Education, Training and Development Opportunities for Registered Nursing and Midwifery Staff. Information Handbook

Transcription

1 Education, Training and Development Opportunities for Registered Nursing and Midwifery Staff Information Handbook

2 1 Education, Training and Development Opportunities Contents Welcome and introduction 2 Overview of career progression as a registered 3 nurse or midwife Who s who? 4 Induction for new nurses and midwives 5 Preceptorship 6-7 Essential training keeping our patients safe 8 Additional nursing and midwifery skills training 9 Advanced nursing and midwifery practice 10 Spiritual and pastoral care (Chaplaincy) 11 Leadership and management development 12 Access to funding to support external academic or vocational training Time for studying 14 Access to learning resources on-site 15 Access to learning resources online 16 Getting involved with research 17 Revalidation 18 Staff appraisal and development planning 19 Notes 20 Training and development log 21 Career development planning 22 13

3 2 Education, Training and Development Opportunities Welcome and introduction Your career at The Princess Alexandra Hospital NHS Trust matters to us. Welcome from Professor Nancy Fontaine My name is Professor Nancy Fontaine and I am the Chief Nurse and Deputy Chief Executive at The Princess Alexandra Hospital NHS Trust. I am delighted that you have chosen to join us as a nurse or midwife here at The Princess Alexandra NHS Trust. Our staff pride themselves on being welcoming and friendly, this is one of our greatest assets and was specifically noted by our recent Care Quality Commission (CQC) inspection. Inspectors noted that the hospital belongs to the staff and went on to say that every member of staff goes the extra mile for patients. We are delighted to welcome you Home to Harlow. Values, Standards and Behaviours Our values, standards and behaviours were developed with staff and patients through our Achieving Excellence programmes; amongst which is our In Your Shoes programme. In Your Shoes workshops are used for listening and responding to patients and their carers. The outputs from these workshops have guided us in how we can give better care, act with compassion and protect the most vulnerable people in our society and our community, when they need us most. The behaviours and standards we adopt today have the potential to transform the care experiences we deliver and the support we give our colleagues. This transformation is a process of continuous learning and improvement which will, through our values, touch each and every person and process in this Trust. It is a constant search for answers to the important questions we all have, such as how do we continuously improve and how do we keep our connection back to our values alive; questions we need to ask ourselves each and every day. Please do make the most of the learning opportunities that are available to you within every ward, clinic and department. I am committed to the academic progression and personal development of all staff and wholly support you all the way through your academic journey to the achievement of doctoral programmes and into the world of research and publication. I look forward to meeting you, please do stop me and introduce yourself, when you see me. Professor Nancy Fontaine Deputy Chief Executive and Chief Nurse Professor of Nursing Anglia Ruskin University and University of Essex

4 3 Education, Training and Development Opportunities Overview of career progression as a registered nurse or midwife Our vision for nurses and midwives joining our Trust is that you have a career here, not just a job; supporting us to deliver high-quality, safe and compassionate care both now and in the future. You will be supported and encouraged to grow and develop in your role, acquiring the necessary skills to progress into more senior roles. Band 5 Staff Nurse Band 5 Preceptor Staff Nurse Band 6 Sister / Midwife Entry level nursing Learning and demonstrating core general nursing competencies Bridging the gap between undergraduate study and first nursing role Demonstrating competence and capability in general skills and competencies Starting to build specialist skills and competencies Starting to practice leadership skills Completing mentorship course Leading a team Further developing specialist skills & competencies Routinely practicing and developing leadership and management skills Band 7 Specialist Nurse or Midwife / Ward Manager Band 8 Matron / Senior clinician Managing a ward or unit Demonstrating highly specialist skills and competencies Developing others clinical and leadership skills through supervision Managing and leading a service Developing strategy and care pathways Providing senior clinical input Strong focus on quality and safety Provision of coaching and long-arm mentorship

5 4 Education, Training and Development Opportunities Who s who? At the Princess Alexandra Hospital, we have different uniforms for different members of staff. Associate Director of Nursing/Midwifery Ensures that patient experience is optimized throughout the care group and reflects the Trust s values, standards and behaviours. The Chief Nurse and Deputy Chief Nurse also wear this uniform. Matron / Lead Nurse / Lead Midwife Oversees the delivery of safe and effective care to meet the needs of patients and their families throughout the hospital. Ward Manager / Ward Sister / Midwife Leads teams in the delivery of care to patients and their families/ carers. They are also responsible for coordinating care and communication on each shift. Staff Nurse A registered practitioner who assesses, plans and manages the delivery of care to a group of patients. Clinical Nurse Specialist Provides expert support, advice and care to patients and staff. Therapist (Physiotherapists, Occupational Therapist, Speech & Language Therapists and Dieticians) Provides specific exert patient assessment, care and advice. Student Nurse Works under direct supervision of a registered nurse to learn and develop skills which will support them in their training. Healthcare Support Worker (or pre-registration / overseas nurse awaiting PIN) Delivers delegated, essential care to a group of patients, under the supervision of a registered practitioner. Ward Domestic Maintains the cleanliness of wards and provides food and drink at mealtimes.

6 5 Education, Training and Development Opportunities Induction for new nurses and midwives When you arrive with us, you ll spend a week on our Induction programme, welcoming you to the Trust and ensuring you have all the information and knowledge you need to start working safely in your department. You ll be part of a larger group for part of your Induction programme, giving you the opportunity to meet a wide range of other professionals also joining the Trust. You ll be welcomed by one of the Trust s Executive Directors, and will then continue to learn about key areas of safe practice, effective working and key policies and practices applicable to everyone within the Trust. These include: Patient safety Patient experience Information governance Fire safety Introduction to safeguarding Infection control Conflict resolution Values, standards and behaviours Staff health and wellbeing Chaplaincy Human Resources policies Equality & Diversity For other parts of the programme you will be with clinical colleagues, learning about core areas of safety and quality in clinical practice. These include: Manual handling Learning disabilities Safeguarding adults Safeguarding children Slips, trips and falls Medical equipment and medical gases Clinical waste disposal Dementia Tissue viability Critical care outreach Nutritional hygiene NMC professional responsibilities National Early Warning Score (NEWS) Venous Thromboembolism (VTE) Bloods End of Life Your training will be delivered through a combination of taught sessions and elearning. Following completion of your Induction programme, you need to complete a local induction checklist with your manager in your department. This needs to be completed as soon as possible, and returned to the training department within 4 weeks of your start date. This ensures you are aware of local practices and the physical environment you are working in, particularly important for fire safety.

7 6 Education, Training and Development Opportunities Preceptorship: what to expect A period of preceptorship following completion of undergraduate programs leading to registration with the Nursing Midwifery Council (NMC) is recommended by the NMC, Health Education England and the Department of Health. The Princess Alexandra Hospital NHS Trust preceptorship period runs for 6 months for nursing and 6-12 months for midwifery, supporting your transition between undergraduate education and safe, competent clinical practice in your first role. The programmes are run by Practice Development Teams, who facilitate and enhance the delivery of the best possible care in a safe, reliable and effective environment. The Programmes have two core underlying principles; 1. Safe patient care Ensuring you are confident in safe clinical practice undertaken by yourself and the wider multidisciplinary team 2. Continuous personal development Ensuring your clinical practice is continually updated, evidence-based and that you are always striving to improve your performance Preceptorship aims to: Assimilate skills developed through undergraduate education with professional attributes in line with the Trust s Values, Standards and Behaviours Provide generic training to equip newly qualified nurses and midwives with the fundamental clinical, relational and technical skills to care for patients safely Introduce leadership and team working skills essential to effective working What to expect Nursing An initial period of training (minimum of 1 week, longer for overseas nurses), including meeting various specialist nurses within the Trust, learning to use equipment and participating in an introduction to leadership session. This is followed by completion of a core competencies framework over the remaining 6 months. Midwifery You will join the nursing preceptorship programme for part of your initial training. You will also receive a midwifery preceptorship booklet, detailing aims, competencies, objectives and required training for newly qualified midwives. You will complete this over a 6-12 month period as you rotate through the antenatal service, postnatal ward, labour ward and birthing unit.

8 7 Education, Training and Development Opportunities Preceptorship: what it involves Core Competencies During your preceptorship you will be introduced to the Trust s Core Competencies (below) which are used as appropriate across clinical roles. As a new nurse or midwife, you will be expected to achieve all competencies to the highest level. Communication Record Keeping Vital Signs Privacy & Dignity Hygiene Hand Hygiene & Patient Protective Equipment Aseptic Non-Touch Technique Manual Blood Pressure Continence & Bowel Care Nutrition Oral Feeding of Patients Pressure Area Care Mental Health Compression Stockings Specimen Collection Stoma Care Care of the Patient with Dementia Blood Glucose Monitoring Slips Trips and Falls Safeguarding of Vulnerable Adults (SOVA) Blood Component Collection Second Checker Patient Transfer Intravenous (IV) Infusion Adult Patient Assessment & Management Drug Administration Neurological Observations End of Life Care Nasogastric (NG) Feeding Tube Insertion Venous Blood taking & Labeling Shift Coordinator Discharge Planning Observed Structured Clinical Examination (international nurses & midwives) What is it? Following successful completion of part 1 of the NMC registration process, you will complete an OSCE as the second part of the NMC test of competence. The OSCE is designed to assess your ability to competently apply your professional nursing or midwifery skills and knowledge in the United Kingdom. What does it involve? The OSCE is made up of six stations, each lasting 15 minutes with an additional five minutes preparation time. Four stations will be scenario based and relate to the holistic patient-centred assessment, planning, implementation and evaluation stages. Two stations will be testing practical clinical skills. How will you be assessed? You will be observed and evaluated as you are provided with patient information from which you then undertake a patient history and a physical assessment. Typical skills which may be tested either on their own or within a nursing/midwifery scenario include: vital signs, calculating drug dosages, intramuscular and subcutaneous injections, basic life support, safe disposal of sharps, medication administration, peak flows, wound care, urinary catheterisation (midwifery), hand hygiene, palpation (midwifery), auscultation of foetal heart (midwifery), new born check (midwifery).

9 8 Education, Training and Development Opportunities Essential training keeping our patients safe Providing safe, quality care is our top priority, and our registered nurses and midwives are integral to this. You look after patients and their families on a day-to-day basis; you are the first to notice any changes in a patient s condition and to identify the risks of any harm to the patient. To ensure that our nurses and midwives are competent and skilled to provide safe care, we have a portfolio of statutory and mandatory training which must all be completed in order for you to practice. Statutory and mandatory training is compulsory for all staff working at the Trust to complete; you will be given a checklist relevant for your role to complete during your Trust Induction. The training deemed mandatory is in line with the National Core Skills Framework, NMC revalidation requirements, CQC recommendations, UK Government legislation, Department of Health publications, relevant NICE guidance and the Resuscitation Council (UK) guidelines, research and evidence based practice. Nurses and midwives must demonstrate that their statutory and mandatory training requirements are up to date before commencing further development. All statutory and mandatory training must be completed within the first four weeks of employment, with all other essential training applicable to your role being completed within the first six months of employment. Additional essential training will include: Alert Prevention & care of pressure ulcers Falls prevention Nutrition & hydration Medicine safety Hospital life support Intravenous (IV) study day Training will be completed via a combination of face-to-face workshops/sessions, elearning and clinical simulation training. Some training needs to be competed once only, whereas others will need to be renewed. You will be informed of renewal timescales when you complete the training.

10 9 Education, Training and Development Opportunities Additional nursing and midwifery skills training Once you have completed your essential training, you will be supported to develop further core skills as relevant to your role. This will be the start of your specialist training in your first role, preparing and supporting you to grow in confidence, capability and competence. Your manager will identify any further training needs with you as relevant to your role; some areas will have local competency guidelines in addition to the Trust-wide core clinical competencies. Types of additional training might include: Local specialist skills and competencies training related to speciality areas e.g. emergency care, critical care, cardiac, cancer, theatres, care of the elderly Completing a Mentorship course. This is a short programme of study which is undertaken through one of our local Higher Education Institutes. Upon its successful completion it enables you to assess the competence of nursing and midwifery students in clinical practice Cannulation and venepuncture course Leadership development training, supporting and preparing you to take on responsibility of a shift coordinator or team leader Sc@le course providing training on Stimulating Care at Life s End Training in quality improvement & safety, such as root cause analysis Link nurse or nurse champion opportunities, offering more specialist training in core areas of interest such as dementia, falls and pain management Agents for Nutrition and Tissue Viability (ANTs) course Be sure to keep a look out for opportunities arising to further your skills development in your role. As well as formal training, you could consider requesting to shadow people within your specialist area to help build your wider knowledge and understand the roles within your multidisciplinary team.

11 10 Education, Training and Development Opportunities Advanced nursing and midwifery practice Providing high quality, safe care depends on having highly advanced nurses and midwives leading passionate teams. We recognise that developing advanced clinical practice is a result of education alongside practical expertise; application of in-depth knowledge; and using highlevel critical analysis to make complex clinical decisions. To be appointed into an advanced/senior clinical role, you would be expected to be able to demonstrate learning at a master s level, and ideally have attained an educational award at this level. Operating in an advanced clinical post will entail the following core expectations: Strong focus on personal leadership development and management processes, ensuring the team works effectively as a whole to deliver best possible patient care Strong focus on development and review of clinical guidelines, protocols & policies to ensure evidence-based, high quality care Facilitating and supporting learning in the clinical area, as well as involvement in more formal education and teaching Participation and engagement in research activities in the clinical area Keeping up-to-date in advanced clinical practices and demonstrating application of these Demonstrating continuing professional development (CPD) Participating in wider networking groups in relation to area of clinical expertise e.g. national bodies

12 11 Education, Training and Development Opportunities Spiritual and pastoral care (Chaplaincy) Spiritual and pastoral care is an essential part of the holistic care of an individual. It is fundamentally an exercise in relationship forming immediate and short-term with patients and relatives but longer, deeper and more trust-developing with staff. Introduction to the Department Our Department of Spiritual and Pastoral Care is so named because Chaplains are charged with the spiritual and pastoral care of patients, their relatives and friends and of staff too. This may involve elements of religious care from time to time, but their work is not exclusively religious, and they are available to people of all faiths and of none. Accessing support Chaplains work as a part of the wider, multi-disciplinary team to assist in providing high quality patient care. With the consent of the patient or their next of kin, doctors, nurses and other health professionals may make referrals to the service. Patients may also self-refer. The department offers 24/7 out of hours on-call service, which can be accessed through the switchboard. How Chaplains can help you and your patients Spiritual and pastoral care considers aspects of human personhood that science alone cannot account for, and is an essential part of the holistic care of the individual. A person s spiritual needs are borne out of their core beliefs, their view of themselves, others, and the world. Spiritual pain often results when a person s view of these areas are challenged. This can come about because of illness, impending death, grief or bereavement and when people are removed from their normal environment. Spiritual care is about recognising and providing for those needs. Chaplains can assist other colleagues in breaking bad news; coming alongside those who are lonely, confused or frightened, and supporting colleagues in the care of the dying. They are also a source of information about specific religious practices and rituals that may be important to patients, and have access to faith leaders from all the major groups in our area. Within the staff community Chaplains provide support after traumatic events, such as debriefing after major incidents. They are also available, confidentially, for individual support. The Chaplain s office is located on the 1st floor of Parndon Hall. The Trust Chaplain and their team can be radiopaged via the switchboard.

13 12 Education, Training and Development Opportunities Leadership and management development Strong leadership and management capabilities are crucial for us to deliver the vision for The Princess Alexandra Hospital NHS Trust; Excellence Every Day. The Trust is committed to developing effective, motivational, confident leaders and managers, ready to take on the challenges of today and tomorrow. We will help you to acquire the experience, skills and knowledge you need to create a cando, high-performance culture; enabling others to reach their potential every day. Below are some examples of the types of opportunities available within the Trust. Leadership Core, an internallydelivered leadership programme o Introduction to core leadership thinking o Open to everyone o Develop greater self-awareness, skills in managing difficult conversations, confidence to lead change, and ability to get the best from your staff through coaching Shift Coordinator, a universitypartnered leadership programme o Targeted for bands 5/6 staff o Identify what a good job looks like, what can help achieve that standard, what gets in the way. Gives participants straightforward tools to make an immediate impact on the settings in which they work. o Real hospital project o Coaching & mentoring o Carries 15 university credits Developing Leadership Talent, a university-partnered leadership programme o Targeted for bands 6/7 staff o Develop patient-centered leadership; all development focuses on improving patient care and making service improvements through the application of great leadership skills. o Real hospital project o Coaching, shadowing & mentoring o Carries 30 university credits Great Leaders, our newest leadership development programme o Multi-professional audience o Currently being rolled-out with senior managers and clinicians o Will become more widely available and eventually will be the Trust s flagship leadership development programme o Keep a look-out for updates! Coming soon - Managing for Excellence, our management programme in development o Will equip staff with the knowledge, skills and confidence to effectively manage individuals and teams, supporting excellent service delivery o Series of how to management guides and bite-size sessions o Build your own programme around your needs

14 13 Education, Training and Development Opportunities Access to funding to support external academic or vocational training The Trust is committed to supporting staff who wish to complete an academic or vocational qualification to further their career. Each year we receive a Continuing Professional Development (CPD) fund from Health Education East of England, which is used to support staff s professional development and training within the Trust. The process for applying for CPD funding is: 1. With your manager, you identify the development opportunity / training need within your appraisal meeting (see page 19). 2. With your manager, you identify a suitable course or qualification that will fulfill your development goal / training need. 3. Ensuring that your statutory and mandatory training is up to date, (an essential requirement) your manager needs to contact the Deputy Education Liaison Manager (cpd@pah.nhs.uk), explaining that you would like to apply for funding. They will offer advice, for example about the most suitable provider for a course if your manager is not sure, and send your manager a form. 4. Once you and your manager have completed the form, you need to return it again to cpd@pah.nhs.uk. 5. You will be notified of the likely timescale for receiving your application outcome. Guidance notes Applications need to demonstrate how the course/qualification will improve your performance in your current role and be beneficial to your wider service. The core of this funding must be used to develop staff s ability to deliver the Trust s key aims, so be sure to link your application to the wider Trust goals. Applications for CPD funding are very competitive. If you are unsuccessful on your first attempt, you and your manager will receive feedback explaining the reason why. If it is purely a financial matter, you will be placed as a high priority applicant for the following year s round of funding. If you are unsuccessful in securing funding, the Deputy Education Liaison Manager can also advise on options for self-funding. The deadline for applications is usually early December, with the next round of applications opening the following spring.

15 14 Education, Training and Development Opportunities Time for studying We place great importance on staff being up-to-date in their training, and having the time to study in a supportive learning environment. Balancing a busy clinical role with time to complete your training and studies is always challenging; we aim to support you in achieving this. Statutory and mandatory training As a new member of staff, most of your statutory and mandatory training is completed face-to-face during your induction, with some elearning to complete back at work. Your refresher training will also be delivered through a combination of face-to-face and elearning sessions. You need to speak with your manager about protected time (or study hours ) during your scheduled rota for you to complete this training. You might find it helpful to complete your elearning in the computer suite at Kalmar House, available to anyone needing some quiet space. Other training courses Any courses/training that your manager has agreed for you to complete should be completed on a working day. You will not be expected to attend training on a nonworking day, instead you will be allocated a study day on the rota. If the course/training duration is shorter than your usual shift hours (e.g. a morning or afternoon session) your manager may ask you to complete the remaining hours before or after the course. You should not be scheduled for a night shift before the day of training, or on the same day as training. If this happens you should escalate this issue to your manager. If the only date a training course is available is on a scheduled nonworking day, you may be reasonably asked to attend. You should claim this as time owed in lieu, so that this counts towards your total working hours. Extra study time for completing studies outside of a course If you are undertaking a course that requires you to complete work outside of the face-to-face learning environment, in most cases you will be expected to complete this in your own time. You can discuss study time as part of your working hours with your manager, but any agreement or arrangements will be at their discretion.

16 15 Education, Training and Development Opportunities Access to learning resources on-site The Princess Alexandra Hospital Library exists to help you find the information you need to support your clinical practice, improve services, continue your learning and development, and teach others. About Based in Parndon Hall on the Princess Alexandra Hospital site. Provides library services to support clinical practice, research and audit, professional development, teaching and learning for all NHS staff and students on NHS placements in the local area. Hosts a high-quality collection of both paper and electronic books, CDs and DVDs, with new resources being added regularly. Book collection topics cover all clinical specialities and other healthcare topics including clinical governance, ethics, social care, careers, consultation skills and teaching. Computers, printers and a scanner are available for internet access and document preparation. Enquiry services During Library opening hours, enquiry points are available in the main Library at the front of Parndon Hall, and in the Library offices in the IT Resource Room at the back of Parndon Hall. Able to help with enquiries concerning finding information for your work and study. For example, the Library team can find a piece of information for you, talk to you about organising information, suggest useful places for you to search and search terms to use, or suggest other resources which may answer your question. Literature search services Save time by letting us search the evidence for you The Library team can search for published or unpublished literature (journal articles, guidelines, reports etc.) on a topic, please contact the Library to discuss your requirements. A professional member of Library staff will conduct a full search to the criteria we agree with you. There is no charge for this service to local NHS staff. Getting in touch the Library team on: lib.desk@pah.nhs.uk

17 16 Education, Training and Development Opportunities Access to learning resources online Many of the learning resources you ll use to support your practice and study will likely be online. Online Journals The NHS in England subscribes to nearly 2000 journals available in full text on the Internet. These include BMJ, Journal of Advanced Nursing, JAMA, Lancet, NEJM and major journals in each speciality. To search for these journals, go to If you have an NHS Athens password, you can access them from anywhere you have Internet access. To get an NHS Athens password, you need to register yourself on this site: Virtual Ashridge The Trust also has access to a wealth of leadership, management and personal development resources through Virtual Ashridge, developed by the internationally renowned Ashridge Business School. Access this site in two clicks (1) Go to the Training Zone on the intranet, Alex (2) Click on Virtual Ashridge, listed on the left-hand side. Log-in details for access from home can also be found on the intranet page. Healthcare Databases The NHS in England subscribes to eight core healthcare databases (currently Medline, EMBASE, CINAHL, British Nursing Index, PsycInfo, HMIC, Allied and Complementary Medicine (AMED), and Health Business Elite. Access these databases from the site with an NHS Athens password You can find more information about the healthcare databases on NHS Leadership Academy The NHS Leadership Academy offers its entry-level Edward Jenner Leadership Development Programme as a free, online course. Sign up or find out more at

18 17 Education, Training and Development Opportunities Getting involved with research Research is vital for finding new treatments and improving patient care; we have a dedicated research team here at The Princess Alexandra Hospital NHS Trust. Research nurses (and midwives) play a crucial role in the development of new treatments. They understand the research process, the terminology used and have an in-depth understanding of the specialty under investigation. They act as the patient s advocate; ensuring patients are fully supported throughout the study. Research nurses work collaboratively and in conjunction with members of the multidisciplinary team to ensure successful research is conducted within the Trust. If you are interested in research, we encourage you to find out how you could get involved from early on in your career. As part of your performance appraisal and development planning, you could consider arranging a shadowing / experience day to gain exposure to research practice. Or, perhaps further on in your career you could consider a secondment role if the opportunity arises. On a day-to-day basis, you could certainly find out what studies/trials are happening in your area(s) and let the research team know you are keen to learn more. There are 8 key stages to clinical research. Research nurses involvement focuses on patient recruitment and retention, and ensuring the safety and wellbeing of the patient during their care. 1. Approved protocol 2. Investigator selection 3. Approval process 4. Patient recruitment &participation 5. Data entered and reviewed 6. Statistical analysis 7. Presentation & report publication 8. Data filed and registration obtained Research takes place in many of our clinical specialties, including (but not limited to): Cancer Cardiology Gastroenterology Diabetes Ophthalmology Rheumatology Urology & Uro-Oncology Dermatology Anaesthesiology Haematology Respiratory Women s Health For more information about what opportunities you can access, contact the Research & Development department. Contact details can be found on the Research Team page on the Trust s intranet.

19 18 Education, Training and Development Opportunities Revalidation Every three years, at the point of this renewal of registration, nurses and midwives need to show that as a professional, they are living by the NMC Code s standards of practice and behaviour. This process is called revalidation. Participation is on an on-going basis, over the three years prior to revalidation. Nurses and midwives need to meet a range of requirements, designed to show that they are keeping up to date and practise safely and effectively. Revalidation is about promoting good practice across the whole population of nurses and midwives, it is not an assessment of a nurse or midwife s fitness to practise. The NMC online will clarify when you will be expected to revalidate, the site also provides templates for reflection, reflective discussion and confirmation. As an overview, the revalidation requirements currently consist of: Practice hours (450 hours) Continuing professional development (35 hours) Practice-related feedback Reflection and discussion Health and character Professional indemnity arrangement Confirmation from a third party (NMC registrant band 7 or above) Keeping a portfolio *optional Benefits of revalidation include: An affirmation of your professionalism A framework to support your professional development An opportunity to engage in professional networks Alignment with organisational quality and safety objectives A stronger NMC regulatory process You will need to: Read your Code of Practice & reflect on your own practice Register for NMC online: Find out your revalidation date Find out who will be your Confirmer Prepare!

20 19 Education, Training and Development Opportunities Staff performance appraisal and development planning Regular, meaningful and effective appraisals are vital to support staff in continually building their skills, improving their performance and planning their future development. An appraisal is a structured conversation between you and your manager, reviewing your performance and planning your objectives and development over the next year. The core outcomes of an appraisal are to ensure that every member of staff: Knows what is expected of them Knows how their performance will be measured Knows how they are doing Your initial objective setting meeting will take place in the first 6 months of starting your role. It will focus on your performance to date, but primarily on setting your objectives and development needs over the next 12 months. Use this as a valuable opportunity to ask about key areas you need to focus on, what support is available to help you, who you could approach for support and what resources you could access. Your formal appraisal will take place one year from starting in your role, and thereafter on an annual basis. This will focus on your performance and behaviours over the past year, and your objectives and development plan for the coming year. Your revalidation Is working to deliver Trust priorities Has a clear development plan to support their career progression confirmation can be built into your appraisal to bring your performance and professional development together. After your appraisal you or your manager need to send a copy of your appraisal paperwork to the Training Department (training@pah.nhs.uk). This allows the Trust to keep track of appraisal completion. (Appraisals are important for both your development and the Trust s overall performance). In between yearly appraisals you will have a meeting to check your progress. To make sure that you are on track to achieve your objectives and fulfill your development plan, it is your responsibility to refer back to your appraisal paperwork in your regular meetings with your manager. New to role: first objective setting meeting within 6 months At 1 year (and every year thereafter): Formal appraisal In between yearly formal appraisals: 6-month meeting to check progress

21 20 Education, Training and Development Opportunities Notes

22 21 Education, Training and Development Opportunities Training and development log Training course / programme / development activity title Date completed Next steps

23 22 Education, Training and Development Opportunities Career development planning Your ideas filled in here should be discussed with your manager as part of your annual appraisal meeting. Ensure you use this opportunity to plan your development needs over the next 12 months and beyond. The following website offers guidance on nursing career pathways: Roles/career pathways of interest High-level experience & skills needed Action plan When do you plan to start applying for new roles? Action plan

24 The Practice Development Team The Princess Alexandra Hospital NHS Trust Hamstel Road, Harlow, Essex, CM21 1QX Telephone: Released April