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Newborn hearing screeners help and support families with vital information about their babies' hearing.
There are no set entry requirements for newborn hearing screeners. Employers expect a good standard of numeracy and literacy and may ask for GCSEs or equivalent and may ask for a nursery nursing or child-care related qualification, such as NNEB, BTEC or vocational qualification. Experience of working with children and families is advantageous as is experience of working with deaf people. This can be either or paid or voluntary work. You will be given the training you need for the job including how to use the equipment, health and safety and child protection. Newborn hearing screeners can join the British Society of Audiology (BSA) as associate members. The BSA offers conferences and meetings where hearing screeners can update their skills and network with others working in the field.As a newborn hearing screener you will typically be on Agenda for Change band 3. You may be able to apply for more senior positions at AfC band 4 - eg as an assistant practitioner, after further training and experience. Newborn hearing screeners work standard hours of around 37.5 a week. Some may work shifts, which could involve nights, early starts, evenings and weekends. Terms and conditions will usually be different for clinical support staff working outside of the NHS.As a newborn hearing screener, you need to be happy to handle newborn babies, calm and reassuring, able to explain procedures to parents, willing to work with people from all walks of life, able to work as part of a team but use your own initiative, able to follow instructions and use equipment. You'll also need very good communication, customer care and organisational skillsYou could become a newborn screening coordinator, supervising and organising the work of a team of screeners. You could move into other jobs in the wider healthcare team or with the appropriate qualifications for entry to university, you could apply to train as a healthcare professional, such as a midwife or nurse or as an audiologist. -
As a communications and corporate affairs manager, you'll manage the reputation of your NHS organisation by communicating with a variety of people including the media, MPs and the general public.
You can enter a role in communications and corporate affairs management with a variety of qualifications and experience, and at different levels. Although not compulsory, there are a range of qualifications available in communications and public relations. These include diplomas, degrees and masters in public relations or communications. Qualifications are offered by organisations including CAM Foundation, Chartered Institute of Marketing and the Chartered Institute of Public Relations.Most jobs in the NHS are covered by the Agenda for Change (AfC) pay scales. This pay system covers all staff except doctors, dentists and the most senior managers. In communications and corporate affairs management, you’d typically start at Agenda for Change Band 6 or 7, with the most senior roles rising to Band 9 for example. Staff in the NHS will usually work a standard 37.5 hours per week. They may work a shift pattern. Terms and conditions of service can vary for employers outside the NHS.To work in communications and corporate affairs management, you’ll typically need resilience and common sense, ability to work equally well both on your own and within a team; ability to write, speak and brief others clearly; ability to assess and select appropriate communications routes for different messages and audiences; ability to remain calm under pressure; ability to recognise sensitive situations and act appropriately; negotiating and influencing skills; ability to work well with others at all levels both within and outside your organisation; ability to gain the trust and respect of senior colleagues; ability to provide creative input to projects (such as exhibitions or design/print projects) and the ability to think strategically.With further training and/or experience, you may be able to develop your career further and apply for more senior managerial roles. Progression for those with ability is typically via operational management in a large healthcare provider. Relocation for promotion is common. More diverse routes are now opening up, for example, jointly-funded posts between health and social services.