Northern Ireland Practice and Education Council for Nursing and Midwifery

Supporting Your Professional Development

3rd September 2013

Welcome: Dr Glynis HenryChief Executive

NIPEC

Angela Drury

Brenda Devine

CaroleMcKenna

Cathy McCusker

Glynis Henry

Frances Cannon

Members of the NIPEC Professional Team

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.

Background

Functions, Form and Governance

NIPEC – CouncilMembership:

Chair

Executive Member – Chief Executive

Professional Members – 8

Lay Members – 6

Ex-Offico Member – Chief Nursing Officer

RemunerationCommittee

Risk & Audit Committee

Functions, Form and Governance

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.

Governance at High Level

Functions, Form and GovernanceNIPEC COUNCIL

CHIEF EXECUTIVEMrs Glynis Henry

ReceptionistMrs Rosemary McBride

(0.57wte)

Clerical OfficerMr. Lukasz Karpinski

Senior Professional OfficerMrs Cathy McCusker Senior Professional Officer

Ms. Brenda Devine

Senior Professional OfficerMs Frances Cannon

IT & Information Officer

Mr Mark Jamison

Librarian

Mrs Susan Ekin(0.5 wte)

Corporate Information OfficerMrs Julie Edgar

Secretarial TeamMrs Lorraine Andrews (0.6 wte)

Mrs Linda WoodsMs Marian McGahan

Vacancy

Catering AssistantMrs Bernadette Delaney

(0.54 wte)Domestic Support

Mrs Ena Patton(0.41 wte)

Head of Corporate Services Mr Edmund Thom

OUTSOURCED SERVICES Human Resources,

Finance, Equality & Disability, Procurement, Legal &

Internal Audit.

Personal AssistantMrs Deirdre Meleady

Senior Professional OfficerDr Carole McKenna

(née McIlrath)

Senior Professional OfficerMs Angela Drury

Corporate Services Manager

Mrs Janet Hall

SECONDMENTS:

Corporate Services OfficerMrs Muriel Lockhart

IT Support OfficerMr Jonathon McClurg(Student Placement)

Functions, Form and Governance

Chief ExecutiveProfessional Team

Corporate & Support Team

DHSSPSPermanent SecretaryChief Nursing Officer

Independent Sector

Voluntary Sector

Public Health Agency

Business Services Organisation

National, Professional & Regulatory Organisations

Trade UnionsEducationProviders

Northern IrelandHealth & Social Care Trusts

Corporate Plan 2013 - 2016

Who am I?

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

Senior Professional Officer, Northern Ireland Practice and Education Council for Nursing and Midwifery

Who am I?

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 settingsNew• Attributes Framework to support leaders for quality and

safety in practice• Development of Healthcare Support Worker Roles

supporting Nursing• Advanced Nursing Practice Framework

Senior Professional Officer, Northern Ireland Practice and Education Council for Nursing and Midwifery

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 AGENDATIME 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

Process For

Peer Supervision

‘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 SupervisionSupervision 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 SupervisionThe 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

Discussion: Process For

Peer SupervisionAnd

Selecting NIPEC Work Streams for Presentation

Discussion: Minimum Care Standards for

Independent Healthcare Establishments

OverviewUnderpinning values:

Dignity and RespectIndependence

RightsEquality and Diversity

ChoicePrivacy

ConfidentialitySafety

OverviewNo. Applicable to1 – 28 All establishments29 – 36 Hospitals, Clinics, Independent Medical Agencies and

Hospices37 - 43 Hospices44 – 47 IVF and Conception Services48 Laser Treatment Services49 Dialysis50 Hyperbaric oxygen therapy51 – 67 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

Preceptorship

Professional Support, Development and

Socialisation

achieved via organisational

• systems• processes• resources• infrastructure

Supervision

Preceptorship

Mentorship

Supports individuals throughout their professional career while employed in roles requiring them to be nurses, midwives or scphns.

For a period not exceeding 6 months*. In parallel with orientation, corporate/ departmental induction and probation.

For the duration of the pre-/post registration NMC approved programme.

* Note: unless there are circumstances that may require an extension.

Nursing and Midwifery Professional Development and Support Continuum

PreceptorshipA 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)

Preceptora registered nurse, midwife or SCPHN with formal responsibility to support a newly registered practitioner through preceptorship.

Precepteea newly registered practitioner on part 1, 2 or 3 of the NMC registerentering 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.

Preceptorshipis 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

www.nipec.hscni.net/preceptorship

Q and A

Recording Care

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 2011-2012

Failure to Maintain Adequate records07/08: 10.37% 08/09: 8.53%09/10: 9.57%

10/11: 4%

9%

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.

Public Inquiry into the outbreak of Clostridium Difficile in Northern Trust Hospitals (2011).

Baseline measurement and continuous audit

Implement learning and development

activities or development of practice activity

Improvement Cycle (Adapted from Deming,

2000)

Re-auditCompare analysis

Sustaining improvement

Four Sections:

Section 3

Supervision

Reflection

Recording Care at the Bedside

Competence to Record

Four Activities:

Recording Care 2011 - 13

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

Two Project Strands:

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.

• 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

Outcomes

ResultsPre-doc Audit

Base-line Audit

Week 4

Week 8

Week 12

Week 16

Week 20

Week 24

Week 28

Week 32

Total Average Score 52.2 57.4 62.2 63.8 68.4 71.8 75.6 77.6 78 82.5

No. Of Wards

105 80 86 82 77 72 62 57 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.....

Q and A

Evaluation and Close