Training Information for Hiring Managers

Yes, if you intend to employ and train a perfusion trainee through the recognised ANZBP pathway.

Only trainees employed at an ANZBP-accredited training institution are eligible to undertake the recognised local training pathway, enrol in the Master of Cardiovascular Perfusion, and ultimately progress toward eligibility for CCP(ANZ) certification.

This means that employment in a non-accredited service does not, by itself, constitute recognised ANZBP clinical training and will not provide an eligible pathway to certification.

ANZBP accreditation confirms that the clinical training environment has appropriate:

• supervision;
• staffing and workload arrangements;
• clinical case exposure;
• educational support;
• governance and patient-safety systems; and
• processes for monitoring trainee progression.

Accreditation should therefore be considered before appointing a trainee or planning their university commencement.

Importantly, accreditation of the training unit does not guarantee that an individual candidate will be admitted to the Master of Cardiovascular Perfusion or achieve CCP(ANZ) certification. The candidate must still meet the relevant university admission requirements and successfully complete all academic, clinical, assessment and ANZBP certification requirements.

Recognised clinical training must occur within an ANZBP-approved training arrangement. New services should therefore engage with the accreditation process when planning a trainee position.

The local work-integrated training pathway requires substantial and regular clinical employment. The recognised Monash University pathway currently requires trainees to have secured a clinical perfusion traineeship of at least three clinical days per week at an ANZBP-accredited training institution.

The clinical load over these three days per week must be sufficient to provide the trainee clinical exposure of 200 CPB cases per year. Services should consider whether the proposed employment arrangement will provide sufficient continuity of exposure and progression. 

No. ANZBP accreditation confirms the suitability of the clinical training environment. Individual applicants must separately meet the admission requirements of the university.

Services considering accreditation or employing a trainee for the first time are encouraged to contact the ANZBP early via admin@anzcp.org

We are happy to discuss:

• whether your service is likely to meet training requirements;
• supervision arrangements;
• shared training options;
• preparation for accreditation; and
• questions about the clinical training pathway.

Ideally, units should begin planning several months before the intended academic commencement date. This allows time for accreditation, supervisor approval, recruitment, university application, trainee registration and local onboarding.

No. The Lead Supervisor does not need to be the Head or Chief of Perfusion.

The role should be filled by an appropriately experienced perfusionist who meets the ANZBP eligibility requirements and has the capacity, interest and suitability to oversee trainee supervision and progression. The current Clinical Supervision Policy requires Lead Supervisors to hold current CCP(ANZ) or OTP(ANZ), have at least five years’ post-certification experience, and demonstrate the capacity to oversee supervision planning, evaluations, progression and communication with the ANZBP.

In some units, the Head of Perfusion may be the most appropriate person to undertake the role. In others, a senior perfusionist with a particular interest or experience in clinical education, supervision, assessment, feedback or trainee development may be better placed to act as Lead Supervisor.

The Head of Perfusion still has an important role in supporting the appointment. Where the proposed Lead Supervisor is not the Head of Department, the policy requires the applicant to be considered suitable by the Head of Perfusion Department and supported through the supervisor approval process.

Academic progression is governed by the university, while the ANZBP and training unit oversee the clinical training pathway. Where academic issues affect clinical training or progression, communication between the relevant parties may be required.

Yes. Units considering accreditation should be encouraged to contact the ANZBP early to discuss their proposed training model, supervision arrangements and any anticipated gaps or challenges.

Hiring managers should carefully consider this before making an appointment to a recognised trainee position.

The candidate must independently satisfy the current entry requirements for the recognised Master of Cardiovascular Perfusion program. ANZBP accreditation of the hospital does not guarantee university admission for an individual candidate.

The current academic pathway includes prerequisite study in areas such as:

• human anatomy;
• human physiology;
• chemistry; and
• physics,

in addition to the relevant degree, academic and other university requirements.

A health or science degree does not necessarily mean that all prerequisite areas have been completed.

This should be identified before appointment wherever possible.

The ANZBP cannot waive or override Monash University admission requirements.

If a candidate is missing prerequisite study, they may need to complete appropriate university-level study before becoming eligible for admission. Hiring managers should therefore avoid assuming that a candidate will become eligible simply because they have been selected for a trainee position.

Where eligibility is uncertain, the candidate should review the current university admission requirements before the employment process is finalised.

A useful first screen is to determine whether the applicant appears capable of entering the formal training pathway.

Before progressing an applicant, consider:

1. whether they hold an appropriate undergraduate qualification;
2. whether their academic record is likely to satisfy the required standard;
3. whether they have completed the required anatomy, physiology, chemistry and physics study;
4. whether they understand the work-integrated nature of perfusion training; and
5. whether they understand that the role involves postgraduate study alongside demanding clinical training.

Once basic eligibility has been established, selection can focus more closely on the applicant’s suitability for clinical perfusion.

There is no single professional background that guarantees someone will become a strong perfusionist.

When selecting a trainee, departments may wish to look for evidence of:

• organisation and attention to detail;
• ability to manage competing information and tasks;
• communication and teamwork;
• reliability and professional behaviour;
• ability to receive and use feedback;
• clinical reasoning and problem-solving;
• situational awareness;
• willingness to prepare and learn independently;
• insight into personal limitations and willingness to escalate concerns;
• ability to function in a high-acuity clinical environment; and
• a realistic understanding of the demands of perfusion practice.

The strongest applicant is not necessarily the person with the most prior cardiac knowledge. Consider the individual’s capacity to learn, develop and respond to supervision over a prolonged training program.

Not necessarily.

Relevant clinical, scientific or healthcare experience can be valuable, but applicants may enter perfusion from a range of appropriate academic and professional backgrounds.

Feedback from recent managers has been that clinical experience is desirable and makes the process of training much smoother. 

Rather than using one specific previous profession as a prerequisite, consider whether the applicant can demonstrate transferable capabilities relevant to perfusion practice and whether they meet the academic requirements for the training pathway.

This is worth considering.

The trainee position and academic program are designed to occur concurrently. A candidate who cannot obtain or maintain admission to the recognised academic program may not be able to progress through the local certification pathway as intended.

The employment conditions themselves remain a matter for the employing organisation and should be developed in accordance with local HR and industrial requirements.