AHP Band 5 Regional Recruitment

Professional Provider Perspective

Physiotherapy

The overall aim of the selection and appointment process should be to obtain, at the minimum cost, the number and quality of employees required to satisfy the human resource needs of the Trust.

WHSCT Selection & Appointments Policy

Recruitment & Selection

Personal Statement - HPAT Ulster – University Interview – Assessment Centre

Universities are increasingly moving to select students on the basis of a wider set of objective criteria than academic results alone. The use of a purpose-designed admission test assists in the process by providing evidence of skills and abilities that are not directly measured by academic results, but which are also very important to the work and effectiveness of a student and later practitioner in the health professions.

Broadening the selection criteria to include performance on a test of reasoning and communication ability provides a means of recognising and valuing qualities and skills that are not specifically demonstrated in academic results. Skills in communication and understanding of people, as well as teamwork and information handling, are seen as essential attributes of a successful health practitioner.

(HPAT Ulster Leaflet)

One Step in a Process?

PT Regional B5 RecruitmentLed and supported by HR-recruitment Management; Section 75 Equality Criteria – this process has been equality screened with no issues found. Sex, marital status, perceived religious affiliation, political opinion, race, ethnic origin,

disability, age or sexual orientation

As such, the 5 Heads of Physiotherapy Service are confident that B5 Physiotherapists are appointed on the basis of merit in relation to the personnel specification developed for the post;- Skills in communication and understanding of people, teamwork and information handling and their knowledge of core topics of B5 Rotational Physiotherapy practice.

Probationary Period6 months supervision, support, training and review in practice.- To date there have been no issues identified across the 5 Trusts with the standard of those offered posts in relation to this selection process.

Ecomomies of Scale

NOTE – 5 Apples V 1 Apple

Cost Implications

2015 Belfast Northern South Eastern

Southern Western

Upper # of Applicants interested in each Trust

143 85 106 98 59

1 advert V 5 adverts £766 £~1500 No shortlisting V 5 shortlisting's £0 £816 (17h x

B7) HR x 5 V BSO £? £?

Interview Panel costs pre-Regional# of

preferences13 Interviews

x 30m per day

Panel Hours3 X B7

£16/h

Belfast 143 11 248 3968

Northern 85 7 158 2528

South Eastern 106 9 203 3248

Southern 98 8 180 2880

Western 59 5 113 1808

Total 902 h £14432

Panel costs post-Regional

# of candidates

Reps at Test

Centre

B7 Reps at Marking

Hours(2 days)

£16/h£22/h

£ Mileage

214

Belfast 1 1 15 285 90

Northern 0 1 15 240 149

South Eastern

0 1 15 330 90

Southern 0 1 15 330 0

Western 0 1 15 240 146

Total 214 1 5 75 h 1425 475

Pre-Regional – 0.4Lesser number of questions. All developed by a panel of 3;

- Opportunity for disclosure of questions by candidates across a range of days.

Post-Regional – 0.6Each trust develops it’s allocated sub-speciality set within a tight cohort group of Team Leads and Clinical Specialists (B7’s and above) in that sub-speciality; confidentiality is maintained.

Questions are scrutinised regarding; target level and ambiguity.

Situational Judgement Test – 0.8There is room for quality assurance from a recognised external agency to enhance the validity of this process further;

Panel / Assessment Questions

WHSCT Physiotherapy Staff Turnover; 02/12 – 01/15 (headcount)

Workforce Planning Issues

WHSCT Band 5 Band 6 Band 7 Total

Permanent 12 10 6 28

Temporary 24 13 5 42

Total 36 23 11 70

WHSCT Physiotherapy Staff Turnover; 02/09 – 01/12 (headcount)

WHSCT Band 5 Band 6 Band 7 Total

Permanent 20 28 2 50

Temporary 24 9 2 35

Total 44 37 4 85