Responsibilities of the ETP employer

Details of what is expected of the employer and training officer of an ETP trainee.


The ETP employer

The employer will need to:

  • ensure delivery of work-based curriculum of the two modules
    • SPS 121 Ultrasound Imaging in Cardiac Science an existing module from the STP
    • A-CS-S1 Introduction to Clinical Echocardiography – this is a new module
  • ensure there are opportunities for experiential learning and clinical experience
  • provide support, guidance and mentoring for the duration of the programme
  • remember the trainee is supernumerary, the department must be able to deliver its service satisfactorily without the trainee’s contribution
  • ensure there is 20% protected time allocated to the trainee for the duration of the training programme.  This time is primarily for the academic work but should be used flexibly. HEI work varies throughout the year so trainees can discuss how to utilise this time in the best way with their training officer

Responsibilities of the ETP training officer

The training officer will need to:

  • understand the aims and objectives of the programme and be familiar with the curriculum
  • be able to explain the programme to others in the department and ensure goodwill and support from colleagues
  • negotiate with colleagues in his/her own department and other departments to ensure the trainee is provided with all the opportunities required
  • plan training, guides, and mentor the trainee, review the trainee’s progress and address any areas need improvement
  • help the trainee manage time and resources throughout the training period


If the training officer is already training STP trainees and meets all the requirements of being a STP training officer, they are suitable to train ETP trainees. In addition to this, all ETP training officers should be accredited at level 2 by the British Society of Echocardiography in Transthoracic Echocardiography so that we are assured they understand the final assessment.

The training officer should have experience of assessing and signing off competency evidence. If not, they will need to ensure they have identified individuals in the department who can deliver the required assessments. The training officer should familiarise themselves with the standard of evidence required to sign off assessments and competencies and ensure that this standard is maintained consistently both in their own assessments and in those carried out by colleagues.

The ETP training officer should ideally have a training qualification. Being able to do a job well does not necessarily mean you will be able to train someone else to do it. Training involves a number of skills, such as:

  • identifying a learner’s preferred learning style
  • assessing competencies
  • giving constructive and useful feedback
  • monitoring progress
  • taking responsibility for the training plan
  • knowing when support is needed
  • providing pastoral care and training support throughout the programme

We would advise you to do an analysis of your own strengths and weaknesses as a trainer and some sort of 360-degree review.

Knowledge and understanding

To train an ETP trainee you must have a clear and detailed understanding of the ETP curriculum, as you will have to understand the assessment requirements for the ETP. It is your responsibility to ensure that all the necessary assessments of competence have been carried out.

Time for training

To take responsibility as the training officer, you must be allocated time in your current role to deliver training, which means having the time to meet regularly with the trainee(s), having the time to assess competencies and the e-portfolio work. Meetings should also discuss gaps in training and how these can be met, training officers should have time to monitor progress and feedback and generally be available to support and mentor the trainee(s). We recommend meeting with your trainee at least fortnightly to once a month. It is helpful to have a record of what is discussed, these notes can be used to formulate next steps and actions, it is helpful to keep notes as evidence of discussing progress and for future review meetings.

Last updated on 12th March 2024