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Multidisciplinary Obstetric and Midwifery Simulation (MOMS) 

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Multidisciplinary Obstetric and Midwifery Simulation (MOMS) 

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Human Factors
Maternity Mental Health
Cultural Safety
NLS Level 2
Maternity Skills and drills

Day 1 - Virtual
Day 2 - Face to Face

15 Hour Training
To be booked via PDM team

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One Day Face to Face training day including:

ABC Workshop; Sepsis Workshop; Communication and Human Factors and Faculty Demo of an ALERT Scenario

Please book over ESR >My Learning>289ALERT

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The BEACH™ course is a half day course aimed at

unregistered healthcare staff. It teaches a

structured and prioritised approach to assessment,

care and handover of a deteriorating patient.

Offering: 289 BEACH (esr.nhs.uk)

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Training sessions provided by CW Employee Relations team for new managers or supervisors - staff management essentials.

Please email employee relations team for list of dates and times:  chelwest.employeerelationsteam@nhs.net

List of sessions:
• Sickness Absence Management
• Probation, Performance Management and Difficult conversations
• Flexible Working Policy
• Grievance and Disciplinary processes

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Explore the wealth of information and training materials which will assist you at any stage of your career from reviewing your career options to management and leadership roles.

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It is your contractual obligation to ensure that you are always fully compliant with statutory and mandatory training. You will also need to be able to prove compliance with training in order to progress to your next pay point at your PDR.

As such, you must be up to date with the following e-learning topics, which can all be found on the Chelwest Academy website https://learning.chelwest.nhs.uk/Academy/

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Standards of Student Supervision & Assessment

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Standards of Student Supervision & Assessment

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All nursing and midwifery students take part in supervised practice learning as part of their nursing, midwifery or nursing associate education programme.

What are our Standards of Student Supervision and Assessment (SSSA)?

These standards set out the roles and responsibilities of practice supervisors and assessors, and how they must make sure students receive high-quality learning, support and supervision during their practice placements.

They also set our expectations for the learning, support and supervision of students in the practice environment. As well as setting out how students are assessed for theory and practice learning.

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Introduction to our Standards of Student Supervision and Assessment

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Back to top All nursing and midwifery students take part in supervised practice learning as part of their nursing, midwifery or nursing associate education programme. This supporting information will help you use our standards for the supervision and assessment of nursing and midwifery students.

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Performance & Developmental Review (PDR)

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Performance & Developmental Review (PDR)

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Effective ‘Performance and Development Review’ (PDR) means that an individual’s performance is measured regularly, fairly and equally in relation to the demands of their job role and allows all employees to contribute effectively to the overall success of the Trust.

All employees need appropriate support to help them to be successful in their job. We want to ensure that everyone has the opportunity to discuss their performance and development with their manager.

Employees have the right to expect:
• regular communication and feedback from their manager
• a clear idea of what performance is expected
• access to learning and development relevant to the Trust’s business objectives and their roles and responsibilities

We’ve implemented a performance development review process to enable you to celebrate achievements, receive feedback on how you’ve been doing, and set objectives for the coming year.

You will have your objectives set within the first month of arrival to give you direction in your new role. This will then be done on an annual basis, contributing to your increased increment within your band.

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- BLS Resuscitation Training Adults
- Covid Resuscitation (learning material)

- Covid Adult BLS (exam)

- Conflict Resolution

- Equality and Diversity

- Fire Safety

- Health and Safety

- Infection Prevention Clinical

- Information Governance

- Moving and Handling Level 2 (clinical)
- Level 1 Safeguarding Adults and Children (New Starters)

- Safeguarding Children Level 2

- Safeguarding Adults Level 2
- Safeguarding Adults Level 3 (Band 7's or specialist social complexity roles)

- Preventing Radicalisation Part 1 and Part 2

- Medical Gases

For a quick view of your mandatory training compliance, please follow the link.

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A governed, multi-cloud platform lets you deploy in any environment - on-premise, in the cloud or as a complete SaaS analytics solution. And enterprise-grade technology supports massive growth in users and data without compromising performance or security.

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QlikView - Powerful Interactive Analytics & Dashboards | Qlik

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A governed, multi-cloud platform lets you deploy in any environment - on-premise, in the cloud or as a complete SaaS analytics solution. And enterprise-grade technology supports massive growth in users and data without compromising performance or security.

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Hannah Reed Guy’s and St.Thomas’ NHS Foundation Trust

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NHS Elect is a national membership organisation staffed by NHS colleagues with extensive experience across a diverse range of subjects.

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Leadership Programmes are facilitated quarter annually by the trust.
Application for which is disseminated via email and the intranet.
The course is held over 13 study days over a 4-month period plus and a group project.
You will gain management and leadership skills and gain insight into and understanding leadership infrastructure and models.

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After being asked to take part in the NIHR-supported HEAL-COVID trial, Mercy Njoku believes the regular support she received from the research team has been crucial during her recovery from long COVID.

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Be Part of Research is a website run by the National Institute of Health and Care Research (NIHR) and is designed to help people find and volunteer for research studies taking place across the UK.

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Management Fundamentals is a set of introductory management courses that provides students with the essential tools required to help support the development of junior sister/charge nurses or junior ward managers. These sessions include;

- Communication, Listening & Difficult Conversations
- Management V Leadership
- Time Management
- Team Working & Motivation
- PDR Workshops

4 hours of training (each)
Virtual

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Leadership is using Eventbrite to organize 50 upcoming events. Check out Leadership's events, learn more, or contact this organizer.

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Good communication skills are vital in any role. This learning path looks at how you can become more confident and effective in your workplace communication. There is advice on how to express yourself, body language, communicating when under pressure and much more.

Chelsea Westminster NHS Trust (careercentre.me)
Chelsea Westminster NHS Trust (careercentre.me)

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- columns are titled for ease of search

- click on the website link (in red - if present) or photograph link to open the web page/document

- please scroll right to see all topics

- please scroll down each column to find additional links/research.

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Level 3
18 Month Programme

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An Assistant Accountant provides support to internal and external customers and will work predominately either as an assistant accountant within practice or alternatively within the finance function of an organisation. Part of their role will involve assisting in the day to day financial activities such as data entry to month end management accounts and/or year-end financial statements.

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Level 7
36 Month Programme

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Institute for Apprenticeships and Technical Education

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Reference Number: ST0001

Details of standard

Occupation: Accountancy or taxation professional

Accountancy or taxation professionals are recognised around the world as respected leaders in accountancy, taxation, finance and business. From providing strategic business advice to audited financial statements or driving mergers and acquisitions, a career as an Accountancy or taxation professional can be diverse and challenging; it's not just about putting numbers into a spreadsheet. Accountancy or taxation professionals use technical knowledge, skills and experience to lead organisations and people to make responsible and sustainable financial decisions. They are required to act in the public interest and must therefore maintain the highest standards of professional conduct and competency; upholding ethical behaviour and integrity at all times.

Accountancy or taxation professionals provide financial information and advice to organisations of all types and sizes; from owner managed businesses to multi-national organisations; from private enterprises to public sector institutions, from entrepreneurs to charities. Examples of roles as an Accountancy or taxation professional include, but are not limited to, Financial accountant, Management accountant, Tax accountant, Tax adviser, Tax specialist, External auditor, Internal auditor, Financial analyst, Management consultant, Forensic accountant and Business advisor.

Requirements:

A competent Accountancy or taxation professional will meet the following requirements. Given the variety of roles covered by this standard, the specific activities which can lead to these requirements being achieved may vary.

Duration

It is anticipated that candidates will typically complete the apprenticeship in 36 months but this may vary due to prior qualifications and relevant work experience.

Entry requirements

Individual employers will identify entry requirements in terms of previous qualifications, training or other criteria (typically A Levels or equivalent).

Qualification requirements

Apprentices without English or Mathematics at Level 2 must achieve this prior to the completion of the End Point Assessment.

Link to professional registration

Completion of the Accountancy or taxation professional apprenticeship will result in eligibility to apply for membership of one or more of the UK professional Bodies below, subject to meeting the requirements expected by the regulator and/or the relevant regulations where chartered status is involved.

The Association of Chartered Certified Accountants (ACCA)

The Chartered Institute of Management Accountants (CIMA)

The Chartered Institute of Public Finance and Accountancy (CIPFA)

The Chartered Institute of Taxation (CIOT)

The Institute of Chartered Accountants in England and Wales (ICAEW)

The Institute of Chartered Accountants of Scotland (ICAS)

Level

This is a Level 7 apprenticeship standard.

Review

The standard will be reviewed after three years to ensure that it is updated to reflect employer demand for changes in the syllabus.

Crown copyright © 2022. You may re-use this information (not including logos) free of charge in any format or medium, under the terms of the Open Government Licence. Visit www.nationalarchives.gov.uk/doc/open-government-licence

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Accountancy or taxation professionals are recognised around the world as respected leaders in accountancy, taxation, finance and business. From providing strategic business advice to audited financial statements or driving mergers and acquisitions, a career as an Accountancy or taxation professional can be diverse and challenging; it's not just about putting numbers into a spreadsheet.

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Level 4
24 Month Programme

# data[].attributes.attachment_link.provider_name
Institute for Apprenticeships and Technical Education

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Details of standard

Occupation summary

This occupation is found in any employer in any sector that uses data to make business decisions. Data analysts may work in various departments within a single employer, (for example finance, sales, HR, manufacturing, or marketing), and in any employment sector, public or private, including retail, distribution, defence, banking, logistics, media, local government etc.

The broad purpose of the occupation is to ascertain how data can be used in order to answer questions and solve problems. Data analysis is a process of requirement-gathering, inspecting, cleansing, transforming and modelling data with the goal of discovering useful information, informing conclusions and supporting decision-making. Data analysis has multiple facets and approaches, encompassing diverse techniques under a variety of names. In today's world, data analysis plays a crucial role in making decisions more evidence-based and helping organisations operate more effectively.

For example: a data analyst may investigate social media trends and their impact on the organisation. In retail, a data analyst may break down sales figures to make recommendations on product placement and development. In HR a data analyst may investigate staff retention rates, in order to decide on recruitment strategy. In a hospital, a data analyst may investigate wait times for different departments, in order to provide a better service to its patients.

In their daily work, an employee in this occupation interacts with internal or external clients. Internally, the data analyst may work with many people within their organisation, at different levels. Externally a data analyst may provide data analysis services to other organisations on behalf of their employer. Data analysts would normally be office based and work normal business hours.

An employee in this occupation will be responsible for the creation and delivery of their own work, to meet business objectives. The data analyst will be responsible for working within the data architecture of the company and ensuring that the data is handled in a compliant, safe and appropriately secure manner, understanding and adhering to company data policy and legislation. Data analysis is a fast-moving and changing environment, and data analysts need to continue to stay abreast of, and engaged with, changes and trends in the wider industry; including data languages, tools and software, and lessons learnt elsewhere.

Typical job titles include:

Data analyst Departmental data analyst Energy data analyst Junior analyst Marketing data analyst Problem analyst

Occupation duties

Duty 5 Support the organisation by maintaining and developing reports for analysis to aid with decisions, and adhering to organisational policy/legislation

Duty 11 Ensure data is appropriately stored and archived, in line with relevant legislation e.g. GDPR

Duty 12 Practice continuous self learning to keep up to date with technological developments to enhance relevant skills and take responsibility for own professional development

Qualifications

English and Maths

Additional details

Occupational Level:

4

Duration (months):

24

Review

This apprenticeship standard will be reviewed after three years

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This occupation is found in any employer in any sector that uses data to make business decisions. Data analysts may work in various departments within a single employer, (for example finance, sales, HR, manufacturing, or marketing), and in any employment sector, public or private, including retail, distribution, defence, banking, logistics, media, local government etc.

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Digital and Technology Solutions Specialist

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Digital and Technology Solutions Specialist

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Level 7
24 Month Programme

# data[].attributes.attachment_link.provider_name
Institute for Apprenticeships and Technical Education

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Reference Number: ST0482

Details of standard

Role Profile

A Digital & Technology Solutions Specialist maintains digital and technology strategies through technology leadership; investigating, identifying and implementing technological strategic solutions. They direct digital technology provision by studying organisation goals, strategies, and practices and delivering and supporting strategic plans for implementing digital technologies. They are confident, competent and capable individuals able to apply leadership and change management skills to operate in a range of digital and technology related specialist roles. This standard is based upon a core set of knowledge, skills and behaviours that will be supplemented by one specialism detailed below.

Entry Requirements

Individual employers will set the selection criteria, but this is likely to include a degree at 2.1 or higher in a relevant subject, although some employers will accept other relevant qualifications or experience.

Qualifications

MSc Digital & Technology Solutions. Apprentices without level 2 English and maths will need to achieve this level prior to taking the endpoint assessment. For those with an education, health and care plan or a legacy statement the apprenticeships English and maths minimum requirement is Entry Level 3 and British Sign Language qualification are an alternative to English qualifications for whom this is their primary language.

Level

This apprenticeship is at level 7.

Duration

The typical duration for this apprenticeship is 18 months.

Review date

This standard will be reviewed in three years from the date of publication.

Core Technical Skills

Is able to:

Identify, document, review and design complex IT enabled business processes that define a set of activities that will accomplish specific organisational goals and provides a systematic approach to improving those processes;

Design and develop technology roadmaps, implementation strategies and transformation plans focused on digital technologies to achieve improved productivity, functionality and end user experience in an area of technology specialism;

Deliver workplace transformations through planning and implementing technology based business change programmes including setting objectives, priorities and responsibilities with others in an area of technology specialism;

Negotiate and agree digital and technology specialism delivery budgets with those with decision-making responsibility;

Develop and deliver management level presentations which resonate with senior stakeholders, both business and technical;

Professionally present digital and technology solution specialism plans and solutions in a well-structured business report;

Demonstrate self-direction and originality in solving problems, and act autonomously in planning and implementing digital and technology solutions specialist tasks at a professional level;

Be competent at negotiating and closing techniques in a range of interactions and engagements, both with senior internal and external stakeholders;

Evaluate the significance of human factors to leadership in the effective implementation and management of technology enabled business processes;

Develop own leadership style and professional values that contributes to building high performing teams;

Apply broader technical knowledge combined with an understanding of the business context, and how it is changing, to deliver to the company's business strategy;

Demonstrate effective technology leadership and change management skills for managing technology driven change and continuous improvement;

Create and implement innovative technological strategies to support the development of new products, processes and services that align with the company's business strategy, and develop and communicate compelling business proposals to support these.

Core Technical Knowledge

Knows and understands:

The strategic importance of technology enabled business processes, and how they are designed and managed to determine a firm's ability to compete effectively;

The principles of business transformation and how organisations integrate different management functions in the context of technological change;

The role of leadership in contemporary technology based organisations;

Own employer's business objectives and strategy, its position in the market and how own employer adds value to its clients through the services and/or products they provide;

How to justify the value of technology investments and apply benefits management and realisation;

How to monitor technology related market trends and research and collect competitive intelligence;

The personal leadership qualities that are required to establish and maintain an organisations technical reputation.

The role of leaders as change agents and identify contributors to successful implementation;

Technology road-mapping concepts and methods and how to apply them;

The role of learning and talent management in successful business operations

Core Behaviours

Specialism Occupations

A Digital and Technological Solutions Professional will choose one of the following technical specialisms:

Software engineering specialist

Data analytics specialist

Digital business and enterprise systems architecture specialist

System test and assurance specialist

IT strategy specialist

IT business analysis specialist

Network engineering specialist

IT operations management specialist

IT project management specialist

Cyber security technology specialist

IT / digital futures management specialist

Software Engineering Specialist

A software engineering specialist architects, develops and delivers complex software solutions from agreed specifications using contemporary standards and tools, to achieve a well-engineered result. They lead the design and development of bespoke secure and scalable software solutions and services for distributed web, mobile and fixed PC and mainframe platforms throughout the development lifecycle. They work across different platforms and develop software using programming languages appropriate to the applications being developed.

Job roles: Software experience lead, software engineering specialist, solution developer, analyst programmer, senior software developer.

Skills for Software Engineering Specialist - be able to:

Technical knowledge for Software Engineering Specialist - knows and understands:

Data Analytics Specialist

A data analytics specialist investigates business data requirements, and applies data selection, data curation, data quality assurance and data investigation and engineering techniques. This will help the business to most effectively organise their data and they will provide advice and guidance to database designers and others in using the data structures and associated data components efficiently. They will undertake data processing to produce data sets for study and will perform investigations using techniques including machine learning to reveal new business opportunities. They also present data and investigation results along with compelling business opportunities reports to senior stakeholders.

Job roles: Big data analyst, data and insight analyst, data science specialist, data management specialist, analytics lead.

Skills for Data Analytics Specialist

Be able to:

Technical knowledge for Data Analytics Specialist

Knows and understands:

Digital Business and Enterprise Systems Architecture Specialist

A digital business and enterprise systems architecture specialist designs, documents and maintains technical architectures that describes the best approach to provision the business technical infrastructure. This typically involves the interpretation of business goals and drivers into an operating model and the description of inter-relationships between the people, organisation, processes, data, and technology with the external environment. They implement an information technology systems architecture to support or accomplish the strategy of the enterprise.

Job roles: Business and enterprise architecture specialist, enterprise architect, business architect, systems architect.

Skills for Digital Business and Enterprise Systems Architecture Specialist - be able to:

Technical knowledge for Digital Business and Enterprise Systems Architecture Specialist

Knows and understands:

System Test and Assurance Specialist

A system test and assurance specialist ensures the high quality of software products, and digital system solutions through establishing appropriate test environments and planning, designing and conducting structured system functionality tests and performance tests against the specified requirements for the system under test. They define test cases, creating appropriate and representative test data for each test case. They execute a range of tests using a range of manual and automated test methods and, analyse the test results and confirm when a digital system solution meets its specified functionality and performance targets.

Job roles: Software assurance engineer, software test specialist, system test analyst.

Skills for System Test and Assurance Specialist

Be able to:

Technical knowledge for System Test and Assurance Specialist

Knows and understands:

IT Strategy Specialist

An IT strategy specialist drives the development and implementation of IT strategy by providing consultative advice and guidance to IT managers and stakeholders to help transform their operating model through the delivery of technology based change initiatives. They define, deliver, and support strategic plans for implementing information technologies. They build the case for change and drive support from senior management. They identify opportunities for, and manage the delivery of, system rationalisation and system integration programmes. They recommend revisions to information technology strategies, policies, and procedures by evaluating organisation outcomes; identifying problems; evaluating trends; anticipating requirements. They verify application results by conducting system audits of technology enhancements implemented.

Job roles: IT consultancy specialist, Software consultant, business change specialist, business process management specialist.

Skills for IT Strategy Specialist - be able to:

Technical knowledge for IT Strategy Specialist - knows and understands:

IT Business Analysis Specialist

An IT business analyst is focused on identifying, prioritising and documenting business requirements that specify the functional, non-functional and performance outcomes of software development projects. They are responsible for delivering a consistent, clear and detailed set of business requirements to support technology change programmes, analysing key processes and producing clear, accurate, agreed documentation. They develop plans and proposals for the steps to be taken (including technology selection/ development) to realise the business requirements and at the same time develop, support and improve existing standards for business analysis processes and deliverables. They investigate operational requirements of new or changed processes, through uncovering, discussing and challenging client requirements, and then document those requirements in the form of a comprehensive specification. They work iteratively with stakeholders, to identify potential benefits and available options for consideration, and define acceptance tests.

Job roles: Business analysis specialist, business analyst.

Skills for IT Business Analysis Specialist

Be able to:

Technical knowledge for IT Business Analysis Specialist

Knows and understands:

Network Engineering Specialist

A network engineering specialist will take responsibility for the secure network environment and implement configuration changes across different types of network devices/services deployed across an enterprise based on approved design/change documentation. They create secure network solutions, high and low level designs, migrations or new device implementations. They also manage network operations and analyse and solve complex network related problems, identify root cause of issues and make appropriate recommendations to avoid future failure. They pro actively investigate and advise on network improvements across the range of network services. They respond to changing business needs and develop and maintain network technology roadmaps.

Job roles: Network specialist, network infrastructure engineer, network planner, network designer, network support specialist.

Skills for Network Engineering Specialist

Be able to:

Technical knowledge for Network Engineering

Specialist Knows and understands:

IT Operations Management Specialist

An IT operations management specialist takes responsibility for the availability, performance and resilience of all business IT systems, maintaining the operational integrity of the technologies and services provided, in line with strategy, governance and regulatory requirements. They contribute to strategic planning to ensure the IT infrastructure meets existing and future business requirements. They coordinate the transition of new systems into the live business operations environment. They manage IT operations performance monitoring and ensure that services and components meet their agreed performance targets and manage third party IT systems and services.

Job roles: IT operations management specialist, operations manager, IT service manager.

Skills for IT Operations Management Specialist - be able to:

Take responsibility for the availability, performance and resilience of all business IT systems including core admin and business platforms, web applications and related interfaces and support services and the operational maintenance of servers, storage and other technical back-office elements;

Design and implement short and long-term strategic plans to ensure the IT infrastructure and services capacity and capability meets existing and future requirements;

Manage the transition and maintenance of new or updated solutions or other changes into the live operations environments, this includes scheduled installation of software updates, backups and patches to development and production systems;

Review and develop the organisation's procedures for monitoring and measuring the performance of IT operations and produce and maintain detailed documentation on operational IT systems, processes and procedures;

Ensure that IT systems are compliant with information governance, regulatory and mandatory requirements and standards including local inventory maintenance and software license management;

Manage 3rd party IT systems and services and business applications line with the IT strategy, ensuring that their availability and performance meets the firm's current and future requirements including responsibility for IT vendor, contract and outsourcing management.

Technical knowledge for IT Operations Management Specialist - knows and understands:

IT Project Management Specialist

An IT project management specialist takes full responsibility for the evolution and development of software solutions for web, mobile and fixed platform solutions. Their main objective is to ensure that the delivery and iteration of new solutions meets the client's expectations. They establish close and trusted relationships with business stakeholders and solutions teams to deliver the roadmap, governance and supporting processes. They manage the programme roadmap, communicating milestones and progress updates with client stakeholders.

Job roles: IT delivery manager, web delivery manager, IT development manager, IT development manager Software product management specialist.

Skills for IT Project Management Specialist

Be able to:

Technical knowledge for IT Project Management Specialist

Knows and understands:

Cyber Security Technical Specialist

A cyber security technical specialist provides advice and guidance on the application and operation of elementary physical, procedural and technical security controls. They co-ordinate and perform security vulnerability assessments and penetration testing for networked information systems. They deliver objective insights into the existence of vulnerabilities reporting on the effectiveness of defences, countermeasures and mitigating controls and identifying issues to resolve. They conduct treat intelligence analysis to keep up to date with the changing threat landscape. They identify and correlate actionable security events and perform forensic analysis to identify possible breaches and preserve evidence.

Job roles: Cyber security technical specialist, penetration tester, vulnerability tester, cyber security forensics specialist.

Skills for Cyber Security Technology Specialist - be able to:

Technical knowledge for Cyber Security Technology Specialist - knows and understands:

IT / Digital Futures Management Specialist

The digital futures management specialist manages the resources required to plan for, develop, deliver and support digital services and products to meet the digital workplace needs of a business. They design the digital workplace architecture, develop business case proposals and perform horizon scanning to apply foresight processes to identify and select new digital technologies that improve digital workplace efficiency and offer new and improved web, cloud or mobile technology enabled digital products and services. They contribute to improved business performance through reducing overall financial costs and increasing sustainability, developing continual service improvement plans to ensure the digital workplace adequately supports business needs.

Job roles: IT management specialist, digital futures leader.

Skills for IT / Digital Futures Management Specialist - be able to:

Technical knowledge for IT / Digital Futures Management Specialist - knows and understands:

Crown copyright © 2022. You may re-use this information (not including logos) free of charge in any format or medium, under the terms of the Open Government Licence. Visit www.nationalarchives.gov.uk/doc/open-government-licence

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Digital and technology solutions specialist (integrated degree)

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A Digital & Technology Solutions Specialist maintains digital and technology strategies through technology leadership; investigating, identifying and implementing technological strategic solutions. They direct digital technology provision by studying organisation goals, strategies, and practices and delivering and supporting strategic plans for implementing digital technologies.

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Level 4
24 Month Programme

# data[].attributes.attachment_link.provider_name
Institute for Apprenticeships and Technical Education

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Reference Number: ST0313

Details of standard

Profile for Commercial Procurement & Supply Roles

The work of procurement and supply professionals includes the process of procurement, or buying goods and services; however, these roles can be much broader than just procurement. These roles can extend to a huge range of related commercial activity such as influencing policy, financial analysis, engaging in contract law, and developing strategy to deliver services. The variety of goods and services that procurement professionals are responsible for is vast: goods could range from buying a plane to negotiating new stationery supply. Securing services could include: finding new and innovative IT systems, outsourcing translation services or closing a deal on a construction project for a new building.

Encompassing the entire procurement cycle, achieving the Level 4 in Procurement and Supply will enable an individual to use their breadth and depth of experience to position themselves as a fully effective commercially skilled professional with transferable skills and career options that span the public, private and charitable sectors. This will be supported by the attainment of a Level 4 Diploma with the Chartered Institute of Procurement & Supply (CIPS).

Typical job roles in this area include: Commercial support, Commercial analyst, Sourcing executive, Procurement operations support, Buyer, assistant buyer, Commercial relationship support, Commissioning and Performance monitoring officer, Framework management support, Contract associate, Contract support.

The following explains the knowledge, skills and behaviours required from a successful individual on completion of the programme.

Knowledge

Context of procurement and supply

How an organisation's money is spent, including the organisation's own rules on managing budgets.

The difference between public and private sector procurement life-cycles and how they fit into the organisation's structure.

Pre- procurement and early market engagement

Show understanding of the market, regulatory environment, supplier and service landscape before beginning the tendering process. Whilst knowing about the ability to utilise market and commodity intelligence, including supplier innovation, customer requirement and how the use of internal and external data can support the development of a robust business case.

Cost and pricing models and commercial concepts and how they influence supplier/customer behaviours.

Financial awareness that enables a focus on achieving efficiencies and continuous improvement.

Recognise business needs that shape decisions, for example financial restrictions or time requirements. Show how such business objectives are articulated in procurement specifications using a set of appropriate tools/techniques e.g. LEAN sourcing.

Sourcing and contract agreements

The principles and purpose of commercial contracting and how contract terms, conditions and obligations affect delivery and supplier performance.

Understand sustainability risks and opportunities associated with sourcing decisions. Know that these decisions assist with conducting pre-procurement market engagement to make sure the requirement is deliverable, clear and attractive to suppliers whilst also offering maximum value for money.

Different procurement and contractual models e.g. use of SMEs, mutual and joint ventures.

The use of the different types of documentation and terminology that frequently form part of the commercial contract process, e.g. the contract and its appendices.

The aims of and tactics and techniques for successful negotiation.

Supplier management

The organisation's commercial strategy and policies, procedures and governance mechanisms.

The principles and purpose of contract governance, risk management and the internal controls within their own organisation and conduct work within those frameworks.

A range of supplier performance monitoring, management and reporting techniques to ensure that cost, service, quality and sustainability objectives are being achieved.

The need to develop strong collaborative relationships with customer, supplier and stakeholders.

What techniques to use to add value through building positive commercial relationships and trust.

How to forecast and plan requirements with internal stakeholders and suppliers to ensure the supply of goods and services matches demand taking into account actual demand.

Both national and international contractual and procedural procurement law. Recognise the use of legal terms that regulate commercial agreements.

Category management

How specific areas of procurement spend can be organised into appropriate categories.

The main components, benefits and constraints to taking a category management approach across all stages of the commercial procurement life-cycle.

Skills

Identify approaches to achieve agreements with external and internal organisations and stakeholders including developing the communication skills that can influence positive negotiated outcomes.

Use a range of contract and supplier performance monitoring, management and reporting techniques to ensure that cost, service, quality and sustainability objectives are being achieved and maintained.

To be able to carry out cost management, including the cost base, and variances from budget.

Use appropriate software, spreadsheet, word processing and presentation packages plus specialist programmes and systems associated with the organisation to convey information.

Clearly and concisely raise items for discussion and negotiation in order to resolve an issue that may be with customers, suppliers or colleagues.

Recognise the impact that decision-making has on costs and identify opportunities to save money or deliver services in the most effective or efficient way.

Evaluate costs by comparison with industry standards or high performers (benchmarking).

Confidently display supplier/customer relationship management skills with a range of stakeholders, keeping key stakeholders and customers appropriately informed.

Take responsibility for activities such as change control, managing contractual obligations, risk management and measurement and delivering to the required performance standard.

Use selection and award criteria commonly applied when sourcing requirements from external suppliers and evidence how supplier bids are evaluated against these criteria.

Use the different types of documentation and terminology that frequently form part of the commercial procurement process for the supply of goods and services.

Liaise, negotiate and undertake proactive actions with suppliers and stakeholders to ensure successful delivery of purchased goods and services, taking appropriate actions to address any shortfalls or excess.

Behaviours

Maintain an economic, long-term focus whilst considering the objective of achieving value for money in combination to maximising quality in all activities.

Be responsive, innovative and seek out opportunities to create effective change.

Have a strong commitment and be self-motivated to develop and learn.

Create and maintain positive, professional and trusting working relationships with a wide range of internal, external and connected stakeholders. Maintain effective partnerships with suppliers and customers through the commercial process to achieve business objectives.

Show consideration for objective and accurate judgments using sound evidence and knowledge.

Work to appropriate timescales and take responsibility and accountability for quality outcomes.

Always take into account diverse stakeholder needs and requirements.

Additional information

Level: This is a Level 4 (L4) qualification

Duration: Typically 2 years with a minimum of 12 months

Entry requirements: Any entry requirements will be determined by individual employers which may, for example, typically require 5x A*-C Grade GCSEs (must include English & Maths).

Professional Registration: Completion of CIPS L4 gains eligibility for equivalent membership of the Institute. CIPS L4 is a pre- requisite for MCIPS (L6) and the full professional licence and offers the potential for Chartered status.

Qualifications: Prior to the end-point assessment there is a requirement to achieve:

Level 2 qualifications in English and Maths (GCSE equivalent), and

L4 Diploma in Procurement & Supply with the Chartered Institute of Procurement & Supply (CIPS).

Review: After 3 years.

Crown copyright © 2022. You may re-use this information (not including logos) free of charge in any format or medium, under the terms of the Open Government Licence. Visit www.nationalarchives.gov.uk/doc/open-government-licence

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Commercial procurement and supply (formerly Public sector commercial professional)

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The work of procurement and supply professionals includes the process of procurement, or buying goods and services; however, these roles can be much broader than just procurement. These roles can extend to a huge range of related commercial activity such as influencing policy, financial analysis, en…

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Level 3
18 Month Programme

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Institute for Apprenticeships and Technical Education

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Reference Number: ST0239

Details of standard

Role / Occupation

HR Support

Occupational Profile:

HR Professionals in this role are typically either working in a medium to large organisation as part of the HR function delivering front line support to managers and employees, or are a HR Manager in a small organisation. Their work is likely to include handling day to day queries and providing HR advice; working on a range of HR processes, ranging from transactional to relatively complex, from recruitment through to retirement; using HR systems to keep records; providing relevant HR information to the business; working with the business on HR changes. They will typically be taking ownership for providing advice to managers on a wide range of HR issues using company policy and current law, giving guidance that is compliant and where errors could expose the organisation to employment tribunals or legal risk. In a larger organisation they may also have responsibility for managing a small team - this aspect is outside the scope of this apprenticeship and will need to be covered separately by the employer.

Personal Development

Keeps up to date with business changes and HR legal/policy/process changes relevant to their role. Seeks feedback and acts on it to improve their performance and overall capability.

Duration

The length of this apprenticeship should typically be 18 - 24 months.

Qualifications

There are no required qualifications for this apprenticeship.

The employers are keen to drive up professionalism and standards within HR so the Assessment Plan contains suggested qualifications/units that employers can use to ensure robust technical knowledge.

Apprentices without Level 2 English and Maths will need to achieve this level prior to completion of their Apprenticeship.

Link to professional registration and progression

The successful apprentice may be eligible to apply for Associate membership of the Chartered Institute of Personnel and Development (CIPD) or any other professional body that recognises this apprenticeship within its membership criteria (membership is subject to the professional bodies own membership requirements).

It forms the foundation of a career within the profession, giving the base for further development through a career path within an organisation and/or through the HR Consultant/Partner apprenticeship. The apprentice can choose to stay within core HR or diversify into one of the specialist areas of HR.

Level

This is a Level 3 apprenticeship.

Review date

After 3 years or when significant change is required.

Crown copyright © 2022. You may re-use this information (not including logos) free of charge in any format or medium, under the terms of the Open Government Licence. Visit www.nationalarchives.gov.uk/doc/open-government-licence

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HR Support HR Professionals in this role are typically either working in a medium to large organisation as part of the HR function delivering front line support to managers and employees, or are a HR Manager in a small organisation.

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Level 5
24-36 Month Programme

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Institute for Apprenticeships and Technical Education

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Reference Number: ST0238

Details of standard

Role, occupation:

HR consultant partner

This apprenticeship contains options for HR specialisms and for people management responsibilities.

Typical job titles:

Human resources consultant, HR business partner and HR manager

Occupational profile

This role could be called an HR consultant or an HR business partner in different organisations. Individuals in this role will use their HR expertise to provide and lead the delivery of HR solutions to business challenges, together with tailored advice to the business in a number of HR areas, typically to mid-level and senior managers. They could be in a generalist role, where they provide support across a range of HR areas - likely to be the Core HR option; or a specialist role, where they focus on and have in depth expertise in a specific area of HR - likely to be Resourcing, Total Reward, Organisation Development, or HR Operations. Whichever of these is chosen, they will have a good grounding across the whole range of HR disciplines as this is contained in both of the qualification options included in this standard. They will often be required to make decisions and recommendations on what the business can or should do in a specific situation. They will be influencing managers to change their thinking as well as bringing best practice into the organisation. They are also likely to lead the people related elements of business or HR projects. Whatever their role, they will need to link the work they do to the context and priorities of the business. In a larger organisation they may be one of a team supporting the business and they may also have responsibility for managing people.

Requirements: Core knowledge, skills and behaviours

Relationship management

Builds effective working relationships with business managers (using the language of the business), peers and other HR functions, together with relevant external organisations.

Communicates confidently with people at all levels, including senior management.

Option
HR specialisms (The apprentice will select one of the following options)
Duration

The length of this apprenticeship should typically be 2-3 years, but could be closer to 18 months if the apprentice has previously completed the Level 3 apprenticeship.

Qualifications

The apprentice will complete an appropriate qualification (as considered most relevant by the employer), within which they will be able to focus on their chosen option, from the Chartered Institute of Personnel and Development:

CIPD Level 5 Intermediate Certificate in Human Resource Management

CIPD Level 5 Intermediate Diploma in Human Resource Management

Apprentices without Level 2 English and maths will need to achieve this level prior to completion of their apprenticeship

Link to professional registration and progression

Successful completion of this standard enables the apprentice to apply to become an Associate Member of the Chartered Institute of personnel and development. Chartered Membership can be achieved through further qualifications or experience based assessment.

This apprenticeship could be an entry level role to the business, however, it is more likely to be a progression from a lower level role or apprenticeship, building on the knowledge and skills gained in that role or apprenticeship. On completion of this apprenticeship, the individual will be fully competent in the role and this will give them an in depth knowledge of HR in their chosen option. They can then continue to develop in that option (perhaps through a further apprenticeship), or broaden their HR expertise in another area to develop their career. Separately, there are a range of qualifications available for further study up to post graduate level.

Level

This is a Level 5 apprenticeship.

Review date

After 3 years or when significant change is required.

Crown copyright © 2022. You may re-use this information (not including logos) free of charge in any format or medium, under the terms of the Open Government Licence. Visit www.nationalarchives.gov.uk/doc/open-government-licence

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HR consultant partner This apprenticeship contains options for HR specialisms and for people management responsibilities. Human resources consultant, HR business partner and HR manager This role could be called an HR consultant or an HR business partner in different organisations.

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Level 3
12-18 Month Programme

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Institute for Apprenticeships and Technical Education

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Business administrators have a highly transferable set of knowledge, skills and behaviours that can be applied in all sectors. This includes small and large businesses alike; from the public sector, private sector and charitable sector. The role may involve working independently or as part of a team…

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Level 3
15 Month Programme

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Institute for Apprenticeships and Technical Education

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Reference Number: ST0071

Details of standard

Role / Occupation: Customer Service Specialist

Overview: The main purpose of a customer service specialist is to be a 'professional' for direct customer support within all sectors and organisation types. You are an advocate of Customer Service who acts as a referral point for dealing with more complex or technical customer requests, complaints, and queries. You are often an escalation point for complicated or ongoing customer problems. As an expert in your organisation's products and/or services, you share knowledge with your wider team and colleagues. You gather and analyse data and customer information that influences change and improvements in service. Utilising both organisational and generic IT systems to carry out your role with an awareness of other digital technologies. This could be in many types of environment including contact centres, retail, webchat, service industry or any customer service point.

Knowledge
Business Knowledge and Understanding

Understand what continuous improvement means in a service environment and how your recommendations for change impact your organisation

Understand the impact your service provision has on the wider organisation and the value it adds

Understand your organisation's current business strategy in relation to customers and make recommendations for its future

Understand the principles and benefits of being able to think about the future when taking action or making service related decisions

Understand a range of leadership styles and apply them successfully in a customer service environment

Customer Journey knowledge

Understand and critically evaluate the possible journeys of your customers, including challenges and the end-to-end experience

Understand the reasons why customer issues and complex situations sometimes need referral or escalation for specialist attention

Understand the underpinning business processes that support you in bringing about the best outcome for customers and your organisation

Understand commercial factors and authority limits for delivering the required customer experience

Knowing your customers and their needs/ Customer Insight

Know your internal and external customers and how their behaviour may require different approaches from you

Understand how to analyse, use and present a range of information to provide customer insight

Understand what drives loyalty, retention and satisfaction and how they impact on your organisation

Understand different customer types and the role of emotions in bringing about a successful outcome

Understand how customer expectations can differ between cultures, ages and social profiles

Customer service culture and environment awareness

Keep current, knowledge and understanding of regulatory considerations, drivers and impacts in relation to how you deliver for customers

Understand your business environment and culture and the position of customer service within it

Understand your organisation structure and what role each department needs to play in delivering Customer Service and what the consequences are should things go wrong

Understand how to find and use industry best practice to enhance your own knowledge

Skills
Business-focused service delivery

Demonstrate a continuous improvement and future focussed approach to customer service delivery including decision making and providing recommendations or advice

Resolve complex issues by being able to choose from and successfully apply a wide range of approaches

Find solutions that meet your organisations needs as well as the customer requirements

Providing a positive customer experience

Through advanced questioning, listening and summarising negotiate mutually beneficial outcomes
- Providing a positive customer experience (cont.)

Manage challenging and complicated situations within your level of authority and make recommendations to enable and deliver change to service or strategy

Use clear explanations, provide options and solutions to influence and help customers make choices and agree next steps

Explore and interpret the customer experience to inform and influence achieving a positive result for customer satisfaction

Demonstrate a cost conscious mind-set when meeting customer and the business needs

Identifying where highs and lows of the customer journey produce a range of emotions in the customer

Use written and verbal communication to simplify and provide complex information in a way that supports positive customer outcome in the relevant format

Working with your customers / customer insights

Proactively gather customer feedback, through a variety of methods. Critically analyse, and evaluate the meaning, implication and facts and act upon it

Analyse your customer types, to identify or anticipate their potential needs and expectations when providing your service

Customer service performance

Maintain a positive relationship even when you are unable to deliver the customer's expected outcome

When managing referrals or escalations take into account historical interactions and challenges to determine next steps

Service improvement

Analyse the end to end service experience, seeking input from others where required, supporting development of solutions

Make recommendations based on your findings to enable improvement

Make recommendations and implement where possible, changes in line with new and relevant legislation, regulations and industry best practice

Behaviours / Attitude
Develop self

Proactively keep your service, industry and best practice knowledge and skills up-to-date

Consider personal goals related to service and take action towards achieving them

Ownership/ Responsibility

Personally commit to and take ownership for actions to resolve customer issues to the satisfaction of the customer and your organisation

Exercises proactivity and creativity when identifying solutions to customer and organisational issues

Make realistic promises and deliver on them

Team working

Work effectively and collaboratively with colleagues at all levels to achieve results.

Recognise colleagues as internal customers

Share knowledge and experience with others to support colleague development

Equality

Adopt a positive and enthusiastic attitude being open minded and able to tailor your service to each customer

Be adaptable and flexible to your customer needs whilst continuing to work within the agreed customer service environment

Presentation

Demonstrate brand advocacy, values and belief when dealing with customer requests to build trust, credibility and satisfaction

Ensure your personal presentation, in all forms of communication, reflects positively on your organisation's brand

Duration:
The apprenticeship will take typically 15 months to complete depending on experience.
Entry Requirements:
Organisations will set their own entry criteria and are more likely to select individuals with more advanced inter- personal skills, experience of working with customers in some capacity. You must achieve level 2 English and maths prior to taking the end point assessment.
Link to professional registration:
Completion of this apprenticeship will lead to eligibility to join the Institute of Customer Service as an Individual member at Professional level. Should you choose to progress on a customer service career path, you may be eligible for further professional membership including management.

Level: Level 3.

Review: The apprenticeship should be reviewed after a maximum of 3 years.

Crown copyright © 2022. You may re-use this information (not including logos) free of charge in any format or medium, under the terms of the Open Government Licence. Visit www.nationalarchives.gov.uk/doc/open-government-licence

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Role / Occupation: Customer Service Specialist Overview: The main purpose of a customer service specialist is to be a 'professional' for direct customer support within all sectors and organisation types. You are an advocate of Customer Service who acts as a referral point for dealing with more complex or technical customer requests, complaints, and queries.

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Level 4
12-15 Month Programme

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Institute for Apprenticeships and Technical Education

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Level 3
12-18 Month Programme

# data[].attributes.attachment_link.provider_name
Institute for Apprenticeships and Technical Education

# data[].attributes.attachment_link.description
Business administrators have a highly transferable set of knowledge, skills and behaviours that can be applied in all sectors. This includes small and large businesses alike; from the public sector, private sector and charitable sector. The role may involve working independently or as part of a team…

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Level 3
15 Month Programme

# data[].attributes.attachment_link.provider_name
Institute for Apprenticeships and Technical Education

# data[].attributes.attachment_link.readable_text
Reference Number: ST0071

Details of standard

Role / Occupation: Customer Service Specialist

Overview: The main purpose of a customer service specialist is to be a 'professional' for direct customer support within all sectors and organisation types. You are an advocate of Customer Service who acts as a referral point for dealing with more complex or technical customer requests, complaints, and queries. You are often an escalation point for complicated or ongoing customer problems. As an expert in your organisation's products and/or services, you share knowledge with your wider team and colleagues. You gather and analyse data and customer information that influences change and improvements in service. Utilising both organisational and generic IT systems to carry out your role with an awareness of other digital technologies. This could be in many types of environment including contact centres, retail, webchat, service industry or any customer service point.

Knowledge
Business Knowledge and Understanding

Understand what continuous improvement means in a service environment and how your recommendations for change impact your organisation

Understand the impact your service provision has on the wider organisation and the value it adds

Understand your organisation's current business strategy in relation to customers and make recommendations for its future

Understand the principles and benefits of being able to think about the future when taking action or making service related decisions

Understand a range of leadership styles and apply them successfully in a customer service environment

Customer Journey knowledge

Understand and critically evaluate the possible journeys of your customers, including challenges and the end-to-end experience

Understand the reasons why customer issues and complex situations sometimes need referral or escalation for specialist attention

Understand the underpinning business processes that support you in bringing about the best outcome for customers and your organisation

Understand commercial factors and authority limits for delivering the required customer experience

Knowing your customers and their needs/ Customer Insight

Know your internal and external customers and how their behaviour may require different approaches from you

Understand how to analyse, use and present a range of information to provide customer insight

Understand what drives loyalty, retention and satisfaction and how they impact on your organisation

Understand different customer types and the role of emotions in bringing about a successful outcome

Understand how customer expectations can differ between cultures, ages and social profiles

Customer service culture and environment awareness

Keep current, knowledge and understanding of regulatory considerations, drivers and impacts in relation to how you deliver for customers

Understand your business environment and culture and the position of customer service within it

Understand your organisation structure and what role each department needs to play in delivering Customer Service and what the consequences are should things go wrong

Understand how to find and use industry best practice to enhance your own knowledge

Skills
Business-focused service delivery

Demonstrate a continuous improvement and future focussed approach to customer service delivery including decision making and providing recommendations or advice

Resolve complex issues by being able to choose from and successfully apply a wide range of approaches

Find solutions that meet your organisations needs as well as the customer requirements

Providing a positive customer experience

Through advanced questioning, listening and summarising negotiate mutually beneficial outcomes
- Providing a positive customer experience (cont.)

Manage challenging and complicated situations within your level of authority and make recommendations to enable and deliver change to service or strategy

Use clear explanations, provide options and solutions to influence and help customers make choices and agree next steps

Explore and interpret the customer experience to inform and influence achieving a positive result for customer satisfaction

Demonstrate a cost conscious mind-set when meeting customer and the business needs

Identifying where highs and lows of the customer journey produce a range of emotions in the customer

Use written and verbal communication to simplify and provide complex information in a way that supports positive customer outcome in the relevant format

Working with your customers / customer insights

Proactively gather customer feedback, through a variety of methods. Critically analyse, and evaluate the meaning, implication and facts and act upon it

Analyse your customer types, to identify or anticipate their potential needs and expectations when providing your service

Customer service performance

Maintain a positive relationship even when you are unable to deliver the customer's expected outcome

When managing referrals or escalations take into account historical interactions and challenges to determine next steps

Service improvement

Analyse the end to end service experience, seeking input from others where required, supporting development of solutions

Make recommendations based on your findings to enable improvement

Make recommendations and implement where possible, changes in line with new and relevant legislation, regulations and industry best practice

Behaviours / Attitude
Develop self

Proactively keep your service, industry and best practice knowledge and skills up-to-date

Consider personal goals related to service and take action towards achieving them

Ownership/ Responsibility

Personally commit to and take ownership for actions to resolve customer issues to the satisfaction of the customer and your organisation

Exercises proactivity and creativity when identifying solutions to customer and organisational issues

Make realistic promises and deliver on them

Team working

Work effectively and collaboratively with colleagues at all levels to achieve results.

Recognise colleagues as internal customers

Share knowledge and experience with others to support colleague development

Equality

Adopt a positive and enthusiastic attitude being open minded and able to tailor your service to each customer

Be adaptable and flexible to your customer needs whilst continuing to work within the agreed customer service environment

Presentation

Demonstrate brand advocacy, values and belief when dealing with customer requests to build trust, credibility and satisfaction

Ensure your personal presentation, in all forms of communication, reflects positively on your organisation's brand

Duration:
The apprenticeship will take typically 15 months to complete depending on experience.
Entry Requirements:
Organisations will set their own entry criteria and are more likely to select individuals with more advanced inter- personal skills, experience of working with customers in some capacity. You must achieve level 2 English and maths prior to taking the end point assessment.
Link to professional registration:
Completion of this apprenticeship will lead to eligibility to join the Institute of Customer Service as an Individual member at Professional level. Should you choose to progress on a customer service career path, you may be eligible for further professional membership including management.

Level: Level 3.

Review: The apprenticeship should be reviewed after a maximum of 3 years.

Crown copyright © 2022. You may re-use this information (not including logos) free of charge in any format or medium, under the terms of the Open Government Licence. Visit www.nationalarchives.gov.uk/doc/open-government-licence

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Role / Occupation: Customer Service Specialist Overview: The main purpose of a customer service specialist is to be a 'professional' for direct customer support within all sectors and organisation types. You are an advocate of Customer Service who acts as a referral point for dealing with more complex or technical customer requests, complaints, and queries.

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Level 4
12 - 15 Month Programme

# data[].attributes.attachment_link.provider_name
Institute for Apprenticeships and Technical Education

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Reference Number: ST0310

Details of standard

Occupation:

Associate Project Manager

Occupational Profile

Projects can be defined and delivered within different contexts, across diverse industry sectors. They can be large or small. Every project needs to be managed to ensure its success, An associate project manager knows what needs to be achieved, how it will be achieved, how long it will take and how much it will cost, and works with the project team to achieve the required outcomes. Associate project managers need good planning, organisation, leadership, management and communication skills. An associate project manager utilises resources with suitable skills, qualifications, experience and knowledge to work together in a motivated and integrated team, with clearly defined reporting lines, roles, responsibilities and authorities. Dependent upon the size of the organisations and the complexity of projects, associate project managers' job titles will vary, but typically they can include: assistant project manager, junior project manager, project team leader. Some organisations use 'project manager' as a generic job title.

Typical job titles:

Assistant project manager, Junior project manager and Project team leader

Knowledge

An associate project manager will be able to understand and have knowledge of:

Project governance -Different types of organisational structures and responsibilities, functions and project phases on different types of project. How governance can control and manage the successful delivery of projects. The significance of the project management plan (PMP).

Project stakeholder management - Stakeholders: their perspectives, different interests and levels of influence upon project outcomes.

Project communication - Key contexts of a project communication plan, its effectiveness in managing different stakeholders. Factors which can affect communications such as cultural and physical barriers

Project leadership - The vision and values of the project and its links to objectives; the ways in which these can be effectively communicated and reinforced to team members and stakeholders. Leadership styles, qualities and the importance of motivation on team performance. Characteristics of the working environment which encourage and sustain high performance.

Consolidated planning - Purpose and formats for consolidated plans to support overall management, taking account of lessons learnt and how the plans balance fundamental components of scope, schedule, resources, budgets, risks and quality requirements.

Budgeting and cost control - Funding, estimating, overheads; direct costs, indirect costs, fixed costs, variable costs and an overall budget for a project; tracking systems for actual costs, accruals and committed costs; alternative cost breakdowns to provide for graphical representations, and performance management.

Business case and benefits management - Preparation and/or maintenance of business cases, including benefits management.

Project scope - Requirements management, and evaluation of alternative methods to learn from the past to improve delivery. Project scope change control, baseline change management, configuration management.

Project schedule - Scheduling and estimating for project activities including how they can be quality assessed. Progress monitoring and metrics to assess work performed against the schedule. Schedule management methods to evaluate and revise activities to improve confidence in delivery.

Resource management - Resource analysis, resource allocation and resource acceptance.

Project risk and issue management - The need for and implementation of a risk management plan. Risk management methods and techniques to identify and prioritise threats or opportunities. Mitigation actions to minimise risk impacts and to optimise benefits by managing opportunities.

Contract management and procurement - The nature of contracts, and their implications for contracting organisations. Procurement processes. Legal and ethical means for managing contracts.

Project quality - Quality management processes, assurance and improvements. Outcomes of a quality management plan, metrics for processes and quality standards.

Project context - The different contexts in which projects can be delivered, including health, safety, and environment management. The interdependencies between project(s), programme(s) and portfolio management. Project phases and key review points, across project life cycles.

Skills

An associate project manager will be able to demonstrate the following skills within the context of your organisation.

Project governance - Project monitoring and reporting cycle to track, assess and interpret performance by the application of monitoring techniques to analyse status and manage information.

Stakeholder and communications management - Manage stakeholders, taking account of their levels of influence and particular interests. Manage conflicts and negotiations. Communicate to a variety of different audiences. Contribute to negotiations relating to project objectives.

Budgeting and cost control - Develop and agree project budgets, monitor forecast and actual costs against them and control changes. Support funding submissions. Tracking systems for actual costs, accruals and committed costs; structures for alternative cost breakdowns.

Business case - Contribute to the preparation or maintenance of a business case including achieving required outcomes.

Scope management - Determine, control and manage changes to the scope of a project, including assumptions, dependencies and constraints.

Consolidated planning - Consolidate and document the fundamental components of projects. Monitor progress against the consolidated plan and refine as appropriate, implementing the change control process where relevant.

Schedule management - Prepare and maintain schedules for activities aligned to project delivery.

Risk, and issue management - Identify and monitor project risk or opportunity, plan and implement responses to them, contribute to a risk management plan. Respond to and manage issues within a defined governance structure.

Contract management and procurement - Facilitate a procurement process, contribute to the definition of contractual agreements and contribute to managing a contract.

Quality management - Develop a quality management plan, manage project assurance, and contribute to peer reviews. Utilise an organisation's continual improvement process including lessons learned.

Resource management - Develop resource management plans for project activities, acquire and manage resources including commitment acceptance, monitor progress against plans.

Behaviours

An associate project manager will be able to demonstrate the following behaviours:

Collaboration and team work - Understands and is effective as part of an integrated team.

Leadership - Communicates direction, and supports the vision for project delivery.

Effective and appropriate communication - Working effectively with and influencing others, taking account of diversity and equality. Influences and facilitates effective team performance.

Drive for results - Demonstrates clear commitment to achieving results, and improving performance.

Integrity, ethics, compliance and professionalism - Promotes the wider public good in all actions, acting in a morally, legally and socially appropriate manner. Promotes and models the highest standards of professional integrity, ethics, trust and continued development.

Entry requirements:

Individual employers will set their own entry requirements for their apprentices. Typically candidates will have achieved a grade C or above in at least 5 GCSEs including English and Mathematics, and hold a minimum of 48 UCAS points, or equivalent.

Duration:

The typical duration of this apprenticeship will be 24 months.

Qualifications:

Either before or during the apprenticeship, apprentices will be required to achieve level 2 qualifications in English and Mathematics prior to taking end point assessment (EPA). Apprentices are required to achieve a suitable level of knowledge as part of their development such that they achieve an IPMA Level D qualification or APM Project Management Qualification, prior to their EPA.

Link to professional registration:

Upon commencement, apprentices may become student members of the Association for Project Management (APM) as the first step of professional membership. Apprentices will be eligible for progression to associate membership upon successful completion of the apprenticeship. Full membership can be attained through further experience and professional development.

Level:

This apprenticeship is at Level 4.

Review:

This apprenticeship standard will be reviewed after 3 years following approval.

Crown copyright © 2023. You may re-use this information (not including logos) free of charge in any format or medium, under the terms of the Open Government Licence. Visit www.nationalarchives.gov.uk/doc/open-government-licence

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Associate Project Manager Projects can be defined and delivered within different contexts, across diverse industry sectors. They can be large or small. Every project needs to be managed to ensure its success, An associate project manager knows what needs to be achieved, how it will be achieved, how long it will take and how much it will cost, and works with the project team to achieve the required outcomes.

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Contact screening & fetal medicine team

email: caw-tr.chelwestscreening@nhs.net

phone: 0203 315 5874/3131

Or come see us in antenatal clinic (opposite scan reception desk)

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To be completed 3 Yearly

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Our elearning programmes are developed in partnership with the NHS, 3rd sector and professional bodies and can be accessed for free, 24/7 by health and care professionals.

To access the elearning please sign in.

To access the elearning please register and create an account.

Browse our catalogue to see the elearning programmes that are available.

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Moving & Handling (practical)- West Mid Tickets, Multiple Dates | Eventbrite

Moving & Handling (practical)- Chelsea Tickets, Multiple Dates | Eventbrite

***Prior to course date, please ensure the below eLearning modules are completed, or still in date:

Ø  “Moving & Handling – Level 2 (Patient Handling)”available from Learning Chelwest, the Trust eLearning portal

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Perineal and Uro-Gynae for maternity
Breastfeeding
Bereavement
Medicines Management for Non-Medical Prescribers

Face to Face
7.5 hours
To be booked via PDM team

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Book via Martina.mongna@nhs.net

Face to Face
7.5 hours

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Growth Assessment Protocol (GAP) e-learning programme  

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Growth Assessment Protocol (GAP) e-learning programme  

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This programme is in partnership with...

About the Growth Assessment Protocol (GAP) elearning programme

The GAP elearning modules have been developed to support midwives, obstetricians and sonographers in the delivery of safe fetal growth surveillance during pregnancy.

It is part of the Perinatal Institute's award-winning GAP programme, a licensed and supported service which includes training, elearning, customised growth charts, care pathways and tools for rolling audit, benchmarking and reporting.

The need for a standardised, evidence-based protocol has arisen from findings that many adverse outcomes in maternal and perinatal care are associated with unrecognised fetal growth problems. These can be prevented by improved awareness and identification of the pregnancies affected. GAP is aligned with key elements of NHS England Saving Babies Lives v2 and RCOG SGA guidelines.

There are 2 modules available to access, theoretical and practical.

More information

The Perinatal Institute is a not-for-profit social enterprise that works in partnership with clinicians and their health organisations throughout the UK. GAP has been implemented in about 80% of maternity units in the NHS and has contributed substantially to the recent year on year reduction in ONS stillbirth rates.

For enquiries please go to the Contact Us page on www.perinatal.org.uk

How to access

In order to access the Growth Assessment Protocol (GAP) elearning programme, you will need an elfh account. If you do not have one, then you can register by selecting the Register button below.
Register >
To view the Growth Assessment Protocol (GAP) elearning programme, select the View button below. If you already have an account with elfh, you will also be able to login and enrol on the programme from the View button.
View >
Not an NHS organisation?

If you are not an NHS health or care organisation and therefore do not qualify for free access elfh Hub, you may be able to access the service by creating an OpenAthens account.

To check whether or not you qualify for free access via OpenAthens, you can view the eligibility criteria and register on the ' OpenAthens ' portal.

Registering large numbers of users

If you are a HR, IT or Practice Manager and would like to register and enrol large numbers of staff within your organisation for access onto the Growth Assessment Protocol (GAP) elearningprogramme, please contact elfh directly.

Organisations wishing to use their own LMS

For HR departments wanting to know more about gaining access to courses using an existing Learning Management System please contact elfh directly to express interest.

More information

Please select the following link for more information on how to use the elfh Hub.

elfh is a Health Education England programme in partnership with the NHS and professional bodies

© elearning for healthcare 2022

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Growth Assessment Protocol - elearning for healthcare

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This programme is in partnership with... The GAP elearning modules have been developed to support midwives, obstetricians and sonographers in the delivery of safe fetal growth surveillance during pregnancy. It is part of the Perinatal Institute's award-winning GAP programme, a licensed and supported service which includes training, elearning, customised growth charts, care pathways and tools for rolling audit, benchmarking and reporting.

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7.5 hours
Face to Face. Run by the pain management team.

Learn how to assess pain and use medical devices associated with managing pain i.e. PCA.

For course dates email: chelwest.chelseapaincentre@nhs.net

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Available for all ANA's, Nurses and Midwives.
Training to support the supervision of Pre-Registration Nurses and Midwives, to help develop coaching techniques and understand Student documentation.

3.5 hours E-Learning  - Search Results (chelwest.nhs.uk); Search Student> FULL - Standards for Student Supervision & Assessment

3.5 hours Face to Face - ESR>My Learning>Search: Practice Supervision>289 Practice Supervisor Training

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login to the nhs electronic staff record.

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Login to the NHS Electronic Staff Record.

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Available for all Practice Supervisors with at least 6 months of experience within their role.
Training to support the assessment of Pre-Registration Nurses and Midwives.

7.5 hours of training
Face to Face  ESR>My Learning>Search: Practice Supervision>289 NEW Practice Assessor Training

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login to the nhs electronic staff record.

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Login to the NHS Electronic Staff Record.

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Already have a healthjobsUK.com or trac.jobs account?

Please login to manage your applications or Jobs-by-Email settings.

Are you an employer?

Find out how we can help you save time and money with your job application process.

Existing customer?

You can login directly to view your application management system.

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Please login to manage your applications or Jobs-by-Email settings. Find out how we can help you save time and money with your job application process. You can login directly to view your application management system.

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Research is essential in gaining a clearer understanding of disease and how it is best managed. New treatments, technologies, care approaches and devices all need to be carefully and safely tested in real life healthcare environments.

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Research — Chelsea and Westminster Hospital NHS Foundation Trust

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Research is essential in gaining a clearer understanding of disease and how it is best managed. New treatments, technologies, care approaches and devices all need to be carefully and safely tested in real life healthcare environments.

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Good Clinical Practice (GCP) is the international ethical, scientific and practical standard to which all clinical research is conducted. Compliance with GCP assures patients and the public that the rights, safety and wellbeing of people taking part in studies are protected and that research data is reliable.

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We offer free Good Clinical Practice (GCP) training courses for people supporting clinical research delivery at the NHS, UK universities and other publicly funded organisations in England.

Access GCP courses

You can browse all our GCP courses on NIHR Learn. You need to log in to see them.

First time users

Go to NIHR Learn and click on 'Create account'. You can register on NIHR Learn with your work email address.

What is GCP?

GCP is the agreed international standard for conducting clinical research.

Good Clinical Practice Training is needed for researchers conducting Clinical Trials of Investigational Medicinal Products (CTIMPs).

It's also known as ICH GCP - The International Council for Harmonisation of Technical Requirements for Pharmaceuticals for Human Use (ICH) Guideline for Good Clinical Practice (GCP).

What courses are available?

GCP certification

You can do the following courses:

Informed consent

We also offer courses on informed consent. You can choose your course, depending on your experience, and the needs of the trial you are working on.

AccessGCPcourses

You can browse all ourGCPcourses onNIHRLearn. You need to log in to see them.

First time users

Go toNIHRLearn and click on 'Create account'. You can register onNIHRLearn with your work email address.

Frequently Asked Questions (FAQs)

How often do I need to renew it?

You will need to check the Standard Operating Procedures (SOPs) of your trust and employing organisation. This will define how often you need to renew your GCP by doing the GCP Refresher course.

We recommend refresher training every 2 to 3 years to keep up with best practice.

Is it CPD accredited?

Yes, the GCP courses are CPD accredited.

See more FAQs on Good Clinical Practice on the NIHR Learn Help website.

Why do I need to do this training?

Everyone who works on delivering a study has to have an up-to-date GCP certificate.

As a certified GCP researcher, you will:

protect the rights and safety of people taking part in research studies

collect reliable research data

Need help?

Email nihrlearnhelp@nihr.ac.uk

We will respond within 3 working days.

More information

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NIHR offers a range of Good Clinical Practice (GCP) courses for the clinical research delivery workforce.

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We employ more than 6,500 staff over
our two main hospital sites - Chelsea and
Westminster Hospital and West Middlesex
University Hospital - and across 12
community-based clinics within North West
London. We pride ourselves on providing
outstanding care to a community of more
than 1.5 million people.

Recruitment

The recruitment team are available to provide support from 9am–5pm, Mon–Fri. To contact the team please call the Trust switchboard and ask for ‘Recruitment team, Human Resources Department'.

T: 020 3315 8000

Temporary & Part-Time Work

We offer a range of temporary and part-time work opportunities through our Staffbank. Join our Staffbank to gain experience in a hospital setting or to simply work in a flexible way that suits your lifestyle.

Our in-house Staffbank covers a range of clinical and non-clinical posts—including nurses (adult, paediatric and mental health), midwives, healthcare assistants, allied health professionals, and administrative and clerical staff.

To express your interest in joining our Staffbank please apply by emailing chelwest.bankrecruitment@nhs.net.

Volunteering at the Trust

Volunteering at Chelsea and Westminster Hospital and West Middlesex University Hospital gives you the chance to support patients and staff at your local hospital. Volunteers have non-clinical roles that make a positive impact and improve the experience of patients using the hospital. Volunteers come from all walks of life and represent the diversity of the communities we serve.

To express your interest in joining out volunteering team, please email christina.fletcher7@nhs.net for further details.

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We are an award winning organisation providing care at two main hospital sites-Chelsea and Westminster Hospital and West Middlesex University Hospital-and a number of community-based services across London, such as sexual health and HIV clinics. You can read a brief introduction about our Trust by clicking the icon to the right.

With more than 6,000 members of staff we are proud to care for a diverse population of one million people. We are committed to ensuring that our workforce is just as diverse with a strong mix of skills and abilities.

Our staff are at the very heart of our organisation and we recognise the valuable contribution that each and every person working at the Trust makes. One of our Trust priorities is to be an employer of choice-a place where people want to start their career and to grow with us through continued education, professional development and support.

Current vacancies

Looking for flexible work? Why not join our StaffBank.

Interested in volunteering at our Trust? Find out how.

What it's like to work here

CEO Lesley Watts talks about learning and development

Chief Operating Officer Rob Hodgkiss talks about why it's great to work at our Trust

Contact information

The recruitment team are available to provide support from 9am-5pm, Mon-Fri. To contact the team please call the Trust switchboard and ask for 'Recruitment team, Human Resources Department'.

T: 020 3315 8000

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We are an award winning organisation providing care at two main hospital sites-Chelsea and Westminster Hospital and West Middlesex University Hospital-and a number of community-based services across London, such as sexual health and HIV clinics. You can read a brief introduction about our Trust by clicking the icon to the right.

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There is more detailed information and guidance available in the guidance documents and FAQs:

* Developed in collaboration with NIHR Clinical Research Network colleagues, this quick reference table offers suggested criteria that may be useful in making an evaluation of evidence being put forward as part of an applicant's portfolio of evidence to join the CRP Accredited Register.

Please refer to the below templates when completing the Register application:

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Clinical Research Practitioners Resources - The Academy For Healthcare Science

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There is more detailed information and guidance available in the guidance documents and FAQs: * Developed in collaboration with NIHR Clinical Research Network colleagues, this quick reference table offers suggested criteria that may be useful in making an evaluation of evidence being put forward as part of an applicant's portfolio of evidence to join the CRP Accredited Register.

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Earn, learn and make a difference with an NHS apprenticeship. Our apprenticeships offer routes into many of the more than 350 NHS careers through a mix of on-the-job training and classroom learning.

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Types of apprenticeships With more than 350 different NHS careers, there are hundreds of different jobs which can be done through an apprenticeship.

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There are all sorts of apprenticeships available in the NHS, whatever your experience or qualifications. You could work on a ward providing hands-on care, or in a role behind the scenes that helps keep the NHS running. Whatever you choose, you'll make a big difference to patient care from day one and be sure of a rewarding career.

The NHS has apprenticeships at all levels too, whether you're just starting your career or looking to progress to being a registered nurse or other professional:

level 2 - equivalent to GCSEs

level 3 - equivalent to A-levels

level 4 & 5 - equivalent to a foundation degree & above

level 6 & 7 - equivalent to a full bachelor’s or Master’s degree

Examples of NHS Apprenticeships:

Senior therapy support worker (level 3)

Associate ambulance practitioner (level 4)

Business administrator (level 3)

Dental nursing (level 3)

Informatics (levels 2 to 7)

HR consultant (level 5)

Healthcare science assistant, associate and practitioner (levels 2, 4 and 6 respectively)

Maternity support worker (levels 2 and 3)

Nursing associate apprenticeship (level 5)

Registered nursing degree apprenticeship (level 6)

Operating department practice degree apprenticeship (level 6)

Pharmacy services assistant (level 2)

Podiatry degree apprenticeship (level 6)

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What is Revalidation?
Revalidation is about promoting good practice, as well as strengthening public confidence in the nursing and midwifery professions. It’s important to know that it’s not about making an assessment of your fitness to practise.

Revalidation helps to encourage a culture of sharing, reflection and improvement. It will provide benefits for you as a nurse, midwife or nursing associate as well as the people you care for.

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Overview

Back to top

Revalidation is the process that all nurses and midwives in the UK and nursing associates in England need to follow to maintain their registration with the NMC.

To help you continually develop and reflect on your practice, we ask you to revalidate every three years.

This process encourages you to reflect on the role of the Code in your practice and demonstrate that you are 'living' the standards set out within it.

We have lots of resources to help you get the best from revalidation.

What revalidation means for you

Back to top

Revalidation is about promoting good practice, as well as strengthening public confidence in the nursing and midwifery professions. It's important to know that it's not about making an assessment of your fitness to practise.

Revalidation helps to encourage a culture of sharing, reflection and improvement. It will provide benefits for you as a nurse, midwife or nursing associate as well as the people you care for.

Read case studies from other professionals about their revalidation experiences.

Requirements

Back to top

You need to meet a range of revalidation requirements to show that you are keeping your skills and knowledge up to date and maintaining safe and effective practice.

450 practice hours, or 900 hours if renewing two registrations (for example, as both a nurse and midwife)

35 hours of CPD including 20 hours of participatory learning

Five pieces of practice-related feedback

Five written reflective accounts

Reflective discussion

Health and character declaration

Professional indemnity arrangement

Confirmation

Submitting your application

Back to top

You will need to submit your application for revalidation online, so it's very important that you have an NMC Online account.

Learn more about your online application.

Support to help you revalidate

Back to top

We understand that there may be circumstances that make it more difficult for you to meet the revalidation requirements.

This may be as a result of a disability, an illness, pregnancy, a maternity period or any other life event that impacts your ability to meet the revalidation requirements.

We can help support you to meet the revalidation requirements by:

helping you to use NMC Online, or

providing a short extension to your application date.

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Get an overview of the revalidation process and what it means for your practice.

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London, United Kingdom leading with compassion (day 1) Events | Eventbrite

London, United Kingdom leading with compassion (day 2) Events | Eventbrite

Leading with Compassion is a 2 day course which will assist current and aspiring managers with building leadership confidence and capability as well as equipping staff with the ability to:
• Foster psychological safety
• Create inclusive environments
• Have compassionate conversations

Available to all staff
2 Days
7 hours per day
Face to Face/Virtual

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London, United Kingdom Leading With Compassion (day 1) Events | Eventbrite

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Lining up plans in London? Whether you're a local, new in town, or just passing through, you'll be sure to find something on Eventbrite that piques your interest.

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Edward Jenner programme – Leadership Academy

The Edward Jenner programme is your first port of call if you’re looking to build a strong foundation of leadership skills that can help enhance your confidence and competence in your role. The programme has been designed to offer flexibility as a suite of online short courses.

The programme is for anyone aspiring to their first leadership or management role within the next 1-2 years.

The aim of the course is to help you:
• Identify the characteristics of positive
workplace cultures
• Describe the NHS approach to
leadership
• Identify a learning goal and plan
learning experiments
• Engage peers and managers in
support of sustainable learning

Available to all staff
Self paced eLearning
2 weeks
3 hours per week

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The Edward Jenner programme is your first port of call if you're looking to build a strong foundation of leadership skills that can help enhance your confidence and competence in your role. The programme has been designed to offer flexibility as a suite of online short courses.
What's covered?
The programme will support you as you develop essential leadership skills. The programme is a suite of short courses and begins with an introduction course, and then is structured in two levels:
Course 0: An introduction to personal development Level 1 Level 2

Course 3: Leading in and beyond my team

Course 4: The leader as manager

Who is it for?
This programme is designed for anyone aspiring to their first leadership or management role within the health and care sector within the next 1-2 years.

If you desire to do any of the following, this programme is also for you;

Begin your journey of personal development

Improve your experience of work, work relationships or your teamwork and communication skills

Understand what leaders do and how they do it

Make a difference in the way your team works or the services you provide

Manage and lead your team through change

Prepare to lead in the future

You will ideally have a role, be on a work placement or volunteer in a health and care setting to participate in the activities on this programme. There is no prior experience or knowledge required.

If you want to feel more able to deal with the daily challenges of working in healthcare, better equipped to care for patients, lead services and provide leadership for those around you - supporting them to do their job better - the Edward Jenner programme is for you.
Why should I join the programme?
The programme has been designed with health and care staff, for everyone working in a health and care context. Highly practical and patient-focused, it's a great way to understand the purpose, challenges and culture of the NHS.

It's flexible and enlightening, helping you get a fresh perspective on the impact you have on the patient experience - either directly or indirectly. It's also a valuable refresher at any level, as well as an important first step towards further leadership development.
How can I join the programme as part of an apprenticeship?
You can also join the programme as part of an apprenticeship offered by one of NHS Leadership Academy's partner providers.

Apprenticeships are available in a range of disciplines including Leadership and Management, Digital, Project Management, Sustainability and many more.

They incorporate the Edward Jenner programme as part of the apprenticeship or offer it as an optional extra. This offers learners the opportunity to gain a recognised qualification from the apprenticeship and NHS Leadership Academy's leadership development programme in one course. Find out more about these apprenticeships and how they work.

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The Edward Jenner programme is your first port of call if you're looking to build a strong foundation of leadership skills that can help enhance your confidence and competence in your role. The programme has been designed to offer flexibility as a suite of online short courses. What's covered?

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Core Managers: Developing Inclusive Workplaces

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Core Managers: Developing Inclusive Workplaces

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This programme is designed for health and care managers and supervisors to help them develop core inclusive leadership skills. The programme will support you as
you develop essential leadership skills.
The programme is comprised of a suite
of short courses covering different
themes of inclusive workplaces.

As the first in a series of training
sessions on equality, diversity and
inclusion in medical services, it will
help you develop core inclusive
leadership skills.

This programme is aimed at current managers and supervisors

Band 5 and above
Self paced eLearning
6 weeks
3 hours per week

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This programme is designed for health and care managers and supervisors to help them develop core inclusive leadership skills.
What's covered?
The programme will support you as you develop essential leadership skills. The programme is comprised of a suite of short courses covering different themes of inclusive workplaces.

The courses include:
Course 1: Inclusive Leadership in Health and Care Course 2: Creating a Psychological Contract Course 3: Noticing and Challenging Microaggressions Course 4: Effective Allyship Course 5, 6, 7 - coming soon Who is it for?
This course is designed for health and care managers and supervisors. As the first in a series of training sessions on equality, diversity and inclusion in medical services, it will help you develop core inclusive leadership skills.

If you are in the UK and have a role in public health and care, enrol today.

For further information on the programme please click here or apply today.

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Core Managers: Developing Inclusive Workplaces programme

# data[].attributes.attachment_link.description
This programme is designed for health and care managers and supervisors to help them develop core inclusive leadership skills. What's covered? The programme will support you as you develop essential leadership skills. The programme is comprised of a suite of short courses covering different themes of inclusive workplaces.

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Foundations in System Leadership; collaborating for health and care

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Foundations in System Leadership; collaborating for health and care

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The Foundations in System Leadership programme is open to all colleagues working in health, care, local authorities and voluntary sector partnerships, who have a desire to improve the way they collaborate across organisational, professional and hierarchical boundaries to design and deliver better health outcomes for the communities they serve.

Thus programme is aimed at Service managers (or equivalent) and the aim is to:
• Demonstrate an understanding of what
a system is and what 'systems
thinking' means
• Develop a systems leadership
approach and understand when it can
be used
• Develop clarity on how to collaborate
across your system to develop a
preventative approach to improving the
health and care of people in diverse
localities

Band 8a and above
Self paced eLearning
5 weeks
3 hours per week

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Wide range of bite-sized Customer Service related training videos and articles on topics such as:
Telephone manner
Email etiquette
Handling complaints
Managing expectations

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Need help?

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Wide range of bite-sized videos and articles on Health & Wellbeing

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Bite-sized Leadership eLearning articles and videos

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Bite-sized Leadership eLearning articles and videos

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Chelsea Westminster NHS Trust (careercentre.me)

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Need help?

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Get to grips with preparing, facilitating and leading meetings as well as learning how to delegate effectively with those eLearning courses.

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Range of eLearning courses which will help you find out what sort of presenter you are and develop your skills in preparing, delivering and using visual aids in a presentation.

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Range of eLearning courses which will help you develop your project management skills from agreeing the brief to implementing and reviewing the project.

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Need help?

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eLearning on over 360 topics for Administrative, Clinical and Nursing staff

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Menu Access our elearning programmes on the elfh Hub HubRegister / Log in >

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This path provides learning on the basic and more complex features of MS Windows, Google, MS Edge and more.

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Need help?

Double check your email address/username and password

Email address/username and password are both case sensitive

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MS Outlook is an email and personal information management tool. This path contains comprehensive learning for this application, detailing everything from the basic functions to more complex and advanced features.

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MS Excel is a spreadsheet application for storing and managing data. This path contains comprehensive learning for this application, detailing everything from the basic functions to more complex and advanced features.

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MS Word is a word-processing application used for creating and saving documents. This path contains comprehensive learning for this application, detailing everything from the basic functions to more complex and advanced features.

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Need help?

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MS Access is a database management system. This path contains comprehensive learning for this application, detailing everything from the basic functions to more complex and advanced features.

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Need help?

Double check your email address/username and password

Email address/username and password are both case sensitive

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MS PowerPoint is a presentation application that allows you to build and display presentations as slide shows. This path contains comprehensive learning for this application, detailing everything from the basic functions to more complex and advanced features.

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Standard for Student Supervision and Assessment

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Standard for Student Supervision and Assessment