At Staveley Vets, we are committed to supporting the learning and development (L&D) of all team members, tailored to their individual career aspirations:

-Personalised Development Plans: Each team member works with their manager to create a professional development plan that aligns with their goals and interests, ensuring that learning is relevant and meaningful.
-Access to Resources: Staff are provided with access to a range of L&D resources, including courses, workshops, online training, and professional journals, to help build skills and knowledge across clinical and non-clinical areas.
-Mentorship & Coaching: Experienced colleagues provide guidance, one-to-one mentorship, and practical support to help team members apply new skills confidently in the workplace.
-Encouragement of Special Interests: Staff are encouraged to pursue areas of special interest, whether clinical (e.g., surgery, dermatology, imaging) or professional skills (e.g., leadership, practice management), with support for relevant training or CPD opportunities.
-Regular Reviews: Development progress is regularly reviewed, and learning opportunities are adapted to meet evolving goals, ensuring ongoing growth and career satisfaction.

This approach fosters a motivated, skilled, and confident team, helping individuals achieve their professional aspirations while contributing to the success of the practice.

At Staveley Vets, our new graduate training programme is designed to support the transition from student to confident, competent veterinary professional. The programme integrates structured learning with hands-on experience to ensure a smooth and supported start to a veterinary career.

-Shadowing and Observation: New graduates begin by shadowing experienced vets and nurses to learn the day-to-day workflows, practice protocols, and clinical approaches.
-Extended Consultations: Graduates are given longer consultation times in their early weeks, allowing them to manage cases at a comfortable pace while building confidence across a variety of conditions, from routine check-ups to more complex cases.
-Regular Reviews and Mentorship: Progress is reviewed every few weeks, with guidance from an assigned mentor who provides one-to-one support, advice, and feedback tailored to the graduate’s individual learning needs.
-Gradual Skills Development: Graduates are gradually introduced to more complex procedures and responsibilities, ensuring that they gain competence safely and with appropriate supervision.
-Integration into the Team: From the start, graduates are fully integrated into the practice team, participating in clinics, surgeries, and collaborative case discussions, fostering both professional growth and team confidence.

This structured programme ensures that new graduates feel supported, build competence efficiently, and develop the confidence to thrive in their role within the practice.

At Staveley Vets, we have a strong culture of mentorship and clinical coaching across the practice.

Within the nursing team, experienced clinical coaches support and encourage student nurses and ACAs throughout their training. They provide in-depth knowledge, practical guidance, and career mentoring, continuing their support even after qualification to help nurses progress along their chosen career path.

For our veterinary surgeons, senior members of the team are always available to assist with complex cases or larger surgeries. They actively pass on skills to newly graduated vets, offering hands-on teaching and guidance to help them develop quickly and confidently in their profession.

This structured coaching approach ensures all team members receive the support, knowledge, and practical experience needed to grow professionally while contributing effectively to the practice.

At Staveley Vets, we are committed to supporting the growth and development of our team through ongoing performance management and structured annual reviews.

-Regular Check-Ins: Managers hold routine one-to-one meetings with staff to provide feedback, discuss progress, and address any challenges. These sessions help ensure staff feel supported and can proactively develop their skills.
-Goal Setting: Each team member works with their manager to set clear, achievable goals aligned with both personal career aspirations and the practice’s objectives.
-Annual Reviews: Comprehensive annual reviews are conducted to evaluate performance, recognise achievements, and identify areas for further development. These reviews also include discussions about career progression and opportunities for training or CPD.
-Continuous Support and Mentoring: Ongoing coaching and mentorship complement formal reviews, providing practical guidance, skill development, and professional support throughout the year.
-Development-Focused Approach: Our performance management process focuses on constructive feedback and development rather than solely evaluation, ensuring team members feel motivated, valued, and empowered to grow.

This approach fosters a culture of continuous improvement, encourages professional growth, and ensures that each team member can achieve their full potential within the practice.