Foundation Trainee Pharmacist National Recruitment Scheme
Employer Terms of Participation
Funding and Recruitment Polices
NHS England will provide nationally-advertised funding to all foundation trainee pharmacist posts recruited via the National Recruitment Scheme (NRS). No places or funding processes are available outside of this route.
Any organisation may be the Employer of a foundation trainee pharmacist but training sites within the programme must comply with the requirements for training provision described in the NHS England FTPP Training Site Requirements
All training posts must be of 52 weeks duration (for full-time trainees)
Employers will accept the applicants allocated to them following assessment and ranking, subject to standard pre-employment checks. All applicants will be recruited in accordance with the nationally agreed person specification and Professional Attributes Framework. This includes:
applicants who require less than full time working. The GPhC defines less than full time working as at least 17.5 hours per week worked over at least three days a week
applicants requiring completion of training according to the GPhC interim Learning Outcomes (for example OSPAP applicants)
Employers will be responsible for undertaking pre-employment checks and for issuing appropriate contracts of employment and are expected to contact trainees as soon as reasonably possible after allocations have been announced, and no later than February for the year the trainee is starting.
All trainees must have a contract of employment in place before training commences.
Employers will pay at least the minimum salary for entry to the NRS, which is currently £23,232 for a 35-hour week (adjusted for actual hours worked)
Employers must honour the advertised salary and contracted hours as displayed in their programme information on Oriel. Should this salary fall below the threshold for the National Living Wage by the time the trainee begins their training, the salary must be increased accordingly (see here: https://www.gov.uk/national-minimum-wage-rates)
The advertised salary will not be subject to any deductions upon payment to the trainee (for example, charging the trainee for external training provision payments or attending study days, including mandatory NHS England core provision training days). For clarity, the trainee should be paid the full salary as indicated in the programme information on Oriel (or pro rata if the trainee is working less than full time)
Employers will be responsible for immigration related checks / appropriate visa sponsorship. If a trainee requiring Skilled Worker Visa sponsorship is appointed, those Employers advertising as a sponsor on Oriel will pay at least the salary stipulated by the Government at the time of employment, regardless of the salary stated at the time of application to the NRS. Should a trainee be appointed who does not require a Skilled Worker Visa, the salary stated at the time of application to the NRS must be honoured.
To support consistent inductions and appropriate allocation of staff, Employers must ensure trainees begin their training on a suitable date within the below windows:
Summer window: 12 July 2027 to 2 August 2027
Autumn window: 18 October 2027 to 8 November 2027
Employers must allow for trainee intakes in both the Summer and Autumn windows
Any training commencing outside of the advertised windows will not be recognised and will not be eligible for associated training funding.
Regulatory Requirements
Employers must ensure that their allocated foundation trainee pharmacist trains at an approved Training Site and follows an approved Training Plan that allows them to meet the GPhC Learning Outcomes for the Foundation Training Programme
Employers must develop and submit their Training Plan to NHS England within the required timescales, in line with NHS England guidance
Training Site approval is administered by NHS England and is contingent upon the prospective training site declaring that they will meet all of the requirements set by the GPhC and NHS England, through agreement with the Terms of Participation
NHS England requires that the training site will provide evidence of meeting requirements where this is requested
In accordance with GPhC requirements, Employers must ensure that the trainee will have access to:
a Prescribing Learning Environment
a Designated Supervisor
a Designated Prescribing Practitioner
Employer Programme Information
Employers will be responsible for:
providing detailed programme information as per the NRS registration process
checking the accuracy of their programme information on Oriel
Employers will not withdraw programmes from the NRS once advertised unless in exceptional circumstances. Typically, programmes are displayed on Oriel in the June of the year prior to the training programme commencing.
Many programmes require trainees to work across multiple practice settings and with multiple Employers. For these programmes, one lead Employer must be identified. It is the responsibility of the lead Employer to work with and share information with other Employers within the same programme. This information will include, but is not restricted to, allocated trainee details, programme information and communication about the NRS.
The lead Employer must further ensure that all practice settings and Employers within the programme have read and agree to the full Terms of Participation. This includes, for example, honouring agreed less than full time hours across all setting within the programme.
Employer Information and Communication
Employers agree to the NHS England privacy policy (available here https://https://www.england.nhs.uk/contact-us/privacy-notice/)
Employers agree to receive communications relating to the NRS
Employers agree to receive communications relating to subsequent Foundation Training Year activity and relevant NHS England workforce planning and training initiatives
Employers agree to be contacted by NHS England, or an organisation designated by NHS England, for the purposes of supporting programmes and placements advertised within the National Recruitment Scheme
Managing and Maintaining Quality
Employers must engage with the NHS England Workforce Training and Education Quality Framework
Employers must use the NHS England Foundation Trainee Pharmacist Assessment Strategy, and the trainee and supervisor shall complete the activities mandated within this
Employers must use the NHS England Foundation Trainee Pharmacist E-portfolio to record the completion of the activities of the Assessment Strategy, and submit other key elements of documentation to NHS England as required
Employers must undertake Disclosure and Barring Service Checks (DBS) for all allocated trainees
Employers must ensure that all allocated trainees complete Equality and Diversity, Safeguarding Vulnerable Adults and Children and Information Governance training appropriate to the role being undertaken, and have relevant vaccinations as required for the practice setting
Employers must adhere to the principles set out in the NHS England pharmacy trainee support guide. This includes notifying NHS England regional teams of any trainees who are not progressing as expected and escalating issues in a timely manner, before trainees are dismissed.
It is expected that employers will provide full support to trainees to enable progression in competence and capability during their training year. As such NHS England expects that trainees will not be subject to probationary periods, but supported according to the principles set out in NHS England pharmacy trainee support guide.
Employers must support trainees to complete the National Education and Training Survey (NETS) or equivalent as directed by NHS England Workforce, Training and Education, to ensure ongoing feedback on the training programme
All designated supervisors must comply with the requirements of the NHS England Workforce, Training and Education standards for supervisors
All foundation trainee pharmacists must be provided with regular dedicated time for development. This could include but is not restricted to, local study days, NHS England core provision training days, intra- and interprofessional development opportunities, shadowing, e-learning and reflection
Foundation trainee pharmacists must be released to attend mandatory NHS England core training provision study days. This provision forms part of the working week and trainees must not be directed to use annual leave to attend
NHS England reserves the right to withdraw employers from the Scheme where clear breaches of the Terms of Participation have occurred, and where quality markers listed within the NHS England Workforce Training and Education Quality Framework are not adhered to
Supervision Requirements
Each foundation trainee pharmacist must have a lead Designated Supervisor, who is normally the Designated Supervisor based at the primary training site / place of employment and has responsibility for the final sign-off and declaration of the trainee pharmacist
Where the trainee pharmacist has a multi-sector rotation (of 13 weeks or more) into another organisation, there must be a named Designated Supervisor at the rotational site, or a named Designated Prescribing Practitioner. The named supervisor will be responsible for ensuring that appropriate clinical/practice supervision is in place at all times, to ensure that the trainee is working safely.
Foundation trainee pharmacists must continue to have support from a Designated Supervisor when attending organised external rotations to third party organisations e.g. as part of joint posts/ multi sector rotations to complete the mandatory supervisor responsibilities of the NHS England Assessment Strategy.
Designated Supervisors must meet the obligations set out in the NHS England Designated Supervisor Person Specification as detailed in Appendix 1 of the Training Site Requirements available below.
What the NHS England National Recruitment Office will be responsible for:
Management of applications via the national recruitment scheme (Oriel)
Confirmation of eligibility of applicants through the longlisting process
Management of interview/assessment centres
Applicant communications
Management of offers to applicants
Release of successful applicant information to employers
Evaluation of the recruitment process