Level 6 (Degree) Public Health Apprenticeship• Richard Phillips, Workforce Development Manager, PHE NW

• Gemma Hall, Talent for Care Relationship Manager, HEE NW

• Simon Dennis, Talent for Care, HEE, Strategic Commercial Manager, Salisbury NHS Foundation Trust

• Margaret Coffey, Reader in Public Health, University of Salford

Key Points

What Can We Learn From Other

Apprenticeships?Gemma Hall

Apprenticeship Relationship Manager – North West

NHS Apprenticeships Largest employer in England 1.2m employees

251 NHS Trusts

10 Ambulance Trusts

7,454 GP practices

243 NHS trusts are in the top 1000 account managed employers

Estimated to contribute over £220m of levy

Currently more than 70 healthcare specific apprenticeships

Dozens of more non-healthcare specific apprenticeships that are

applicable to a Health setting

With a target to deliver 28,000 apprenticeship starts annually

NHS ContextChallenges

• Increased demand on services

• Aging population

• Demand for more innovation in service delivery and skills

• Maturing workforce presenting short/medium/long term skill shortages

• Reducing funding for education and training for new and existing staff

The Opportunity

• Opportunity with apprenticeships to upskill and develop staff :

• Staff equipped with the right skills

• Staff have the knowledge and skills to deliver new services

• Create transformational change – new models of care

• Enhance patient experience - Patients experience high quality care from

skilled staff

Priority How apprenticeships could help

Retention of existing staff

and attracting new talent

Recruit existing appropriate staff to apprenticeships to

develop skills and competence to meet service needs

and create career pathways

Support engagement with local communities, schools,

colleges to market apprenticeships and future

employment opportunities

Supporting new roles and

skills

Standardise and promote new roles through

development of appropriate apprenticeship.

Apprenticeships development could support new roles and

provide opportunities for rotation and flexible workers

Whole system organisation

development

Shared understanding of apprenticeships, training

education and career progression

Apprenticeships: the opportunity

Public Health

Practitioner Standard

Career Pathway?

Can this apprenticeship increase social mobility and support inclusive growth if we

lowered entry and experience requirements?

Collaborative Working

Can we create systematic apprenticeship solutions? Working together with professional groups to understand

apprenticeship numbers and capacity.

Examples:

• ACP National Procurement

• Pan London Nurse Procurement

• ODP Yorkshire Procurement

• STP / ICS workforce planning

Considerations:

• Do numbers warrant a central approach?

• Does demand need to be regionally led?

• What does the next 12 months look like?

• What about 5 years?

Procurement and Workforce

Planning

Regional? National? ICS?

Collaborative Working

Rotational placements?

Considerations:

• What are the skills the learners can only gain from external

placements?

• Greater partnership working?

• Health and Social Care integration?

• What is the end goal?

• Where will these learners work when they complete?

• Who will manage rotations?

• Will it add value?

Collaborative Working

Employment Models

Examples:

• Central employment by one body or Trust

• Individual employment

Considerations:

• Salary and pay scales – standardisation?

• Training wage with annul increases?

• Annual leave

• Terms and conditions

• How would this work with rotations?

Collaborative Working

Other considerations:

• Who are the potential providers? Can you engage with

them now?

• 20% off the job?

• Who is your target audience?

• Existing workforce?

• New entrants?

• Or a mix?

Apprenticeship

Procurement

Procurement is:

• Required to ensure that public funding is appropriately spent

• Can be used to specify what the apprenticeship looks like, how the

learning is contextualized, and where the training should take place.

Aims:

• To gather planned provider capability apprenticeship delivery

• To provide realistic indicative employer forecasts of learner numbers

• HEIs are encouraged to offer innovation and employer partnerships

for course delivery, rather than a pure “traditional” university

attendance model.

• HEE toolkit - https://haso.skillsforhealth.org.uk/procurement/

Let’s not reinvent the wheel….

……Utilise existing models and

partnerships

But at the same time can you create

something innovative?

@NHS_HealthEdEng #TalentForCare

‘HASO’

Healthcare Apprenticeship Standards Online

NHS Apprenticeship Implementation Toolkits

Thank You!Getting in touch

Gemma.Hall@hee.nhs.uk

Talent for Caretalentforcare@hee.nhs.uk

Healthcare Apprenticeships Standards Onlinehttps://haso.skillsforhealth.org.uk

Public Health Practitioner Apprenticeships

National and Regional Support

Approach and Update

Simon Dennis

HEE National Procurements

• HEE are leading on national procurements for NHS (and other) employers, in support of the development of Apprenticeship and other routes into study.

• The principle objectives are to streamline provider selection for employers, to ensure consistent quality across courses, and to assist education providers in understanding, and planning for, the size of the marketplace. We also aim to increase innovation in support of the new learning methods discussed in the NHS Long Term Plan.

• This is not HEE selecting your provider – this will provide a menu of providers to enable local discussions to continue

• This follows on from the success of HEE led collaborative projects such as Capital Nurse, and Thames Valley Nursing Associate.

Local Authority, NHS and Third Sector working together

• Collaborations across sectors require a different approach to provider selection

• Apprenticeships put employers in the driving seat to co-design, and co-deliver if wished, the training for their future workforce

• National approaches to smaller learner number professions help drive innovation and ensure employer needs are at the forefront

• Employer involvement from the start is key to a successful programme

Example – The London Social Work programme

• London Councils supported all 33 boroughs and their professional bodies in the creation of a new pan-London Social Work Degree Apprenticeship programme

• Key requirements were innovation in delivery, co-production of content, minimal learner travel, and a high quality programme capable of being delivered in any location

• Also included support for employers and learner mentors

• Openly procured opportunity resulted in a new programme to start September 2020 with a cohort from all boroughs totaling around 40 learners

Example – A national approach for a small profession

• Small learner numbers nationally have led to cancelled programmesand training difficulties for a small but vital profession

• Good cooperation existed between both NHS, private sector and charitable employers

• Supportive professional body (BAPO) happy to be involved in supporting the procurement

• Overcoming the geographical challenge of national delivery was key

• Resulted in a new national provider (University of Derby) being appointed with nationwide delivery, maximizing innovations in course content and delivery methods to address the challenge of small learner numbers but wide

Key Learnings

• Employers need to be ambitious in their requirements - ask for the programme you want, not the one you think you can get

• Ensure employers from all sectors are represented

• Be realistic about numbers – HEIs need to be able to deliver their business case

• Work together – we will support wherever possible

For further information :

simon.dennis@nhs.net

PUBLIC HEALTH

PRACTITIONER

DEGREE

APPRENTICESHIP -

“WHERE ARE WE

NOW?”

OVERVIEW

• An alternative to traditional university

study

• Combined packages of work and study

• Available at Levels 4-7

• Aligned to academic programmes

• Part of a government initiative

• Funded by the employer and the

government (levy)

• Designed to address skills gaps

ALIGNED TO INDUSTRY

• We are committed to addressing the

ever-changing higher education

landscape

• Delivering tailored programmes of

study to address key industry skills

gaps

• Apprentice numbers have increased

exponentially from 16 in 2016 to over

750 on programme in January 2020,

demonstrating the significant shift in

the apprenticeship landscape over

the past 4 years and the increased

level of buy-in from industry

BENEFITS

• Develop and up-skill your workforce in a cost-effective manner

• Recruit and develop ambitious, motivated students

• Increase retention by offering your workforce the chance to develop and progress

• Retain your talent and gain access to a broader talent pool

• Tailor apprentices' learning to your business requirements

• Work around your commitments with a flexible range of study options for students including block delivery at university and online learning

• Enable your organisation to work towards the 'Public Sector Apprenticeship Target' i.e. to employ an average of at least 2.3% of your staff as new apprentice starts over the period of 1 April 2017 to 31 March 2021 – see https://assets.publishing.service.gov.uk/government/uploads/system/uploads/attachment_data/file/680544/Meeting_the_Public_Sector_Apprenticeship_Target.pdf .

CURRENT APPRENTICESHIP

PROGRAMMES

• BSc (Hons) Quantity Surveying (Chartered Surveying)*

• BSc (Hons) Building Surveying (Chartered Surveying)*

• BSc (Hons) Property and Real Estate (Chartered Surveying)*

• BSc (Hons) Business and Management (Chartered Manager)*

• CertHE Project Management Consultant (Associate Project Manager)*

• BSc (Hons) Biomedical Science (Health Care Science Practitioner)

• BSc (Hons) Chemistry (Laboratory Scientist)

• BEng (Hons) Civil Engineering (Civil Engineer)

• FdSc Nursing Associate (Nursing Associate-NMC 2018)*

• BSc (Hons) Social Work (Social Worker)

*multiple entry points

• MBA (Senior Leader)*

• MSc Leadership and Management (Senior Leader)*

• MSc Advanced Clinical Practice (Advanced Clinical Practitioner)

• MSc Leadership and Management for Healthcare Practice (Senior Leader)

IN DEVELOPMENT

APPRENTICESHIP PROGRAMMES

• BSc (Hons) Construction Project Management (Construction Site

Management)*

• BSc (Hons) Occupational Therapy (Occupational Therapist)

• BSc (Hons) Nursing (Registered Nurse)

• BSc (Hons) Public Health (Public Health Practitioner)

Delivery from September 2020

• PgDip Specialist Practice Qualification – District Nursing

(District Nurse)*

• PgDip Specialist Community Public Health Nurse in - Health

Visiting / School Nursing

(Specialist Community Public Health Nurse)*

• BSc (Hons) Physiotherapy (Physiotherapist)

• BSc Real Estate Surveying – Asset Management

(Chartered Surveying)

• BSc Real Estate Surveying – Valuation and Finance

(Chartered Surveying)

• BSc Real Estate Surveying – Planning and Development

(Chartered Surveying)

*subject to an EPAO being approved

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The PHP Degree Apprenticeship has gone through 1st stage

(School Approval)t

2nd stage approval is at University level (end of February)

If successful at 2nd stage, modules (content etc), assessment

plans etc., are developed in earnest, and the programme needs to

go through a 'validation' process (will involve employer

engagement/input - ideally with some form of steering group to

guide)

If successful, the proposed start date for the programme –

January 2021

WHERE ARE WE UP TO IN THE

DEVELOPMENT PROCESS?

ENTRY REQUIREMENTS

• The right to work in England (and meets the

funding rules residency eligibility criteria)

• Spend at least 50% of working hours in England

• Must be employed in a relevant field and employer

must be willing to support you

• Working full-time – minimum of 30 hours a week

• Typically GCSE Maths and English Grade C/Level

4 or above

• Must meet academic entry criteria as per the

programme - A-Levels, BTECs (Level 3 study), L3

Apprenticeship

• Generally looking for around BBB for our

apprenticeships

• Must be a skills gap that needs to be filled –

substantial 'new' learning

PUBLIC HEALTH PRACTITIONER

(DEGREE) APPRENTICESHIP

'Public Health Practitioners’ focus on health at a

community or population level, assessing and

managing risk of disease and ill-health, and the

prevention of premature deaths. They monitor and

promote health and wellbeing to ensure fairer health

outcomes between different communities and groups

(health inequalities). They put in place protection

measures to protect the public from environmental

hazards and risks. They evaluate sources of

evidence, interpret it and design and plan health

interventions.

They are suited to working in Local councils,

Government bodies, local or international agencies,

NHS, business and industry, voluntary and community

agencies

The UKPHR has been an active participant during development of the

PHP degree apprenticeship standard.

They have provided written assurances that apprentices completing the

integrated degree standard will meet the occupational competency

requirements for professional registration.

As professional registration of PHPs is voluntary (i.e. not a statutory

requirement), apprentices, on completion of the apprenticeship can:

• submit an application to the UKPHR for access to the register

• maintain their registration by paying the annual fee, and adhering to

the code of conduct and continuing professional development

requirements set out by the register to ensure they maintain their

competence at a level that is ‘fit to practice’

PROFESSIONAL REGISTRATION

• An apprenticeship is a job.

• There are no age constraints; existing staff can be offered an

apprenticeship as well as new recruits.

• As the employer, you need to create or adapt a position within

your organisation and be able to pay the apprentice salary for

the duration of the apprenticeship.

• There is no obligation to continue the employment of the

apprentice on completion of the apprenticeship (unless they

already have an employment contract), but you may want to

consider the return on investment if the apprentice will not be

employed beyond the training.

FAQs ABOUT THE PHP DEGREE

APPRENTICESHIP

• The PHP standard should typically take 36 months to

complete, however, apprentices may have accredited prior

learning that will shorten the duration (cannot be less than 12

months).

• If a prospective apprentice already holds a degree, this

does not preclude them from accessing a

degree apprenticeship.

• The Institute has approved an upper limit of £20,000 levy

funding for this standard (over the 36 months).

• The £20,000 does not cover any

travel/accommodation expenses.

• The 14 duties set out in the PHP standard reflect the

functions described in the UK Public Health Skills and

Knowledge Framework and the associated descriptors for

professional and ethical practice.

For example ‘Duty 1’ (in

the PHP standards) is to

measure, monitor and

report population health

and wellbeing; health

needs, risks and

inequalities; and the use

of services - which

equates to ‘Function 1’

within Area A

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Looking at how this would work in practice...

Duty 1(of 14)

needs to be

met by 11 of

the KSBs

outlined in

the PHP

Standard

The achievement of these skills needs to be split between the HEI

and the employer (20% off the job – (HEI) - 80% on the job)

THE UNIVERSITY OF SALFORD IS PROPOSING TO

USE TAUGHT MODULES TO DELIVER:

• Knowledge/theory/evidence relating to the key duties

• Assess knowledge, skills and behaviours through a range of

methods, including assignments, presentations and portfolios.

• Examples of the indicative modules proposed include:

• Analysing public health data

• Health improvement and health protection

• Leadership, communication and collaboration for public health

• Public health and politics

• Public health intelligence

• Communicating health and health risks

• Epidemiology of disease

• The science and art of practicing public health

WHAT THE EMPLOYER CAN DO TO PREPARE

Managers and/or the apprenticeship team will need to consider the

following:

• understanding of apprenticeships, the apprenticeship levy, and how they

work

• how apprenticeships are already being managed within your organisation

(e.g. systems or agreements may already be in place with local training

providers or universities supporting other degree apprenticeships), and who

leads on apprenticeships in your organisation

• your team or department capacity and resource to adequately support a

trainee practitioner including both supervision and the provision of a

meaningful learning journey for them (up to 80% ‘on-the-job’), for the full

duration of the apprenticeship (could be up to 36 months)

• the impact of supporting a trainee practitioner on your team or service,

including the added value that they could bring, how this will be monitored,

and how the support given to the trainee by other staff will be recognised and

accommodated

• what other employers in your area or region are offering in the

way of PHP apprenticeship opportunities e.g. the range in

salaries being offered; which training providers they are using;

whether an approach to a training provider through a group

of employers would make for a stronger training offer

• where you can go for help and advice

• establishing partnerships either with other local organisations

who employ PHPs, or other teams or departments within your

own organisation, where the apprentice can gain insight into

aspects of public health work, that are not delivered by your own

team or department (similarly to how Registrar trainees rotate).

• What mode of delivery of the programme best suits you:

• Day release

• Block release

• Online learning

• Blend of face-to-face and online

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EXAMPLE EMPLOYER TIMELINES

• June – August 2020: Public Health

Employers need to start recruiting/

identifying candidates internally

• August – September 2020: Request

for Services returned by employer

and Initial assessment completed

• 30th November 2020: UOS

Application Deadline for January

2021 starts.

• December 2020: Candidates

receive offers and Contracting /

Compliance paperwork completed

• End of January 2021: Programme

Starts

OVER TO YOU…

• Take the next 5 minutes

and use the post it notes

in front of you, to write

any questions you may

have still.

• We will then collate them

into an FAQ’s document

and share the responses.

CONTACT US

Public Health Programme Specific Queries:

Margaret Coffey, Reader in Public Health,

University of Salford: m.coffey@salford.ac.uk

Apprenticeship General Queries:

Apprenticeships@Salford.ac.uk

University of Salford Degree Apprenticeships

Website: https://beta.salford.ac.uk/degree-

apprenticeships

Twitter: @UoS_Apprentice

Q&A / Next Steps

Questions to consider:

• Where do you see the opportunities are to upskill existing staff via the PH Practitioner Apprenticeship?

• Do you believe that there could be demand from employers and staff who’s role is not core public health?(wider workforce)

• How could rotational placements work where the Apprentice can gain the breadth of experience necessary?