (eg. Regulation 18)
10. Band 4 Ward Assistant Practitioners (linking to Nursing Associates) • Pilot Band 4/Assistant Practitioner posts on adult wards (support Band 4s/managers, risk assess/mitigate role boundaries, develop ‘golden’ JD, assess models of care) - for wider rollout. • Progressing in context of evolving Band 4/Nursing Associate role. • Internal CIPs (savings on converting Band 5 RN vacancies to Band 4 posts) • Project Manager/project concludes end September ‘17 11. Career Development Pathway (Band 1-4) • New HR framework to create: ‘training stages’ and training contracts (external applications) or secondments (internal) for Band 1-4 starters who do not already hold the relevant qualification. • Provides staff with a structured career pathway (delivered through BSUH Apprenticeship Academy/apprenticeships). • Supports focus on recruiting for values vs recruiting for skills that can easily be taught in-post. • Statutory/regulatory compliance (eg. Regulation 18) • Net CIPs contribution (est. £50k/year Trust-wide from holding staff at current band until training complete) • Implemented with Staffside/Trust Council January ‘17 • Work underway to embed HR processes within Trac