Preceptorship Case Study – KMPT

Organisational Details

Kent and Medway NHS and Social Care Partnership Trust (KMPT) is one of the largest mental health trusts in the UK, delivering specialist services to a diverse population of around 1.8 million people across Kent and Medway. KMPT employs approximately 3,500 to 3,600 staff, representing over 66 nationalities.

KMPT collaborates closely with partners across the Kent and Medway Integrated Care System (ICS), local authorities, and third-sector organisations to enhance population health, reduce health inequalities, and integrate care throughout the region.

KMPT is guided by four core values that shape how care is delivered and how teams work together:

• Caring – showing kindness and compassion in everything we do.
• Inclusive – respecting diversity and ensuring everyone feels they belong.
• Curious – always learning, improving, and striving to do better.
• Confident – in our people, our decisions, and our future.

Services We Provide

• Inpatient care – acute mental health, psychiatric intensive care, rehabilitation, older people’s mental health, learning disabilities, mother and baby units, alcohol and drug misuse services, and forensic (secure) services,
• Community-based services – adult and older adult mental health teams, crisis and home treatment teams, Liaison Psychiatry services, dementia and memory services, perinatal, neurodiversity, and Mental Health of learning disability teams.

These services are delivered across sites in the Kent and Medway region.

Training and Preceptorship Support

KMPT is deeply committed to developing the health workforce. KMPT is a recognised teaching and training Trust, supporting medical and GP trainees, Nursing and AHP undergraduate placements, apprenticeships, and training professionals such as pharmacists, psychologists, and social workers.

Estimated to be approximately 70–130 nursing-only preceptees each year.

Description

Length: The programme lasts 12 months, providing long-term support rather than a short, rushed experience.

How it Works:

• You start with an induction day to meet the team and understand expectations.
• You then attend six full study days across the year, which will expand to eight study days from 2025 to allow even deeper learning.

Where and How:

• Online delivery makes it flexible.
• Sessions are led by a range of experts— HR teams, medical, pharmacists, physical health experts, legal teams, — not just mental health nurses.

Joining the Programme:

• All new starters are flagged automatically through the Trust’s Electronic Staff Record (ESR) system and contacted by the Preceptorship Team. Managers also send us names in case there are some errors with the ESR.

Attendance:

• It’s mandatory— you must attend all study sessions.
• If you miss one (sickness and, leave only), catch-up sessions are arranged to help you stay on track.

Who Supports You:

• A preceptor (an experienced staff member) is assigned by your manager, not by the education team, to ensure local relevance and accountability.

Quality Assurance:

• Everything aligns fully with national standards (National Preceptorship Framework and Interim Quality Mark) and is in line with the NMC Preceptorship Principles.

Curriculum Focus Areas:

In total, there are 26 sessions, covering vital topics to develop you into a skilled, safe, and confident practitioner, including:

• Safe medication management
• Keeping accurate, professional patient records
• Understanding clinical accountability
• Meeting the physical health needs of patients with severe mental illness
• Conducting thorough risk assessments
• Improving patient experience
• Reflective practice and peer discussions

Tailoring for Different Settings:

• Extra training is given on clinical governance, administering depot injections, and phlebotomy training funded through KMPT CPD blood-taking.
• Community preceptees also access a development programme to help them progress from Band 5 to Band 6, preparing them for the next steps in their career.

Support and Learning for Preceptees

The programme doesn’t just throw you into the deep end — it actively builds a safe, supportive environment to help you succeed.

Support Includes:

Protected Learning Time: Services must honour the time set aside for study days and reflective learning for both preceptees and preceptors. You are entitled to focus on development without interruptions to your work.

Regular Preceptor Contact:

• You’ll work at least two supervised shifts per week with your preceptor at the beginning.
• This gives you a reliable, familiar mentor to guide you through early challenges.

Career Pathway Exposure:

Right from the start, you’ll hear about future opportunities — research, education roles, management, ACP or moving into community services.

Mandatory Leadership Development:

You complete the Edward Jenner Programme, an entry-level NHS leadership Academy course, building your leadership skills from the beginning.

Career Progression Opportunities:

You can even apply for Band 6 roles during your preceptorship year if you’re ready — the programme encourages ambition and professional growth.

This ensures that learning is progressive, supported, and future-focused, in line with the NHS and NMC mandates for early-career development.

Support and Learning for Preceptors

Preceptors — the mentors who guide preceptees — are just as important as the programme itself.

Currently:

• Preceptor training is optional, but KMPT knows it needs to do more here.

Planned Improvements:

• Mandatory Preceptor Training:
  • Training will soon become compulsory, ensuring all preceptors offer high-quality, consistent support.
• Recognition Initiatives:
  • Plans are in place to celebrate preceptors with awards, badges, and public acknowledgments.
• Peer Support Networks:
  • Preceptors will have dedicated spaces to share experiences and advice, helping them grow their own skills too.

This mirrors the NMC Preceptorship Principles’ emphasis on ensuring that preceptors are well-prepared and supported, contributing to a consistent and nurturing environment for new staff.

Inclusion and Equity

We embed inclusion across all aspects of the programme, particularly in supporting internationally educated staff and neurodiverse practitioners:

• OSCE Support for IENMs: Tailored sessions and mentorship to ensure successful integration through OSCE preparation for Internationally Educated Nurses (IENMs.
• Individual Development Plans: Developed by managers following self-assessments to meet diverse learning needs.
• Neurodiversity Awareness: Education leads are increasingly trained in inclusive practices and flexible communication styles.
• Co-Design and Feedback: Ongoing input from preceptees and service users shapes content and delivery.

This commitment to equity and personalisation is a direct reflection of the inclusivity principles embedded in the NMC’s vision for preceptorship

Challenges and Lessons learned

KMPT has identified several key challenges and is actively implementing solutions to address them:

Voluntary Preceptor Training: Inconsistencies in support quality have been observed, as not all preceptors have undertaken formal training. This has highlighted the need for standardised preceptor development to ensure equitable experiences.

Reliance on Line Managers: Varying approaches by line managers in nominating and supporting preceptors can lead to inconsistent levels of engagement and guidance for new staff.

Operational Pressures: While protected learning time is a policy priority, high service demands can make it difficult for some teams to release staff for study sessions and reflective learning.

Preceptee Perceptions of Programme Length: A proportion of preceptees have expressed concerns that a 12-month preceptorship feels excessive, particularly those who feel their university education has prepared them adequately. This perception can affect motivation, especially in the latter half of the programme.

Response to All Challenges:

KMPT is actively monitoring these areas and refining the model through:

• The implementation of mandatory preceptor training
• Strengthened communication with line managers around expectations and best practices
• Feedback-driven adjustments to session content and delivery
• Continued advocacy for protected learning time and improved workforce planning

Addressing the Perceived Length Challenge:

While the 12-month duration aligns with national expectations for ongoing support, it is important to acknowledge individual differences in readiness. KMPT recognises the need to:

• Reinforce the benefits of extended support, including:
  • Sustained access to structured CPD opportunities
  • Exposure to advanced topics and complex clinical scenarios over time
  • Greater preparation for progression into Band 6 or specialist roles
• Offer flexibility within the structure by:
  • Allowing increased autonomy for confident preceptees as they progress
  • Integrating advanced optional content or career coaching sessions in the latter months
• Communicate the programme’s value clearly:
  • Emphasising alignment with NHS England and NMC standards
  • Highlighting the long-term impact on confidence, competence, and career readiness

These actions ensure that KMPT’s preceptorship model remains inclusive, responsive, and aligned with the needs of both new professionals and the wider organisation

These reflective practices ensure that the programme evolves with integrity, supporting our commitment to national excellence as articulated in the NHS England Preceptorship Framework and NMC guidelines.

Conclusion

KMPT’s preceptorship model is a comprehensive, inclusive, and high-impact initiative that supports new staff at every step. By combining strategic leadership, professional development, and a commitment to equity, we are building a future-ready workforce equipped to deliver safe, compassionate, and high-quality care.

Crucially, the model’s full alignment with the NHS England National Preceptorship Framework (2022) and the NMC Preceptorship Principles ensures that our programme meets national expectations, cementing KMPT’s position as one of the leaders in early-career professional support