We believe we have the knowledge and structure to teach and support you. We encourage vets and nurses to progress and master skills particularly in areas where they are keen to develop. Whether you are recently graduated or have experience, we are supportive of training and development.

We structure a 6-week induction program designed to cover all areas of what we believe a new graduate needs to learn and skills to be developed. We work with many university's supporting EMS students, so we are very familiar with the diversity in skill level that graduates possess prior to graduating and once graduated. Although it is helpful when graduates have already established day-1 competencies, we know that this is not 'a given' and can be variable based on what opportunities they have had prior. Each induction is tailored to the graduate. Graduates are given extended consultation times initially and are not given sole charge responsibilities until they are ready. Theatre days are partnered with an experienced surgeon so training can be given. When sole charge is required for example; Saturdays, a senior colleague tends to be 'on call' to lend a hand until needed. 1-2-1's occur monthly to 'check in', also to work on the graduates objectives and progression. Kelly the head vet, is also the GDP adviser for support, training and feedback. Our clinical team's experiences across nurses and vets is incredibly varied so there is always help at hand. We encourage case discussions daily, to share ideas but also have case discussions as a standing agenda item in regular clinical meetings to pool resources and knowledge.

For student nurses, a clinical coach is assigned and protected time is created into the diary for meetings and specific training. All team members have a line manager that attends a monthly 1-2-1 meeting which enables an informal catch up and 'WIFLE' (What I feel like expressing is...)- this is a tool both Jason and Kelly- practice managers have developed through their own external businesses coaching. We believe it is important NOT to manage in the moment, the 1-2-1 provide a great place for structured, fair feedback, praise and reflection. SMART Objectives are also set. We also have an external 'wellness ambassador' that provides support to the practice through 'supervision sessions'. Our staff practice health plan also provides counselling. We provide and support generous external CPD, as well as regular lunch and learns from many of our B-to-B Providers. We have memberships to multiple affiliations that our team can benefit and have learning access to, including BVA, BSAVA, Webinar vet, receptionist and AKA's associations. We also try to include as many crew as possible attending congresses including BSAVA, VETfest and LVS. We also have annual team building/away day events. Departmental meetings also occur regular e.g. vet, nurse and reception and practice of of which acts a as platform for brain-storming, training, group coaching and progression.

Previously we operated on a yearly, formal, annual review but subsequently realised this was less preferable to a shorter, less formal, but more regular monthly 1-2-1. The reason for this change is because this frequency allows for the feedback from both parties to more relevant and consistently delivered. All salary reviews are delivered by letter to coincide with the business year end. This enables us to truly reflect on how the business has performed within the year and subsequently what can be rewarded to crew based on inflation and performance. Performance management and all HR related subjects are listed within the crew handbook. The company has an independent HR representative should this be required.