General Practice Nursing Trainee Programme 2019/2020

Transcription

1 General Practice Nursing Trainee Programme 2019/2020 Please complete the following (all columns must be completed, if evidence cannot be obtained the applicant(s) must identify the reasons in the applicable areas) Practice Name and Address Network/Collaborative area Please provide the contact details of the main point of contact for this application who may be contacted for further information: Name: Job Role: Address: Telephone Number: Mobile Number (if appropriate): Which programme would you like to host Academic Please confirm that the practice understand that 17k education grant will be provided for this GPN trainee programme over 2 years and that the practice will have to fund the remaining salary and on costs for the trainee for the duration of the programme. Foundation Please confirm that the practice understand that 1500 education grant will be provided for this GPN trainee programme over 12 months and that the practice will have to fund the remaining salary and on costs for the trainee for the duration of the programme. Please confirm your practice s agreement to incorporate the General Practice Nurse Trainee as member of the team by providing a contract of employment for the duration of the programme Please confirm your practice s willingness to sign the Memorandum of Understanding between Camden, Haringey or Islington CEPN and your practice. Please confirm your practice s willingness to sign the honorary educational placement contract between the General Practice Nurse Trainee and your practice. Yes / No Yes / No Yes / No

2 Names and job title of the clinical and managerial leads for this initiative at your practice Practice Profile which should include: - mission/vision statement of the practice; - list of doctors and practice staff who work in or with the practice, including roles, genders, and responsibilities; - a description of the demography of the practice including list size, age, sex, social factors and ethnicity; - description of premises - particular areas of clinical/organisational interest or priorities for the practice - note any special features of the practice that you wish to draw to the attention of the evaluation panel; Please describe how your practice will provide the skills of mentoring for the General Practice Nurse Trainee Clinical: Managerial: Please describe how the practice will accommodate a General Practice Nurse, e.g. physical space, time allocation and clinical supervision and administrative support Are you Training Practice? NB This does not exclude a practice from applying for GPN Trainee but will be helpful in the context of the selection process Yes/No

3 Do you offer (or are you interested in offering) training opportunities for: Please delete/amend as appropriate Does your practice provide the following Services (please delete/amend as appropriate) Does your Practice Nurse offer management of long term conditions: please delete/amend as appropriate Pre-registration Nursing Students Trainee Nursing Associates Medical Students GP Registrars Other Facilitation, timely diagnosis and support for people with Dementia Learning Disabilities Health Check Scheme Childhood immunisations Seasonal Influenza vaccinations Pneumococcal vaccinations Childhood seasonal Influenza Shingles vaccinations Health Checks Asthma/COPD Chronic Heart Disease/Hypertension Diabetes Mellitus Please tell us the date of your practice s Care Quality Commission (CQC) Inspection and the outcome. Please indicate any dates for future inspections if known. Please confirm whether the practice has any past or current contractual remedial or breach notices in place. NB. This does not exclude a practice from applying, but will be helpful context to the selection process

4 Please describe the benefits to your practice population of the General Practice Nurse Trainee being placed in your practice Please describe any aspects of the practice which would bring additional benefits to the General Practice Nurse Trainee should they be placed with you What are your plans for retaining the General Practice Nurse Trainee beyond the duration of the programme? Please declare any conflicts of interest in line with CCG policy Finally, if we receive an overwhelming response from experienced Nurses keen to work in Camden, Haringey or Islington GP Practices, but who cannot be offered a General Practice Nurse Trainee place on the programme, would you consider offering one of these candidates a Practice Nurse vacancy? No / Would like to discuss or explore further / Yes Please your completed application (as a Word document) to karen.evans@nhs.net by noon on Monday 15 th October 2018 Please note only applications will be accepted. Any applications received after this deadline will not be considered for evaluation.

5 Briefing: New General Practice Nurse training programme for Jan 2019 We have decided to take a revised approach to the training of GPNs for next year. This is for a number of reasons: Revised funding offer from Health Education England (HEE) Poor retention rates Burdensome recruitment process not producing sufficient good candidates Challenges of embedding learning in practice on such a fast-track academic programme HEE s reduced funding formula has prompted us to consider how practices could continue to get the most benefit from investing in this programme. We have looked at the way that Tower Hamlets has run their programme for the past decade resulting in the best nurse: patient ratio in London (from one of the worst) and an enviable rate of retention both during and upon completion of the programme, with many trainees going on to become Lead Nurses. With this in mind we are making the following changes: Change Rationale 1 year full-time to 2 year part-time Helps trainee to become embedded in the team More time spent in the practice delivering services More time to consolidate learning in practice Becomes part of the practice team Full salary support (HEE change) to 17k training bursary over the two years i.e. 8,500 per year Changes to recruitment processes in line with TH approach as far as possible (subject to funding agreements)* Practice Nurse Advisor role to be supported by additional external mentors employed on a sessional basis (subject to funding agreement) HEE can offer more places across London General Practice still gets a significant contribution towards the costs of releasing time for the trainee to be mentored and attend study days The trainee is contributing to delivering practice income Tower Hamlets approach selects for values and behaviours in a way that ours does not appear to be doing successfully Provides protected time for both the learner and the practice mentor to consolidate the trainee s learning in practice

6 Health Education England, working across London General Practice Nursing Training Programme: Academic A guide for CEPNs, General Practices and GPNs Tara Gray, Sharon Kelly, Helen Finch, Laura Monks, HEE London July 2018 v.10 1

7 Contents 1. HEE London General Practice Nursing approach... 3 Context... 3 Rationale for a pan-london approach... 3 Harmonised GPN training options... 3 Information on the academic programme package... 4 The funding package Educational providers... 5 Summary of academic programmes... 5 Programme content... 6 i) City, University of London... 6 ii) London South Bank University... 6 iii) University of Hertfordshire Local implementation of the programme... 7 Points to consider... 7 Stakeholder responsibilities (see process map on p10)... 7 HEE responsibilities... 7 CEPN responsibilities... 7 GP employer responsibilities... 7 Expectations from HEE / CEPNs for GP Practices to receive the full funding package:... 8 Timeline for implementation of the programme... 9 GPN recruitment and training process map FAQs Further information

8 1. HEE London General Practice Nursing approach Context Rationale for a pan-london approach The approaches to General Practice Nursing (GPN) recruitment and training have varied across London. Following stakeholder engagement, Health Education England (HEE) local offices have agreed to address this regional variation and introduce, across North and South London, a harmonised approach to GPN recruitment and training. The overarching aim is to ensure that any nurse looking to train as a GPN in any part of London, will be broadly offered the same training options with the same training grant. Moving forward, a standardised training grant will be offered to provide the same support to GPNs and GP Practices across London. This is because we want to invest in GPNs starting a career in General Practice and because we want to ensure this investment is spread equitably across the Capital. It is hoped that offering the training grant for the academic programme will support GP employers with the substantial investment required to support a novice GPN through a full programme of preparation. Given there is no set training grant nationally for GPN training, we are offering 17K which is the amount agreed for specialist nurse training. In introducing this pan-london approach to GPN recruitment and training, we aim to: Achieve a consistent approach with equity for patients, GPNs and GP Practices Invest in the next generation of GPNs Meet the aspirations of the GPN 10 point plan Develop effective career progression for GPNs Support and strengthen CEPNs Achieve value for money Harmonised GPN training options It is recognised that each area of practice will have its own training and education needs and preferences. However, in order to support the delivery of a pan London approach to training, there are two categories of training programmes; Foundation programmes and Academic programmes. Both are designed for new GPNs and offer a choice between a short, skills-based training and a longer, academically accredited programme. Foundation programmes are available from all seven Higher Education Institutes (HEIs) serving London. The programmes vary from HEI to HEI (Level 6/7, credits) and last around 6 months. Foundation programmes broadly offer start up skills-based training for newly qualified nurses (NQNs) and/or new to employment in General Practice. At the end of the programme the GPN meets Level 5/6 competencies (HEE GPN framework) including cervical sampling, childhood immunisations and travel vaccinations and will be ready to work autonomously as part of the General Practice team. Academic programmes (Level 6/7, 120 credits) are available from three HEIs in London and offer an academic qualification in General Practice nursing. The programmes can be undertaken either part-time over 2 years or full-time in 1 year. The latter offers a fast track progression in General Practice Nursing suited to NQNs looking to establish a career in General Practice. At the end of the programme, the GPN will have achieved a Primary Care (Practice Nursing) BSc/PgDip, meet Level 6/7 competencies (HEE GPN framework) and be working autonomously as part of the General Practice team. This information pack refers to the Academic Programme package only. 3

9 Information on the academic programme package Health Education England wants to open up the academic programme package across London so that any new GPN can access an academic GPN programme run by one of our three providers: City, University of London London South Bank University University of Hertfordshire While it is for CEPNs to choose how their allocation is used, we would hope that each CEPN considers investing at some level in the academic programme. This would ensure a succession of GPN leaders across London. The funding package The three components of the academic package - the tuition fees, training grant and mentoring costs - are fully funded by HEE. The package arrangement allows an academic programme to be selected from the three education providers. Access to a training grant and mentorship funding is via the local CEPN. Table 1: Academic programme funding package HEE activity Administered by Costs of academic programme per GPN HEI London office Tuition fees 9,000-10,000 Training grant 17,000 Mentoring cost 3,000 Total 29,000-30,000 4

10 2. Educational providers Summary of academic programmes Table 2: Academic programmes Education provider details Course name Total course cost per student Course credit Course length Course start date(s) City, University of London (City) Northampton Square, London EC1C 0HB Programme director Marie C. Hill Primary Care (Practice Nursing) BSc/ Grad Dip / PgCert/ PgDip 9, credits (Level 6/7) 1 year full time / 2 years part time Feb 2019 Course officer Carolina Melendez London South Bank University (LSBU) 103 Borough Rd London SE1 0AA Introduction to General Practice Nursing BSc/PgDip 7, credits (Level 6/7) 1 year full time / 2 years part time Jan 2019 Programme Lead Maxine Jameson University of Hertfordshire (Herts) College Lane Campus, Hatfield, Hertfordshire AL10 9AB Specialist Community Nursing (GPN) BSc/PgDip 9, credits (Level 6/7) 1 year full time / 2 years part time Jan 2019 Programme Leader Theresa Titchener 5

11 Programme content All three programmes (Level 6/7, 120 credits) offer an academic qualification in General Practice Nursing. The programmes can be undertaken either part-time over 2 years or full-time in 1 year. The latter offers a fast track progression in General Practice Nursing suited to nurses new to General Practice nursing looking to establish a career in General Practice. At the end of the programmes the GPN will have achieved a Primary Care (Practice Nursing) BSc/PgDip, meet Level 6/7 competencies (HEE GPN framework) and be working autonomously as part of the General Practice team. While there is some variety between the programmes, all three programmes offer the essential practical skills required for new GPNs, and front-load the programme with teaching these essential practical skills. i) City, University of London The programme is comprised of eight modules. The three core modules are key concepts in practice nursing, research methods and health policy and politics. GPNs will also take five optional modules, which may include cervical cytology, diabetes care, asthma/copd, long term conditions and/or clinical assessment in primary care. These optional modules will be determined on the public health priorities of the borough in which the GPN will be employed in order to enhance the holistic development of their clinical practice. ii) London South Bank University The programme is based on six modules comprising three general practice specific core modules, a research module and two optional modules. The three core modules are introduction to general practice nursing, public health issues in general practice and management of long term conditions in general practice. All modules provide the underpinning theory, key clinical skills and competencies to support GPNs transitioning into the primary care setting. iii) University of Hertfordshire The programme is comprised of eight modules. The five core modules are fundamental skills and knowledge for GPNs (this module will also include five study days on the following topics: childhood immunisation, cervical cytology, ear care, introduction to contraception, introduction to wounds in primary care, travel health), managing long-term conditions in primary care, research for evidenced based practice, case management in primary care, and leading innovation in practice. The three optional modules include holistic assessment of health needs in primary care, policy for practice in primary care, preparation for mentorship, independent nurse prescribing, community nurse prescribing and minor illness. 6

12 3. Local implementation of the programme Points to consider Before recruiting GPNs onto the academic programme, CEPNs and GP employers need to consider the following factors: The considerable investment involved in recruiting and employing a novice GPN No guarantee that the investment will translate into ongoing employment Availability of GP Practices offering a high-quality learning environment with mentorship GPN academic programme package toolkit For those CEPNs and GP Practices who express interest in the academic programme, a toolkit will be available with example job descriptions, a person specification, contracts, the induction process and support for mentors. Stakeholder responsibilities (see process map on p.10) HEE responsibilities Commission places on 1 and 2-year BSc/post grad diploma programmes in Primary Care (practice nursing) at City, LSBU and Herts against available budget and indicative demand Manage contracts with Higher Education Institutions (HEIs) Produce a resources guide for CEPNs and stakeholders Identify CEPN GPN programme leads Manage allocation of training grant with CEPNs CEPN responsibilities Identify GP practices interested to recruit and train a GPN Quality assure GPN training practices against agreed criteria* Agree recruitment process with stakeholders Support recruitment as required Set up memorandum of understanding (MoU) with GPN trainee practice(s) Set up interviews where required GP employer responsibilities Contribute to recruitment process Contract with CEPNs Align terms and conditions for GPN against agreed criteria** Fulfil terms of educational contract*** Offer an induction package *Please see overleaf for detail 7

13 Expectations from HEE / CEPNs for GP Practices to receive the full funding package: *Eligibility criteria: Evidence of thorough engagement with the programme stakeholders. Evidence of high quality learning environment with track record of responsiveness to GPNs needs. **Terms and conditions: The employing GP Practice will commit to pay the GPN s salary (minimum mid-point Band 5 = 25K + London weighting + on costs (pro rata) for the duration of the programme. ***Education contract: The employing GP Practice will commit to: Provide a safe and supportive learning environment. Provide a dedicated on-site supervisor/mentor (preferably a NMC qualified nurse mentor). Release the GPN to all HEI training days and clinical supervision sessions. 8

14 Timeline for implementation of the programme 2018 June HEE sets up a pan-london strategic and operational GPN programme group HEE produces an Information pack and toolkit for CEPNs and stakeholders July HEE identifies CEPN GPN programme leads HEE commissions places on 1 and 2-year BSC Primary care (practice nursing) at City, LSBU and Herts against budget and indicative demand August CEPN programme leads identify host practices CEPN quality assures GP Practices against standard criteria CEPN agrees recruitment process CEPN secures dates and venues for recruitment CEPN agrees job description and person specification HEE contracts with HEIs CEPNs develop MoU with GP Practices Sept CEPN /GP Practice advertises programme on NHS Jobs CEPN shortlists Oct Nov CEPN / GP Practice arrange Interviews with HEIs (and HEE) Interviews with CEPNs/GP employers. Contract of employment Dec Jan CEPN Lead supporting GP employers 2019 GPN starts at Practice with Induction Stakeholder event for GPNs, GP Practices/mentors, CEPNs and HEE Feb GPN starts at HEI 9

15 GPN recruitment and training process map HEE commissions places with Herts, City and LSBU Universities CEPNs identify recruiting GP practices and assess against agreed training criteria (*see page 8) CEPNs co ordinate the recruitment / training / employment process between: Education Provider (HEIs) GP Practice HEE Successful GPN trainee allocated to employing GP practices CEPNs issue MoU to GP practice GP practice issues employment offer and contract to GPN HEE issues MoU & payment to CEPNs for training grant GP practice signs & returns MoU to CEPN in advance of receiving training grant GPN signs contract of employment. Starts employment with GP practice before start of programme. Completes an induction programme. CEPNs invoiced by GP practice for training grant after GPN has attended first day of course 10

16 4. FAQs 1. Training/placement: Presumably the GPN would be out of the practice for a minimum of a day a week for a year or two? This is a lot to ask of an employer for brand new member of staff. The programmes can be undertaken either part-time over 2 years or full-time in 1 year. If taken over a year, the GPN is out of the practice for an average of two days a week (during term time) with ½ day set aside for clinical supervision. If taken over 2 years, the GPN is out of the practice for an average of one day a week (during term time). 2. Key basic GPN skills: These do not seem to be covered in the academic course which presumes that the GPN will have to undertake extra training. Key basic GPN skills frontload the programmes including the national immunisation programme, cervical cytology, an introduction to travel health, the recognition of and management of anaphylaxis, ear care, including otoscopy skills and ear irrigation and health promotion. We do not envisage any extra skills-based training to be required. 3. Level of experience within the GPN career: this course would seem better suited to an experienced GPN with perhaps a minimum 1 year in post who is looking to move on to management of long term conditions etc. Is the funding only for those new to GPN? The funding is available for new GPNs and for established GPNs wanting to consolidate skills and knowledge and work towards an academic award specific to general practice nursing. We anticipate that the programme taken over 1 year is well suited to new GPNs wanting to fast-track to establish a career in general practice. We anticipate that the programme taken over 2 years is suited to the GPN already established in general practice. At the end of the programme whether taken over 1 or 2 years, the GPN will have achieved a Primary Care (Practice Nursing) BSc/PgDip, meet Level 6/7 competencies (HEE GPN framework) and be working autonomously as part of the general practice team. 4. Is it marketable? We cannot imagine approaching a GP employer to suggest employing a new GPN who will then not be in practice. This programme is designed to be cost neutral to practices with a training grant and mentorship costs of 17K + 3K. Where this amount has been offered in North West London, there has been a good take up. The training grant covers the 2.5 days where the GPN is out of Practice (this amount is halved and paid over 2 years for the GPN completing the programme in 2 years). The mentorship grant covers the cost to the Practice of releasing a nurse mentor to supervise learning. 5. Take up from newly qualified nurses (NQNs): We are not sure how many NQNs will want to commence an academic programme straight after completing their nursing degree. Recruitment to the programme in North London over previous years shows that the programme, especially taken over 1 year, is popular with NQNs. 11

17 5. Further information City, University of London Marie C. Hill MHM, PgDip, BSc, RN Programme Director Northampton Square, London EC1C 0HB London South Bank University Maxine Jameson Programme Lead 103 Borough Rd, London SE1 0AA University of Hertfordshire Theresa Titchener Programme Leader College Lane Campus, Hatfield, Hertfordshire AL10 9AB 12

18 Networks (CEPNs Health Education England, working across London General Practice Nursing Training Programme: Foundation A guide for CEPNs, General Practices and GPNs Update: July 2018 Helen Finch, Tara Gray, Sharon Kelly, Laura Monks, HEE London July 2018 v18

19 General Practice Nursing Training Programme Foundation A guide for CEPNs, General Practices and GPNs Contents HEE London General Practice Nursing (GPN) Context Stakeholders roles and responsibilities Community Education Provider Networks (CEPNs) Higher Education Institutes (HEIs) General Practice Mentors General Practice Nurses (GPNs) Recruitment process map Summary of Foundation Programmes Frequently Asked Questions (FAQs) Questions practices may have on employing the nurse Funding for the participating practice Mentoring and supervision Information on the educational programmes offered Appendices Buckinghamshire New University City University Kingston University & St. George's, University of London London Southbank University University of Greenwich University of Hertfordshire University of West London

20 HEE London General Practice Nursing (GPN) approach 1. Context Rationale for a pan London approach The approaches to General Practice Nursing (GPN) recruitment and training have varied across London. Following stakeholder engagement, Health Education England (HEE) local offices have agreed to address this regional variation and introduce, across North and South London, a harmonised approach to GPN recruitment and training. The overarching aim is to ensure that any nurse looking to train as a GPN in any part of London, will be broadly offered the same training options with the same training grant. Moving forward, a standardised training grant will be offered to provide the same support to nurses and GP Practices across London. This is because we want to invest in nurses starting a career in General Practice and because we want to ensure this investment is spread equitably across the Capital. In introducing this pan London approach to GPN recruitment and training, we aim to: Achieve a consistent approach with equity for patients, nurses and GP Practices Invest in the next generation of GPNs Meet the aspirations of the GPN 10 point plan Develop effective career progression for GPNs Support and strengthen CEPNs Achieve value for money Harmonised GPN training options It is recognised that each area of practice will have its own training and education needs and preferences. However, in order to support the delivery of a pan London approach to training, there are two categories of training programmes; Foundation programmes and Academic programmes. Both are designed for nurses new to General Practice nursing and offer a choice between a short, skills based training and a longer, academically accredited programme. Foundation programmes are available from all seven Higher Education Institutes (HEIs) serving London. The programmes vary from HEI to HEI (Level 6/7, credits) and last around 6 months. Foundation programmes broadly offer start up skills based training for newly qualified nurses (NQNs) and/or new to employment in General Practice. At the end of the programme the nurse meets Level 5/6 competencies (HEE GPN framework) including cervical sampling, childhood immunisations and travel vaccinations and will be ready to work autonomously as part of the General Practice team. Academic programmes (Level 6/7, 120 credits) are available from three HEIs in London and offer an academic GPN qualification in Primary Care. The programmes can be undertaken either part-time over 2 years or full-time in 1 year. The latter offers a fast track progression in General Practice Nursing suited to newly qualified nurses looking to establish a career in General Practice. At the end of the programme the nurse will have achieved a Primary Care (Practice Nursing) BSc/ PgDip, meet Level 6/7 competencies (HEE GPN framework) and be working autonomously as part of the General Practice team. This information pack refers to the Foundation Programme package only. 3

21 HEE is funding the foundation programme with a package that covers: Table 1: Foundation Programme funding package HEE Activity and funding Costs of foundation programme/ GPN Administered by Community Education Provider Networks (CEPNs) Tuition fees 2,000 Training grant 1,500 Mentoring cost 1,500 Total 5, Stakeholders roles and responsibilities HEE responsibilities Produce information pack for CEPNs and stakeholders Identify CEPN GPN programme leads Produce award letter / MoU with CEPNs for tuition fees, training grant and mentoring cost CEPN responsibilities Identify training employment/ host practices Quality assure GP practices against agreed criteria Identify GPNs for foundation programme CEPN Nurse lead/ Project Manager to provide support to GP practices Liaise with HEIs to communicate GPN participants details for course enrolment Manage training grant and mentoring costs CEPN contracts with HEIs for course payment based on actual enrolment numbers CEPN account for spend and advise enrolment numbers to HEE (as per schedule) GP employer responsibilities Contribute to recruitment process as required Contract with CEPNs for training and mentoring grant Provide quality mentorship/supervision Provide induction for newly employed GPN Align employment and education Terms & Conditions against agreed criteria Higher Education Institutions (HEIs) Liaise with CEPNs, Nurse Mentors/ Supervisors Liaise with HEE as required Report final enrolment numbers to HEE For further details, see below sections 2.1, 2.2, 2.3, 2.4 and

22 2.1 Community Education Provider Networks (CEPNs) It is expected that CEPNs will: identify practices with qualified mentors who want to participate in the programme support practices to fill their nurse vacancies, ensuring practices are aware of the programmes available to up-skill those with little or no general practice exposure provide the mentors and practices with as much information as possible about the programme and employment terms of the nurses (including this document) to enable them to know what is expected including: o salary guidance Agenda for Change (AfC) band 5 (see link below) o hours - minimum of 2 but ideally 4 days in practice per week (plus study days) o study days o additional mentorship module after completion of the course identify existing general practice nurses who are new to their role and required training liaise with practices to determine which HEI education provider is best suited provide regular, clear and open communications provide HEE and Higher Education Institute (HEI) providers with the names and contact details of nurses and their assigned mentor/practice provide the participating practices with training grant funding, received from HEE. This money can be used by the practice towards the mentor s time with their mentee and to release the nurse to attend the educational programme produce an SLA/ MoU between the CEPN and practice, detailing the above as well as any expected reporting mechanisms ensure there is a mechanism for the mentors and educational providers to liaise together so there is harmonised training with no duplicated sessions act as main point of contact for nurses and practices with queries and questions set up mentor peer support groups to allow for sharing good practice and general peer support 2.2 Higher Education Institutes (HEIs) There are several HEI s who will be providing the educational element to the programme. It will be up to the CEPN and practice to decide which HEI programme to choose. The HEIs to choose from include: Buckinghamshire New University (Bucks) City University (City) Kingston University and St. George s, University of London (KSGuL) London South Bank University (LBSU) University of Greenwich (UoG) University of Hertfordshire (Herts) University of West London (UWL) It is important that GPNs are provided with clear and coherent expectations for the educational provision alongside relevant course details and assessment documents. GPNs should also receive guidance with the educational application process as necessary. Before the programme begins, clear communication with the GPNs identifying a named link lecturer in the university is essential. Throughout the cohort the HEIs will be expected to liaise with the nurse mentors to: share the details of the modules and what would complement the modules in a clinical setting 5

23 share details regarding the purpose of the assessment documents as well as advice for effective and timely completion provide ongoing support to the mentor, including identifying a link lecturer and offering a practice visit for the nurse, mentor and link lecturer if requested 2.3 General Practice To enable this to work effectively practices will need to: inform CEPNs of GPN vacancies recruit nurses who have an interest in attending the programme and developing their skills support current GPNs who are new to the role to attend the programme liaise with CEPNs to identify trained and qualified nurse mentors Once the nurses have been recruited and are on the programme, practices are expected to: release their GPN to all HEI training days and clinical supervision sessions pay a band 5 salary range, dependent on experience employ for a minimum of 2 and maximum of 4 days per week (one day a week to be allocated to the designated course days) if the GPN is already employed by the practice for 5 days a week, allow them to attend the required weekly course day in addition to the initial enrolment day provide with basic training on EMIS or equivalent as part of standard practice induction provide with full EMIS (or equivalent) training on the specific templates provide with access to all statutory and mandatory training enable mentors to liaise with the education providers to: o gain an understanding of the modules that will be covered throughout the programme and what would complement the modules in a clinical setting o gain an understanding of the purpose of the assessment documents to include advice for effective and timely completion Mentors time Practices will also be expected to give the GPNs the appropriate amount of designated time for supervision and completion of the relevant documentation. Mentors may also require support from their peers and may attend/liaise with a peer support group as set up by the local CEPN. To achieve the expectations, practices will be provided with a training grant direct from their local CEPN. The reporting mechanism for how this money will be reported will be between the individual practice and their CEPN in the form of a Service Level Agreement/ or Memorandum of Understanding (SLA/ MoU). 2.4 Mentors Mentors will be identified through local CEPNs and will ideally have a formal mentorship qualification to be able to supervise a nurse on the programme. It is anticipated that mentors will be identified before the nurse is placed with them/recruited to the practice. The role of the mentor is expected to cover: designated one to one support and mentorship of the nurse assigned to them flexibility for the nurse to attend the course days and enrolment process at their education provider completion of the relevant competency document as provided by the education provider 6

24 allowing the nurse to practice in a safe and supportive environment being mindful of the nurse s limitations, especially at the beginning of the programme liaising with the education provider to: o gain an understanding of the modules that will be covered throughout the programme and what would complement the modules in a clinical setting provide the nurse with an appropriate selection of patient consultations so competencies can be achieved, which mirror their course programme where possible keep an open and clear communication style keep the nurse up-to-date with practice developments that could affect their employment or progress on the programme 2.5 General Practice Nurses (GPNs) GPNs will already be employed in a practice (for between 2 and 4 days a week) with a named mentor before they start the programme. GPNs are expected to: attend all the course days as delivered by their education provider complete all the module competency documents and assessments in the designated time keep their mentor updated after each course day to share learning and agree appropriate clinical experience to compliment that learning get fully involved in practice life and contribute when appropriate be aware of own limitations, working in line with the NMC code of conduct and not expected to work independently without approval from their mentor. 7

25 3. Recruitment process map GPN training process map (Foundation) HEE co-ordinates with education providers for provision of Foundation programmes CEPNs identify GP practices/ GPNs wanting to participate on Foundation programmes CEPNs liaise on the uptake of GPN Foundation training places between GP Practices Education providers (HEIs) HEE Trainee GPN employed in General Practice/Starts Foundation programme GP Practices invoice their local CEPN for training and mentor costs CEPN provide audit of GPN numbers to HEE for interim progress report Trainee GPN completes induction and enrolment process to start course HEIs provide actual GPN enrolment numbers to HEE

26 4. Summary of Foundation Programmes GPN Foundation programme course providers and start dates: TABLE 2: Foundation Programmes Education provider details Buckinghamshire New University (Bucks) Course leader Sian Hayes Administrator Wendy Diplock Course name Graduate Certificate GPN Course cost total/ per student Course credit 2, credits (Level 6) Course start dates September 2018 (High Wycombe) and February 2019 (High Wycombe/ Uxbridge) City University (City) Programme director Marie C. Hill Foundation Programme 1, credits (Level 6/7) 10 September 2018 Course officer Carolina Melendez Kingston University and St. George s, University of London (KSGuL) Module Leader Joanne Powell GPN Initial Preparation: Introduction to excellence 1, credits (Level 6) 22 January 2019 London South Bank University (LBSU) Senior Lecturer/ Course Director Angie Hack/ Maxine Jameson Introduction to GPN Programme * 2, credits (Level 6/7) Induction: 22 January 2019 Course start: 28 January 2019 University of Greenwich (UoG) Course leader Alice Neave Fundamentals of General Practice Nursing 1, credits (Level 6) 3 October 2018 (Cohort 1) 6 February 2019 (Cohort 2) University of Hertfordshire (Herts) Programme Leader Theresa Titchener Nursing in general practice: foundation programme 2,310 1, credits (Level 6) 30 credits (Level 7) October 2018 (Hatfield) University of West London (UWL) Further details GPNursing@uwl.ac.uk GPN Foundation Programme 2,592 **20 credits (Level 6) November 2018 March 2019 * LSBU course cost is approximate (exact course cost tbc). ** This programme has been accredited at level 6 by Middlesex University. UWL is currently reviewing the accreditation arrangements. 9

27 5. Frequently Asked Questions (FAQs) 5.1 Questions practices may have on employing the nurse 1.1 Is the practice responsible for employing the nurse? Yes. The practice will recruit and employ the nurse as a regular member of their practice team and will be responsible for all areas of their employment. 1.2 How many days should the nurse be employed for? To participate in the programme, nurses need to be employed for a minimum of 2 and a maximum of 4 days. The minimum requirement is to enable the nurse to gain the necessary clinical skills and the maximum is to allow a day to attend the taught course days. 1.3 What should practices pay the nurse? We recommend that all nurses participating in the programme should be paid at an Agenda for Change (AfC) band 5. The increment level of the band 5 depends on the experience and current banding of the nurse and any other local variations. Practices are reminded that although the nurse may not have practice nurse experience they are qualified nurses, practices should consider reasonable salary negotiation. 1.4 Can HEE London recruit these nurses on NHS jobs? HEE London are not able to use NHS jobs to re-direct applicants to a practices website. However, practices may wish to use NHS jobs as part of their recruitment process to help reach a wider audience. 1.5 Are there any videos which may help us to recruit nurses into general practice? Exploring the role of a general practice nurse Student nurse placements in general practice What's in it for me? A day in the life of a general practice nurse Are there any other benefits for nurses on these courses? Feedback from previous cohorts suggested a key benefit was the support networks formed with other GPNs whilst attending the course, which enabled them to discuss their experiences and help each other throughout their studies. These support networks continued following the end of their studies. 10

28 5.2 Funding for the participating practice 2.1 Will the practice receive any funding for participating in the programme? Yes, the practice will receive a training grant direct from their Community Education Provider Network (CEPN) when taking part in the programme (See Table 1, page 4). This money can be used by the practice; towards the mentor s time with their mentee to cover supervision costs incurred to support the nurse learner and to release the nurse to attend the educational programme. 2.2 Will the practice receive any funding to cover the employment costs of the GPN? No. The practice will be responsible for all the costs associated with the recruitment of the nurse and the subsequent employment costs. 2.3 Will the participating GPN receive any funding for participating in the programme? No, there will be no money issued to the nurse. They are already going to have the educational element of the programme paid for and will receive their salary direct from the practice. 5.3 Mentoring and supervision 3.1 Who and what is a nurse mentor? As part of the NMC Standards for Supporting Mentors (link below): All qualified nurses should support students and colleagues learning to help them develop their professional competence and confidence. Therefore, all nurses can mentor junior staff nurses and other health professionals where appropriate e.g. Healthcare Assistants (HCA s), medical students. 3.2 Does the mentor have to have a mentorship qualification? It is preferable that all mentors should have an up to date mentorship qualification, but we are aware that there are some experienced nurses who have mentorship qualities but no formal qualification. 3.3 Who can apply to become a nurse mentor? Any GPN with a minimum of one years nursing experience. CEPNs can provide further details on the flexible options for gaining a mentorship qualification. 3.4 Does the mentor have to be in the same practice as the GPN they are mentoring? Ideally yes, but this may not be possible with a shortage of mentors in some areas. It is recommended that each mentor travels to no more than two practices to supervise. The money received from the CEPNs is available to support the mentor s time and their practice with this. 3.5 How many GPNs can one mentor supervise? Ideally each mentor would have one nurse to supervise in their own practice. However, it is recommended that each mentor is limited to two nurses either in the same practice or on separate sites. 3.6 How long should mentors spend with their GPN mentee? The Higher Educational Institutes (HEIs) advised it is good practice, for mentors to spend on average of two hours per week with each student whilst being flexible so they can adapt to their student s needs. 3.7 Is the mentor paid for the time they are supervising trainees? No. There is no direct money allocated to the mentors. The practice will receive funding direct from the CEPN to cover the mentor s time while supervising. (See Table 1, Page 4). 11

29 3.8 How do I find out if there are any qualified mentors in my area? Speak to the local area CEPN lead or local London nurse lead who can advise who to contact for further information. 5.4 Information on the educational programmes offered 4.1 When is the educational aspect of the programme due to start? See Table 2, Page 9 and Appendix 6, (Appendices 6.1 to 6.7, pages 13-22) for the course start dates and information. The nurse will need to be in post before the course starts. 4.2 If a practice already has a full time nurse employed within the last 6 months, is there separate available funding to release the nurse for the educational programme? There is no separate funding for nurses already employed to attend the educational programme, but the practice will still receive the funding from the CEPNs that can be used for this or for supporting the mentor. 4.3 How will it be decided which educational programme the nurse will attend? That will be a decision between the practice, mentor and the nurse and should be based on the practice need against the best programme content. 4.4 Can those who have been in post for more than 6-8 months still be included in the programme? Based on previous experience, we have found that those nurses who have been in practice for more than 6 months found the majority of modules unnecessary and had already covered most of the topics since being in post. We would therefore prioritise nurses who have been in practice for less than 6 months prior to the course commencing for the programme. 4.5 Can nurses who have completed aspects or modules of the programme since being in post have these modules recognised by the education provider? (Therefore not have to participate in a particular part of the programme). The nurse and/ or mentor must contact their preferred educational provider to discuss this and get agreement from them that past experience/courses can count. 4.6 When will the newly recruited nurse have to be in post by before starting the programme? Nurses will have to be in post and employed by the practice ideally six weeks before the course start date. 4.7 Where can I find additional information on the education programmes offered? Please see course flyers from the education providers attached separately (See Appendices , Page 13 22). 12

30 6. Appendices 6.1 Buckinghamshire New University Please note: Course flyer to follow See Table 2, Page 9 and web links below for further information. Course information: For application details please visit: bucks.ac.uk/applynow For further information contact Senior Lecturer sian.hayes@bucks.ac.uk 13

31 6.2 City University Course name Foundation programme for newly qualified nurses, who are new to general practice. Brief overview The taught content of Module 1 (NM 3146 Introduction to General Practice Nursing/NMM939 Key Concepts in Practice Nursing) includes: Immunisation programmes in the United Kingdom; Recognition, management and treatment of anaphylaxis; Introduction to travel health; Ear care: otoscopy examination; Ear care guidelines and ear irrigation; Health promotion in primary care. The taught content of Module 2 (NM 3320/NMM320 Cervical Cytology) includes: Rationale for screening: Physiology and pathophysiology; Human Papilloma Virus and future developments; Sexual Health Screening in general practice; Clinical management including the role of the laboratory, which includes a visit to the Royal London Hospital; NHS screening programme and local implementation; Colposcopy: an overview; Taking a cervical sample, including history taking and Infection control; Supporting women with special needs Course credits Each module comprises 15 credits. Start dates Module 1 10, 11, 24 and 25, September 2018 Module October 2018 inclusive Course leader contact details: If you have any further queries in relation to this programme, please contact Marie Hill, whose details are as follows: Marie C. Hill MHM, PgDip, BSc, RN Programme Director BSc/Graduate Diploma/PgCert/PgDip/MScPrimary Care (Practice Nursing) Senior Lecturer (Practice Nursing) Senior Fellow Higher Education Academy City, University of London T: +44 (0) E: M.Hill-1@city.ac.uk 14

32 6.3 Kingston University & St. George's, University of London General Practice Nursing (GPN) Initial Preparation: An Introduction to Excellence Do you have a general practice nurse who is new in post who would benefit from further specific general practice nursing training? This course is aimed at nurses who are new to general practice nursing following qualification, return to practice or change in career pathway. Dates for 2019 January 22 nd & 29 th February 5 th, 12 th, 19 th, 26 th March 5 th, 12 th, 19 th, 26 th Kingston University and St George s University of London are offering a 10 study day module (30 credits at Level 6) Working in partnership with local Community Education Provider Networks (CEPNs), we offer a unique module equipping nurses new to general practice nursing: First career destination Career change Fast track career development with Dip / BSc / MSc pathway The GPN Initial Preparation: Practice Nursing Pathway can be undertaken as a freestanding module or as part of the Diploma / BSc / BSc (Hons) in Health Care Practice. This module is suitable for nurses who wish to: Gain a foundation in knowledge and skills required to provide evidence based care within a primary care setting. The content reflects the diverse nature of this area of practice and includes the exploration of contemporary professional issues, screening and health promotion, skills based competencies and the management of long term conditions.

33 Pre and co-requisites For new registrants, a preceptor period is available subject to negotiation with the GP practice, preceptor, local CEPN and module leader. For those already working in the community, direct admission to the course is advised. Working in general practice is mandatory for a minimum of three days. Dates for 2019 January 22 nd & 29 th February 5 th, 12 th, 19 th, 26 th March 5 th, 12 th, 19 th, 26 th CORE MODULE CONTENT Aims The module will enable students to: Develop a knowledge based specific to general practice nursing. Develop clinical skills relating to primary care nursing. Social policy and first access care Principles and theories to underpin the strategic position in primary care. The role of the general practice nurse within primary care Areas of service delivery and enterprise within primary care Public health policies related GP practice Commissioning and provider arm of primary care Primary care and quality assurance frameworks Involvement with people who use the service First contact care Some other areas that will be covered: Medico legal issues Screening and health promotion Long term conditions Communication Clinical skills Common treatment room procedures Some of the mandatory competencies that will be covered; History taking Travel health Immunisation in general practice Cytology Managing LTCs Documentation and record keeping as well as optional competencies. If you are interested in this module, please contact the module leader (Joanne Powell) for further information: j.powell@sgul.kingston.ac.uk or telephone

34 6.4 London Southbank University Introduction to General Practice Nursing programme This one-year programme has been designed in collaboration with Practice Nurse leads to provide a structured career pathway for registered nurses new to general practice and is based on the career and development framework for nursing in general practice (HEE, 2015) and aligns with the RCGP (2015) Competencies for General Practice Nurses. The programme offers level 7 students the Post Graduate Diploma in General Practice Nursing and level 6 students the BSc Professional Nursing Practice (General Practice Nursing). The year of study is based on 6 modules (120 credits) comprising of: 3 General Practice focussed core modules (as below); a research module and 2 optional modules (including the Mentorship module if you do not already hold this qualification). All modules are offered at level 6 and level 7 and provide the underpinning theory, key clinical skills and competencies to support nurses transitioning into the primary care setting. Students will therefore be studying approximately 3 modules per semester and are required to achieve and submit the required RCGP competencies by January A PgCert is also offered on the basis of successfully completing the 3 core GPN modules and achievement and submission of the RCGP competencies. An induction day for successful candidates and the mentor information session (pm) will take place on Tuesday 22/1/ Core module dates and indicative content: Introduction to General Practice Nursing 20 credits level 6/7 Day 1 Monday 28/1/ pm - Structure, functions, organisation, funding and governance of General Practice General overview of indicative content (Includes, introduction to Moodle and Study skills at level 6/7). Day 2 Monday 11/2/ pm -The role of the Practice Nurse - Overview of General Practice Nursing Day 3 - Monday 25/2/ pm - Effective communication, assessment and consultation skills. Day 4 - Monday 11/3/ pm - Quality assurance, health and safety and infection control in General practice. Day 5 - Monday 25/3/ pm - Introduction to treatment room skills including ear care, wound care & dealing with emergency situations in General Practice. Day 6 - Monday 29/4/ pm - Clinical Governance; accountability; reflection & personal development; record keeping. Tutorials: 6/5/19 and 7/5/19 Exam: Monday 20 th May 2019 Public Health Issues in General Practice - 20 credits level 6/7 Day 1 Monday 4/2/ pm: Overview of public health, key UK public health problems, UK screening programmes, herd immunity, promoting health interventions. Day 2 Monday 18/2/ pm: Immunisation & Vaccination Day 3 Tuesday 19/2/ pm: Immunisation & Vaccination Day 4 Monday 4/3/ pm: Cervical Cytology 1 & Day 5 Tuesday 5/3/ pm: Cervical Cytology 2 (Group A) Day 4 Wednesday 6/3/ pm: Cervical Cytology 1 & Day 5 Thursday 7/3/ pm: Cervical Cytology 2 (Group B) Day 6 Monday 18/3/ pm: Health promotion Tutorials: 6/5/19 and 7/5/19 Essay and PAD submission Monday 20 th May Management of Long Term Conditions in General Practice module - 20 credits level 6/7 (Dates TBC) Day 1 Monday Sept/ Oct pm: Principles of managing long-term conditions current guidelines & resources available to support patients. Day 2 Monday Oct pm: Monitoring and management of diabetes in general practice. Day 3 Monday Oct pm: Monitoring and management of asthma in general practice. Day 4 Monday Nov pm: Monitoring and management of hypertension and common cardiac conditions. Day 5 Monday Nov pm: Overview of dementia and common mental health issues. Day 6 Monday Dec pm: Negotiated content linked to other conditions commonly managed in General Practice and future developments such as web based support for patients. NB: Content order maybe subject to change If you require any further information or want to register your interest in the programme, please contact: Angie Hack Senior Lecturer /Course Director General Practice Nurse Programme School of Health & Social Care - London South Bank University 103 Borough Road, London, SE1 0AA T: +44 (0) E: hacka@lsbu.ac.uk 17

35 6.5 University of Greenwich Fundamentals of General Practice Nursing LEVEL 6 PATHWAY Long Term Conditions & Planned Care CODE NURS 1531 CREDITS 30 Course leader Alice Neave a.e.neave@gre.ac.uk Who is this course for? This course is for qualified healthcare practitioners who are new to working in general practice (or within six months of starting in this area) who would like to develop their knowledge of general practice nursing. To undertake the course, you will need to be employed in general practice nursing and have the support of your employer. What is it about? The course aims to provide the skills, knowledge and attitudes required for current competent practice. As well as developing your fundamental clinical skills, the course will give you an understanding of the unique challenges of working in primary care. The course runs across an academic year with ten taught study days. What will I get out of it? You will enhance your skills and develop knowledge by reviewing current theory and practice, enabling you to perform the role of general practice nurse. Includes; cervical cytology, travel health, consultation strategies, wound management, focus on CHD, hypertension, respiratory and diabetes. Ear irrigation and common STI s and much more. TIMETABLE Occurrence 1 Weeks 3, 5, 7, 9, 11, 13,18, 20,22, 24: 9am-4pm, Wed , , , , , , , , and Occurrence 2 Weeks 21, 23, 25, 27,29,33, 35,37, 39, 41: 9am-4pm, Wed , ,6.3.19, ,3.4.19, , , , and For further information and application form: Application form: data/assets/pdf_file/0011/891038/cpd-application-form.pdf For further information contact Course leader Alice Neave: a.e.neave@gre.ac.uk

36 6.6 University of Hertfordshire 19

37 6.7 University of West London GPN Foundation Programme: My next steps The My Next Steps course has been offered by UWL, in collaboration with the Londonwide Local Medical Committees (LMCs), since 2014/15. Designed originally for nurses in other sectors who want to move into General Practice Nursing, from Autumn 2018 the programme will be available for GPNs already working in General Practice. The programme will provide participants with essential clinical knowledge and practical skills and a framework to support personal development. The programme includes the LLMC GPN training programme comprising eight modules delivered through a dedicated website, as well as two full day taught days led by experienced GPN trainers. It will also include teaching by UWL lecturers in childhood immunisation and travel vaccinations, anaphylaxis, ear care, cervical screening and leadership development, and clinical expert support and guidance throughout the programme. On successful completion of the programme, participants will be awarded 20 credits at level 6 1. Start dates: Subject to viability, the course will start in November 2018 and March The programme is 6-12 months in duration and face-to-face learning sessions will be provided on set dates for each cohort. Cost: 2,592 for nurses working in General Practice For further details: Contact GPNursing@uwl.ac.uk University of West London UWL has a reputation for high-quality education closely linked to employment. We aim to inspire our students to become innovative professionals, connecting them to exciting and rewarding careers. The University has climbed to No 50 in the Guardian University Guide 2019 and was ranked No 1 in London for Nursing and Midwifery. We also achieved excellent results in The Complete University Guide 2018 and in The Times and The Sunday Times Good University Guide In addition, the University has recorded the best results of any university in London in the annual National Student Survey for student satisfaction, including a 100% overall satisfaction rate for its courses in Midwifery, and achieved a Silver award in the new Teaching Excellence Framework: Year Two. 1 The programme has been accredited at level 6 by Middlesex University and we are currently reviewing the accreditation arrangements. There are opportunities for practitioners to undertake further learning towards a BSc or MSc degree/postgraduate Diploma/Postgraduate Certificate. 20

38 UWL s College of Nursing, Midwifery and Healthcare is a major provider of nursing and midwifery courses in NWL and Berkshire and has state-of-the art facilities, including simulation centres, at its sites in Brentford, Ealing and Reading. The face-to-face teaching will take place at Paragon House (Brentford), and there are excellent transport links nearby, including a university shuttle bus service from Ealing Broadway Train Station. UWL staff will provide academic and clinical support and will deliver face-to-face teaching in: o Immunisation and anaphylaxis (2-day course) o Ear care (1-day course) o Cervical screening (1-day course) o Leadership development to promote professional confidence, self-awareness and resilience and equip staff with a new skill set for practice (8 hours of taught and facilitated sessions) Londonwide Local Medical Committees LLMCs provide training for practice staff through its Londonwide Enterprise Ltd (LEL) subsidiary. The LLMCs launched the online GPN Training Programme in March Accredited by both the Royal College of General Practitioners (RCGP) (2012) and Middlesex University (2015), the programme is an essential resource for any nurse new to general practice, as well as a useful refresher generally, and can act as a stepping stone into higher education and career development. It provides introductory level learning resources and self-assessment questionnaires across a range of topics, covering baseline skills for nursing in general practice, and represents the building blocks of an educational pathway to support a career in general practice nursing. The programme, specifically aimed at nurses working in general practice, consists of a number of units delivered through a dedicated website with ongoing support from the LLMC teaching team (as well as the UWL programme facilitator for this specific programme), as well as two full day workshops led by experienced practice nurse educators. It is designed to be flexible and fit around working in a general practice or as a transition programme from a hospital or other healthcare setting. The dedicated website also contains a forum where users can network with other GPNs. The full day workshops are also an opportunity to network and learn with other GPNs. The LLMC GPN Training Programme comprises eight online modules delivered through a dedicated website, as well as two full day taught days led by experienced practice nurse trainers. The programme, which normally takes six months to complete, includes assessment (see below) and accreditation (20 credits at levels 6) for those who successfully complete the programme, and covers the following topics: o o o o o o o o Finding your feet in general practice General treatment room skills Emergency situations Immunisation and vaccinations Long-term conditions Sexual health Mental health Career development 21

39 The Training Programme also includes the following assessments: o A 4,000-word case study/essay analysing a local health project/initiative and demonstrating reflective learning o A competency workbook, which must be signed by the practice nurse mentor to confirm achievement of clinical competencies o Completion of the 8 online units and a pass rate of 100% for multiple choice questions at the end of each module o A 5-minute presentation delivered to peers and course tutors For further details please see 22