Since their introduction in 2019, Primary Care Networks (PCNs) have reshaped the way GP practices collaborate and deliver care. But as their responsibilities grow—spanning population health, enhanced access, digital transformation, and workforce development—so too do the demands on PCN staffing.
At The Practice Professionals, we work closely with PCNs across the UK and have seen first-hand that recruiting and retaining the right staff is now one of the biggest challenges facing network leadership. Whether it’s sourcing ARRS roles, recruiting a PCN Manager, or managing multi-practice teams, success depends on more than just filling posts—it requires long-term strategy, systems, and support.
👥 The Unique Staffing Needs of PCNs
Unlike traditional GP practices, PCNs are collaborative by nature. They require staff who can work across multiple sites, with multiple teams, and adapt to new models of care. Staffing must reflect this complexity. Key roles include:
- PCN Manager or Strategic Lead – overseeing operations, reporting, workforce planning, and delivery of IIF, Enhanced Access, and more.
- ARRS-funded roles – including pharmacists, care coordinators, paramedics, social prescribers, mental health practitioners, physiotherapists, and health & wellbeing coaches.
- Data and digital leads – driving transformation and performance monitoring.
- Clinical directors & leadership support – balancing clinical responsibilities with system-level planning.
These roles are essential to modern primary care—but recruiting and retaining them is far from easy.
⚠️ Common Staffing Challenges in PCNs
1. Recruitment Bottlenecks
Many PCNs struggle to find qualified candidates, especially for specialist roles like pharmacy technicians, mental health practitioners, or experienced PCN Managers. Competition with acute trusts and community providers adds pressure.
2. Retention and Integration
Even when recruited, ARRS staff can feel isolated or underutilised if not properly integrated into practice teams. Without strong management, roles risk being misunderstood—or lost to turnover.
3. Lack of HR Infrastructure
Unlike larger NHS organisations, most PCNs lack a formal HR department. Line management, appraisals, onboarding, and contracts are often split between multiple practices, leading to confusion or inconsistency.
4. Leadership Gaps
Many PCNs rely heavily on clinical directors—usually GPs with limited time. Without a dedicated PCN Manager or operational lead, administrative burdens and strategic planning often suffer.
5. Funding Complexity
ARRS funding is ring-fenced and often time-limited. Understanding how to maximise budgets while staying compliant adds further strain to already stretched leadership teams.
✅ How to Strengthen Your PCN Workforce
At The Practice Professionals, we recommend a few key steps to strengthen PCN staffing:
✔️ Recruit a Dedicated PCN Manager
A strong operational lead is the backbone of any successful PCN. They bring structure, communication, and strategic oversight—ensuring ARRS staff are effectively deployed and that targets are met.
✔️ Treat ARRS Staff Like Core Team Members
These roles need proper induction, supervision, and integration—not just space in the rota. Retention improves when staff feel part of the network, not just a number.
✔️ Centralise HR Functions Where Possible
Even if line management is shared, central policies, contracts, and appraisals can bring consistency and reduce admin duplication.
✔️ Use Specialist Recruitment Support
We understand the unique pressures of PCNs and work closely with networks to source and screen candidates across ARRS, management, and admin roles. We also offer interim staffing for urgent needs.
✔️ Prioritise Flexibility
Hybrid working, part-time options, and clear development pathways make roles more attractive—especially in competitive recruitment markets.
🧩 Building a Sustainable Workforce
PCNs were created to deliver care at scale—but scale only works if the workforce is in place. The most successful networks invest in their people, define roles clearly, and take a proactive approach to recruitment and retention.
At The Practice Professionals, we’re here to help you build a workforce that’s not only fit for purpose—but fit for the future.