Aintree University Hospital NHS Foundation Trust – Apprenticeship programme


The introduction of an apprenticeship programme was an ideal tool to provide development opportunities and improve quality and productivity to Bands 1-4 staff. Junior staff are trained the “Aintree Way” and supported in their journey to progress to senior roles.

The Trust’s learning and development team uses feedback to continually adapt and improve programmes. Over the years, this has led to the introduction of additional short courses, access to coaches and flexibility of delivery sessions and training to adapt to the needs of learners and their department.

Tangible business benefits have been seen following the introduction of the apprenticeships. These include:

  • 90% of the 700 staff starting apprenticeships have timely success rates;
  • retention rates for those completing the apprenticeships have doubled;
  • almost 40% of learners report career progression or progression to higher-level study; and,
  • 30% of the clinical apprentices have gone on to complete nursing degrees.

Introducing these apprenticeships has:

  • improved patient care by ensuring apprentices are trained in the Aintree ethos of “getting it right for every patient, every time”;
  • improved literacy and numeracy, surpassing the national NHS standard; and,
  • made staff feel like they are part of the wider hospital team and makes them understand the importance their frontline role plays in ensuring patients have a positive experience.

From this programme, Aintree has been able to grow their nurses. 30% of healthcare assistant apprentices work on the Aintree wards. Most staff live in the local community that they serve and understand the needs of their patients. Apprentices complete short courses to improve their understanding of how to care for patients in a range of areas including end of life care.

About the author

NHS Professionals administrator

NHS Professionals manages the temporary staffing needs of around 66 NHS Trusts across England. An integral part of the NHS, it aims to reduce Trusts’ spending on flexible workers without compromising quality, by providing greater transparency of demand and supplying bank staff at the best possible rate. Its bank of more than 40,000 flexible workers comprises general and specialist nurses, doctors, midwives, admin/clerical , allied health professionals, healthcare scientists, support services among other healthcare professionals.

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