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The fundamental objectives of all training and development will be:

To ensure that all staff have the appropriate skills and knowledge to deliver a high quality service and to ensure that the services meet their desired objectives (Sections 4, 5 and 6) 

To ensure that all training and development is effectively targeted and appropriate in accordance with workforce and business planning whilst evolving to incorporate the new requirements (Sections 4)

To ensure that all staff have equal access to training and development opportunities which reflect the diverse nature of the workforce and service users (Sections 2 and 4)

To promote and encourage a culture of life-long learning through the Continuing Professional Development (CPD).

The Pathology Management Board have ultimate responsibility for training and development of CWPS staff. A quarterly Training highlight report shall be presented to the Board by the Pathology Network Training & Recruitment Strategy Lead. 

All CWPS employees complete an induction process as per Trust and local policies set out in the CWPS Staff Induction Programme Document (TR PG1). The local induction programme is undertaken after the Trust Induction, this includes a checklist which should be completed within the first 4-6 weeks of working. This is undertaken either by the Department Manager, Training Officer, or line manager. The individual should also attend a CWPS Induction Presentation (LQ TP12)

It is the responsibility of all staff to complete the mandatory training requirement for their particular role. These are listed within the “Compliance and Competency” section on Electronic Staff Records (ESR). Training may be completed and assessed electronically or within a classroom session. As an alternative to attending a classroom session or completing e-learning, some of the Mandatory Training topics can be updated by completing an assessment in the Mandatory Training Assessment booklet; details can be found on TrustNav

Employees are responsible for maintaining a record of all training completed within their personal training portfolio. Mandatory Training will be monitored overall by the Pathology Management Board and also reviewed annually by Department Managers during staff Personal Development Review (PDR).

2.1 Training Records

All CWPS employees should complete their department training competencies according to their role, signed competency records are to be kept in CPD folders.

Department Training Managers should record competency completion dates within the Competency Status Summary spreadsheet (QP Document reference BT TR 38) and notify staff within their departments when re-assessment is due. For monitoring purposes, the percentage of staff with in-date competencies shall be reported to the Training Committee on a monthly basis.

For further information on Competency Assessment please refer to the Policy and Procedures for Competency Testing in the Coventry and Warwickshire Pathology Network (document reference TR PO2) 

2.2 Monitoring Training Competency

The training section managers must report monthly overall percentage competency figures derived from updated spreadsheet BT TR 38 for Biomedical Assistants (BMA) and Biomedical Scientists (BMS). These are monitored at the monthly Network Training & Development committee and at Pathology Operational Board.

It is a requirement of the Health and Care Professions Council (HCPC) for registrants to participate and provide evidence of CPD. Compliance is randomly monitored by the HCPC upon registration renewal every 2 years. CPD is also audited internally to meet requirements set by United Kingdom Accreditation Service (UKAS). Staff should record any CPD activities on the appropriate form (TR LF4).

Scoping of training and development requirements will be embedded within PDRs conducted annually. 

4.1 Personal Development Review (PDR)

Staff training and development needs/requirements are to be discussed with line managers during PDRs; requests for further training and development as set out within the individual’s Professional Development Plan should be raised for consideration/approval by Discipline Managers according to the individual’s role, service needs and available resources. Following a decision, the appraiser shall feedback to the individual who has made the request. Where there are multiple requests for a small number of places, departments should collate expressions of interest and complete a fair selection process.

Line managers should signpost staff to available training and development opportunities set out within the approved list of internal and external training courses for their department (These are set out in Table 1). For those in supervisory or management roles, completion of required training as set out in the document CWPS Management Training Programme Overview (TR PG9) should be discussed and agreed according to the individual’s role.

The Biomedical Science Career Map (TR ST2) can be used to highlight training and development options for laboratory staff.

Table 1: Approved Department Training Lists

Department	Q-Pulse Document Reference
Biochemistry & Immunology	CB TP14
Haematology	HA TP22
Blood Transfusion	BT TR57
Bacteriology	MI TR14
Virology & Molecular Pathology	VI TP22
Cellular Pathology	TR PG8

Staff involved in the delivery of training will be required to have the relevant skills and knowledge in the area and to have an input into assessments. Staff conducting appraisals must have undertaken the required training.

Approval for attendance at external courses will only be considered on completion of ALL mandatory training.

4.2 Workforce Planning

Alignment of service requirements and skill mix is monitored to incorporate local, regional and national service plans ensuring a flexible and sustainable workforce. Training related items from the following sources shall be considered by the committee when planning workforce training and development requirements

Minutes from discipline boards & Trust forums, 
External professional body/University liaison groups
UKAS non-conformity reports

The committee shall request all departments to outline through Annual Management Reviews the following:

workforce requirements, forecast staffing per role/band, 
additional knowledge and skills identified through PDRs, 
any major service changes resulting in requirements for additional staff education and training

The scoping of available resources, implementation, delivery and monitoring are the responsibility of the Pathology Network Training and Development Committee. The committee shall seek approval from Pathology Management Board on all policies/strategies and shall report on progress to the board on a Quarterly basis. A brief update is also provided to Clinical Diagnostics Group Meeting quarterly.

4.2.1 Training Visits / Work Experience

CWPS supports short visits to the organisation from those who get in touch to gain information and awareness. Laboratory tours of approximately 1 hour duration are encouraged and are coordinated via contacting a member of the training committee. 

Where there is a requirement to visit high risk exposure areas such as the Bacteriology department this must first be approved by the Microbiology Department Manager.

The network is unable to support requests for work experience however the Pathology department actively participates in the Career Taster Events arranged and hosted by UHCW. All requests for work experience should be signposted to attend this event by contacting the below email address workexperience@uhcw.nhs.uk

4.3 Training Planning and Delivery

There are key members of staff who have overall responsibility for training and development within the organisation:
Department Managers have overall responsibility for allocating and ensuring that suitable training is provided to staff within their departments. Clinical leads have overall responsibility for ensuring that suitable training is provided for candidates who are completing the Scientist Training Programme Scientist Training Programme (STP) and Higher Specialist Scientist Training Programme (HSST).

Department Managers are supported by the Training Section Managers within each discipline who oversee the training within their departments and may undertake the following roles:

• Constructing a department training policy
• Responsibility for training within the sections of their department
• Coordinating training by liaising with staff members and managers within the Sections in order to determine necessary training for specific roles and how this shall be achieved.
• Reporting and monitoring of overall laboratory staff competency assessment monthly to the Pathology Network Training Committee.

The Training Section Managers will also provide support and guidance for those staff undertaking external qualifications e.g. IBMS qualifications including the Registration portfolio for the Certificate of Competence and the Specialist Diploma.

The Training Section Managers will:
Liaise with the professional body, the Institute of Biomedical Sciences (IBMS) to ensure department approval for delivery of Pre and Post registration training.

Support the development of required in house competency assessments and ensure all paperwork is within the specified agreed format and that competency is assessed at regular intervals to meet requirements for the UKAS ISO 15189 standard.

Ensure all staff have access to further training needs arising from the competency assessments
Support the Pathology Network Training Committee to organise and liaise with local universities for hosting and supporting placement students.
Liaise with the Department Manager to review staff members’ progress and development

Delivery of approved training across CWPS involves a close liaison with the professional body the Institute of Biomedical Sciences (IBMS). The aims of this body are to promote and develop the role of Biomedical Science within healthcare to deliver a quality service for the patients. The IBMS provides multiple qualifications for all grades throughout their careers.

The laboratories offering these qualifications must achieve appropriate training approval with the IBMS (Pre-Registration or Post-Registration) prior to delivery of training.

Registration with the Health and Care Professionals Council (HCPC) is a statutory requirement for Biomedical Scientists and Clinical Scientists in order to practice within their role. The aim of the HCPC is to protect patient safety by assurance that registrants meet required standards of proficiency.

In order to join this register the individual needs to hold the correct academic qualification for their profession and undertake a period of laboratory training successfully. Once registered, they need to maintain this by demonstrating continued adherence to the standards of proficiency and appropriate CPD. 

CWPS employees are required to meet the necessary training and competency requirements associated with their role.

5.1 Pathology Management

The CWPS management training programme is set out in the document CWPS Management Training Programme Overview (TR PG9). Individuals should discuss and agree the training requirements according to their role with their line manager during PDR. 

All training competency documents and associated evidence must be kept within personal training folders.

For those within an operational management or supervisory role there is an option to complete a formal Leadership and Management qualification i.e. Level 3 Diploma in Leadership & Management. These formal qualifications are delivered as apprenticeships; further information can be found on the Hospital TrustNav website or by contacting a member of the CWPS network training team. 

5.1.1 Leading Together Programme

The host Trust supports CWPS training and development by offering places on the bespoke Leading Together programme. There are different levels according to role requirements,

Hospital Leaders – Lead multiple services and have a corporate portfolio for example Chief Officers; Clinical Directors; Group Managers; Modern matrons, Directors, Assistant/Associate Directors etc.

Service Leaders – Lead a service and report to a Hospital Leader for example Assistant Group managers, Service managers, Ward Managers; Consultants etc.

Team Leaders - Lead teams and report to a service Leader e.g. Team Leaders, Supervisors, Charge Nurse/Sisters

Aspiring Leaders –A course for future leaders, bespoke content designed to build competence and confidence in preparation for a future leadership role.

Staff interesting in completing the programme should discuss with their Line Manger and Training Section Manager. Entry onto the programme requires a nomination by Department Managers. 

5.1.2 Lean for Leaders

This programme is completed as an introductory session with 5 subsequent workshops. Support must be agreed by Department Managers and candidates are to book their own places via the learning section on ESR.

Please note that as of February 2019 it is mandatory for those appointed at Band 6 and above (both Internal and External) to complete the lean for leader’s programme within 2 years from the start date of their new post.

Further information on Apprenticeships and Leading Together and Lean for Leaders can be found on Hospital TrustNav website or by contacting a member of the CWPS network training team. 

5.2 Administration & Clerical

Administration and clerical (A&C) staff complete necessary induction, and also training and competencies required for their role. These include the following:

Competency assessment for Pathology Reception (AD CA3)
Pathology Office A&C Staff Competency Based Training Record (AD CA1) – For Medical Secretaries
CWPS Management Training Programme Overview (TR PG9) - For those in supervisory or managerial roles.

Records of completed training should be kept within personal training folders.

Formal Business Administration qualifications and Leadership and Management Qualifications can be completed through an Apprenticeship programme; further information can be found on the hospital TrustNav website. Approval to complete these courses must be agreed by the relevant service/department manager; all mandatory training must be up to date.

5.3 Biomedical Assistants

Biomedical assistants (BMAs) complete the necessary induction training as indicated within standard operating procedures. Competency assessments are undertaken in each department according to local requirements and are recorded within personal training records.

5.3.1 Level 2 Healthcare Science Assistant Apprenticeship

The level 2 apprenticeships have been implemented from November 2019 to provide enhanced scientific technical skills supporting the development into more senior BMA roles. Existing network BMAs are supported to complete the apprenticeship framework by an external provider sourced via a competitive tendering process. CWPS works with the provider, CSR Group Scientific Training; delivery of the apprenticeship programme is through an agreed Implementation Plan (TR ST4)

The 3 main elements of the apprenticeship framework are as follows:

National work-based Standard Level 2 Healthcare Science Assistant ST0218–  Provides a concise summary of the specific job role and skills covered by the apprenticeship
Qualification: Pearson BTEC Level 2 Diploma in Healthcare Science (Qualification number 603/0626/9).
End Point Assessment (EPA): Delivered by an independent provider who has not delivered the training or assessment and who is on the national EPA provider register.

It is a government requirement that all UK apprentices are supported by 20% off the job learning time to complete the programme. Further information can be found online on the Department of Education/Education & Skills Funding Agency website.

This is a nationally recognised framework and so upon successful completion candidates are eligible to register with the Academy of Healthcare Science (AHCS).

The BTEC Level 2 Diploma is comprised of minimum 40 credits (14 mandatory and 26 optional credits). The Network training committee have reviewed the content and agreed the following preference for the optional modules as set out below:

Mandatory Modules
1    Healthcare Science Services
2    Employee Rights, Responsibilities and Personal Development in Healthcare Science
3    Working in Partnership in Healthcare Science
4    Investigating, Treating and Managing Human Disease and Disorder
5    Working Safely in the Healthcare Science Environment

Optional Modules
8    Enzymes and Cells in the Human Body
9    Introduction to Human Cell and Tissue Structures
12    Causes and Spread of Infection
19    Using a Specified Test for a Biological Sample
21    Introduction to Anatomy and Physiology
32    Maintaining Quality Standards in the Health Sector
41    Working within a Reception Service in Healthcare Science
44    Accessing, Registering and Inputting Batch/Sample Data in a LIMS under Supervision
46    Store Biomedical Specimens and Samples

Introduction to Laboratory Practice

The duration of the programme is approximately 14 months whereby candidates gather evidence required to meet the work-based standard and submit assignments necessary for achievement of the qualification. 
The provider appoints a designated assessor who attends 1 day every other week to deliver the academic content; all required assignments are submitted and assessed through the OneFile e-portfolio system. 

Candidate progress and 20% off the job learning time is monitored by the provider who submits a monthly report to CWPS. Issues and feedback are discussed on the agenda of the monthly Network Training & Development Committee.

BMAs who wish to complete the qualification should inform line managers and training leads, candidates are nominated if they meet the required selection criteria and places are approved/allocated by Department Managers. Where there are multiple requests for a small number of places, departments should collate expressions of interest and complete a fair selection process.

5.4 Phlebotomy Training

Phlebotomists within CWPS will be required to complete a 12 month training package which aims to make trainees fully competent in all aspects of the Phlebotomist role.

The CWPS Phlebotomist venepuncture competency (PH CA7) is re-assessed annually; updated sign off is recorded within staff personal training records along with other non-core competencies for the Phlebotomist role. All mandatory training is recorded on ESR.

Those in supervisory or managerial roles must complete CWPS Management Training Programme Overview (TR PG9) training record according to their role as set out in Section 5.1

Phlebotomists may wish to register as members of the National Association of Phlebotomists (NAP). This professional body offers relevant courses and workshops. Membership is not a mandatory requirement of CWPS.

5.5 Mortuary Training

CWPS supports candidates to complete the Mortuary qualification - The Royal Society of Public Health Level 3 Diploma in Anatomical Pathology Technology (APT); they may subsequently progress into more senior roles following completion of the APT Diploma.

Competency is assessed according to Standard Operating Procedures and recorded within a Practical Assessment Diary.

5.6 Biomedical Scientists

It is a legal requirement for anyone using the title 'Biomedical Scientist' in the UK to be registered with the HCPC.

Trainee Biomedical Scientists

Trainee Biomedical Scientists who have completed an IBMS accredited or HCPC approved honours degree will complete clinical laboratory training competencies alongside the IBMS Registration Portfolio. The portfolio provides the required evidence to demonstrate that the trainee meets the HCPC standards of proficiency in training, conduct, performance, ethics and continuing professional development (CPD). Candidates are assessed by an external IBMS assessor and are awarded their IBMS certificate of competence which is necessary to achieve HCPC registration. 

During the training period for the Registration Portfolio the Training Section Manager will oversee the progress of the portfolio and will be the first point of contact for any issues. Monthly reviews will be carried with the training section manager or an appropriately qualified member of staff, where evidence shall be reviewed with feedback and key objectives set (TR LF8 CWPS Portfolio Progress Monitoring Form) 

A learning contract (TR LF7 CWPS Learning contract) must be signed and kept within personal files.

There are a range of competence and assessment methods depending on the individual and portfolio requirements. For example, direct observation, written questions and answers, verbal questions and answers. The trainees must rotate around the required areas within the laboratory and achieve the necessary level of competence according to the portfolio undertaken and compile a portfolio of evidence demonstrating competence. This will be signed by either the Training Section Manager or an appropriately qualified member of staff.

5.6.2 Placement Students

CWPS supports the clinical training and completion of the IBMS Registration Portfolio for Year 2 Biomedical Science students in partnership with Accredited Universities.

Student placements run for a period of 46-52 weeks and begin around August-September each year. Specific details and start dates are agreed with each department training lead, university and student. The students are asked to work 37.5 hours, 9-5 Monday to Friday and are allowed up to 4 working weeks annual leave. Any annual leave should be confirmed well in advance, however leave should not be denied as placement students are supernumerary. 

Between January and February of each year, the department managers and training leads feed into the training committee agreed placement provisions for the coming year. This is then communicated to local universities (Aston, Wolverhampton and Coventry) as part of the IBMS West Midlands Training Officer South group meetings. Following an internal selection process, university placement leads then feed through all student applications to a nominated member of the training committee on an agreed date. 

The applications are filtered based on set criteria and a number of candidates are invited to interview for a Pathology placement trainee post. The interview panel consists of 2-4 members of staff and includes training leads from the different pathology disciplines. All candidates are asked a series of questions and scored based on their answers. The highest scoring candidates are those offered the available positions. Discipline preferences are taken into account when making placement offers.

Once an offer has been accepted, honorary contracts and ICT request forms are completed for each student by an agreed member of the committee and emailed to ICT and resourcing departments. Resourcing contact each student and arrange for necessary HR and occupational health checks, similar to the process for all new starters. They also book all students on to the trust induction for the agreed start date. Attendance to a CWPS induction is arranged by the training committee. 

In order for universities to validate the placements, they require confirmation from CWPS that a student has been offered a placement, completion of relevant forms and evidence of our insurance. These are emailed for each student and are usually completed by the committee member responsible for interviewing and arranging honorary contracts. 

Whilst on placement, each student will have a university placement tutor who will visit twice over the year’s placement period. They will contact the relevant training lead early in placement process to introduce themselves and ensure the student completes the university’s placement learning agreement where applicable. The student is provided with their own IBMS registration portfolio by the university and following completion, verification is arranged via the university placement leads. In addition to one half days study a week, the students are also required to attend placement portfolio workshops hosted by the local universities. These run on 7 separate dates throughout the year and relevant training leads should be made aware of these in advance by the student  as soon as dates are confirmed. 

Placement end date is at the discretion of the training lead and can be earlier than planned if the training lead and student are happy that verification and training is complete. Discussion should be had with the relevant university placement lead before an end date is confirmed to ensure that the minimum number of placement weeks have been completed taking into account any annual leave. 

A record of annual leave or sickness days should be kept by the relevant training lead as this information may be requested by the trust or university.

5.6.3 Biomedical Scientist

The continuous professional development post registration is achieved by the following:

1). Completion of the IBMS Specialist Diploma. Candidates must be members of the IBMS. The IBMS Specialist Diploma is available in the following disciplines:

• Cellular Pathology
• Clinical Biochemistry
• Clinical Immunology
• Cytopathology
• Haematology with Hospital Transfusion Practice
• Histocompatibility & Immunogenetics 
• Medical Microbiology
• Transfusion Science
• Virology

It is also available as a modular, multi-discipline Diploma of Biomedical Science - Blood Sciences (Further information is available online on the IBMS website).

CWPS supports candidates to complete the Specialist Portfolio to enhance specialist knowledge; support includes the portfolio fee and designated mentor to review portfolio evidence, requests can be raised with line managers and Training Section Managers; support must be agreed by Department Managers.

Portfolio candidates must complete and sign a Learning contract (TR LF7 CWPS Learning contract)

2). Ongoing rotation around the laboratory to ensure development of practical skills and knowledge to update training and competency where new methodologies and process changes have occurred. During these rotations training and competency re-assessments are undertaken. 

3). Attending CPD presentations delivered internally by various personnel including external companies on a wide range of relevant topics. Attendance is subject to laboratory staff availability and is at the discretion of line managers. In addition to scheduled talks and presentations CPD is expected to be undertaken by staff in their own time and records to be maintained as a requirement of their continued HCPC registration.

4) Completing the IBMS Higher Specialist Diploma (Refer to section 5.6.4.1)

5.6.4 Specialist Biomedical Scientist

 The continuous professional development of a specialist BMS is achieved by:

1) Ongoing rotation around the laboratory to ensure development of practical skills and knowledge to update training and competency where new methodologies and process changes have occurred. During these rotations training and competency re-assessments are undertaken. 

2)  Attending CPD presentations given by the Clinical staff and relevant external companies and also maintaining personal CPD portfolio.

3)  Identification of ‘specialist’ training and or attendance on external courses as set out within Department Approved Training Lists (set out in Table 1) and CWPS Management Training Programme Overview TR PG9. These should be identified and defined annually and recorded within Professional Development Plans through PDR.

Specialist Biomedical Scientists are encouraged to put into practice new organisational and management skills by taking on agreed responsibilities within the laboratory. This serves to build confidence and experience and to develop staff both personally and professionally.

5.6.4.1 IBMS Higher Specialist Diploma (HSD)

This qualification is achieved by completion of a Portfolio of Experiential Learning (PART A) submitted and assessed by the IBMS, followed by completion of four Examinations (PART B). Entry to the examinations can only be granted upon passing the Portfolio PART A. The Master’s Level qualification demonstrates a high level expert knowledge, skills and competence required at to work at a senior level  

Entry Criteria for the HSD: 
Candidates must hold Membership class of Member or Fellow 
Have developed skills and theoretical knowledge to a very high standard and be performing an in-depth highly complex role, 
Continuously developing clinical, scientific or technical practice within a defined field
AND/OR Have management responsibilities for a section/small department or be largely involved in research and development.

The qualification can be completed in one of the following disciplines:

• Cellular pathology
• Clinical chemistry
• Cytopathology
• Haematology
• Immunology
• Leadership & management
• Medical microbiology
• Transfusion science
• Virology

Staff who are interested in completing this qualification must meet the entry criteria.

CWPS supports experienced BMSs to complete the qualification in an agreed subject area. Candidates must have an assigned mentor and will complete the following documentation:

TR LF18 Learning Contract for the IBMS Higher Specialist Diploma
TR TM6 IBMS Higher Specialist Diploma TRAINING PLAN
TR PG9 CWPS Management Training Programme Overview

Approval to complete the qualification must be agreed by the Department Manager.

5.6.4.2 IBMS Higher, Expert and Advanced Qualifications

The IBMS have established Higher and Expert and Advanced Qualifications suitable for career progression within specified Pathology Disciplines. Further details can be found within the education section on the IBMS website.

Interested candidates would need agreed support from their line managers and department managers to complete these qualifications.

5.6.5 Trainee Section Managers

Experienced Biomedical Scientists wishing to progress into more Senior/advanced Biomedical Scientist roles may apply for a Trainee Section Manager post. Following successful completion of the following role requirements candidates shall automatically progress into their designated Band 7 Section Manager Role:

• IBMS Higher Specialist Diploma – Portfolio PART A and Examinations PART B
• CWPS Management Training Programme Overview (TR PG9)

5.6.6 Section Managers

Biomedical Scientists in management roles are encouraged to develop professionally, both within their scientific and technical expertise and also in the application of their leadership and management skills to specialist service areas for example:

• Health & Safety
• Laboratory Performance
• Information Technology
• Training and Development
• Quality Management
• Project Management
• Finance and budgeting
• Recruitment 

There are training opportunities for example workshops to support managers within these specific aspects but also through completion of Trust bespoke ‘Lean for Leaders’ and ‘Leading Together’ programmes (refer to Pathology Management section 5.1). 
 
Senior Biomedical Scientists who are practicing on the bench must ensure their personal competency assessments remain up to date.

5.7. Clinical Scientist Training | 5.7.1 Scientist training programme (STP)

STP training involves a 3 year programme comprised of a part-time Masters degree plus associated work placement relevant to the chosen scientific themed pathway, with completion of competencies assessed via the OneFile e-portfolio system.
Candidates are appointed to a 3 year fixed term Band 6 contract at the host provider Trust. 

Direct entry STP posts are advertised and funded nationally; applications are completed online. Following shortlisting, the recruitment process is organised nationally. Candidate selection occurs following interview at national assessment centres. 

Where an agreed service requirement has been identified, the In-service STP route is also available; an internal candidate already in post will enter onto the programme. In this scenario the salary is paid by CWPS. A request for a training post will be submitted to Health Education England Midlands & East area office to achieve funding for academic course fees. There is still a requirement for a CWPS employee entering via this route to attend assessment centres to ensure national consistency. 

Funding is provided for travel and accommodation expenses for conferences and other training courses for both the direct and in-service routes.

Training is overseen by the designated Training Officer – refer to UHCW Guidance to Support the Delivery of STP for further information.

After gaining certificate of completion, an STP candidate is eligible for HCPC registration as a Clinical Scientist.

There are also 2 other possible entry routes:
The academy of Healthcare Science certificate of Equivalence OR
The IBMS certificate of attainment (Experiential Route)

5.7.2 STP Workplace Rotation arrangements

The STP programme incorporates a broadened awareness of other Healthcare science disciplines. Therefore rotational elements may need to be completed external to the candidate’s host department or Trust. Terms and conditions for this temporary arrangement can be found on Q-pulse within the Honorary Agreement document (TR MSC24).

Short rotations/visits from STP trainees in non-Pathology departments at UHCW are sometimes required for example Reproductive Science Trainees are required to complete Pathology related competencies and require a short rotation into Histopathology; arrangements are made by the Training officer’s within the relevant departments.

5.7.3 Higher Specialist Scientist Training (HSST)

HSST is a five year work-based and doctoral level programme for Clinical Scientists, which includes competency assessments on OneFile, completion of FRCPath examinations and doctoral level academic component. Curriculum has been established by the Royal College of Pathology in association with professional bodies. Similar to STP, candidates are recruited nationally or via the in-service route. Funding is provided for training courses and expenses for both the direct and in-service routes, but the salary (AfC Band 7) is funded by CWPS.
Further information is available online at the National School of Healthcare Science website, including information on The Academy of Healthcare Science HSST Equivalence route. 

Following successful completion, the Individual will be eligible to apply for available Consultant Clinical Scientist posts. 

5.8 Clinical Scientist non HSST

These members of staff follow the training as per Royal College of Pathologists examination process. Further information is available online at the Royal College of Pathologists website.
Please also refer to TR ST3 Career Map – Clinical Scientist
Monitoring and Evaluation of Training and Development 
The principle behind evaluation of any learning event is validation that the learning outcome has been achieved. This may be by certification for external courses, e.g. Registration/Specialist Portfolio, BSc and MSc courses. 
Internal courses would also be evaluated to ensure that the overall purpose of the event has been achieved and to justify any investments made.

After any course, staff should feedback informally to the individual’s Training Officer.