Professional Guide to Preceptorship

Transcription

1 about integrated healthcare Nottinghamshire Healthcare NHS Foundation Trust Professional Guide to Preceptorship

2 Introduction Nottinghamshire Healthcare is committed to the provision of high quality, person centred and safe care. Pivotal to this is the investment in the education and training of all Registered Nurses and Allied Health Professionals to ensure safe and quality care, retain high calibre staff and to educate the future workforce (Willis 2015). The professional development and lifelong learning of all staff employed by Nottinghamshire Healthcare is important and supported by the Trust as vital to meeting the needs of patients and the provision of high quality care. Supporting new registrants and new-to-post practitioners to maximise their potential as autonomous and accountable practitioners is an important part of this. Newly appointed members of staff experience an exciting, yet often unnerving time, particularly after completing pre-registration training, or when transferring into a new area of practice; especially as patients and other healthcare professionals are often unaware of the individual s level of experience, which adds additional pressure in a challenging time. It is recommended that all new registrants have a period of in which support and guidance are provided. Preceptorship is considered as a transition phase that acknowledges new graduates or registrants as safe and competent novice practitioners who will continue to develop their competence as part of their continued professional development. A positive experience plays an important role in supporting registrants as they integrate into their new role and team. This is the time when they need an individualised period of structured support under the guidance of an experienced clinician. The benefits of positive should enable, encourage and assist registered practitioners to consider their future career pathway and create an appropriate foundation for this in their personal development plan (Willis 2015). 2 3

3 This document aims to provide a clear definition of, the elements and benefits of, and an introduction to the roles and responsibilities of those who experience and facilitate programmes. It sets out the Trust s standards for multi professional which will underpin and support a model of excellence. This guide is produced from Trust, Government and professional standards. The intention is to provide a source of accessible information that is informative and relevant for all pre and post registered healthcare professionals. Defining All practitioners are autonomous and accountable from the moment they are registered. Whether completing an education programme or following a break from practice, the period of time following registration as a healthcare professional can be challenging. Preceptorship should therefore be considered as a period of time in which practitioners are able to enhance and continue their professional development, build confidence and further develop competence to practice. Preceptorship is defined as a period of structured transition for the newly registered practitioner during which he or she will be supported by a preceptor to develop their confidence as an autonomous professional, refine skills, values and behaviours and to continue on their journey of lifelong learning (DOH 2010). Preceptorship is not: A replacement for mandatory training Performance management Mentorship, clinical supervision or coaching Intended to replace the Trust induction programme A distance or e-learning package that the newly registered practitioner completes in isolation A replacement for professional body competencies designed for newly qualified therapists. For example, newly qualified Speech and Language Therapists are required to complete a programme of competencies that once completed, are signed off by managers and submitted to the Royal College of Speech and Language Therapists. The Trust programme should complement this process. 4 5

4 The role of the preceptor Preparation for preceptors A preceptor is defined as a registered practitioner who has been given formal responsibility to support a newly registered practitioner through (DOH 2010). A preceptor will act as a resource to facilitate the newly registered practitioner s continued professional development. This will include the development of attitudes and behaviours that demonstrate and uphold professional values and beliefs in line with professional regulatory body requirements, the values of Nottinghamshire Healthcare and the values embedded in the NHS Constitution (HEE 2015). The elements of the preceptor s role are to: Accept responsibility to develop individual practitioners professionally to achieve their potential Be a conduit to formalise and demonstrate continued professional development Discuss individual feedback and practice Share individual knowledge and experience Have insight and empathy with the registered practitioner during the transition phase Act as an exemplary role model Receive preparation for the role of preceptor Encourage working practice that reflects the values of the Trust and the NHS Constitution The role of preceptor is not associated with a formal qualification. However, it is expected that preceptors are appropriately prepared and supported to undertake the role according to their professional requirements. They will have the required mentorship/supervision skills and clinical knowledge to facilitate the learning experience, be available to and support the preceptee. The preceptor will be able to actively listen, have excellent communication, reflective and interpersonal skills in addition to being accessible to assist in making and articulating decisions and judgements in practice (HEE 2015). Registered practitioners who provide will be from the same profession as the preceptee. The preceptor will be an experienced registered practitioner who has a minimum of twelve months post registration experience within the same area of practice as the new registrant. A recognised profession specific teaching and assessing qualification is desirable. 6 7

5 Who is for? Registered healthcare professionals engaged in the period of are often referred to as preceptees Preceptees include: A newly registered practitioner who is entering practice for the first time following completion of a preregistration programme in the UK The elements of the preceptee s role are: To have opportunities to apply and develop the knowledge, skills and values already learnt Registered practitioners entering a new part of their regulatory body register, e.g. Community Public Health Specialists International registrants who have satisfied the requirements and are registered with their regulating body A registered practitioner who is returning to practice after a break of five years or more A registered practitioner who is entering a different field of practice To achieve specific competencies that are relevant to their role To access support in embedding values and expectations of the profession To receive a personalised development programme which includes post-registration learning, e.g. leadership, management and effective multi-disciplinary team working To have opportunities to reflect on practice and receive constructive feedback To take responsibility for individual learning and development To embrace the concept of being a lifelong learner To practice in a way that reflects the values of the Trust and the NHS Constitution The benefits of Implementing and establishing brings a number of benefits, enabling registered practitioners to progress with their professional careers by encouraging and establishing an ethos of lifelong learning. Good enables practitioners to develop confidence, feel valued and respected, in addition to placing personal responsibility for developing and maintaining the upto-date knowledge and skills required to practice competently and safely. It is recognised that practitioners who manage the transition into their new role successfully, with good support and guidance, are able to provide patients with safe and effective care more quickly, feel better about their role and are more likely to remain in the profession. 8 9

6 Standard: All Newly Qualified, Return to Practice and International Nurses and Allied Healthcare Professionals will embark on a programme of Preceptorship will commence on day one of employment. Preceptorship is a process of support and guidance that all newly qualified registered healthcare professionals will receive during the first twelve months of their employment. All preceptees will have access to written and verbal information about programmes and their requirements. The Trust s Learning and Development Department will take a lead role in providing guidance and support in the development and provision of information regarding. Standard: Registered practitioners who embark on a programme should expect support and guidance in adjusting to their new role, understanding the organisation, practicing safely and identifying their ongoing professional development needs throughout the duration of the programme and beyond. All preceptees should expect to be allocated a named preceptor by their line manager. The preceptee will be informed of who their preceptor will be prior to the first day of work. Registered practitioners who provide will be from the same profession as the preceptee. The preceptor will be an experienced registered practitioner who has a minimum of twelve months post registration experience within the same area of practice as the new registrant. There will be a clearly defined purpose of and all registered practitioners (both preceptee and preceptor) must demonstrate that they fully understand their role and responsibilities within and beyond the period of. The preceptor will have mentorship and/or supervision skills to facilitate learning experiences and to guide and support the preceptee throughout the period of. All preceptees will have support that is tailored to individual requirements to include a period of supernumerary time when commencing, to enable them to be orientated to the service/team and working environment

7 Standard: Preceptorship programmes will be designed to enable registered practitioners to practice with confidence according to professional standards, values and principles set out by their professional code of conduct. All elements of programmes will meet and satisfy professional regulatory bodies and organisational requirements. Preceptorship programmes will be designed to enable registered practitioners to consider and use the values of the Trust to shape their daily working practice. All programmes will be structured around the 6 Cs and the values of the NHS Constitution. Registered practitioners will demonstrate these values and behaviours in their daily working practice. The Learning and Development Department will work in partnership with services across the Trust in the provision and development of role specific programmes. Standard: All programmes will be designed to enable registered practitioners to demonstrate that they are accountable and responsible for keeping their knowledge and skills up-to-date through continued professional development. All preceptees will receive a structured induction programme which will include attendance at the Trust Core Induction on commencing employment with the Trust. Preceptorship programmes will be designed to enable registered practitioners to demonstrate that they are maintaining and developing their standards of competence. Preceptees will be encouraged and supported to maintain and develop a professional portfolio to demonstrate evidence of their continued professional development. Preceptorship programmes will align with the Trust s appraisal framework and all preceptees will engage in the appraisal process. Both the preceptee and the preceptor will agree a contract of learning at the start of the programme in which learning needs will be identified and a development plan will be agreed, documented and reviewed at regular intervals

8 Standard: The Trust will have working guidance in place which will provide a written process and procedure that will guide and support the implementation of across all Divisions of the Trust. An annual report will be provided to the Workforce, Equality and Diversity subcommittee to demonstrate the ongoing process of as part of the Trust s quality strategy. All registered practitioners who take part in programmes will be invited to evaluate and contribute to the development of future programmes as part of the quality improvement and programme development. The Learning and Development Department and Human Resources will be responsible for implementing and maintaining a system for monitoring the number of preceptees starting and completing a programme of. References DOH (2010) Preceptorship Framework for Newly Registered Nurses, Midwives and Allied Health Professionals HCPC (2008) Standards of conduct, performance and ethics HEE (2015) Schedule C Performance Management Outcomes, Appendix 4, Preceptorship NMC (2015) The Code, Professional standards of practice and behaviour for nurses and midwives NMC (2015) Standards for competence for registered nurses NMC (2006) Preceptorship Guidelines WILLIS (2015) Raising the Bar, Shape of Caring: A Review of the Future Education and Training of Registered Nurses and Care Assistants 14 15

9 Further information Further information on standards of practice and codes of conduct is available on the following websites: General Dental Council (GDC) General Medical Council (GMC) General Pharmaceutical Council (GPhC) Health and Care Professions Council (HCPC) Nursing and Midwifery Council (NMC) Information of ongoing skill development for all healthcare employees including Band 2 4 colleagues is available on the following website: Skills for Health For an electronic copy of this document Go to the Learning and Development Intranet Site SNAAC Intranet Site Nottinghamshire Healthcare NHS Foundation Trust Website NH733i