We have worked hard on our induction for all new crew members to enable a 'newbie' to feel supported and welcomed. Through crew feedback we have developed this over a period of time and reflected upon its structure so that crew feel confident during this. We have developed 'how-to' videos and guides and also use external Bright Side supporters such as drug rep's for our core products for 'lunch and learns' and in-house training where possible to diversify how the knowledge is accrued and disseminated. At exit interviews we have specifically asked about induction and what crew members need during this time. On going, professional development is actively encouraged and supported.

We believe lunch-times are essential and all crew members that work over a certain shift length have a one hour break. To make sure this happens, operations are capped in number, depending on how many nurses and vets are on duty that day. No consult blocks are booked during the hours of 12-2, so staggered lunch breaks can be taken, whilst still having an RVN and vet on stand by to triage emergency's. 'Circuit-breaker' style gaps are put into larger consult blocks to enable staff to catch up if a consult has turned into a 'high jack' (e.g. booked in for one condition when the owner then wants to discuss three!). Emergency holds are also used in consult blocks so vets and nurses work flow are not disrupted significantly by emergency's materialising. Staff are given autonomy to grab a 'slurp or sugar' break when needed if they are running to time, to maintain a 'Bright attitude' (One of our values) . There are always sweet treats in the staff room. Administrative time, vet, nurse, practice and 1-2-1 meeting are all protected time in the diary. Crew are reminded what is happening, when and for whom every morning at 'morning rounds', which takes place for 5mins at 8.45. This enables an over view of the day to be shared for all to help work flow.

We offer part time and full time positions. We are also happy to look at flexible working shifts that work as a 'win-win' for both the employee and the business needs. Examples of this are a 4-day week, condensed hours for staff member that wants to work longer but less days (this may be related to a longer commute). Some Employees have requested having an earlier finish on certain days and starting earlier to accommodate child care needs. We will always have a conversation regarding this to give the employee the number of hours required whilst making sure the hours that the business is open are covered appropriately.

We understand how scary it is out in the big wide world of vetting and how important your first 12months of development are (and after that for that matter). So our structured induction and training approach will ensure you have the support you need when you need it.

We have set out a fair, consistent pay structure based on individual experience, qualification and Job title within the business. Salary scales are compared to guidelines set for each year through SPVS, and within the industry locally. We believe we offer competitive salaries within the sector. We review salaries every year with the scope to increase salary based on cost of living, raising rates and also the individual's performance. We believe we offer a competitive package in additional to salary, covering items such as industry registration fees, VDS, health plan, CPD and holiday bonus schemes depending on length of service. We have produced organisational charts to demonstrate for individuals with ambition where and when the company has openings for promotions.

Currently we employ several crew members with young families, as well as having crew about to go on maternity leave and coming back from maternity leave. When we know a staff member is expecting, risk assessments are performed at each trimester to ensure safety throughout the pregnancy. We support 'Keep In touch' days during maternity leave to facilitate a smoother transition back to work. A conversation is had as to the hours the employee wants to return to. Also the amount of time a staff member is off on maternity leave is flexible and based on discussion. For crew members with young children we try and establish at the outset, where they may need support with shift patterns depending on the level of childcare they have. An important value for our business is based on 'family' that includes supporting crew to enjoy their personal family as well as work family. We also support the fur family with staff discounts for owned pets. Our health care plan can have dependants added onto it well

We love our nurses!! We believe their skill set is diverse and broad. We utilise our nursing team to their full potential, enabling mastery of skills and a sense of progression and job fulfilment. Within the company, each day there are different nursing roles e.g. Theatre, prep, Kennels, in-patient monitoring and consulting. There are sometimes reception shifts to cover but that mainly tends to be for student nurses, learning all the aspects of the job. We believe gaining confident talking to clients earlier on in the nursing career is greatly beneficial Some nurse who shown a keen interest in an area will be given additional responsibilities to 'own and maintain those areas' for example laboratory, dispensing, medical nursing. We are very active on nurse consulting clinics, which are always busy, full and varied for example; 2nd vaccines, microchip, nail clips, admissions, discharges, blood taking and dressings. In addition we offer more specific clinics for examples; nurse rehabilitation, diabetes, nutrition, senior, dental and pre-neuter to name a few. We are fortunate to have nurses all having different interests so they can build up a case load and have continuity with clients and patients. We believe this is fantastic way to build trust and rapport with clients and enhances job satisfaction. We are also an advocate for schedule 3 procedures e.g. radiographs, professional teeth cleaning, Cryo clinics, small lumpectomies, wound management, digit and tail amputations and aural haematomas. We support CPD and training in all of these areas.

We use an online APP called Planday that enables crew members to see their rotas in advance and essentially 'clock in and clock out'. If a crew member is asked to stay for additional time either to cover sickness, holiday or an emergency then TOIL (time off in lieu) is created. This is logged on Planday and given back as soon as possible. Additional shifts can occasionally become available for crew to work as extra which would normally be paid rather than TOIL. We actively encourage staff not to accrue TOIL as we want staff to finish on time and maintain a life work balance.