Janet Hanley
R&D Manager
NHS Lothian

Universities
 2001 RAE- NMAHP subject groups did badly
 Compared with other subjects NMAHP departments had high teaching loads, little time for research and few senior academic posts
NHS
 1980s onwards committed to evidenced based care
 From late 1990s onwards increasingly organised in approach to clinical research
 Became obvious that research activity/ output very unbalanced with little research activity/ evidence to support some aspects of clinical care (NMAHPs, primary care, health service delivery)

Why does the NHS not just commission clinical research from
Universities?
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Clinical research agenda is largely developed from the bottom up
Effective clinical research studies bring together
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 good science creative thinking
Knowledge of how things work in a clinical context the ability to be enterprising within a large organisation
The evidence is that this is easier to achieve when there are some individuals working across clinical academic boundaries over sustained periods
More interesting jobs

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1994 – The CSO Nursing Research Initiative (now NMAHP research unit)
2002 – Choices and Challenges
2004 – AHP Research and Development Action Plan
2004 - The Research Training Scheme 6 post-docs and 6 PhD students
2004 – NMAHP Research Consortia
2004 – UKRC – Walport Report – Research Career Pathways for doctors and dentists in training
2007 – SCREDS – Research Career Pathways for medical staff
2007 – UKCRC – Finch report - recommends Nursing Research Career
Pathways – funded in England
2008 – The Advanced Practice Tookit (SGHD)
2008 – RAE Results
2008/9 – Lothian CARC drafted and shared with NES
2009 – NMAHP Leaders Day focussing on NMAHP Research and Development
2009 – NMAHP Clinical Academic Career Pathway Consultation Events
May 2010 Lothian CARC launched
October 2010 National NMAHP clinical academic career framework

 Informal collaboration to draft proposal for implementation of the Finch report recommendations in Lothian. Working group led by James Law and Andy
Peters
 Approached NES with draft in October 2008
 NHS Lothian R&D agreed 50% funding in 2009
 NES and the 3 university partners agreed remaining funding
 Scheme formally adopted by NHS Lothian in 2010 and launched in May

Career Framework for Health
More Senior Staff – level 9
Consultant Practitioner – level 8
Advanced Practitioner – level 7
Senior Practitioner – level 6
Practitioner – level 5
Assistant Practitioner – level 4
Senior Healthcare Support Worker – level 3
Healthcare Support Worker - level 2
Support Worker – level 1

 Four levels relating to career framework for health
 Masters (level 5)
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PhD student (level 6)
Post doctoral (level 7)
 Advanced (levels 8 & 9)
 Only levels 6 & 7 included within current funding as time limited training posts
 Embedded within the clinical services and academic departments, who must work in partnership
 Some funding for independent evaluation

 3 demonstration sites
 Partnership between a clinical area, a partner academic department and potentially others
 Each demonstration site will get funding for
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 one senior practitioner (PhD student – 5 years) one advanced practitioner (post doctoral – 3 years in first instance)
 Both will be 50% academic, 50% clinical
 Funding 50% clinical service, 50% CARC scheme
 NHS contracts and appropriate academic status within partner institutions

 1 demonstration site appointed (ICU/ U of E)
 Second call for applications closes tomorrow
 Issues/ opportunities
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Some interesting partnerships developing – some at too early a stage for this call
Some clinical research interests are not within the priorities of any of the partner academic departments and vice versa
 The NHS Lothian recruitment freeze has limited the pool of candidates to existing NHS Lothian staff at the present time, so the potential for the scheme to attract in talent cannot be explored.

 Pressure for these 3 demonstration sites to be successful
 REF
 Nurturing other partnerships
 Financial climate
 NHS support funding vs FEC
 Sustainability – although there is a national framework there will not be a national scheme
 How do we develop posts for career development?
(levels 8&9/ permanent posts?)

 Additional slides for discussion if required
 NIHR multi-professional career pathway
 Draft Scottish NMAHP career pathway
 Steering group

 Andy Peters
 Juliet MacArthur
 Janet Hanley
 Pam Smith
 Shona Cameron
 Catriona Kennedy
The programme is managed through the Edinburgh
Health Services Research Unit www.HSRU.ed.ac.uk

Other Awards
NIHR Research Career Pathways
Doctors and Dentists
NIHR Integrated Academic
Training
All Professions
NIHR Fellowships
Nurses, Midwives, Allied Health
Professionals
Clinical Academic Training
NIHR Senior
Research
Fellowship
NIHR/CNO/HEFCE
Senior Academic
Clinical Lecturer
Level of Award
Senior/
Pre-Chair
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NIHR Clinician
Scientist Award
NIHR Career
Development
Fellowship
NIHR/CNO
Senior
Post-Doc
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CSO Health
Lectureships
Care Scientist
PostDoctoral
NIHR Clinical
Lectureship
NIHR Post-
Doctoral
Early Post-Doc
Fellowship
Fellowship
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CSO Health
Care Scientist
Doctoral
Fellowship
NIHR Doctoral
Research
Fellowship
NIHR/CNO Clinical
Doctoral Research
Fellowships
Doctoral
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Masters Health
Economics,
In-Practice Fellowships and NIHR Academic
NIHR/CNO Pre-Doctoral/
Masters in Med.
Clinical Fellowships
Masters in Clinical
Research
Masters
Statistics.
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Undergraduate