NMAHP* Support Workers
June 2010 Consultation Document
* Nursing, Midwifery and Allied Health Professions
NMAHP Support Worker Roles 5
The NMAHP Support Worker Development Steering Group 5
Job Titles 5
Recruitment & Selection 6
Development Framework 7
Existing Support Workers 9
Resourcing the Strategy 11
This document presents the strategy for the development of Nursing, Midwifery and
Allied Health Profession (NMAHP) support workers across NHS Lanarkshire for
2010 and beyond. It is effective from December 2010 and will be reviewed annually.
It builds upon but replaces the interim unpublished strategy covering the 2006-9
period which in turn had built upon and replaced the erstwhile acute and primary care
strategies of the 2000-2006 period.
The document includes all NMAHP support workers across Nursing (Adult, Mental
Health, Learning Disability or Children); Midwifery; and the 9 Allied Health
Professions in NHS Lanarkshire (Audiology, Dietetics, Occupational Therapy,
Orthoptics, Orthotics and Prosthetics, Podiatry, Physiotherapy, Speech and Language
Therapy, Radiography) and all care settings in community and in hospitals.
The document is relevant to all support workers whether new into NHS Lanarkshire
or not and their managers. It indicates the standards for all and will be communicated
via normal internal communication mechanisms (e.g. Staff Brief, PDC Web-site) as
soon as it is finalised.
The overall aims of the strategy are to:
recognise and value the role of the NMAHP support worker
ensure NMAHP support workers are appropriately prepared and supported in
their role and their lifelong development
provide for the public served by NHS Lanarkshire, and its staff including
support workers themselves, clarity of role in respect of job title and
parameters and underpinning educational preparation and supervision.
The underpinning principles of this strategy are:
There will be no „untrained‟ NMAHP support worker in NHS Lanarkshire.
All NMAHP support workers will be prepared initially and then continuously
for their role. Where possible this will be underpinned by formal
qualifications (academic and/or vocational) and will support career
development within current post or as preparation for career progression.
NMAHP support workers will always work under the management and
direction of a registered NMAHP.
NMAHP Senior Charge Nurses/Team Leaders will retain primary
responsibility for the development of their support workers. They will be
supported by the practice development facilitators in the NMAHP Practice
This document has drawn upon several national frameworks, directions and
NHS Career Framework with its recognition of differing levels of support
worker roles (Appendix 1)
NHS Knowledge and Skills Framework and the Development Review Process
Scottish Credit and Qualifications Framework (Appendix 3)
Scottish Government Mandatory Induction Standards for NHS support
workers (Appendix 4)
NHS Education for Scotland Healthcare Support Workers Education and Role
Development framework in particular:
o definitions and role parameters (Appendix 5)
o education and career development framework (Appendix 6)
The strategy has also considered local (i.e. NHS Lanarkshire) workforce plans in
terms of both the current picture and future projections for NMAHP support workers.
I am a Health Care Support Worker, working within a district nursing team. I am 58
years old and have over thirty years experience. I attended the HCSW Development
Course from September 07 until May 08. When the course was finished I was given
the option to progress to my VQ Level 3 which I declined. I did not want to do this
because I felt I was too old, I did not have the confidence in my writing abilities and
the only formal qualifications I have are my Senior Secondary Certificate and my
Health Care Assistants course. However I do know that I am good at my job. All of
the other HCSW within my team had completed or were going to do their Level 3
award and their assessor was often in the health centre. She asked me on several
occasions if I had changed my mind about doing my Level 3. She explained how it
was a vocational qualification and would be assessed by her watching me do my job
and how she would help me with the written work. She explained that this
qualification was designed for staff like me who were good at their jobs but had no
qualifications to prove it. I was still not sure. Over the next few months more of my
colleagues completed the award and they all offered to help me. My manager was
very supportive and she offered me all the help I wanted. I changed my mind and I
registered for the award in Jan 2009. I was observed in my job role by my assessor
who helped me with the written work for the first few units. I realised it was not as
difficult as I thought and I managed the rest with very little help. I completed my
award in June 2009. I felt a great sense of relief and achievement when I completed
it, and I am very proud of myself. I feel that it has increased my knowledge in relation
to caring for my patients and made my job more interesting. I am looking forward to
the Award Ceremony when I will get presented with my certificate.
NMAHP Support Worker Roles
NMAHP support workers are pivotal in the delivery of high quality care and health
improvement across NHS Lanarkshire. NMAHP support workers are very valuable to
their teams and their patients as they spend most of their time in direct care activities.
It is essential therefore that each one is appropriately prepared for their role, supported
throughout it and provided with access to appropriate learning and development.
There is not one NMAHP support worker role but many within almost all of the
NMAHP disciplines and care settings. These are manifest across three different
career levels and pay bandings. As such, there is challenge in designing and
implementing a development strategy appropriate for all.
The NMAHP Support Worker Development Strategy Steering Group
In 2009, an NMAHP Support Worker Steering group was established in NHS
Lanarkshire. The terms of reference and membership of this group is in Appendix 7.
Based on a review of progress achieved with support worker development over the
preceding decade in NHS Lanarkshire (Appendix 8), the group agreed to examine and
make recommendations in respect of Job Titles, Recruitment and Selection, Induction
and Development of NMAHP support workers.
There are now three levels and job bands within the NMAHP support worker
workforce: Career Framework levels 2, 3 and 4 and Agenda for Change bands 2, 3
and 4. There is a need to differentiate each of these levels/bands by the use of a
consistent set of job titles across the NMAHP workforce:
to give clear indication to patients and the public about who is caring for them
to ensure each individual support worker understands their job role and the
responsibilities, knowledge and skills required for the job
to ensure others within the support worker‟s team understand the role
parameters of each job title.
Action 1: The following job titles are to be used across NHS Lanarkshire for
NMAHP Support Workers. For each within every designated profession there
needs to be a Job Description, Person Specification and NHS KSF Post Outline
(Foundation and Full).
Table to Show Job Titles
Pay Band Job Title
2 Health Care Support Worker (followed by designated
Nursing, Midwifery, Allied Health Profession or
3 Senior Health Care Support Worker (followed by
designated Nursing, Midwifery, Allied Health
Profession or Rehabilitation)
4 Assistant Practitioner (followed by designated
Nursing, Midwifery, Allied Health Profession or
Recruitment and Selection
Action 1 will inform recruitment and selection by making it clear what each post
entails, what the essential and desirable criteria of the person are and the detail of the
knowledge and skills required for the post. In particular the underpinning level of
education required for the post will be made explicit using the Scottish Credit and
Qualifications Framework. Collaboration with the four Further Education Colleges in
Lanarkshire (Coatbridge, Cumbernauld, Motherwell and South Lanarkshire) is in
place to ensure opportunities are available for the potential workforce to attain
education to the appropriate level prior to recruitment and selection. Across Scotland
this has been determined as starting from SCQF Level 5 (see Appendix 3) with
opportunities made available to extend learning beyond this level to support career
development within and beyond current role (NES 2009).
Action 2: Recruitment and selection of NMAHP support workers has to involve:
Standardised use of Job Titles, Job Descriptions, Person Specifications and
KSF Post Outlines for each of the three levels of post.
Evidence of attainment of educational level SCQF 5 as a minimum.
Competency based interviews whenever possible.
Inclusion within the Contract of Employment of a clause pertaining to the
need for participation in required learning and development on an initial and
Action 3: In keeping with the NMAHP Student Policy practice placements are to be
determined and agreed on an annual basis for Lanarkshire’s Colleges for students
pursuing programmes of study relevant to becoming NMAHP support workers.
Action 4: Annual recruitment events are to be conducted in collaboration with
Lanarkshire’s Colleges subject to need arising from review of staff turnover and
Building on the above there is a need to describe the development framework for
NMAHP support workers. The development framework is presented in Figure 1
Figure 1: NMAHP Support Worker Development Framework
RECRUITMENT (Strategy & Process)
SELECTION (Standards & Processes)
NMAHP Support Worker Learning & Development Portfolio
Entry 1 Entry 2
Band 3 Foundation KSF 1st Year in Post
SCQF 5 In Job Training
•Health & Safety
•Health & Social Care
>SCQF 5 Ongoing Learning for In Job
FE/HE Route to Specific
Other Opportunities HNC
Personal Responsibility Supported Development Framework
by Organisational Processes (May 2010)
This framework emphasises, within the red triangle, the importance of the foundation
first year in employment for NMAHP support workers. This first year provides the
strong basis upon which lifelong learning and development can build. From the
robust recruitment and selection described above the first year commences with the
induction process at the beginning of which a „learning and development portfolio‟ is
issued. The portfolio is the vehicle through which NMAHP support workers will
retain their records of learning and development throughout their career.
An overview of the induction process is contained within Appendix 9. This induction
process is inextricably linked with the KSF Post Outline (Foundation) and the
ongoing accumulation of evidence of the knowledge and skills required of the post as
practiced within the post during the first year. This of course must be complemented
by in-job training: participating in learning designed to enhance the knowledge and
skills of the support worker. It is intended that the evidence gathered over the first
year will result in the individual NMAHP Support Worker attaining a Certificate in
Working in the Health Sector and/or a Scottish Vocational Qualification Level 2 in
Health or Health and Social Care. This applies regardless of qualifications on entry
and pay band as it ensures consistent evidence for Foundation KSF Post Outlines and
Mandatory Induction Standards (to be implemented nationally by December 2010).
Development beyond the first year is continuous in that knowledge and skills require
to be kept up to date or enhanced through exposure to in-job learning experiences or
programmes of learning required for specific posts. If such learning is a requirement
of the post or to conform to national policy or strategy, this will be provided by NHS
Lanarkshire subject to completion of the required process with appropriate service-
based resource being identified for its provision (Appendix 10). If however further
learning is for personal development then NMAHP Support Workers, like all other
NHS Lanarkshire employees, will require to apply for support through the Further and
Higher Education Policy and Procedures route.
For those NMAHP support workers who are interested in undertaking pre-registration
nurse education, NHS Lanarkshire will continue to facilitate access to the endorsed
HNC in Healthcare Programme as publicised twice per year subject to continued
funding by Scottish Government.
Action 5: In clearly differentiating personal and organisational responsibility for
NMAHP Support Worker development the above development framework is to be
adopted for all NMAHP support workers.
Existing Support Workers
The development framework so far has focussed upon NMAHP support workers as
„new starts‟. However there are many NMAHP Support Workers currently in post
who are beyond this first year of employment. For these support workers, the above
framework is still pertinent in that the expectation is that all NMAHP Support
Workers should hold, as a minimum, a certificate of Working in the Health Sector
and/or the Level 2 Scottish Vocational Qualification in Health or Health and Social
Care. Over 2010 NMAHP support workers who do not have underpinning
qualifications will be issued with a „learning and development portfolio‟ for
completion. Opportunities will made available to register for a Certificate in Working
in the Health Sector and/or the Level 2 Scottish Vocational Qualification in Health or
Health and Social Care with a focus on „giving credit where credit is due‟, that is
recognising the evidence contained within the „learning and development portfolio‟.
The only support workers that will not be expected to commence the portfolio route
are those who will be retiring or leaving by 2012. It is anticipated therefore that by
2012 all existing NMAHP support workers will have attained a work-based
qualification at SCQF level 5 as a minimum utilising other organisational supports
such as Return to Learn programmes as required. This provides a platform on which
subsequent job related learning can be built.
I am a clinical support worker and I worked in Monklands hospital for ten years
which I loved doing. When I was at Monklands I was enrolled in the SVQ2
programme at Bell College. I loved being there learning more about the job I was
doing and also meeting other people, But when I started the course work I was a bit
frightened by studying again and found it quite difficult retaining information but as
time went on I started to enjoy it. It wasn’t always easy but the good thing about it
was you were allocated an assessor who helped me through the course work
especially with writing and spelling as they are not great. I also attended the Big W
for support with my writing and without this help I don’t think I would have been
successful in completing the course. Since then I have learned a lot over the past two
years, for example, I completed my phlebotomy course. I now work in Airdrie Health
Centre I often work independently but with the support of the district nursing team, I
feel I would still be in Monklands if I hadn’t done my SVQ. I am so glad I took this
step to move as I never thought it would happen. I would love to have the opportunity
to carry out my SVQ 3 as I thoroughly enjoyed my previous experience, this I feel
would also boost my confidence, writing abilities and further my qualifications. To be
able to complete the course would be a great achievement and make me very proud as
I did before.
Action 6: The content and timescales outlined above are to be accepted for all
existing NMAHP support workers.
Resourcing the Strategy
There are approximately 1500 NMAHP support workers within NHS Lanarkshire
with numbers projected to rise in incoming years; greater skill mix across the three
levels and pay bands being introduced; and a turnover in the region of 8%. It is
important NMAHP support worker development is adequately resourced and
supported across the organisation. This strategy in being sensitive to patient need for
quality of service intends to be realistic in terms of resource of effort, time and cost at
an individual, service and organisational level.
To support the implementation, monitoring and review of this development strategy,
NHS Lanarkshire has an identified resource of 4.5 wte posts within the NMAHP
Practice Development Centre. Accordingly the NMAHP Practice Development
Centre will continue to lead NMAHP support worker development through:
Ensuring all are aware of the NMAHP support worker development strategy.
Providing guidance and support for the implementation of the induction process
for NMAHP support workers in their first year.
Convening an annual meeting to review the support worker development strategy.
Providing learning and development portfolios to new and existing support
workers (where required).
Continuing to be a City and Guilds accredited centre.
Providing assessment and verification support for the attainment of the Certificate
of Working in the Health Sector and the Level 2 Scottish Vocational Qualification
in Health and Health and Social Care.
Working with managers and others to design and commission appropriate
development programmes beyond SCQF level 5 where required (utilising
Facilitating access to the endorsed HNC in Healthcare programme.
Providing a range of short courses, suited specifically to NMAHP support
workers, within every 6 monthly education programme as published via the PDC
Linking and liaising across the NMAHP community to ensure continued fitness
for purpose of the development framework; to support managers and support
workers within the development framework; and to update on national or other
developments related to support workers.
Maintaining and developing the collaborative linkage with Lanarkshire‟s
Action 7: The above is the output to be expected from the resource available within
NHS Lanarkshire to support NMAHP support worker development.
Following closure of final consultation the strategy will be presented to the NMAHP
Practice Development Board for authorisation for implementation. The NMAHP
Practice Development Centre through and with others will be responsible thereafter
for its implementation. The NMAHP Practice Development Board will be provided
with annual reports on progress or review.
Action 8: This approach to monitoring the strategy is adopted across NHS
In building upon previous development strategies for NMAHP support workers this
document describes quite a different way forward based on a key set of aims,
principles and contextually significant developments. There is a great focus on
vocational (work-based) learning to ensure achievability and sustainability of the
development strategy within current and future economic climates. In so doing the
strategy is current and future oriented building on excellent achievements to date and
will provide a workforce fit for purpose and practice well able to enhance the quality
of care, health and experience of those served by NMAHPs across NHS Lanarkshire.
Dr Marie Cerinus
Director of NMAHP Practice Development
Scottish Executive (2004) The NHS Knowledge and Skills Framework (NHS KSF)
and the Development Review Process. The Scottish Executive, Edinburgh.
SGHWD (2009) Guidance on the Career Framework for Health. Scottish
Government Health Workforce Directorate, Edinburgh.
The Scottish Credit and Qualification Framework (SCQF) Accessed at
The Scottish Government and NHS Education for Scotland (2009) A Guide to Health
Care Support Worker Education and Role Development. NES, Edinburgh.
The Scottish Government (2009) Health Care Support Workers in Scotland
Mandatory Induction Standards. The Scottish Government, Edinburgh.
1. NHS Career Framework
2. NHS KSF and Development Review Process
3. Scottish Credit and Qualifications Framework
4. Scottish Government Mandatory Induction Standards for NHS Health Care
5. NHS Education for Scotland Healthcare Support Workers Education and Role
Development – Definitions and Role Parameters
6. NHS Education for Scotland Healthcare Support Workers Education and Role
Development – Education and Career Development Framework
7. NMAHP Support Worker Development Strategy Steering Group – Terms of
Reference and Membership
8. Support Worker Development – NHS Lanarkshire Progress Review
9. NHS Lanarkshire NMAHP Support Worker Induction Process
10. NHS Lanarkshire Quality Assurance Framework and Assessment of Service
Requirements for Support Worker Development
Scottish Credit and Qualifications Framework
‘Understanding Qualifications: A guide to the SCQF for Employers’
Please use link to access the above leaflet:
Healthcare Support Workers in Scotland
Mandatory Induction Standards
Knowledge and Skills Framework – Public Protection Standard Statements
Health, safety and security Protecting the public from harm and
Being fit (healthy) to work
Maintaining health and safety at work
Assessing risks at work
Reporting incidents at work
Communication Working within confidentiality guidelines
Personal and people development Developing your knowledge and practice
Reviewing your working practice to
improve your knowledge
Quality Contributing to team work
Building “customer” relationships
Managing yourself as a resource
Working within your own limits
Equality and diversity Working in line with the equality,
diversity, rights and responsibilities of
“Whistle-blowing” in cases of harm and
NMAHP Practice Development Centre
NMAHP SUPPORT WORKERS STRATEGY AND DEVELOPMENT GROUP
Terms of Reference
1. Definition of the term “support worker”.
The focus of the steering group will be restricted to those who work as
assistants to nurses, midwives and Allied Health Professionals i.e. NMAHP
2. The title of the group will be as above.
3. The scope and remit of the steering group will be to:
3.1 Clarify the titles of support workers.
3.2 Outline a robust career pathway – roles, career development, job evaluation
and more consistent job descriptions levelled for bandings.
3.3 Agree on learning and development programme(s) to support clinical support
worker roles within a career pathway.
3.4 Consider the recruitment and induction processes for clinical support
3.5 Identify required continuous professional development (linked to KSF).
3.6 Establish working sub-groups to support the scope and remit of the steering
4. Membership – office bearers:
4.1 The chair of the group will be at senior level and will be appointed by the
group every two years.
4.2 Admin support will be provided by the Practice Development Centre.
4.3 The Executive Director of Nursing and Divisional Nurse Directors will be „ex
officio‟ members of the group.
4.4 Other specialised/relevant people will be invited as „ad hoc‟ members as
4.5 Members will be required to nominate a substitute who will attend a meeting
in their place.
4.6 Other membership will include:
AHP Professional Lead
Associate Directors of Nursing: Acute and Primary Care Divisions
Director of NMAHP Practice Development
Director of AHPs
Head of Resourcing
Organisational Development Representative
PDC Facilitators – CSW
PDC Practitioner – CSW
Senior Nurse, Older People‟s Directorate
Service Development Manager
5. The frequency of meetings will be bi-monthly for the first year and will then
6. The group will report on an annual basis to the NMAHP Practice
Development Board and, through the PDC Annual Report, to the SOD
2000 - Commenced Vocational learning programme across NHS
Vision for workforce to gain a minimum qualification at SVQ Level
2 routes – Partnerships with Bell College (UWS) and Motherwell
2004 - team transferred to the Practice Development Centre
2005 – Accredited centre with City & Guilds – all Vocational
qualifications now delivered from PDC
Results to date:
QUALIFIED TO LEVEL 2
2, 0% QUALIFIED TO LEVEL 3
STILL TO DEVELOP
Results to date
Primary care division
QUALIFIED TO LEVEL 2
41, 6% QUALIFIED TO LEVEL 3
456, 62% 81, 11% STILL TO DEVELOP
Endorsed HNC in Healthcare
Aug 04 – present
50 completed Pre-registration
60 50 Candidates completed
Candidates in progress
Totals to May 2008
1,376 support Workers (1,531)
NHS Lanarkshire Support workers - total numbers
Qualified to Level 2
Qualified to Level 3
Still to develop
NMAHP Support Workers Induction Process
NMAHP* support workers in NHS Lanarkshire have a three stage interlinked
1. Completion of NHS Lanarkshire‟s Corporate Induction Programme in the first
two days of employment
2. Completion of a local induction process within the first week of employment
3. Attainment of the national mandatory Induction Standards and issuing of the
Healthcare Support Workers Code of Conduct within the first three months of
This document concentrates on the second part of the above. This part is absolutely
pivotal in connecting the first with the third but more importantly in demonstrating
the welcome to and support of NHS Lanarkshire for its NMAHP Support Workers.
Information on the first part can be found on Firstport and information on the third
part will be available in 2010.
This second part supports the implementation of the NHS Lanarkshire Induction
Policy which states that the key responsibility for inducting a new member of staff
remains with the line manager. The local induction process supports new employees
by making them aware of their role and responsibilities and of the standard of care
that is expected from them. It also raises awareness of support mechanisms accessible
to these new employees while they are employed by NHS Lanarkshire.
Completed local inductions should be retained by the support worker, copied to their
personal file and reported as evidence within the SCN/TL objectives (section 3.5).
Local induction incorporates three elements: general orientation; introduction to care
processes; learning and development.
* NMAHP = Nursing, Midwifery and Allied Health Professions
General Induction Date Provided by
Welcome to the
Complete Start Form and
collect/deal with any
Explain purpose of this
Ensure issue of identity
badge and uniforms
Orientate to local site
Fire safety procedures
Introduce to local team
and other key contacts and
policies on uniform, dress
code, infection control,
Explain shift patterns,
annual and other leave
Explain use of
Providing Care Date Provided by
Explain the care ethos of
the team, issuing the Care
and Compassion Guidance
Introduce to patients
explaining their healthcare
needs and how these are
met emphasising the
Enhancing the patients
Providing safe and
Demonstrate the key tasks
of the person‟s post
showing how they should
be delivered and reported
Patient assessment and
Food fluid and
Documentation of care
Learning and Date Provided by
Discuss Job Description
Explain KSF Post Outline
and PDPR process
Introduce to Mandatory
nominating Work Place
Identify and arrange
participation in appropriate
level of training in:
Moving and handling
Site fire safety
Equality and diversity
* Ideally these should be the same person and one who can work alongside the
support worker for a substantial part of at least the first three months in post
Quality Assurance Framework and Assessment of Service Requirements for
Training and Development Programmes for NMAHP Support Workers
Document to be completed and submitted to Christine Watson (PDC)
Outline of service/role development or required learning programme
Rationale for service/role development or learning programme(Key drivers
(Strategy/Policy); Corporate Objectives; Organisational Values; Health needs; Other
Names of Service Lead/Line Manager and area/department
Details of proposed development and/or learning programme
(must reflect service
need and job
Target group and
numbers per session
and frequency of
How is impact of the
to be assessed before,
during and after the
How will the impact
on service be
How will attendance
be recorded, reported
Resources (Detail all associated costs/funding stream(s) and how these are being met,
for example, how is the programme to be funded? will there be any backfill (for
participants and their supervisors)? If a qualification is expected such as SVQ Level
2/3 or other, how will this be funded? What support is available from the area? What
support is required from PDC?)
Details of Agreement reached:
Signature of Director of NMAHP Practice Development