Training Partners are central to the delivery of our work with customers. Therefore the recruitment, induction and training of suitable people is essential for high quality outcomes and achieving the vision of GP Access to transform access to medical care.

Recruitment

The early part of the process is awareness of the company among the pool of potential recruits. Media profile, coupled at times with more active campaigns, is important in maintaining interest. Applicants are encouraged to make contact at any time, finding out public information from the “Join Us” page on the website. Email enquiries and applications with a CV are sent to the Operations Manager and then to the appropriate person for consideration. Selection is based on interviews, skills, qualifications and aptitudes, a two way process where candidates are encouraged to find out as much as possible from others. Typically two references may be taken up. The formal Training Partner Agreement is sent to candidates before any decision is made. Once both parties agree, the next stage can begin.

Induction

Induction is to ensure the new Training Partner (TP) understands the structure and working of the company, has access to all the available resources and knows how to use them. The Operations Manager and Chief Executive allocate the relevant logins, and show the new TP where to find information on the CRM systems, shared files, website and policies. The TP will need to provide appropriate personal IT equipment and support for home based working. As part of their induction process with the company, and within one week of joining, all GPAccess staff are required to complete and pass the Information Governance and Information Security training course. Joining in regular online team meetings starts now.

Training

The objectives of the training programme are:

  • to understand our ethos and method
  • to be able to lead an intervention with customers solo
  • to deal confidently with questions and the unexpected
  • to sell work to new customers
  • to move out of the training phase in 3 to 6 months

Training centres on these principles

  • an experienced trainer is assigned to work with the new TP
  • background reading is self paced, and crucial to progress
  • it is important to ask the trainer and others often for help

Experience is built up as closely as possible to the plan:

  • assisting the trainer in launch 1, attending all meetings on site and remote calls. Usually attending the launch day at the practice solo, other days with the trainer. Travel and 1/3 of normal fees are paid to the new TP.
  • being assisted by the trainer on launch 2, running all meetings solo but with shared preparation. Discussing questions which arise is particularly important at this stage. Travel and 2/3 of normal fees are paid to the new TP, and 1/3 to the trainer.
  • Subject to successful completion of launch 2, further launches are solo and paid at the full rate, with sales as appropriate.
  • After 5 launches the new TP may be training others.

Validation

Ensuring the new TP is properly qualified to lead GP Access work is the responsibility of the Chief Executive.  Criteria are:

  • relationships with customers
  • preparation of delivery materials
  • dealing with questions and the unexpected
  • knowledge of the evidence base
  • achievement of expected results with customers.

Further development

Training Partners bring unique and varied talents, many of which may be valuable to our work.  Further ways in which these may be used include for example:

  • project management
  • remote launches
  • marketing
  • product development
  • consulting assignments
  • research and writing
  • public speaking

As opportunities arise, all are encouraged to contribute as they wish and are able.

Harry Longman

Last reviewed 28 February 2017