Northern Ireland Practice & Education Council for Nurses and - - PowerPoint PPT Presentation

Northern Ireland Practice & Education Council for Nurses and Midwives Stakeholder Engagement 2018

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Angela Reed Cathy McCusker Angela McLernon Chief Executive Frances Cannon

Senior Professional Officers Midwife Vacancy Associates Senior & Professional Officers

Bernadette Brenda Dr Glynis Gribben Devine Henry Ursula Gaffney Caroline Graham

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NIPEC Staff Achievements

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So…… What resources has NIPEC developed to support you in practice!

Revalidation requirements

Revalidation Revalidation requirements Practice hours You must practise a minimum of 450 hours (900 hours for those with dual registration)

• ver the three years prior to the renewal of your registration.

Continuing professional development You must undertake 35 hours of continuing professional development (CPD) relevant to your scope of practice as a nurse or midwife, over the three years prior to the renewal of your registration. 20 hours of CPD must be through participatory learning. Practice-related feedback You must obtain five pieces of practice-related feedback over the three years prior to the renewal of your registration. Written reflective accounts You must prepare five written reflective accounts on what you learnt from your CPD, practice-related feedback or an event or experience in your practice, and explain how this is relevant to the Code. Reflective discussion You must discuss these reflective accounts with another NMC-registered nurse or midwife as part of a reflective discussion. Health and character You must provide a health and character declaration, including declaring any cautions or convictions. Professional indemnity arrangement You must declare that you have, or will have when practising, appropriate cover under an indemnity arrangement. Confirmation You will need to demonstrate to an appropriate person that you have met the revalidation requirements. Keeping a portfolio We strongly recommend that you keep evidence that you have met these requirements in a portfolio. (This is, however, optional).

Getting a further upgrade in 2018 Update your account !

https://nipecportfolio.hscni.net

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Recording Care: Improving Nursing and Midwifery Record Keeping Practice

CONTEXT

• Working from the evidence – start 2009
• NMC Code (2015) and Fitness to Practice hearings
• Regional and national Public Inquiries

PREVIOUS WORK

• Pilot across five Trusts (2009 – 2010)
• Development of resources and audit tool
• Development of practice improvement programme

REGIONAL WORK

• CNO commission and Exec Nurse lead
• Focus on person centred processes
• Focus on co-design with staff and support
• high engagement

OUTCOMES

• Regional data sets
• Improved record keeping practice – reporting

structure

• Standards for N and M recording keeping practice
• Development of new approaches to practice
• Project structure for future work with EHCR

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NMC Future Nurse Future Midwife Education Standards

CONTEXT REGIONAL WORK

• NMC 2010 pre-registration standards
• Standards for learning and assessment in practice –SLAiP
• Practice Education Teams
• Various portfolios to evidence learning

PROJECT

• NI Future Nurse Future Midwife Programme Board & Working Group
• NIPEC Project Lead - representation from across the HSC system
• Focus on co-design, co-production and partnership working

OUTCOMES

• Anticipated Regional standardised approach to the implementation of the new

standards

• Development of regional resources and processes to support implementation
• Delivery of new NMC education standards from September 2020 including one

Practice Assessment Document

• NMC Future Nurse Future Midwife Education standards published May 2018
• Ambitious new standards to shape the future of nursing and midwifery for

future generations

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Enabling Professionalism in Nursing and Midwifery Practice

CONTEXT

• Literature review and review of other approaches nationally and

internationally

• Context of health and social care
• Opportunity with the Nursing and Midwifery Council Code (2015)
• Opportunity with the launch of revalidation (NMC, 2016)

PREVIOUS WORK

• Work taken forward across four UK countries
• Messages from public inquiries
• Feedback from the public

NATIONAL WORK

• 4 country CNO commission
• National Strategic Board
• Testing and engagement
• Development of resources
• Communications Plan

OUTCOMES

• Enabling Professionalism framework: definition, attributes, individual

and organisational responsibilities

• Blogs and videos
• Animated Scenarios
• Social media Twitter chat 4 CNOs and NMC

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Raising Concerns

CONTEXT PREVIOUS WORK

• NMC (2013) guidance on Raising Concerns
• NIPEC & RCN collaborative work on behalf of Nurse Leaders Network
• 2016 RQIA Review of the Operation of Health and Social Care Whistleblowing

Arrangements

• 2017 DoH Framework & Model policy;

PROJECT

• Commissioned by the CNO, through CNMAC
• Develop and agree standardised job roles for 8a Lead Nurses and Lead Midwives
• Focus on professional governance, regulatory, safety and quality requirements
• Focus on co-design, co-production and partnership working

OUTCOMES

• Development of standardised job statements for 8A & 8B nursing and midwifery

roles in the first instance

• Anticipated development of a repository of resources to guide and support

nursing and midwives to raise concerns

• Speaking up or raising concerns is both challenging and complex
• Nurses and midwives must be aware of their responsibilities to do this
• Nursing and midwifery leaders must be seen to take the appropriate action on

concerns raised, whilst facilitating feedback and processes for improvement

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Deciding to Delegate: A Decision Support Framework for Nursing and Midwifery

CONTEXT

• Literature review and review of other approaches nationally and

internationally

• Existing 2009 CNMAC guidance relating to delegation and related

feedback on utility

• New NMC Code 2015
• Presentation to CNMAC of findings of previous work

PREVIOUS WORK

• Scoping Exercise led by CEC
• Regional Workshop

REGIONAL WORK

• CNO commission via CNMAC
• Focus on person centred processes
• Focus on co-design with staff and support
• Regional workshop with framework outline
• Testing in small scale across a number of teams

OUTCOMES

• Decision Support Framework for delegation of Nursing and Midwifery

tasks and duties

• Identification of other areas for focus in the incoming year
• Partnership approach with other professionals at policy and operational

levels across the HSC

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SAFEGUARDING ADULTS: CORE COMPETENCY FRAMEWORK

CONTEXT Safeguarding adults is complex and challenging and is part of everyday nursing and midwifery practice in any setting. The NMC state nurses and midwives should have the skills to confidently recognise and effectively manage situations where they suspect a person in their care is at risk

• f harm, abuse or neglect, including poor practice

REGIONAL WORK The Chief Nursing Officer (CNO) requested the Northern Ireland Practice and Education Council (NIPEC) to work in partnership with the Public Health Agency (PHA) on the development of a Safeguarding Adults: Core Competency Framework for Nurses and Midwives. PROJECT OUTCOMES A review of the literature and existing competency frameworks Review available training on adult safeguarding. Consultation with Nurses and midwives working throughout Northern Ireland in both the independent and statutory sectors. Advice from the Expert Reference group and Steering group members. Development of a Safeguarding Adults Core Competency Framework The Competence assessment tool linked to the NIPEC Online Portfolio Education programmes to map learning outcomes to the identified competencies

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Career Framework for Specialist Nursing roles – Autumn 2018

CONTEXT

• CNO vision for a clinical pathway for Specialist Nurses,

Advanced Nurse Practitioners & Consultant Nurse & Midwife roles

• Agreed definitions and qualifications for these roles

PREVIOUS WORK

• Advanced Nursing Practice Framework (DoH 2014)
• Professional Guidance for Consultant Nurse and Consultant

Midwife roles (DoH 2017)

REGIONAL WORK

• CNO commissioned & chaired by Heather Monteverde
• Steering Group to develop core competencies & core Job

Description

• Sub-groups comprising specialist nurses to develop core

competencies and JDs for specific areas of practice

OUTCOMES

• Career Framework for Specialist Nursing roles
• Core competencies
• Core JD (currently being desk top evaluated)
• Core competencies for the following Specialist Nurses: Adult

& Children’s Diabetes; Cancer Care; Palliative Care and Tissue Viability

Only those who meet the requirements of the Specialist Nurse role and who are employed as a Specialist Nurse, are permitted to use the term Specialist in their job title, and should do so.

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Specific Career Pathways, Real Life Stories and Career Profiles

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Career Pathway for Learning Disabilities Nursing

CONTEXT

• Identified as a key action in the NI Action Plan stemming from the

report of the UK Modernising Learning Disabilities Nursing Review- Strengthening the Commitment

• Lack of a clear career pathway for Learning Disabilities Nursing

REGIONAL WORK

• NI Collaborative – regional group established by the CNO to take

forward the actions from the NI Action plan

• Collaborative established a sub group to develop the Career Pathway

for Learning Disabilities Nursing PROJECT

• NIPEC Project Lead -Chaired by Maurice Devine CEC - representation

from across the 5 HSC Trusts

• High engagement
• Focus on co-design with the RNLD workforce
• Reflects NIPEC Nursing and Midwifery Career Pathway

OUTCOMES

• Help inform career planning
• Support the appraisal process
• Support continuing professional development
• Increase profile of the RNLD profession

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Career Pathway for General Practice Nursing roles Due early 2019

CONTEXT

• CNO, NIPEC & PHA General Practice Nursing Framework

“Now and in the Future” (Sept 2016)

PREVIOUS WORK

• Scotland and England have completed similar work for

General Practice Nurses

• New ANP roles for General Practice using DoH Framework

REGIONAL WORK

• CNO commissioned & chaired by Maura Devlin
• Steering Group & sub-groups to develop core competencies

& core Job Descriptions, for 5 key roles: Senior Nursing Assistants, Treatment Room Nurses, General Practice Nurses and Senior General Practice Nurses (ANP already developed)

OUTCOMES

• Career Pathway for General Practice Nursing roles
• Skills escalator – hop-on/hop-off
• Core competencies & educational requirements
• Core JDs
• Microsite on NIPEC’s website & linked to career pathway

website

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Effective Handovers

What

Nursing Handover refers to the explicit transfer of professional responsibility and accountability for a patient, or a group of patients, to another person or professional group, on a temporary or permanent basis (Randell 2011).

Who

• Nurse in charge
• The nurse who currently holds the responsibility of care, to the nurse who will be

assuming responsibility of that care

• The staff who will be participate in the delivery of care.
• Non-registered staff (e.g. nursing assistants).
• The patient

When Handover must occur when the responsibility is transferred from one nurse to another. Where As close to the patient’s bedside as is practical and appropriate. How

• Generated from the each patient’s permanent legal nursing record (In-patient Admission

Booklet; the ongoing assessment; plan of care; and evaluation) and the associated contemporaneous care and treatment plans.

• using an agreed structured framework such as the Nursing Handover Prompt Sheet
• utlined on page 15.
• Succinct and relevant.
• Supervised by the senior nurse

Nursing Handover Prompt Sheet

Professional Management of Nursing Handover

• Identify the Senior Nurse who will provide leadership

throughout the handover

• Commence on time
• Finish on time
• Everyone who needs to be attending, is there on time
• All information required is available before the handover

commences

• Arrangements on how to manage interruptions are agreed
• Where pre-prepared handover sheets are used, these are

available and up to date at the outset

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The Person

 Persons Name * Age * Consultant * Safety: Nursing risk assessments (such as infection status, DNR status, Allergies, Falls)

Medical Diagnosis

 Date of admission and/or date of surgery or days post op  List relevant medical/surgical history by priority * Expected date of discharge

Medical Plan

 Diet * Medications * Intravenous therapy (IVs),  Treatments Diagnostic tests and procedures (including dates and results) Consultations

Assessment

• f needs

Plan of Care Evaluation



Acute

~

The person’s main problem/need is … and he/she will need … i.e. what is the plan of care during the next shift?

~

Evaluate care to date and outline what change, progress or deterioration there has been

~

The next problem/need is … etc.



Existing

~

The person’s other problem/need is … and he/she will need … i.e. what is the plan of care during the next shift?

~

Outline what change, progress or deterioration there has been



Emerging

~

A new problem/need for the person is … and he/she will need … i.e. what is the plan of care during the next shift?

Review



Outstanding planned care yet to be delivered and update on discharge plan



Summary of communication with family

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Supervision of Midwives

Other Examples of NIPEC’s Work

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Thank you for your attention & now!

Questions Questionnaire