Post Registration Career Framework

Masters in Clinical Practice

Masters in Advanced Practice

Expert Practice

Specialist Practice

Generalist Practice

Novice Practice

Service Need

Analysis

Education/Development

On-goingCompetence

Review/ Revalidation

Role Evaluation

New StaffRecruitment

Development Need

Analysis

WorkforceSkill-mixAnalysis

CompetenceAssessment

Advanced Practice

Role Expectations

Agreed

AdvancedPractice

PostEstablished

Education/Development

CompetenceAssessment

Existing Staff

Non- Advanced Practice Roles

www.advancedpractice.scot.nhs.uk

Support Worker – level 1

Registered Practitioner – level 5

Assistant Practitioner – level 4

Senior Support Worker – level 3

Support Worker - level 2

More Senior Staff – level 9

Consultant Practitioner – level 8

Advanced Practitioner – level 7

Senior Practitioner – level 6

SCN/CQI Project

Advanced Practice Toolkit

Early Clinical Career

Fellowships

Consultant NMAHPs Clinical Academic

Careers

Scottish initiatives to support the Nursing Career Framework

‘Effective Practitioner’

Flying Start NHS

SCOTLAND

Pre-registration degree level preparation

5

6

7

8

9+

Level

WIDE ENTRY GATE

Consolidation of practice

Careers in: generalist/ specialist clinical posts, academic and teaching posts.

Continued education in 4 ‘pillars’:• Clinical/Professional Practice • Leadership and Management • Facilitated Learning & Development• Research

Registration

Careers in consultant, senior and strategic level roles, senior clinical academic and academic/research posts.

Continued education in 4 ‘pillars’ plus (where appropriate)• Strategic service development• Corporate skills/responsibilities

Overview of the career framework

Graduate and post graduate

level study

Post graduate to doctorate level study

Advanced Practice

Careers in advanced generalist/ specialist roles, ward manager posts, management, education and research posts.

Continued education in the 4 ‘pillars’

Career Advice

WALES

ENGLAND

ENGLAND

Health and Wellbeing

Elements; public health mental health

promotion, community

development, health education, health protection, health screening

and so on.

Current workforce context; likely to include some aspects of practice nurse

roles, maternal and child care, health visiting and occupational nursing services

and include community development initiatives such as Sure Start

Future workforce characteristics, competencies and attributes;

community development activity, tackling inequalities, delivery of ‘wellness’ care,

screening and health education knowledge of population demographics

and epidemiology

Elective, Urgent and Critical Care

Elements would be currently recognised as elective

surgery, critical

interventions crisis

intervention, rapid

response and

emergency care

Current workforce context; Likely to include accident and emergency nursing, some aspects of treatment room

nurses, day procedure, acute care at home teams (ACAHT), general medical wards, mental health intensive and high

dependency care, critical maternity intervention

Future workforce characteristics, competencies and attributes;technological know how, safety and quality

practices, early recognition capacity and critical intervention skills.

Continuing Care and Support

elements would be currently

recognised as the care of

children with complex needs, end of life care,

severe and enduring

mental illness, chronic disease

management, dementia

services and challenging

behaviours .

Current workforce context; Likely to include palliative care nurses,

respiratory nurse specialists, community psychiatric nurses, cognitive behavioural

therapists, stroke nursing services and district nursing services

Future workforce characteristics, competencies and attributes;

self-care promotion, technological application, co-ordination of care, information management,

end of life care and so on

NORTHERN IRELAND

Masters in Clinical PracticeMasters in Advanced Practice

• Available to practitioners across the breadth of clinical practice experience (exit with SPQ)

• Available to practitioners working at Advanced Level

• Skills escalator approach• Linked to workforce planning• Allow employers to develop local solutions to

meet training and development needs- experiential learning

• Learning outcomes matched to patient need