Organisational level

There is clear understanding, support, and commitment for AP roles at executive and director level of the organisation

Named executive sponsor

There is named strategic leadership and operational leadership for AP

Job descriptions, organisational chart

To ensure patient safety, we have clear governance and support arrangements for AP

Governance systems, policies, strategies

The organisation has implemented the Centre for Advancing Practice ‘Governance Maturity Matrix and has formatively assessed progress against the domains.

Centre for Advancing Practice Governance Maturity Matrix

There is a business case to underpin the workforce planning for AP level roles to maximise their impact, including standardised titles and banding and a succession plan where appropriate

Business cases, workforce plans

We have surveyed our staff to establish where enhanced and advanced roles already exist and have mapped existing roles against the Framework to establish where development is needed for transition to AP roles

Workforce reviews, local AP database,  AP mapping tool

For those on full training pathways (including apprenticeships), we have fully funded training posts with agreed on-the-job protected learning time and off-the-job study leave for all AP level roles

Job descriptions, job plans, AP apprenticeships

We have robust processes for recruitment and selection into AP level roles and for monitoring progress and certifying completion of training

AP strategy document

All AP supervisors have time specified in their job plans for supervision of AP (minimum 1 hour per week)

Job plans

We have clearly defined substantive AP posts for trainees to move into on completion of their training

Job descriptions, job plans, workforce plans

We have processes to ensure that the NHS England supervision fee (£2600 per trainee per year) is accessible at service level

AP strategy document, communications, minutes of meetings

We provide support, training and induction for staff who supervise clinicians in AP roles in training and beyond

AP strategy document

We have discussed our plans for AP with our ICS/STP and Local People Boards

Communications, minutes of meetings

We have opportunities for trainee APs to develop capability across the four pillars via placements or rotations in other areas, supported by skills-specific supervision

Examples of rotations or placements

The purpose and scope of AP roles in patient pathways are clearly articulated

Job descriptions, workforce plans

We have in-house training pathways for AP, with specialty-specific curricula or core and specialist capabilities that encompass all four pillars of the Framework

Training pathway documents, curricula, competencies

We have planned AP supervision in the context of existing learners and staff

Clinical supervision timetables/plans

Each AP trainee has a named supervisor who is familiar with the requirements of AP

Workforce reviews, local AP supervisor database

We have mechanisms for evaluating the impact of AP roles

Service evaluations

Workplace assessment of AP trainees is carried out by competent assessors who are familiar with the assessment tools

AP strategy, workforce reviews

We have links with specialty-specific AP networks e.g.: Royal College of Emergency Medicine, Faculty of Intensive Care Medicine

AP strategy, network events

Self-funding AP trainees (who may be outside the organisational AP strategy) are supported, where appropriate, to integrate their roles into service needs for maximum impact

Individual learning plans, business cases

AP Trainee and Supervisor level

Potential AP trainees meet the university entry requirements and are prepared for the demands of education and training for AP

AP recruitment and selection strategy

AP trainees have an agreed scope of practice and there is a clear strategy for them to evidence their competence and progression.

Job descriptions, job plans, curriculum frameworks, competency frameworks

AP supervisors have completed training in supervision and have on-going support for their role

Workforce reviews, local supervisor database

There are support networks for both trainees and supervisors (in-house, ICS/STP-wide or specialty specific)

Local supervisor database, supervisor networks/events