Transcript Slide 1

Northern Ireland Practice and Education
Council
for Nursing and Midwifery
Supporting Your
Professional Development
3rd September 2013
Members of the NIPEC Professional Team
Glynis
Henry
Frances
Cannon
Brenda
Devine
Angela
Drury
Cathy
McCusker
Carole
McKenna
Background
NIPEC was established in 2002 under the Health and Personal Social
Services Act as a Non-Departmental Public Body (NDPB) sponsored by
the Department of Health, Social Services and Public Safety (DHSSPS).
The responsibilities for NIPEC, as identified within the Act, are shown in
Annexe 1, and are summarised below:
To promote
•
•
•
high standards of practice among nurses and midwives
high standards of education and learning for nurses and midwives
professional development of nurses and midwives
and provide
•
•
guidance on the best practice for nurses and midwives
advice and information on matters relating to nursing and midwifery.
Functions, Form and Governance
NIPEC – Council
Membership:
Chair
Executive Member – Chief Executive
Professional Members – 8
Lay Members – 6
Ex-Offico Member – Chief Nursing Officer
Risk & Audit
Committee
Remuneration
Committee
Functions, Form and Governance
Governance at High Level
Council
 NIPEC established under statute as a corporate body i.e. Separate
legal entity
 Accountable to the DHSSPSNI for the manner in which :
 It performs its duties
 Manages it assets
 Adherence to high standards of Public Administration.

Management Statement/ Financial Memorandum
(Framework within which ALB operates)

Finance of all HSC Bodies are subject to statutory review by the
Comptroller & Auditor General for Northern Ireland on behalf of the
Assembly.
Functions, Form and Governance
NIPEC COUNCIL
SECONDMENTS:
Personal Assistant
Mrs Deirdre Meleady
CHIEF EXECUTIVE
Mrs Glynis Henry
Receptionist
Mrs Rosemary McBride
(0.57wte)
Senior Professional Officer Senior Professional Officer
Mrs Cathy McCusker
Ms Angela Drury
Librarian
Mrs Susan Ekin
(0.5 wte)
Senior Professional Officer
Ms. Brenda Devine
IT & Information Officer
Mr Mark Jamison
Senior Professional Officer Senior Professional Officer Head of Corporate Services
Dr Carole McKenna
Ms Frances Cannon
Mr Edmund Thom
(née McIlrath)
Corporate Services Manager
Mrs Janet Hall
IT Support Officer
Mr Jonathon McClurg
(Student Placement)
Corporate Services Officer
Mrs Muriel Lockhart
Corporate Information Officer
Mrs Julie Edgar
Clerical Officer
Mr. Lukasz Karpinski
Secretarial Team
Mrs Lorraine Andrews (0.6 wte)
Mrs Linda Woods
Ms Marian McGahan
Vacancy
OUTSOURCED SERVICES
Human Resources,
Finance, Equality & Disability,
Procurement, Legal &
Internal Audit.
Catering Assistant
Mrs Bernadette Delaney
(0.54 wte)
Domestic Support
Mrs Ena Patton
(0.41 wte)
Functions, Form and Governance
Northern Ireland
Health & Social Care Trusts
DHSSPS
Permanent Secretary
Chief Nursing Officer
Independent Sector
Voluntary Sector
Public Health
Agency
Chief Executive
Professional Team
Corporate &
Support Team
Business Services
Organisation
National,
Professional
& Regulatory
Organisations
Trade Unions
Education
Providers
Corporate Plan 2013 - 2016
Who am I?
Senior Professional Officer, Northern
Ireland Practice and Education Council
for Nursing and Midwifery
Portfolio of Work:
• Development Framework (PO) 05/06
• Implementation of CNOs standards for
Supervision in Nursing 07/08
• R-CAT 2008
• Patient/Client Experience Standards 2008
• Regional Record Keeping Initiative 08/10
• IPC Lead Nurse Forum 11/13
• Gateway to Nursing 11/13
• Recording Care 10/13
• Delivering Care 11/13
Who am I?
Senior Professional Officer, Northern
Ireland Practice and Education Council
for Nursing and Midwifery
Portfolio of Work:
• Development Framework / Online Portfolio– development
and continuous improvement
• Leading Care Project – resources for Ward/Department
Sisters/Charge Nurses
• Preceptorship Framework
• Promoting Good Nutrition – MUST templates for Community
and Care Home settings
New
• Attributes Framework to support leaders for quality and
safety in practice
• Development of Healthcare Support Worker Roles
supporting Nursing
• Advanced Nursing Practice Framework
Aim and Terms of Reference
Aim is to :
• Support Professional peer supervision
and
• Update professional staff within the Forum on
emerging professional themes from the work of
NIPEC and other organisations in Northern
Ireland.
Aim and Terms of Reference Contd.....
Terms of Reference - Members of the Forum will:
TOR1
Develop a framework to support professional peer supervision
processes, contributing to the learning and development arrangements
for Senior Nurses within Independent and Voluntary Sector
organisations in Northern Ireland.
TOR2
Ensure that relevant professional information, learning and
development is disseminated to other members of professional staff
within Nursing and Midwifery Independent and Voluntary Sector
organisations in Northern Ireland.
Aim and Terms of Reference Contd.....
Terms of Reference - Members of the Forum will:
TOR3 Support the development of links with other organisations
across the region which will enhance the regional aim of the
Nursing and Midwifery Independent and Voluntary
Organisations Forum.
TOR4 Identify and where appropriate develop agreed responses to
professional implications of particular strategic policy/ies
TOR5 Contribute to an evaluation process of the first year of the
Forum.
Membership
• Senior Nurse/Midwife representation from the
range of independent and voluntary sector
organisations in Northern Ireland
• Nurse representation from RQIA
Questions:
Is everybody here?
Who else would we invite?
Chair
The Chair of the Forum will be sought from the
membership and will rotate on an annual basis by way
of member consensus agreement.
MEETING AGENDA
TIME
AGENDA ITEM
0930
Peer Supervision
1100
Coffee, Welcome and Apologies
Notes of the last meeting
Matters Arising
Other Agenda Items brought through the Chair
1230
CLOSE
‘Supervision is defined as a process of
professional support and learning,
undertaken through a range of activities,
which enables individual registrant nurses
to develop knowledge and competence,
assume responsibility for their own
practice and enhance service-user
protection, quality and safety.’
NIPEC 2006
Supervision standards (DHSSPS, 2007)
1. Implementation of Supervision
Supervision can contribute to the delivery of safe and
effective care when practitioners have access to appropriate
systems that facilitate the development of knowledge and
competence through a culture of learning by reflection.
2. Governance of Supervision
Supervision will become an effective tool to improve the
safety and quality of care when it is embedded within an
organisational framework that supports effective leadership
and performance management.
Professional Supervision should enable a
nurse to:
•
•
•
•
•
Identify solutions to problems
Increase understanding of professional issues
Further develop skills and knowledge
Enhance understanding of practice
Improve standards of patient care
Framework for Peer Supervision
The framework will allow you to agree:
• what you want to learn
• how you want to learn with others
• how to do this in the context of the situation
Decisions required about
• maximum number people in a group
• how often
• where
• rota for facilitator role in each group
• completing reflections/actions/evaluation
Peer Supervision Agenda
• Check in
• Set the agenda for supervision
• Individual time slots
• Group Issues
• Check-out
Web links:
www.nipecdf.org
www.nipec.hscni.net
Overview
Underpinning values:
Dignity and Respect
Independence
Rights
Equality and Diversity
Choice
Privacy
Confidentiality
Safety
Overview
No.
Applicable to
1 – 28
29 – 36
All establishments
Hospitals, Clinics, Independent Medical Agencies and
Hospices
Hospices
37 - 43
44 – 47
48
49
50
51 – 67
IVF and Conception Services
Laser Treatment Services
Dialysis
Hyperbaric oxygen therapy
In-patient mental health services
‘ ......not all establishments will have to
comply with all the standards or even all
criteria within the standards. The
statement of purpose for each
establishment will determine the extent to
which compliance with standards and
criteria is expected.’
Exercise
Each table has been given 4 or 5 of the ‘all
establishments’ standards 1 – 28.
For the standards you are reviewing think
about:
1. Are the standard statements appropriate?
2. How will they be measured - any difficulties
measuring them?
3. Is there anything missing?
Use the tablemats to record
your thoughts
Nursing and Midwifery Professional Development and Support Continuum
Professional Support,
Development and
Socialisation
achieved via
organisational
• systems
• processes
• resources
• infrastructure
Supervision
Supports individuals throughout
their professional career while
employed in roles requiring them
to be nurses, midwives or scphns.
Preceptorship
For a period not exceeding 6
months*. In parallel with
orientation, corporate/
departmental induction and
probation.
Mentorship
For the duration of the pre-/post
registration NMC approved
programme.
* Note: unless there are circumstances that may require an extension.
Preceptorship
A period of structured transition for the
preceptee during which he or she will be
supported by a preceptor to
develop confidence as an autonomous
professional, refine skills, values,
attitudes and behaviours and to continue
on a journey of lifelong learning
(adapted from Department of Health (DH),
2010)
Preceptee
a newly registered practitioner on part 1, 2 or 3
of the NMC register
entering practice for the first time as a nurse, midwife or
SCPHN. It also includes those returning to practice, and
new registrants from outside the UK.
Preceptor
a registered nurse, midwife or SCPHN
with formal responsibility to support a newly registered
practitioner through preceptorship.
Preceptorship
is NOT a:
• substitute for organisational performance
management processes
• replacement for managing fitness to practice
• period in which the preceptee is not
accountable or responsible for his/her actions or
omissions
• replacement for mandatory training
• replacement for induction or probation.
Preceptorship Framework
• Two preceptorship standards
– implementation
– governance
• Audit tool to support annual monitoring of
standards
• Skill set assessment tool for preceptors
• Roles and responsibilities: preceptors,
preceptees, line managers, professional leads
www.nipec.hscni.net/preceptorship
The quality of a registrants record keeping
is a reflection of the standard of their
professional practice. Good record keeping
is a mark of a skilled and safe practitioner,
while careless or incomplete record
keeping often highlights wider problems
with that individual's practice.’
(NMC 2007)
Nursing and
Midwifery
Council:
Annual
Fitness to
Practise
Report 20112012
9%
Failure to Maintain Adequate records
07/08: 10.37%
08/09: 8.53%
09/10: 9.57%
10/11: 4%
Public Inquiry into the outbreak of Clostridium
Difficile in Northern Trust Hospitals (2011).
Recommendation 3:
Trust Board must review governance arrangements
and satisfy itself that it is meeting in full its
responsibilities for patient safety, quality of care and
record-keeping.
Improvement Cycle
(Adapted from Deming,
2000)
Sustaining
improvement
Re-audit
Compare analysis
Baseline
measurement and
continuous audit
Implement learning
and development
activities or
development of
practice activity
Four Sections:
Section 3
Four Activities:
Supervision
Reflection
Competence to Record
Recording Care at the Bedside
Aim:
To implement an agreed Regional HSC
Nursing Document, and improvement
methodologies, tools and resources
developed during the RRKI to facilitate
improvement in the standard of nurse record
keeping in Northern Ireland and to promote a
culture which supports person-centred record
keeping practices.
• Facilitated within HSC Trusts ( 5
Secondment Band 7 Professional
Officers – one in each Trust)
• Strand 1: Piloting a new Regional
Assessment and Plan of Care (RNAPC)
Document and development of
standards for nursing and midwifery
record keeping practice
• Strand 2: Implementing the Recording
Care tools and resources
Milestones
•
•
•
•
•
Trusts piloted the RNAPC
Evaluation Workshop November 2012
Stream lining of risk assessment tools
Standards production and consultation
Practice Improvement Programme
implemented
• Monthly audit cycles
• Contact with RCN UK
Milestones
• Contact with Nursing banks and Agencies
• Contact with Independent and Voluntary
sector via RQIA
• Contact with Universities and representatives
for pre-registration nursing programmes.
Outcomes
• Final report
• Standards for Nursing and Midwifery Record
Keeping Practice
• RNAPC Document
• Improved record keeping practice - 30% increase
in audit scores
http://www.nipec.hscni.net/cw_recordingcare.html
Results
Pre-doc
Audit
Total
Average
Score
No. Of
Wards
Base- Week Week Week Week Week Week Week Week
line
4
8
12
16
20
24
28
32
Audit
52.2
57.4
105
80
62.2 63.8 68.4 71.8 75.6 77.6
86
82
77
72
62
57
78
82.5
38
33
Moving Forward.....
• Launch of RNAPC Document
• Launch of Standards
• Integration into pre-registration programmes
• Phase 2 PID agreed
• Mental Health, Learning Disabilities and
Paediatrics
• Interest from UK
Moving Forward.....
• Using the Practice Improvement Programme in
the Independent and Voluntary Sector?
Moving Forward.....