kathy hardie & angela white, central coast local health district - integration of assistants in...

Download Kathy Hardie & Angela White, Central Coast Local Health District - Integration of Assistants in Nursing as part of the nursing team

Post on 23-Aug-2014




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Kathy Hardie & Angela White, Central Coast Local Health District delivered the presentation at the 2014 Assistants in Nursing Conference. The 2014 Assistants in Nursing Conference focused on strategic nursing workforce planning and development of a suitable model of care for the AIN role, looking at a variety of implementation approaches from pilot sites and services who have established the role; addressing challenges around appropriate training, mentorship, scope of practice and role evaluation. For more information about the event, please visit: http://bit.ly/asstnursing14


  • Certificate III Health Services Assistance Central Coast Local Health District (LHD) has supported AIN qualifications for over 15 years Commenced with Aged Care school based traineeships With the introduction of Health Training Package 2007 it moved to Acute Care This was the first introduction of AINs to the LHD
  • The Start The Divisions of Aged Care and Rehabilitation were the first Units to introduce AINs Overall concerns were of a third tier of workforce AINs are going to reduce the EN workforce The AIN does all that I do so what is going to be my role now?
  • Health Services Implementation Package Assistants in Nursing working in the acute care environment Released in August 2010 Established a role and scope of practice for acute care AINs No differentiation between AINs and Undergraduate AINs
  • Implementation Package Included in the package: Recommendation of units of study Minimum clinical hours Upgrades from Aged Care to Acute Care NSW Health AIN position description Clarity and consistency in employment in Public Health
  • Local Site Implementation Implementation package was rolled out to all NUMs There was then development of: - Scope of practice - Job description - Local policy frameworks - Recruitment principles - Clinical skills mapping for AINs
  • AIN Students AIN HSC students were well received in the work place They were no threat to staff numbers But with the changing workforce and recruitment strategies The introduction of Acute Care AINs as staff were not received well SO WHAT NEEDED TO CHANGE?
  • Do Nurses like change? Was this any different from the introduction of the EEN role? Everyone is threatened by change No one wants to change Isn't there room for everyone? Isn't there enough work for everyone? Dont all levels have something to give to their patients care? ? Supernumerary role for AINs
  • Models of Care Plan for change Clarify ways of working Identify change champions Determine new and innovative models of patient care delivery Consideration of the skills required at all levels Overall patient centred care
  • Models of Care Champion Workshop Nominated staff attended a full day workshop Greater insight into scope of practice Responsibilities and accountability of staff within teams Role of Model of Care Champions LHD Models of Care Implementation plan Development action plans within the Unit/Ward
  • Nursing Practice Decision Flowchart Supervision and delegation framework Risk assessment approach Asking the questions - Is it in my scope of practice? - Do I have current skills and knowledge? - Is there a policy and procedure to support me? - Is there a competency assessment?
  • Patient Allocation Vs Team Nursing Patient allocation - Support decreased Isolation No teaching environment Where is the supervision? Can patient allocation work with 3 tiers of nurses? All staff are to work under the RN Can AINs be allocated patients?
  • Team Nursing Provides support for all team members Supervision and delegation by the RN/team leader Supportive education and personal development All staff supported e.g. TRN, casual staff Every staff member has a role Team approach to clinical decision making Open communication between team members Patients recognise that they have a team of staff who are caring for them
  • Did this work? Some areas have embraced team work Some are still under development Some areas will never change So baby steps With education and support you will achieve the right team approach for your units
  • What is needed to make the change? Strong leadership A willingness to change Everyone working together Everyone knows each others role/competence level Open communication A plan of care for the shift Huddles Everyone works to a common goal
  • Integration of AINs Started with the student AIN Staff are more aware of student role Ward areas have become aware of AIN scope of practice Assimilation to the team model AINs have moved into a casual or permanent staff member role Student AINs do return to the LHD as EENs or RNs Career progression
  • Nicoles Story
  • Fayes Story
  • Jessikas Story
  • Thank you Graduating class of 2013

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