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Increase the visibility of AHP roles and their promotion. Showcasing of good practice and the benefits to patients and the wider workforce.

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When roles are embedded in practices, PCNs and other settings and seen valued members of the team by patients and the wider workforce. There is so much positive work but we don't often hear about this in the media. We need to change the narrative.

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There are current barriers to recruitment due to a lack of well developed career pathways and opportunities for career progression to senior roles. This also impacts on retention of AHPs. There needs to be ongoing work on sharing details of the roles of AHPs with patients / the public. A lack of understanding of the benefits of AHPs, the work they do and how they fit with the traditional health care workforce is a current barrier despite toolkits and promotion of the roles in primary care.

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There should be increased leadership and management opportunities for AHPs. There should also be greater opportunities for career progression and development. There is potential for AHP to work across all of the parts of primary care, community and secondary care. This could include rotational role opportunities which could help enhance collaboration. Multidisciplinary teaching and learning opportunities should also be increased for the benefit of all.

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AHP leads in PCN education teams in general practice worked really well in HWE it would be greatly beneficial to have this kind of dedicated role for education and support of AHPs going forwards. AHPs are embedded in some practices and PCNs and a key part of the team there is opportunity for sharing the benefits of AHPs working across a wide range of roles and settings. There have been careers fairs which could be extended to cover a wider audience and encourage those looking for a career in health to consider these options.

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It is important when employing AHPs in general practice to understand their role and transferable skills to best use these in general practice, for the benefit of patients and wider skills sharing. Paramedics are a good example of where transferrable skills are working well. For example outreach care home management of Frailty and with extra training minor illness clinics. They are also going onto Advanced Practice to develop their skills.

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People leave the nhs and move into private practice where they don't feel valued by their organisations, particular challenge where we do not have Chief AHPS

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others not seeing the potential of having AHPs ion certain roles

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visible career frameworks and opportunities

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Prevention. AHPs should be front and centre

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Promote different approaches to careers e.g. the approach shared at the SLT events

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retention, perception of there being limits to how far you can progress sees people move out of the professions?

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clearly articulkate our roles, the impact of our interventions, the difference they make to patients lives, quality of life etc

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expanding roles so doing more generic work shouldn't have a negative impact on therapy time. therapy interventions must be valued

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Promote the transferability of AHP skills, open up career opportunities, positive benefit will be increasing the diversity of thinking

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Promoting AHP roles at schools, early on, not when its potentially too late e.g.when doing a-levels. Have seen the benefits of working with health and care academy

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Opportunities to progress careers clinically

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Also in challenges section. the need for comprehensive workforce planning involving workforce leads, finance and education leads, enabling creative approaches to challenges

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The need for comprehensive workforce planning involving workforce, finance education leads, enable creative approaches

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Opportunities to extend scope, step into non traditional roles

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AHP visibility and recognition of what we already do, could do in the future

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Making sure our strategy aligns with similar strategies for nursing and medical colleagues.

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use the information from the faculty review to inform the strategy

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Practice educator roles having a massively positive impact in the workplace especially to the learners and in particular apprentices. Making these roles permanent to ensure consistency in the provision of high quality education and prevent gaps in learning in turn leading to improvement in the quality of care provided to the patients and improved patient safety.

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staff shortages and increasing workload leading to burnout. reduced opportunity for professional development, training, CPD and audits.

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Educate public on essential roles of AHPs. promoting specialist roles and advanced practitioner pathways and showcasing these through conferences, journals and media. demystify the role of AHPs.

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short term funding for essential roles eg: practice educator roles which are vital to ensure a resilient and highly skilled workforce. When people are in post for a short time, it creates a barrier for research and establishing Evidence based practice and also promoting visibility of role from publishing and sharing achievements/successes

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professional recognition including recognition for advanced roles. funding and acknowledgement of enhanced skills and responsibilities with appropriate titles and pay

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Roles being made substantial, e.g. the AHP Support Workforce Lead role, Practice Education Facilitators in Radiography and ODP.

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The unfortunate lack of finances plays a big role in essential roles not being made substantial, i.e. AHP Support Workforce Lead.

Included in this, lack of monies to increase the number of apprentices that can be supported onto apprenticeships, especially within AHP roles where staffing is an issue, e.g. OT. Due to staffing and worries about backfill, it is difficult to have more than 1-2 a year in a degree apprenticeship.

Finally, we have a high number of support staff that do not have their GCSEs / L2 functional skills, but struggle to complete their functional skills online, especially those with learning difficulties (i.e. dyslexia). Having face to face services would ease the anxiety around this I believe.

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Creating postcards that can be given to service users / future workforce with a QR code to promote the profession ' today we have been treated by a ......'

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Collaboration between workforce planning, education leads and finance

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Collaboration between workforce planning, education leads and finance

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Better understanding of the tariff across the system and that it is used to enhance the quality of placements. Using SDCT to track placement activities. Assess the impact of the tariff on the quality of placements and student outcomes.

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Role development courses for support workers, within their respective AHP departments.

I.e. Assistants that are new to NHS / qualified overseas and might be struggling with the clinical aspects of the role, as well as preparing for interviews would really benefit to have a programme delivered by our own experienced support workers.

In addition to this, training for experienced support workers to carry out such programmes with the development opportunities into band 5+ roles to encourage career progression in different routes.

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Practice Education Facilitators within AHPs (Radiography, ODP) and AHP Support Workforce Lead, secondments. It would be amazing for these roles to be substantial, to continue supporting students, AHPs going through RtP as well as promoting career development and championing AHP support workers.

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Pull together short clips to highlight ahp careers that could be used across the system

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the need for AHPs to promote their identity and articulate their offer confidently

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AHP role in prevention and enabling agenda, emphasizing their contribution to well-being, activity, engagement, work, family life, and community living. highlighted the importance of AHPs in preventing the need for services.

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Value the good relationships between AHPs in the system and the importance of this

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Wider use of AHP logo alongside/within uni professional promotions?

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Not just in qualified route but having more senior AHP support roles

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A more strategic look to the provision of CPD to enhance service wide services - individual needs are important but trust wide needs could be considered more.

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I wonder if it also about us taking responsibility to contact our comms depts- we do really interesting collaborative projects- which might be interesting for local newspapers etc which can promote AHP roles (I was on the radio for 'Pimp my Zimmer' a number of years ago- scariest thing i have ever done!)

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Deliver such high quality staff

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policies and opportunities reflect AHPS equally with our nursing colleagues, the language reflects this and we are included from the start not consulted on as an after thought.

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The attraction of new roles to commissioners that look like AHP traditional roles but dont have the underpinning. eg recovery coaches, and are easier and possibly cheaper to recruit to

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Fostering good working relationships with non-AHPs to promote understanding of our value and what we bring to clinical and non-clinical roles

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Visibility of areas of success and contributions

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Visibility of areas of success and contributions

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educating role and unique skill sets

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Thought about in same breathe as medics and nurses

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More Consultant posts right across the AHPs which will increase our voice. This level of post should be standard as it is increasingly so in Nursing.

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AHPs are part of all strategy

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Opportunities at place level as new Boards are set up - but making sure we are involved now (speaking re S&WH)

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Lack of leadership locally progressing the research agenda inclusively of AHPs- opportunities to contribute to ways of working differently to improve quality on the future

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Promotion of the roles of all of the AHP professions. We have more of a challenge than other profession groups because we multiprofessional.

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Would love a standard BSc Occupational Therapy Degree as well as the Apprenticeship at UoH

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opportunities not taken to work to grow AHPs in this space- limited by NMP legislation, forward thinking, and specific education frameworks fro professions

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ceiling for AHPs to have a career progression plan and a voice at board level in current structures

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Focus on NICE recommended evidence based interventions only that might exclude the great work from AHPs. So need to evidence our interventions locally and regionally.

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Having an AHP tool that captures our service users outcomes . This could going forward with reporting and promoting value and identity help demonstrate link to ICS priorities

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Opportunities for shared training/development across services to share specialist knowledge and resources for staff development

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To have AHPs clinical leadership at clincial level

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To have a shared workforce plan for AHPs particularly smaller professions that also includes system rotations in formative career

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I think we can reach outside of our system and into other local systems to work on initiatives such as rotations to better retain some groups of AHP staff

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A lack of career progression that does not take you away from the SU work. NHSE did try to put something in place a couple of years ago (advanced practitioner) but there was little appetite from individual Trusts probably due to a difficult roll out.

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To have a seat at the table representing AHPs in system quality & safety consistently

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Need to develop platform for sharing best practise and successes - agree template for completion and then sharing successes (however small!)

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Consultant and leadership roles. AHP research leads/posts

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Consultant and leadership roles. AHP research leads/posts

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Recruitment and retention within AHP roles

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The value of AHPs is understood and planned into clinical pathways.

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Opportunities about embedding quality improvement within normal practise

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As more opportunities become available for AHPs to move into non-typical roles, this impacts on vacancy rates, particularly in hard to recruit to professions. Need to address supply.

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Research is needed but the fact that there are so many part time posts are a real barrier to research taking place in the work place as well as other innovative projects

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apprenticeships and development of our work force.

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Funding for arts therapies for LD is still small when compared to other AHPs. We struggle to offer a service to West Essex, not only due to lack of resources but also due to a good enough space for clinical sessions to take place. This is a barrier to people with a LD accessing therapy that does not rely on the spoken word. May not be the kind of comment that you are looking for this morning Sally, but not to miss an opportunity. Having said this, i think arts are not the only professions that struggle with lack of space

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AHPs are great in supporting each other and collaboration

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Expansion of roles and opportunities for AHPs across the system. Utilising our skill set into Practitioner, ACP and Consultant roles as well as Clinical Leadership / AHP Leadership roles.

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How do we engage all staff of all bands in the AHP strategy work and seeing what's in it for them.

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Maintaining individual specific skills and competencies whilst looking at more generic working to support wider workforce - ensuring increasing skills and not lessening skills

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Reducing birthrate and less applications to pre-reg programme means there is more competition to attract the next generation into these professions. We need to look at new methods of training and attraction.

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This can be a tricky one due to the number of different professions that constitute the AHP workforce; need to consider how best to enable a professional identity alongside an AHP identity

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We have a collaborative model across the system. I think this could be enhanced by amplifying the representation of smaller professional groups or those where we do not have clear representation

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By identifying clear objectives that can have outcomes attributed

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Learn from PAH and other programmes of work to enhance joint workforce modelling and framework - looking across organisation and profession - encouraging a collaborative workforce design by service.