Background The specialist palliative care workforce is experiencing recruitment and retention challenges to Clinical Nurse Specialist (CNS) roles in all settings (Mills, Ven. Prog Palliat Care. 2019; 27(5):203–205; Sleeman, de Brito, Etkind, et al. Lancet Glob Health. 2019;7(7):e883-e892). During the COVID-19 pandemic staff changes locally highlighted previously recognised concerns (National Council for Palliative Care. NCPC Specialist Palliative Care (SPC) Workforce Survey 2013.) that this workforce was less experienced and confident in their new roles. It was identified that hospital and community CNSs required training to increase confidence, combat the imposter phenomenon (Lawton, Lawton, Stevens, et al. J Pain Symptom Manage. 2018;55(2):612) and enhance knowledge and skills to enable new CNSs to adapt to the role.

Aim To establish and deliver a development programme for palliative care nurse specialists during their first year in role.

Method Following discussion with managers an interactive 2-day workshop was constructed with practical activities, case-based discussions and simulation. This was delivered to groups of 10 from both hospital and community teams. Participants were asked to rate their knowledge and confidence pre and post programme. Managers and participants were interviewed 1-month post course to identify perceived impact of the training.

Results All participants identified that knowledge and confidence had increased and perceived that the knowledge gained would positively impact on patient care as a result of increased skills in assessment and presentation of patients. They valued the simulation and collaborative working approach but felt a longer course was required. Managers perceived participants’ confidence, knowledge and skills had increased post course and also valued the collaborative approach; ensuring the changing needs of the team were aligned to the programme. Both managers and participants stated that learning as a team of new CNSs enabled participants to feel supported and enabled honesty about confidence levels.

Conclusions A 2- day development programme improved self- rated knowledge and confidence of newly appointed palliative CNSs. Managers of participants perceived that this translated into clinical practice. The programme has been incorporated into a new development pathway and, as a result of feedback, extended to three days.