Jo Begbie, Monash Health - Supporting Nurse Practitioner Professional Growth
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Jo Begbie, Monash Health - Supporting Nurse Practitioner Professional Growth

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Jo Begbie, Deputy Director of Nursing and Midwifery – Professional Practice, Nursing and Midwifery Education & Strategy, Monash Health delivered the presentation at the 2014 Developing the Role of......

Jo Begbie, Deputy Director of Nursing and Midwifery – Professional Practice, Nursing and Midwifery Education & Strategy, Monash Health delivered the presentation at the 2014 Developing the Role of the Nurse Practitioner Conference.

The Developing the Role of the Nurse Practitioner Conference 2014 is for organisations and managers looking to better understand, utilise and grow the role of the nurse practitioner in their health service.

For more information about the event, please visit: http://www.healthcareconferences.com.au/npconference14

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  • 1. Nursing and Midwifery Supporting Nurse Practitioner Professional Growth Jo Begbie Deputy Director of Nursing and Midwifery - Professional Practice Nursing and Midwifery Education and Strategy, Monash Health
  • 2. Nursing and Midwifery Summary • Strategic alignment: aligning the NP role to organisation and service strategy • NP governance: who should NPs report to? • The evolution of the Monash Health NP Professional Panel • NPs as mentors and the role of clinical supervision • Getting your Nurse Practitioners working together
  • 3. Nursing and Midwifery Monash Health, Victoria
  • 4. Nursing and Midwifery Our Nurse Practitioner Workforce • 14,000 employees • 6,000 nurses and midwives • 7 Nurse Practitioners • 4 Nurse Practitioner Candidates Clinical Areas: • Emergency • Chronic Disease • Diabetes • Nephrology • Eating Disorders • Mental Health • Oncology • Neonatal Care • Paediatric Oncology Recruiting in 2014: Paediatric Oncology/Palliative Care Gerontology Aged Palliative Care Mental Health – 3rd role Chronic Disease – 3rd role Mental Health & Addiction Medicine Pain
  • 5. Nursing and Midwifery Strategic alignment: aligning the NP role to organisation and service strategy
  • 6. We put our patients first We drive innovation We partner strategically for outstanding outcomes We lead sustainable healthcare NursingandMidwiferyStrategicDirections2013to2018 Patient care standards Profession al growth Identity Resource s StrategicPlan2013to2018 • You are safe in our care • We embed the Foundations of Care • Our contemporary models of practice deliver exceptional patient centred care • We influence beyond our traditional boundaries • Our education and research supports and drives innovation • We are committed to life-long learning • We are globally recognised • Our governance framework supports our shared vision, values, purpose and direction • Our research partnerships drive contemporary, evidence based practice • Our workforce is highly skilled, responsive and sustainable • We have contemporary resources that enable us to deliver exceptional care • We have information and technology that enables us to transform care Our Values Integrity Compassion Accountability Respect Excellence Nursing and Midwifery
  • 7. Nursing and Midwifery Clarity http://www.theage.com.au/victoria/nurses-take-on-doctors-tasks-20130209-2e5oy.html
  • 8. Nursing and Midwifery NP governance: who should NPs report to?
  • 9. Who does a Nurse Practitioner report to? • Nurse practitioners are registered nurses and are fully accountable for their own practice in law. Complaints against nurse practitioners would be made to the employer, the NMBA or health ombudsman in the same way as for any other nurse • Within an employment setting, the most appropriate reporting arrangements for NPs will depend on both the organisation and the role/services the nurse practitioner is accountable for • Some nurse practitioners have multiple reporting arrangements, for example, as a senior nursing position they may report to the Director of Nursing for professional matters; the clinical or divisional head for clinical/service matters and they may even have a functional or operational reporting arrangement to a business manager/unit manager • In smaller interdisciplinary service models there may be simpler reporting arrangements direct to a General Manager. In this case, developing professional links (even external) to a nursing mentor are recommended for nurse practitioners http://www.health.vic.gov.au/nursing/furthering/practitioner/nurse-practitioner-frequently-asked-questions#16
  • 10. Nursing and Midwifery Direct v. Matrixed Reporting Jennifer Stewart Managing Director, Advisory Board http://content.bitsontherun.com/previews/jN5pgUg7-5mJFEEbO
  • 11. Nursing and Midwifery @ Monash Health • All NPs and candidates report to a Director of Nursing • Many also report to an operational manager • Collaborative relationship with a doctor
  • 12. Nursing and Midwifery The evolution of the Monash Health NP Professional Panel
  • 13. Nursing and Midwifery Purpose of the pre-endorsement NP Panel • Consistency • Readiness for endorsement • Support for endorsement • Celebration of achievements • Feedback for future development
  • 14. Nursing and Midwifery Nurse Practitioner Panels Clinical Practice Panel • Site or program DON • Clinicians – Medical +/- Allied Health • 2 Clinical case presentations by candidate • Question time • Post endorsement this evaluation process becomes the annual performance enhancement / appraisal by line manager DON Professional Practice Panel • EDONM • DDON Professional Practice • Independent DON • Professional practice presentation by candidate • Question time • Post endorsement this panel reconvenes every 12 months for ongoing evaluation and support of the role
  • 15. Nursing and Midwifery Post Endorsement Professional Panel • Each NP gives a yearly professional panel presentation to the EDONM and panel members • Endeavour to reconvene the same panel members • Presentation and question time • 1 hour • This is in addition to the annual performance enhancement cycle and mentoring
  • 16. Nursing and Midwifery Mentoring • Initially all NPCs were mentored by a DON • Now moving into a phase where the candidates can be mentored by our endorsed NPs
  • 17. Nursing and Midwifery http://www.aitsl.edu.au/verve/_resources/ Essential_Guide_Leading_Culture.pdf
  • 18. Nursing and Midwifery Clinical Supervision Clinical supervision is a formally structured arrangement to support staff in human service agencies, that has a long and established history in many health care professions, including social work and psychology/psychotherapy (Kadushin 1976; Watkins 1997) Further information: Australian College of Mental Health Nurses inc www.acmhn.org/about-clinical-supervision
  • 19. Nursing and Midwifery Getting your NPs working together • Engagement • Opportunity • Support
  • 20. Nursing and Midwifery 8 Great ideas to get the best from your people Nurse Practitioners 1. Right person in the right role 2. Set clear expectations 3. Equip your people 4. Coach, coach, coach 5. Provide effective feedback 6. Celebrate success 7. Inspirational leadership 8. Ethics to be proud of Sheralyn Guy, Director HRhelp www.hrhelp.com.au/8great_ideas_for_getting_the_best_from_your_employees
  • 21. Nursing and Midwifery Contact details Jo Begbie DDON Nursing and Midwifery Education and Strategy, Professional Practice Monash Health e Jo.Begbie@monashhealth.org m 0427 001 962 t @jobegbie