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Career Progression Framework (CPF)

Central to the EPD strategy are the four levels of clinical practice: consultant practitioner, advanced practitioner, practitioner and assistant practitioner, together with a general support workforce. This guidance gives specific information relevant to each of these levels of practice and also highlights those guidance documents that are relevant to all levels and fields of practice.

The Career Progression Framework was initially launched to progress radiography careers related to clinical practice. Implementation of the Career Progression Framework has resulted in a significant number of consultant radiographer posts across the disciplines and modalities, demonstrating how radiographers can lead and influence service delivery.  Since then, hybrid roles where experienced clinicians also fulfil administrative and management functions have emerged. Many of these roles have been subjected to evaluation and placed in the higher levels of pay and grading structures, further supported by the AHP Career Framework that places such roles within the top levels.

Having focussed on clinical career pathways, it is now timely to address the development needs of others who function as managers, educators and researchers in the profession. This version of the EPD strategy addresses issues associated with these roles and more guidance will follow in due course.

Career Progression Framework: Clinical Services

For the purposes of demonstrating how individuals can progress their careers, this document starts with the support workforce and works through a number of potential pathways to consultant level practice. To put this in context, the majority of the workforce is employed as radiography practitioners or at the interface between practitioner and advanced practitioner.

The document is concerned with career progression as defined by the acquisition and utilisation of skills and knowledge as distinct from pay progression. Pay progression should occur in tandem with career progression but this is not always evident especially given the vagaries of implementation of pay systems, the diversity of employers and market forces. Where NHS pay bands are referred to, these are for illustrative purposes only.

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