Author Archives: Amber Tennant

52 week placement limits for non-employed/placement students

We recently made the decision to change the planned amount of placement weeks that students on VN Diploma programmes are required to complete, limiting this to a maximum of 52 weeks over the duration of the training programme. During which the student must complete their practice based skills training to the required standard (i.e. meet the RCVS Day One Skills and Competences).

In making this change the day release programme is no longer offered as an option for placement students due to training weeks being impacted by the college day each week i.e. there would be four training days in practice each week as opposed to five. With the block release programme, the placement blocks are mapped out to ensure that these are optimised as fully as possible and to also avoid clashes with bank holidays.

If a student does not complete their skills training or achieve the required standard within the 52 weeks it may be possible to arrange additional placement time but this is by exception and should not be necessary. As with the 52 weeks of placement designed to be within the programme, exceptional placement would also be unpaid unless the employer chooses to employ the student.

We have previously published legal advice on our website that we have received with regards to National Minimum Wage which whilst confirming the view that placements that are longer than 52 weeks are not subject to National Minimum Wage regulations the advice also notes that it is an untested area in law and as such each employer must decide for themselves what their approach will be. Therefore some veterinary practices and corporate groups have implemented policies limiting placements to 52 weeks.

All non-employed/placement students booked to attend placements do so on the understanding between the student and the practice that the placements are unpaid, but if employers wish to do so, then they may pay the students. If the practice chooses to pay the student, then they must comply with the National Minimum Wage Regulations because the student becomes an employee. The College of Animal Welfare do not have any involvement in discussions regarding payment of students and practices are not obliged to pay placement students.

How to Prepare for an Interview at a Veterinary Practice

Entry onto many of our veterinary nursing courses, such as our Level 3 Diploma in Veterinary Nursing, require you to gain employment or work experience in a veterinary practice.

As veterinary nursing is a popular and competitive profession to join, placements and job opportunities for aspiring veterinary nurses can sometimes be hard to come by. This means it is essential to be prepared for any interviews you secure, and do all you can to stand out against the competition – whether you’re interviewing for a placement, job or work experience.

To help you, we have gathered together some advice:

Before your interview, have a think about…

Your Chosen Veterinary Practice

Familiarise yourself with the veterinary practice beforehand and know the person you are meeting; company websites are often a great source of information. Showing you have taken the time to find out about the veterinary practice will demonstrate that you are keen and will help prevent any lulls in the conversation.

What course you want to study, and where you want to study it

If you are attending an interview for a work placement or student veterinary nurse position before applying for a course, make sure you are aware of what your course involves, how long you will be studying for and on which days, and why you want to do the course.

Knowledge of the Veterinary Nursing Industry

Ensure you have an idea of the industry you are going to be working in. For example, if you are attending an interview for a student veterinary nurse position, make sure you are familiar with the workings of a veterinary practice and the veterinary nursing profession as a whole.

Your Skills and Experience

Before you go for your interview have a think about your situation and know what you want to gain from the job, placement or work experience. This will help you to be confident when answering questions that your interviewer may ask you. Some of the things you may want to think about are:

What are your long term aims?
What does your course entail and how do you plan to tackle it?
What previous work experience have you done and what aspects did you like or dislike most?
What other transferrrble skills/experience have you gained that will help you on placement?
Why do you want to be a veterinary nurse, kennel assistant, dog groomer etc.?

CV and References

Before your interview, we suggest you gather a copy of your CV and references to take along with you in case your interviewer asks to see these.

Presence on Social Media

More and more people nowadays have a presence on social media. Please be aware of your online profile and what you write both pre and post-interview. A lot of information can be publicly accessible and your interviewer may be check up on you online.

On the interview day, make a good first impression by…

Dressing smartly and professionally, ideally smart trousers/skirt and shirt/blouse or a suit.
Arriving on time or ideally a few minutes early. If you are not going to make it on time for whatever reason (for example, you’re held up in traffic), ensure you call the organisation and let them know, explaining the situation and giving them an estimate of your arrival time.
Being enthusiastic, passionate and motivated – you need to convince your interviewer that this is really what you want to do!
Not chewing gum or mints during your interview and making sure your mobile phone is turned off before entering the building.

As the coronavirus pandemic continues to change how we work, it is becoming more common for employers to use phone and video interviews to make hiring decisions. If you need to attend a virtual interview, on the interview day make sure you…

Check your internet connectivity, and confirm your camera, microphone and communication channel (for example Skype or Zoom) are all working.
Work out where you want to take the interview. This should be a quiet, tidy room with optimal lighting and a clear background to guarantee you’re the focal point of the conversation. Once settled, make sure you eliminate any distractions. Turn off the TV, silence your phone, and close any nearby windows to muffle outside noises.

During the interview, make sure you…

Do not slouch or cross your legs. Instead, maintain good posture where possible.
Smile – even if you are understandably nervous; you want to appear approachable and friendly.
Remain polite at all times and use your manners; ‘please’ and ‘thank you’ still go a long way.
Try to make eye contact with your interviewer and be conversational.
Ask questions to demonstrate your keenness, but do not overdo the questions or turn it into a one-sided conversation.

After the interview, thank the interviewer for their time.

We wish you the best of luck in your job search. Visit our website to find out more about our veterinary nursing courses and for more advice about how to gain work experience or employment in a veterinary practice.

Pregnancy in Veterinary Practice: Information, Advice & Guidance

If you’re pregnant or planning to start a family soon, you may well be wondering how your pregnancy will affect your life in practice. From telling your employer and understanding your legal rights, to planning for maternity leave and keeping your clinical skills up-to-date – there is lots to think about and this can be a stressful time for mothers-to-be trying to prepare for a new baby at the same time! Read on to find out more information about pregnancy in veterinary practice – including your rights, safety guidelines and tips for life in practice.

Your legal rights

Firstly, it’s important to remember that your employer has a duty of care to you and your baby, and you have many employment rights as a pregnant worker. Gone are the days where it was legal for a woman to be sacked for being pregnant, or demoted and discriminated against for taking maternity leave – so you shouldn’t feel worried about coming forward with your pregnancy.

The following list outlines your maternity rights if you are legally classed as an employee.* It is also worth reading your employer’s maternity policy or staff handbook for protocols specific to your practice.

Provisions to ensure your/your baby’s wellbeing at work

Once an employer is made aware of your pregnancy, they have a responsibility to make provisions to minimise any risks to your pregnancy in the workplace. If there is any risk to your pregnancy that cannot be removed, your employer is required to temporarily adjust your working conditions, or offer suitable alternative work. If neither of these options are possible, you are entitled to paid leave until your maternity leave begins or until it is safe for you to attend work.

Protection against discrimination

Your pregnancy cannot be used against you in disciplinary, redundancy or dismissal decisions. Under The Equality Act 2010 is it unlawful for your employer to treat you unfairly because you’re pregnant, on/have been on maternity leave or have tried to take maternity leave you are entitled to. This means you can take legal action in an employment tribunal if you feel you have been treated unfairly by your practice.

Maternity leave and pay

As long as you give the correct notice to your employer, you are entitled to 52 weeks Statutory Maternity Leave if you’re legally classed as an employee, no matter how long you’ve worked for the company. You don’t have to take 52 weeks if you don’t want to, however you must take at least 2 weeks following the birth. Your employment rights (like the right to pay, holidays and returning to a job) are protected during maternity leave.

You may be entitled to either statutory maternity pay, contractual maternity pay or maternity allowance. The legal minimum, provided you meet the criteria required for maternity leave, is stipulated to be 90 per cent of your average weekly earnings before tax for six weeks, followed by an additional 33 weeks of statutory maternity pay (SMP), which is £151.20* per week or a continuation of the previous pay, should it be lower. (*This is correct at the time of publishing. To check current figure please visit gov.uk)

Visit the government website to learn more about statutory maternity pay and leave, including what you qualify for and how to claim it

Shared parental leave and pay

You may be eligible to share parental leave and pay with your partner. Check your eligibility here

Accruing annual leave whilst on maternity leave

Whilst on maternity leave you will accrue paid annual leave (including bank holidays) and are entitled to make use of this at some point. Whether you take this leave before or after your maternity leave is a conversation you need to have with your practice.

Right to return to work after maternity leave

If you take maternity leave for six months or less, provided the job still exists you have the right to return to your job on the same terms and conditions as before you left. If you choose to take maternity leave for more than six months, it is legal for you to be offered a similar job if it is not practical for you to return to your old job (provided terms and conditions are just as good).

Alternative work in the event of redundancy

If a redundancy situation arises, you are entitled to another suitable vacancy if one is available. It is only if there is no other suitable work that you can be made redundant. However, the reason for the redundancy has to be genuine. Your pregnancy or maternity leave cannot be the reason for the redundancy.

Understanding in the event of pregnancy-related illness or miscarriage

If you are unable to attend work because of pregnancy-related illness, this illness is not allowed to be counted towards any review or trigger points in your practice’s absence policy. If, in the four weeks before your baby is due, you are off work with a pregnancy-related illness, maternity leave will begin automatically on the following day.*Additionally, if you’re off work sick because you’ve had a miscarriage your sickness absence should be treated in the same way by your employer as if you were off because of pregnancy-related illness.

Time off for attending antenatal appointments

If you are an employee you are entitled to reasonable time off, with pay, for antenatal appointments made on the advice of a registered medical practitioner.

Support in the event of premature birth or a stillborn baby

It’s difficult to think about the possibility of your baby being born prematurely or giving birth to a stillborn baby. Nevertheless, it is important to know that your employer is required to offer appropriate support if this happens. If your baby arrives early, maternity leave will automatically start the day after the birth. If your baby is stillborn after the twenty-fourth week of pregnancy, or if the baby is born alive at any point (even if your baby later passes away) you are still entitled to maternity leave and any maternity pay that you qualify for.

Free prescriptions and dental care

All prescriptions and NHS dental treatment are free while you’re pregnant and for 12 months after your baby’s due date. Children also get free prescriptions until they’re 16. To claim free prescriptions, ask your doctor or midwife for form FW8 and send it to your health authority.

Right to parental leave and time off in emergencies

Parental leave allowance means you are able to take up to 18 weeks of unpaid leave to aid your new baby’s welfare (a maximum of four weeks per child, per year). In most cases, this has to be taken before your child’s 5^th birthday. You are also allowed time off to deal with emergency situations affecting your child, with no stipulated time limit – although be aware that whether this is paid or unpaid is left at the employer’s discretion.

If you are self-employed, an agency or zero-hour contract worker, visit the Maternity Action website for further information about your maternity rights.

*Please be aware this information is correct at the time of publishing and will be updated intermittently. However, please use the additional resources at the bottom of this article to verify the most up-to-date information.

Continue reading for advice about announcing your pregnancy, assessing risks to pregnancy in veterinary practice and returning to work after maternity leave…

Pregnancy in Veterinary Practice: Making the announcement

You should inform your employer of your pregnancy at least 15 weeks prior to the baby’s due date. However, many announce the news much sooner than this. There are various benefits to telling your employer sooner rather than later:

It is only once your practice knows you’re pregnant that you are entitled to full maternity rights and protected against pregnancy-related discrimination
The earlier your employer knows you’re pregnant, the sooner they can make appropriate provisions to ensure you and your baby remain healthy at work
The earlier you tell your manager, the easier it is to plan together how best to tell the people you work with (you can still request that your pregnancy remains confidential until you feel the time is right to tell the rest of your team)
An earlier announcement means your employer can plan and prepare to meet the operational requirements of the organisation before you leave
The earlier you announce, the easier it is for your employer to support you if your pregnancy is difficult or if you are experiencing issues with morning sickness

Pregnancy in Veterinary Practice: Assessing risks

Although working as a veterinary nurse carries risks, with the right precautions and monitoring there is no reason that pregnancy in veterinary practice should reduce you to making cups of tea for nine months.

Your employer should work with you to assess the physical risks associated with your role. This is so you can determine whether any adjustments need to be made to your duties. These risks should be reassessed regularly throughout your pregnancy to ensure the practice remains safe. The assessment should also take into account the common symptoms of pregnancy that may pose a risk at work. For example backache, fatigue, more frequent trips to the loo and loss of balance and coordination in later pregnancy.

Usually, practices can be easily altered to accommodate the more common symptoms of pregnancy. For example, providing more frequent rest breaks; delegating radiographic examinations elsewhere and ensuring you do not handle dangerous chemicals.

Be aware of the following risks for pregnant women in practice. If you’re concerned about your exposure don’t hesitate to raise your concerns with your practice.

Radiography
Waste anaesthetic gases
Infectious diseases
Chemotherapy drugs
Heavy lifting: Whilst pregnant your ligaments are more prone to strains. Ideally heavy lifting should be avoided or approached with extra care.
Stressful, long working hours: Generally, working nights and weekend shifts cannot be avoided without recommendation from your doctor/midwife. However, it is worth having the conversation to see if compromises can be made as your pregnancy progresses.

Continue reading for advice about returning to veterinary practice after maternity leave

Continue reading for advice about announcing your pregnancy and assessing risks to pregnancy in veterinary practice…

Returning to veterinary practice after maternity leave

The thought of returning to work after maternity leave can be a daunting prospect. You may worry about your clinical skills. You may be concerned about the impact your absence will have on the relationships you have with your team. Then there’s getting up to date with the latest industry developments and drugs / equipment…

Don’t worry!

In many ways veterinary nursing is like riding a bike – once you’ve learnt the skills they’re very difficult to lose and, although you might be a bit rusty to begin with, it won’t be long before you’re back in the swing of things. Plus, there’s no gap in knowledge that can’t be filled with CPD and a supportive practice! If you’re returning to work after maternity leave, read on to find out what you need to consider…

Returning to work after less than 5 years

If you have been unregistered with the RCVS for less than five years, the good news is that re-joining the Register of Veterinary Nurses is simple! All you need to do log in to your RCVS account or complete a Restoration Form.

Continuing Professional Development (CPD)

As part of your welcome back to practice, your practice should be more than happy to assist you in refreshing your skills and knowledge if needed. However, as a veterinary nurse, remember it is your professional responsibility to ensure your skills and knowledge remain up-to-date.

Before returning to practice it is worth looking at what courses may be available to help you refresh any skills or knowledge you feel is relevant to ease your move back into practice life. Alternatively, if you are not currently employed you could contact your local practices and see if there is opportunity for you to help out on an odd day, or shadow a nurse to refresh your skills. Visit the CAW CPD website

“Keeping in touch” days

It is worth taking advantage of the government’s “Keeping in Touch” days scheme. This scheme allows you to work 10 full or part time days without losing your maternity benefits. Although there is no obligation for your practice to offer these days, or for you to take them, they can be useful for remaining in contact with your workplace and keeping up-to-date with work developments. For example, you may want to use them to attend a training session or team meeting. Alternatively, you could use them to work shorter weeks and return to work more gradually.

Returning to work after 5+ years

If you have not been in active practice for five years or more, you will need to go through a Period of Supervised Practice (PSP) before you can apply to re-join the RCVS Register of Veterinary Nurses.

You are not required to be assessed or formally re-examined as part of the PSP. During your PSP you will work with a named mentor (an experienced RVN or vet) in practice in order to refresh your knowledge and skills. This is so you can regain confidence in the role under supervision of other registered practitioners, to ensure you are able to practise safely.

Once you have returned to work in a veterinary practice you should contact the RCVS in order to register for the PSP. You will be asked to complete a registration form and pay a fee. Your PSP mentor and Practice Principal will need to give their agreement to support you and sign your registration form. Read the full PSP guidance handbook

Asking for flexible working arrangements

For those returning to work after maternity leave in particular, a common problem is that the hours demanded by the veterinary nursing profession are not always family friendly. Early starts, late finishes, weekend and on-call shifts can be difficult to arrange around childcare. This means that many new mothers can only work part time, or have to find a new job. But don’t panic…

You have the right to ask your employer for flexible or reduced working hours after maternity leave.

Your employer doesn’t have to grant your request if they can show it wouldn’t be suitable for their business. However, most practices will see the value in keeping on their experienced staff, so it is worth asking. Take a look at the The Advisory, Conciliation and Arbitration Service (ACAS) guidance on how to formally request flexible working arrangements.

If it isn’t possible for you to work flexibly at your current practice, don’t panic. You may wish to look for part-time work elsewhere, or look at other career opportunities that offer more flexible or conventional working hours. For example, you could work as a locum or look at training as a veterinary nursing lecturer.

Further Resources

Apprenticeships update: All apprenticeship frameworks to be withdrawn from 1 August

In 2015, the government announced that as part of their efforts to improve apprenticeship training, all apprenticeships would be moving from frameworks onto standards as of 1^st August 2020. To meet this goal, the Education Skills Funding Agency (ESFA) will be ending enrolment on all framework apprenticeships from 31^st July 2020.

As we move closer towards this date, apprentices and employers may have questions about how the switchover may affect them. Here, we’ve covered the main points you should be aware of and provided some more information about what apprenticeship standards are all about:

Why is this happening?

The switch from frameworks to standards is part of a wider government response to employer demand for a training solution that is current, relevant and fit for purpose. The purpose of the behind these changes is to make apprenticeships more employer-led and improve on-the-job learning.

How will this change affect current apprenticeships at The College of Animal Welfare and CAW Business School?

The switch over from frameworks to standards means that from 1^st August 2020, you will no longer be able to enrol on the following apprenticeship programmes we offer:

Advanced Apprenticeship in Work-based Animal Care
Intermediate Apprenticeship for Nursing Assistants in a Veterinary Environment (VCA)
Advanced Apprenticeship in Customer Service
Intermediate Apprenticeship in Business Administration
Higher Apprenticeship in Business Administration
Intermediate Apprenticeship in Medical Administration

If you or a member of your staff have already started on one of these apprenticeship frameworks, there’s no need to panic. Any framework apprenticeships started before the 1^st August will still be eligible for completion and the qualification will still be valid, even if you do not finish until after the cut-off point.

If you or a member of your staff were planning on enrolling onto one of these apprenticeship frameworks, we would encourage you to have a look at the apprenticeship standards we offer:

Make sure to keep an eye on our blog or follow us on our social media for updates about new standards we may offer as they become available:

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What do I need to know about apprenticeship standards?

They are designed by employers, for employers

Standards have been developed in conjunction with groups of employers known as “trailblazers”. They can be tailored to a specific job-role and contain a list of all the skills, knowledge and behaviours needed for learners to be job-ready upon completion.

Standards offer lots of choice for students and employers

Every job which can be entered via an apprenticeship will have its own standard (there were around 250 apprenticeship frameworks under the old system, compared with over 600 standards.) What’s more – standards have been designed for jobs which require differing levels of skills and knowledge.

Robust assessment methods are embedded into standards

In order to finish their apprenticeship, learners on standards will need to complete an End-Point Assessment (EPA) to show they can perform all the responsibilities their job role demands and they have gained the skills, knowledge and behaviours outlined in the standard.

Apprentices must spend 20% of their time training “off-the-job”

All apprentices must spend 20% of their working time allocated to ‘off-the-job-training’. This can include time being allocated to work on activities such as reflective logs or portfolio tasks, or perhaps undertaking a research project or reviewing working processes. There are many ways in which you can use this allocation to the advantage of both the apprentice and the business. Download our Off-the-Job Training Guidance for Apprentices

Employers can benefit from reduced fees

The government have agreed to fund 95%* of the apprenticeship fees for small employers (those with an annual payroll of less than £3 million). Additionally, if you have less than 50 employees and your apprentice is under 19 years of age there are no fees to payand you’ll get a £1,000 grant If you are a large employer (with an annual payroll bill of more than £3 million) the apprenticeship fees are payable via the apprenticeship levy money in your digital account. Please visit our individual course pages for further information on fees.

Further Information:

If you have any further queries about the switch over from an employer or learner perspective, please don’t hesitate to get in touch with us on 01480 422060 or admin@caw.ac.uk.

*Updated inline with the funding rate change on 1 April 2019

Turn your passion for horses into a career with an Equine Apprenticeship

Are you passionate about horses and love being outdoors? Perhaps you own a horse, or ride horses in your spare time? If so, then a career in the equine industry could help you turn your hobby into a living and gain a job you’re really passionate about.

Our Equine Groom (Level 2 Apprenticeship) is designed for people who are new to a horse care role, and covers the key skills and knowledge needed to pave the way to a successful career in the equine industry. Not only this, you’ll gain lots of practical experience working with horses!

Is horse care for you? Download our FREE careers guide and find out…

Working with horses is incredibly rewarding and there are many career options in the equine industry, including jobs such as a Horse Groom, Riding Instructor, Racer, Equine Veterinary Nurse…and many more! Download the booklet here

Home Dog Grooming: Top Tips and Advice

As it has been impossible to visit the groomers over the past few months, and we’re only just beginning to adjust to the “new normal” as lockdown eases, grooming your dog may have fallen off your radar. You may even think that dog grooming isn’t that important—after all, his coat looks to be in okay shape, so why bother?

Grooming goes way beyond a quick swipe with a brush. Grooming is about looking after your whole dog – it’s skin, eyes, ears, nails, teeth, and yes, coat. Imagine if you put off washing and combing your hair for weeks or even months—yikes! Understandably, you’d feel grubby and uncomfortable…and it’s no different for your dog! If not groomed regularly, some dogs may also develop painful mats and skin problems or suffer from overgrown nails.

Grooming is an essential part of caring for your dog and by maintaining your dog’s coat in between visits to the groomers, you will ensure that the coat and skin is kept in good condition all year round.

Now more than ever is a great time to get clued-up on home dog grooming, because they’re woof it!

From scruffy schnauzers, to tangled Terries – check out our top tips and information we’ve put together about how to pamper your pooch at home and maintain those lockdown locks safely.

Understand your dog’s coat requirements

Home dog grooming begins by getting to know your dogs’ coat and skin by routinely checking it. This is really important, as a change in either can be the first time that you are aware that there could be an underlying health problem. Dog grooming treatments and techniques can also vary greatly depending on coat types. For example, you should be mindful that long-haired or double coated breeds require extensive maintenance. “Long hair don’t care” is not a good mantra for dogs with these coat types. Without regular brushing, these dogs can quickly develop painful mats on various parts of their bodies. Check out our visual gallery for more information on coat types:

[ngg src=”galleries” ids=”5″ display=”basic_imagebrowser”]Fun fact: Different dog breeds have different coat styles, and these usually stem from the jobs that dogs have done in the past. For instance a fox terrier will have protection around the muzzle and front of the face, as they were used to keep foxes at bay, this hair would protect their face.

Don’t over bathe your dog

Only give your dog a bath when it’s really needed, such as if they’ve gotten smelly or dirty during a muddy walk. Washing dogs’ coats strips them of their natural oils and can cause skin and temperature-regulating issues if overdone. What’s more, don’t used perfumed or scented human bath products, as these can irritate your dogs’ skin or nose, and always pat your dog dry with a soft towel rather than rubbing, in order to prevent tangles and matts.

Check your dog for ticks after walks

After taking your dog for a walk, it’s a good idea to check them for ticks. You can do this by moving your hands over their body to check for any unusual small bumps, particularly around their ears, head, neck, groin, armpits and feet. Ticks are big enough to spot and regular grooming helps to remove/discover them.

Generally, grooming regularly is a good opportunity to look out for parasites and irritants on your dog’s skin. Check our visual gallery to learn more about the kinds of parasites you should look for and how you can prevent and treat these conditions:

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Treat your dog with kindness and patience

It’s important to approach any home grooming with empathy. Go slowly and pay close attention to how your dog reacts to what you’re doing. If you spot signs of stress such as trembling, whining, or panting that’s not heat-related, you should take a break if needed. Be sure to make the grooming process a positive experience by giving lots of praise, petting, cuddles and treats. If you treat your dog with kindness and patience, your dog will eventually feel more comfortable with grooming at home.

Choose a reputable, qualified dog groomer

If your dog gets something stuck in its fur that you cannot brush out, you may feel confident enough to snip it out. However, be mindful that many dogs have been injured from amateur groomers making mistakes. It’s important to maintain regular visits to the groomers where possible, and leave expert clipping and cutting to a professional, qualified dog groomer.

As a responsible dog owner, it’s crucial to choose a groomer who is professionally qualified to carry out the care of your loved companion. Look for dog groomers who have undertaken a recognised course. This shows that they have learnt about different grooming techniques, different types of equipment, and how to use it safely. Qualified Groomers will have learned about parasites, and other diseases and disorders that can affect the health, and coat and skin. They will also have learned to look at body language, and how to handle dogs in their care with consideration and kindness.

The College of Animal Welfare runs three commercial grooming parlours; CAW Grooming School Huntingdon (Cambridgeshire), CAW Grooming School Wigan and Campus Vets and Pets in Leeds (West Yorkshire). We pride ourselves on offering a professional and friendly service at affordable prices to those in the local community. Dogs are groomed by City & Guilds Dog Grooming students under the supervision of experienced and qualified dog groomers. Find out more about our dog grooming services

Follow us on social media for more dog grooming information and advice:

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Vicki Nielsen joins British Veterinary LGBT+ committee

We’re delighted to say that one of our staff members, Vicki Nielsen, has joined the British Veterinary LGBT+ committee as one of their Veterinary Nursing Representatives!

The British Veterinary LGBT+ Society is made up of people from all over the veterinary industry. The group develops LGBT+ networks, provides sources of help and support, creates resources to reinforce open and inclusive working environments, raises awareness of LGBT+ issues in the veterinary profession and spreads messages of equality and diversity.

Vicki’s role will focus on raising awareness of the organisation in the veterinary education sector. On her new role, Vicki said:

“I am working alongside Sam Morgan, who was former President of the BVNA and is one of the Directors of Abbeydale, a veterinary nursing college. Together, we want to raise awareness of BVLGBT+ among educational providers and establishments and for the group to be a resource of information, advice and guidance to all those supporting and training LGBT+ student veterinary nurses both in the workplace in training practices as well as in the educational setting.”

“I am very excited about trying to increase awareness of the group in the veterinary education sector and reaching out to our training practices that are supporting our future generation of veterinary nurses that may be struggling with their sexuality or identity and providing them with resources and information to help.”

Congratulations Vicki!

To keep up to date with the group’s latest news, events and activities, make sure you like the British Veterinary LGBT+ Facebook page.

Prescribe yourself with some professional progression in lockdown

Working in veterinary practice during these challenging times means veterinary nurses need to be more adaptable and efficient than ever before. With this in mind, now could be the perfect time for you add another ‘string to your bow’ by studying to become a Suitably Qualified Person (SQP).

What is an SQP and what do they do?

A SQP is an animal medicine advisor who is qualified to prescribe and/or supply certain veterinary medicines under the Veterinary Medicines Regulations.

Why gain SQP status?

Obtaining an SQP qualification will enable you to bring more to the table at your current practice, boost your credentials and help you to stand out against other candidates when applying for jobs in the future. Gaining this formally recognised qualification allows you to offer a more effective and efficient approach to medicine in these extraordinary times!

More information about the Level 4 Certificate for Suitably Qualified Persons (SQP) – Companion Animal

Completion of the VetSkill Level 4 companion animal SQP qualification at The College of Animal Welfare will allow you to join the VetSkill SQP register, qualifying you to prescribe and dispense POM-VPS and NFA-VPS medicines to companion animals.

The programme covers:

Legislation and Professional Requirements
An Introduction to Companion Animal Anatomy, Physiology and Nutrition
Companion Animal Health, Disease and Parasite Management
Prescribing and Supplying Veterinary Medicines to Owners/Keepers of Companion Animals

The course is delivered via distance learning, meaning you can start at any time and study from anywhere in the UK or overseas*

As some of us may be at home during lockdown, now could be the perfect time to take the opportunity to invest some time in developing your skill set. For more information about the course, visit our website.

*Please be aware attendance at a CAW centre will be required for the unit exams and final OSCE examination.

Autumn Veterinary Nursing Intake Open for Applications

Applications are open for the September intake of our Level 3 Diploma in Veterinary Nursing (Companion Animal Pathway).

With many of us staying at home or working reduced hours due to the coronavirus pandemic; if you’ve always wanted to work with animals, now could be the perfect time to review your career goals, take a leap of faith and start working towards a job you’re really passionate about.

Throughout the course you will develop the key skills and knowledge needed to thrive as a veterinary nurse, as well as gain significant industry experience in a veterinary practice. Visit our website today to apply for the September intake. If you’re wondering whether veterinary nursing is for you, read on to find out more about the role and where a VN qualification can take you on your career path…

Discover the benefits of joining the veterinary nursing profession

By training as a veterinary nurse, you’ll…

Gain a rewarding job where you can make a real difference to the lives of animals
Secure real job prospects with roles available in veterinary practice, teaching, sales and more
Benefit from life-long learning with advanced qualifications and opportunities to specialise

Find out more benefits of becoming a veterinary nurse

Learn what life as a veterinary nurse involves

Outside of the consulting room, RVNs handle most of the care required by our pets. They provide nursing care, carry out technical work and perform a range of important diagnostic tests and medical treatments.

Discover the different types of veterinary nursing roles in practice

6 Types of Veterinary Nursing Roles in Practice

Have you ever wondered what life as a veterinary nurse involves?

Outside of the consulting room, RVNs handle most of the care and attention required by our pets. Their registration with the Royal College of Veterinary Surgeons (RCVS) shows that they are responsible for their professional conduct and remaining up-to-date with their professional skills and knowledge.

Veterinary Nurses carry out nursing and technical work and perform a range of important diagnostic tests, medical treatments and minor surgical procedures under veterinary surgeon direction. Beyond technical work, RVNs also educate owners on the welfare of their pets. In many practices they run their own nursing clinics.

Read on to learn about the responsibilities of a veterinary nurse and the various nursing roles you may come across in practice.

1. Nursing care

RVNs are responsible for carrying out nursing care during the course of the case. Like nurses in NHS hospitals they perform a wide range of important tasks such as medicating patients, dressing wounds and monitoring intravenous fluids. Beyond this, RVNs also handle the basic needs of the patient including exercising and feeding your pet, cleaning accommodation and providing lots of fuss and cuddles.

2. Pet owner education and nursing consultations

Veterinary nurses undertake a rigorous training programme and continue to study throughout their careers to maintain professional expertise. Many go on to develop specialisms in areas such as dentistry, feline nursing or anaesthesia. Some also complete additional, advanced qualifications in veterinary nursing, such as the Level 5 Advanced Diploma in Veterinary Nursing (Practice Nurse). As such, many veterinary practices offer nurse-led clinics on areas including weight management, dressing changes, post-operative checks, puppy training and socialisation, microchipping and diabetic clinics.

3. Clinical supervision

Clinical supervisors are veterinary nurses tasked with supporting student veterinary nurses in practice, ensuring they are practicing safely and providing opportunities for them to complete their Nursing Progress Log (NPL) or e-portfolio to complete their veterinary nursing qualifications. Becoming a clinical supervisor is a great avenue for Continuing Professional Development (CPD) in coaching and mentoring skills, which can also pave the way to formal qualifications.

4. Diagnostic Testing and Procedures

RVNs undertake many laboratory tests in-house. They are trained to take and process x-rays as requested by the veterinary surgeon. This is often a critical step in the process of diagnosing illness or injury in your pet.

5. Veterinary Nurse Team Management

Some veterinary nurses have team management responsibilities. Head Veterinary Nurses lead veterinary nursing and veterinary care teams in practice, in order to manage day-to-day workflow efficiently. Day-to-day, this usually covers many areas in team management, for example: recruitment, development, absence reporting and monitoring. Sometimes head veterinary nurses are also involved with managing expenditure to ensure the practice is using resources cost-effectively. The role is perfect for those looking to have a bigger influence over practice life; whether that be over developing staff, customer service or clinical practice.

6. Surgical Nursing and Anaesthesia

Veterinary nurses undertake a rigorous training programme in order to assist veterinary surgeons as part of the surgical team. They monitor the levels of patient anaesthesia throughout operations. They’re able to recognise different stages of anaesthesia and potential problems, as well as legally undertake minor surgical procedures under veterinary surgeon supervision. This could be the suturing of wounds or dental scaling and polishing following assessment and removal of any damaged teeth by the vet.