Mersey Care NHS Foundation Trust
Mersey Care NHS Foundation Trust has embraced apprenticeships as a strategic tool to grow its local workforce. Partnering with the University of Salford, the Trust has built a sustainable pipeline of service-ready clinicians who hit the ground running. We spoke with the team at the Mersey Care NHS Foundation Trust to find out how their apprenticeship programme is strengthening workforce resilience, boosting team morale, and delivering real impact for patients across their services.
We asked Mersey Care NHS Foundation Trust...
How have apprenticeships supported workforce development, skills growth, or staff retention within your organisation?
Apprenticeships have strengthened our talent pool and created a clear progression route into registered roles, which supports retention and succession planning.
Our physiotherapy and podiatry apprentices contribute meaningfully to clinical services. Our physiotherapy apprentices steadily build competencies, especially in MSK and community rehabilitation under structured supervision.
All our apprentices bring fresh perspectives, strong digital skills, and real enthusiasm, which has improved quality improvement projects, boosted team morale, and supported equitable service capacity across sites.
Our staff feedback that, without the opportunity to complete the apprenticeship, they would not be able to achieve the degree required to progress, or they would have needed to leave the organisation to do so.
What motivated your organisation to offer apprenticeships, and why did you choose the University of Salford as your training provider?
We wanted to grow our own local workforce, widen participation, and provide development opportunities for talented support workers who reflect the communities we serve.
The University of Salford was an easy choice: having already developed a part-time course in some therapeutic fields, it has a strong reputation in AHP education, is collaborative and responsive, and aligns well with professional standards and NHS service needs.
Their tripartite progress reviews, practical curriculum, and clear communication with practice educators make the partnership seamless and supportive for both learners and services.
What are the key benefits apprenticeships bring to your organisation?
Sustainable workforce: A reliable pipeline into Band 5 posts, reducing reliance on temporary staffing and supporting long‑term workforce resilience.
Service impact: Apprentices help us safely extend capacity under supervision, supporting patient flow, audits, and QI activities that directly improve the patient experience.
Retention and culture: Clear development pathways increase staff satisfaction and loyalty, while mentoring apprentices enhances leadership skills among our senior clinicians.
Real-world skills: Apprentices graduate “service-ready,” with strong clinical reasoning, communication, and digital skills grounded in current NHS practice. From those who have qualified, we have noticed how easily they hit the ground running.
Based on your experience, would you recommend apprenticeships and the University of Salford to other organisations?
Yes, wholeheartedly. The apprenticeship route delivers competent, confident clinicians who understand our values, systems, and patients from day one. The University of Salford is an excellent partners, supportive with learners, pragmatic with employers, and consistently focused on quality, safety, and learner progression.
There is excellent two-way communication and collaboration toward a shared way forward. We receive positive feedback from apprentices about the learning and pastoral support they receive from the university, which is an asset for some learners who may not have been in education for extended periods.
What advice would you give to organisations considering apprenticeships for the first time?
- Plan the pathway: Map rotations and learning outcomes early, with protected study time and clear supervision structures. It’s important to establish clear roles and responsibilities across organisations.
- Invest in educators: Train and support practice educators; mentorship makes the biggest difference to quality and confidence. Cannot emphasise the need for great mentors and supportive teams to maximise apprenticeship experience.
- Integration: Treat apprentices as part of the MDT, include them in huddles, audits, QI, and patient safety learning.
- Keep communication tight: Regular tripartite reviews with the university and the apprentice keep progress on track and address small issues.
- Long-term thinking: Use apprenticeships to build a diverse, local, and loyal workforce that grows with your service.
- Placements: It is essential to prioritise high-quality placement experiences for the workforce to enhance the learning and experience they gain.
