8.1 Nursing, Health Visiting and Allied Health Professional Preceptorship Policy Policy Title State previous title where relevant. State if Policy New or Revised Policy Strand Org, HR, Clinical, H&S, Infection Control, Finance For clinical policies only - state index category Links to National Regulatory Standards: Care Quality Commission(CQC) NHS Litigation Authority (NHSLA) National Institute for Health & Clinical Excellence (NICE) Policy Lead/Author Job titles only Consultation State year and the individuals, groups, committees, service users, working partners etc. you have consulted with Ratification State ratified by whom - Policy Ratification Group, Executive Committee or Director Equality Impact Assessment Implementation Plan Month/year policy first developed Months/years policy reviewed Keep review dates in chronological order Nursing, Health Visiting and Allied Health Professional Preceptorship Policy New Clinical Sub Category: Clinical Management and Supervision Nursing and Midwifery Council Health Professions Council Practice Placement Manager October November 2012 Clinical Alignment Group, Service Manager, Modern Matron, Ward Manager, AHP Professional Lead July 2013 - Staff Forum Policy Ratification Group Yes Yes New Policy June 2014 Next review due June 2017 Review details Revisions made, changes etc include page numbers and paragraphs For Corporate Executive Support use New Policy Date Policy First Uploaded to Intranet July 2014 Date Policy Revised & Reloaded to Intranet Version 1.0 June 2014
Nursing, Health Visiting and Allied Health Professional Preceptorship Policy Ref. Contents Page 1.0 Introduction 3 2.0 Purpose 3 3.0 Objectives 3 4.0 Definitions 4 5.0 Duties 4 6.0 Committee/Group Responsible for Approval of this Policy 6 7.0 Process 6 8.0 Preceptorship and the Knowledge and Skills Framework (KSF) 7 9.0 Returning to the specialist practice register/returning to work 7 10.0 Appeals 7 11.0 The benefit of Nurse, Health Visiting and Allied Health Professional Preceptorship Programme 12.0 Monitoring Compliance 8 13.0 Standards / Key Performance Indicators 8 14.0 Equality Impact Assessment 9 15.0 Training 9 16.0 Data Protection Act and Freedom of Information Act 9 17.0 References 9 7 Appendices Appendix 1 Appendix 2 West Midlands HV Preceptor pack Nurse Preceptorship Package On intranet On intranet Review and Amendment Log Version Reason Status Date Description of Change V1.0 New Policy Ratified June 2014 Alignment of policies following TCS Version 1.0 June 2014 2
1.0 Introduction The Preceptorship Framework for newly registered nurses, midwives and allied health professionals published by the Department of Health in March 2010 updated the existing framework for nurses to incorporate newly registered midwives and allied health professionals. This policy draws on the preceptorship framework, the Knowledge and Skills Framework and NMC (Nursing and Midwifery Council) and HCPC (Health and Care Professions Council) guidance to produce a standardised preceptorship process for all newly qualified practitioners to follow. Health visiting, clinical, professional, managerial and education providers from across the West Midlands region have identified that a robust mechanism needs to be in place to support the newly qualified nurse, health visitor and allied health professional to go through the process of novice to expert. Since there may be an increased number of newly qualified nurses accessing and completing the health visiting training programme, this framework needs to complement the preceptorship programme for newly qualified nurses and allied health care professionals within organisations. 2.0 Purpose The purpose of this policy is to provide a standardised process for newly registered nurse, health visiting practitioners and allied health professional (Preceptee), Preceptors and Line managers to be implemented within the Black Country Partnership NHS Foundation Trust. In addition it incorporates the requirements for return to practice health visitors, nurse and allied professionals those that need re-skilling and their confidence building and staff that may have been on long term sick leave and are returning to work. For newly qualified nurses and health visitors who have worked previously as first level nurses or midwives there will be up to six month period of preceptorship. For those newly qualified health visitors who are also newly qualified nurses, this process will complement the preceptorship process for newly qualified nursing and allied health care professionals. 3.0 Objectives Preceptorship is a period of time where newly registered nurse, health visitor practitioners and allied health professionals are supported while settling into their new role/organisation. A period of formal preceptorship ensures that the practitioner has access to an experienced and competent role model. Preceptorship for newly qualified nurses, health visitors and allied health professional practitioners can occur both formally with structured meetings, observations, supervision and planned learning experiences or informally each time a Preceptee works alongside a more experienced colleague. The purpose of preceptorship is: To support with the integration of newly registered practitioners into their new role To support newly registered practitioners apply the knowledge acquired through qualification to the practice setting Version 1.0 June 2014 3
To support newly registered practitioners with the transition into practice through the setting of clear learning objectives To ensure that newly registered practitioners are fit to practice in accordance with accepted good practice standards as defined by professional regulating organisation and the requirements of the Black Country Partnership NHS Foundation Trust. The aim of the nurse, health visiting and allied health professional preceptorship programme is to ensure that newly registered nurse, health visitor, allied health professional or return to practice practitioners becomes effective, confident and fully autonomous individuals able to deliver high quality care to patients and clients within our local health community. 4.0 Definitions Preceptorship Preceptorship is defined within the Preceptorship Framework as A period of structured transition for newly registered practitioners during which they will be supported by a Preceptor, to develop their confidence as an autonomous professional, refine skills, values and behaviours and to continue on their journey of lifelong learning. (DH, 2010) Preceptor A person, generally a staff nurse, who teaches, counsels, inspires, serves as a role model and supports the growth and development of an individual (the novice) for a fixed and limited amount of time with the specific purpose of socializing the novice into a new role. (Morrow, 1984) Preceptee Newly registered nurses, midwives or health visitors entering practice for the first time, and for practitioners entering a different field of practice.. (NMC, 2002) 5.0 Duties The following section outlines the duties and responsibilities of the key individuals within nursing, health visiting and allied health professional preceptorship process: Service Director/Director of Nursing/Governance and Risk Accountable for the delivery of the nursing, health visiting and allied health professional preceptorship programme within the Trust Overseeing the review of the nurse, health visiting and allied health professional preceptorship policy and provide formal feedback to NHS West Midlands as required, trust workforce and development group. Nurses, Health Visiting and Allied Health Professional Leads, Allied Health Professional Principals and Lead Practice Teacher and Practice Placement Managers Maintain a database of preceptors and ensure all have completed the preceptor preparation programme. In conjunction with the Line manager ensure all preceptees are allocated a preceptor. Version 1.0 June 2014 4
Work with line managers to ensure the Preceptorship Policy is implemented. Line manager In conjunction with the clinical placement manager ensure preceptees are allocated an appropriate preceptor. Ensure the preceptor and the preceptee are both aware of their roles and responsibilities during the preceptorship period In conjunction with the professional leads ensure the correct number of preceptors have been identified and have received appropriate profession specific preparation for the role. Ensure all preceptees attend the corporate induction, receive local induction and attend mandatory/statutory training sessions and complete the relevant forms in relation to preceptorship. Complete relevant documentation in accordance with this policy and forward to the Human Resources Department. Provide support to the preceptors and the preceptee throughout the preceptorship period. Seek feedback from the preceptor as to individual progress and where appropriate seek advice from the Human Resources department where concerns regarding poor performance are evident. Ensure preceptorship is a development and supportive process for the newly qualified nurse, health visiting and allied health professional practitioner. Preceptor In collaboration with the preceptee identify learning objectives within the preceptorship process Support in the application of theoretical knowledge to nursing, health visiting practice and allied health professional practice. Provides support and has effective communication skills. Acts as a role model to motivate the preceptee. Provides constructive feedback on performance and progress for achieving the required standards that reflect their job description. Facilitates development of the Preceptee through reflective learning. Schedules planned meetings with the Preceptee. Preceptor in conjunction with the line manager will meet with preceptee when they are failing to meet required standards. An Associate Preceptor should also be identified who can support the Preceptor during annual leave, sickness leave or other absences. This is to ensure continuity in support provided for the preceptee. Preceptee Communicates learning needs to the preceptor. Participates fully within the nursing, health visiting and allied health professional preceptorship process and attends agreed meetings with preceptor. Attends scheduled training as identified. Engages with the preceptor for regular feedback to ask questions and raise any concerns Version 1.0 June 2014 5
Maintains a record of planned meetings and development through a professional portfolio Assumes responsibility for their own caseload and professional conduct within the nursing, health visiting and allied health professional role. 6.0 Committee/Group Responsible for Approval of this Policy The Clinical Policies Group is responsible for the approval of this policy. 7.0 Process Nursing, Health Visiting and Allied Health Professional preceptorship process outline: Week 1 Corporate induction and local induction arrangements made in accordance with the Trust s Induction Policy Mandatory/statutory training will be scheduled The newly qualified nurse health visitor/return to practice health visiting practitioner and allied health professional will be allocated a preceptor and the meetings scheduled as: Weeks 1-4 Meeting between Preceptor and Preceptee to assess learning needs in relation to: The specific skills and knowledge required to work effectively and competently within their new role. The KSF outline in relation to their job description and the career development pathway. Review of the newly registered practitioner s previous experience to assist in identifying learning needs Any special requirements/learning needs that the newly registered practitioner may have Agree a schedule of one hour per week protected time between the Preceptor and the Preceptee Agree schedule of monthly formal meetings including the 3 and 6 month review meeting Discuss and agree appropriate record keeping e.g. Professional portfolio and reflective learning accounts. Continue to maintain records of all formal meetings utilising the health visiting preceptorship framework or other profession specific preceptorship frameworks. Informal meetings may also be recorded as necessary and kept as part of a professional development portfolio. Version 1.0 June 2014 6
Devise a personal development plan (PDP) in conjunction with the line manager to provide a baseline of professional development needs. This can be done as part of the appraisal process. Months 2-5 Monthly reviews to discuss progress Ensure any concerns regarding the level of progress are discussed with the Preceptee first of all and then the line manager as soon as possible. Three and six month review meetings Undertake a formal review meeting between the line manager, the preceptor and the preceptee and ensure that the individual is making good progress to achieving their set objectives and is confident in their new role. Any concerns should be raised throughout the process and not left until reviews. 8.0 Preceptorship and the Knowledge and Skills Framework (KSF) The Knowledge and Skills Framework (October 2004) sets out the knowledge and skills that need to be applied to each post. The KSF Handbook details how the KSF should be used during the preceptorship year, however, for health visiting practitioners this needs to be adopted according for band 6 level. 9.0 Returning to the specialist practice register/returning to work Core principles will apply to those nurses, health visiting practitioners and allied health professionals (individual disciplines are taken in to consideration in relation to their regulatory bodies guidance) re-registering on a second part of the NMC register as specialist practitioners or those returning to work following a long period of absence. These principles are outlined in the NMC Standards for Specialist Education and Practice (2001) and the relevant registering body for return to practice staff. 10.0 Appeals Appeals arising from the application of this process will be dealt with under the Trust s grievance procedure. 11.0 The benefits of nurse, health visiting and allied health professional preceptorship programme The benefits of introducing a nurse, health visiting and allied health professional preceptorship programme include the following: 11.1 For the preceptee Develops confidence Increased job satisfaction leading to improved patient/client satisfaction Promotes personal responsibility for maintaining up to date knowledge Professional socialisation into the working environment Feels valued and invested in 11.2 For the preceptor Personal growth through the development of new skills Professional development Job enrichment Version 1.0 June 2014 7
Supports their own lifelong learning Enhances future career aspirations 11.3 For the organisation Skilled competent practitioners High level of patient/client care Meeting organisational goals Enhanced recruitment and retention Reduced sickness absence Enhanced staff satisfaction Reduced risk of clinical incidents and near misses Reduced risk of complaints Identify staff that require further support at an early stage Increased retention of a quality workforce 12.0 Monitoring Compliance Monthly monitoring by line managers to ensure all newly registered nurse, health visiting and allied health professional practitioners and those returning to practice have access to the nurses, health visiting and allied health professional preceptorship programme. The record of meetings and outcomes will be maintained for the duration of the preceptorship period by both the preceptor and preceptee. The nurse, health visiting and allied health professional preceptorship framework evaluation forms need to be completed by both preceptors and preceptees and feedback will be collated by the lead practice teachers and allied health professional leads and principals and reported to the clinical and professional group and internally within the Trusts. A Trust review of the Policy will be carried out twelve months after it has been approved and implemented. 13.0 Standards/Key Performance Indicators Key Performance Indicator Preceptorship programme is delivered within the timescales set out in the policy. Preceptee to complete the Preceptorship Handbook to a satisfactory level and meet the KSF Outcomes for their Band level. Ensure that the Preceptee completes all the outcomes in the Handbook to a satisfactory level. Method of Assessment Unit /Team/ward managers to report monthly on progression to service managers. Monthly monitoring of progression to be maintained via trust workforce development group. Final assessment to be completed by Preceptor, Manager and Service Manager to ensure that the Preceptee has attained a high quality standard to perform their duty Continuous assessment, observation and monitoring as pre-arrange time scale above by Preceptor and Ward Manager and AHP Leads and Principals. To be assessed at 6 months to ensure that the preceptee has met the outcomes to proceed through the first Gateway. Version 1.0 June 2014 8
14.0 Equality Impact Assessment The Black Country Partnership NHS Foundation Trust is committed to ensuring that the way we provide services and the way we recruit and treat staff reflects individual needs, promotes equality and does not discriminate unfairly against any particular individual or group. The Equality Impact Assessment for this policy has been completed and is readily available on the Intranet. If you require this in a different format e.g. larger print, Braille, different languages or audio tape, please contact the Equality & Diversity Team on 0121-612-8067 or email EqualityImpact.assessment@bcpft.nhs.uk. 15.0 Training Regular supervision and monitoring of the progress of the preceptee will be provided by the preceptor and manager of the unit/team. Any training needs will be identified and referred to the appropriate session provide by the Trust. 16.0 Data Protection Act and Freedom of Information Act All staff have a responsibility to ensure that they do not disclose information concerning the Trust s activities or about service users in its care to unauthorised individuals. This responsibility applies whether you are currently employed or after your employment ends and in certain aspects of your personal life e.g. use of social networking sites etc. The Trust seeks to ensure a high level of transparency in all its business activities but reserves the right not to disclose information where relevant legislation applies. 17.0 References Morrow, K. (1984) Preceptorships in nursing staff development, In Kramer M. (1993) Preceptorship policy: a tool for success, Journal of Continuing Education in Nursing, 24, (6), 274-276. NMC (2002) Supporting nurses and midwifes through lifelong learning, London, NMC. Preceptorship Framework for Newly Registered Nurses, Midwives and Allied Health Professionals, Department of Health, March 2010 NHS Terms and Conditions Handbook, NHS Employers, 2005 Knowledge and Skills Framework, Department of Health, October 2004 Preceptorship Guidelines, Nursing and Midwifery Council, 2006 Standards of Conduct, Performance and Ethics, Health Professions Council, 2008 Preceptorship Handbook for Occupational Therapist 3 rd Edition, College of Occupational Therapist, 2012 Speech and Language Therapy competency Framework and Guide Transition to certified RCSLT Membership Newly Qualified Practitioner, Royal College of Speech and Language Therapist, 2007 Version 1.0 June 2014 9
Physiotherapy Framework: putting physiotherapy behaviours, knowledge and skills into practice, CSP Physiotherapy Framework: table of domains and level descriptors taken from charted society of Physiotherapy, 2011 Version 1.0 June 2014 10