Northern Ireland Practice and Education Council for Nursing and Midwifery Supporting Your Professional Development 3 rd September 2013

Angela Drury Brenda Devine Carole McKenna Cathy McCusker Glynis Henry Frances Cannon Members of the NIPEC Professional Team

NIPEC was established in 2002 under the Health and Personal Social Services Act as a Non-Departmental Public Body (NDPB) sponsored by the Department of Health, Social Services and Public Safety (DHSSPS). The responsibilities for NIPEC, as identified within the Act, are shown in Annexe 1, and are summarised below: To promote high standards of practice among nurses and midwives high standards of education and learning for nurses and midwives professional development of nurses and midwives and provide guidance on the best practice for nurses and midwives advice and information on matters relating to nursing and midwifery. Background

Functions, Form and Governance NIPEC – Council Membership: Chair Executive Member – Chief Executive Professional Members – 8 Lay Members – 6 Ex-Offico Member – Chief Nursing Officer Remuneration Committee Risk & Audit Committee

Functions, Form and Governance Council  NIPEC established under statute as a corporate body i.e. Separate legal entity  Accountable to the DHSSPSNI for the manner in which :  It performs its duties  Manages it assets  Adherence to high standards of Public Administration.  Management Statement/ Financial Memorandum (Framework within which ALB operates)  Finance of all HSC Bodies are subject to statutory review by the Comptroller & Auditor General for Northern Ireland on behalf of the Assembly. Governance at High Level

Functions, Form and Governance NIPEC COUNCIL CHIEF EXECUTIVE Mrs Glynis Henry Receptionist Mrs Rosemary McBride (0.57wte) Clerical Officer Mr. Lukasz Karpinski Senior Professional Officer Mrs Cathy McCusker Senior Professional Officer Ms. Brenda Devine Senior Professional Officer Ms Frances Cannon IT & Information Officer Mr Mark Jamison Librarian Mrs Susan Ekin (0.5 wte) Corporate Information Officer Mrs Julie Edgar Secretarial Team Mrs Lorraine Andrews (0.6 wte) Mrs Linda Woods Ms Marian McGahan Vacancy Catering Assistant Mrs Bernadette Delaney (0.54 wte) Domestic Support Mrs Ena Patton (0.41 wte) Head of Corporate Services Mr Edmund Thom OUTSOURCED SERVICES Human Resources, Finance, Equality & Disability, Procurement, Legal & Internal Audit. Personal Assistant Mrs Deirdre Meleady Senior Professional Officer Dr Carole McKenna (née McIlrath) Senior Professional Officer Ms Angela Drury Corporate Services Manager Mrs Janet Hall SECONDMENTS: Corporate Services Officer Mrs Muriel Lockhart IT Support Officer Mr Jonathon McClurg (Student Placement)

Functions, Form and Governance Chief Executive Professional Team Corporate & Support Team DHSSPS Permanent Secretary Chief Nursing Officer Independent Sector Voluntary Sector Public Health Agency Business Services Organisation National, Professional & Regulatory Organisations Trade Unions Education Providers Northern Ireland Health & Social Care Trusts

Corporate Plan

Who am I? Portfolio of Work: Development Framework (PO) 05/06 Implementation of CNOs standards for Supervision in Nursing 07/08 R-CAT 2008 Patient/Client Experience Standards 2008 Regional Record Keeping Initiative 08/10 IPC Lead Nurse Forum 11/13 Gateway to Nursing 11/13 Recording Care 10/13 Delivering Care 11/13 Senior Professional Officer, Northern Ireland Practice and Education Council for Nursing and Midwifery

Who am I? Portfolio of Work: Development Framework / Online Portfolio– development and continuous improvement Leading Care Project – resources for Ward/Department Sisters/Charge Nurses Preceptorship Framework Promoting Good Nutrition – MUST templates for Community and Care Home settings New Attributes Framework to support leaders for quality and safety in practice Development of Healthcare Support Worker Roles supporting Nursing Advanced Nursing Practice Framework Senior Professional Officer, Northern Ireland Practice and Education Council for Nursing and Midwifery

Aim and Terms of Reference Aim is to : Support Professional peer supervision and Update professional staff within the Forum on emerging professional themes from the work of NIPEC and other organisations in Northern Ireland.

Aim and Terms of Reference Contd..... Terms of Reference - Members of the Forum will: TOR1Develop a framework to support professional peer supervision processes, contributing to the learning and development arrangements for Senior Nurses within Independent and Voluntary Sector organisations in Northern Ireland. TOR2Ensure that relevant professional information, learning and development is disseminated to other members of professional staff within Nursing and Midwifery Independent and Voluntary Sector organisations in Northern Ireland.

Aim and Terms of Reference Contd..... Terms of Reference - Members of the Forum will: TOR3Support the development of links with other organisations across the region which will enhance the regional aim of the Nursing and Midwifery Independent and Voluntary Organisations Forum. TOR4 Identify and where appropriate develop agreed responses to professional implications of particular strategic policy/ies TOR5Contribute to an evaluation process of the first year of the Forum.

Membership Senior Nurse/Midwife representation from the range of independent and voluntary sector organisations in Northern Ireland Nurse representation from RQIA Questions: Is everybody here? Who else would we invite?

Chair The Chair of the Forum will be sought from the membership and will rotate on an annual basis by way of member consensus agreement.

MEETING AGENDA TIMEAGENDA ITEM 0930Peer Supervision 1100Coffee, Welcome and Apologies Notes of the last meeting Matters Arising Other Agenda Items brought through the Chair 1230CLOSE

‘Supervision is defined as a process of professional support and learning, undertaken through a range of activities, which enables individual registrant nurses to develop knowledge and competence, assume responsibility for their own practice and enhance service-user protection, quality and safety.’ NIPEC 2006

Supervision standards (DHSSPS, 2007) 1. Implementation of Supervision Supervision can contribute to the delivery of safe and effective care when practitioners have access to appropriate systems that facilitate the development of knowledge and competence through a culture of learning by reflection. 2. Governance of Supervision Supervision will become an effective tool to improve the safety and quality of care when it is embedded within an organisational framework that supports effective leadership and performance management.

Professional Supervision should enable a nurse to: Identify solutions to problems Increase understanding of professional issues Further develop skills and knowledge Enhance understanding of practice Improve standards of patient care

Framework for Peer Supervision The framework will allow you to agree: what you want to learn how you want to learn with others how to do this in the context of the situation Decisions required about maximum number people in a group how often where rota for facilitator role in each group completing reflections/actions/evaluation

Peer Supervision Agenda Check in Set the agenda for supervision Individual time slots Group Issues Check-out

Web links:

Overview Underpinning values: Dignity and Respect Independence Rights Equality and Diversity Choice Privacy Confidentiality Safety

Overview No.Applicable to 1 – 28All establishments 29 – 36Hospitals, Clinics, Independent Medical Agencies and Hospices Hospices 44 – 47IVF and Conception Services 48Laser Treatment Services 49Dialysis 50Hyperbaric oxygen therapy 51 – 67In-patient mental health services

‘......not all establishments will have to comply with all the standards or even all criteria within the standards. The statement of purpose for each establishment will determine the extent to which compliance with standards and criteria is expected.’

Exercise Each table has been given 4 or 5 of the ‘all establishments’ standards 1 – 28. For the standards you are reviewing think about: 1.Are the standard statements appropriate? 2.How will they be measured - any difficulties measuring them? 3.Is there anything missing?

Use the tablemats to record your thoughts

Professional Support, Development and Socialisation achieved via organisational systems processes resources infrastructure Supervision Preceptorship Mentorship Supports individuals throughout their professional career while employed in roles requiring them to be nurses, midwives or scphns. For a period not exceeding 6 months*. In parallel with orientation, corporate/ departmental induction and probation. For the duration of the pre-/post registration NMC approved programme. * Note: unless there are circumstances that may require an extension. Nursing and Midwifery Professional Development and Support Continuum

Preceptorship A period of structured transition for the preceptee during which he or she will be supported by a preceptor to develop confidence as an autonomous professional, refine skills, values, attitudes and behaviours and to continue on a journey of lifelong learning (adapted from Department of Health (DH), 2010)

Preceptor a registered nurse, midwife or SCPHN with formal responsibility to support a newly registered practitioner through preceptorship. Preceptee a newly registered practitioner on part 1, 2 or 3 of the NMC register entering practice for the first time as a nurse, midwife or SCPHN. It also includes those returning to practice, and new registrants from outside the UK.

Preceptorship is NOT a: substitute for organisational performance management processes replacement for managing fitness to practice period in which the preceptee is not accountable or responsible for his/her actions or omissions replacement for mandatory training replacement for induction or probation.

Preceptorship Framework Two preceptorship standards – implementation – governance Audit tool to support annual monitoring of standards Skill set assessment tool for preceptors Roles and responsibilities: preceptors, preceptees, line managers, professional leads

The quality of a registrants record keeping is a reflection of the standard of their professional practice. Good record keeping is a mark of a skilled and safe practitioner, while careless or incomplete record keeping often highlights wider problems with that individual's practice.’ (NMC 2007)

Nursing and Midwifery Council: Annual Fitness to Practise Report Failure to Maintain Adequate records 07/08: 10.37% 08/09: 8.53% 09/10: 9.57% 10/11: 4% 9%

Recommendation 3: Trust Board must review governance arrangements and satisfy itself that it is meeting in full its responsibilities for patient safety, quality of care and record-keeping. Public Inquiry into the outbreak of Clostridium Difficile in Northern Trust Hospitals (2011).

Baseline measurement and continuous audit Implement learning and development activities or development of practice activity Improvement Cycle (Adapted from Deming, 2000) Re-audit Compare analysis Sustaining improvement

Four Sections:

Section 3

Supervision Reflection Recording Care at the Bedside Competence to Record Four Activities:

Aim: To implement an agreed Regional HSC Nursing Document, and improvement methodologies, tools and resources developed during the RRKI to facilitate improvement in the standard of nurse record keeping in Northern Ireland and to promote a culture which supports person-centred record keeping practices.

Facilitated within HSC Trusts ( 5 Secondment Band 7 Professional Officers – one in each Trust) Strand 1: Piloting a new Regional Assessment and Plan of Care (RNAPC) Document and development of standards for nursing and midwifery record keeping practice Strand 2: Implementing the Recording Care tools and resources

Milestones Trusts piloted the RNAPC Evaluation Workshop November 2012 Stream lining of risk assessment tools Standards production and consultation Practice Improvement Programme implemented Monthly audit cycles Contact with RCN UK

Milestones Contact with Nursing banks and Agencies Contact with Independent and Voluntary sector via RQIA Contact with Universities and representatives for pre-registration nursing programmes.

Final report Standards for Nursing and Midwifery Record Keeping Practice RNAPC Document Improved record keeping practice - 30% increase in audit scores Outcomes

Results Pre-doc Audit Base- line Audit Week 4 Week 8 Week 12 Week 16 Week 20 Week 24 Week 28 Week 32 Total Average Score No. Of Wards

Moving Forward..... Launch of RNAPC Document Launch of Standards Integration into pre-registration programmes Phase 2 PID agreed Mental Health, Learning Disabilities and Paediatrics Interest from UK

Moving Forward..... Using the Practice Improvement Programme in the Independent and Voluntary Sector?

Moving Forward.....