Employment and deployment of additional roles: What works for whom, how and why?

Background Additional Roles Reimbursement Scheme (ARRS) was introduced in England in 2019 to alleviate workforce pressures in general practice by funding additional staff such as clinical pharmacists, paramedics, first contact physiotherapists and from 2024/25, the scheme will fund recently qualified GPs. However, the employment and deployment models of ARRS staff present ongoing complexities and challenges that require further exploration. Aim This study explores the decision-making processes behind Primary Care Networks (PCNs) and general practice staffing choices, and how these choices influence the operationalisation of ARRS. Design A qualitative case study across four PCNs in England using a realist evaluation framework. Method Data collection took place between September 2022 – November 2023. Semi-structured interviews were conducted with PCN Clinical Directors, GPs, practice managers and ARRS staff (n=42). Transcripts were analysed using a realist evaluation framework to identify the context-mechanism-outcome configuration. Results Direct employment models fostered staff development and retention, contingent upon established trust among practices. Subcontracting was favoured to mitigate employment risks but could lead to unintended consequences like conflicting accountabilities and less integration with existing GP practice staff. The optimal deployment model involved rotations across a limited number of GP practices, ideally two, with one serving as a base, ensuring consistency in training and management. Conclusion This study provides novel insights into the complexities of different employment and deployment models of ARRS staff. These findings will be invaluable for creating a sustainable GP practice workforce and informing future workforce strategies as the scheme expands to include recently qualified GPs