1. ”Out with the Old, In with the New” Ward Manager/Team Leader Regional Initative Carolyn Kerr Deputy Director of Nursing, Northern HSC Trust

2. What’s it all about? Where are we now? Is there a case for change? What ward managers and team leaders told us… What patients and the public want…

3. Where are we now? Post RPA 5 Trusts Ideal opportunity to collaborate to achieve consistency Is there a case for change?

4. What ward managers and team leaders told us…… To develop the full potential of the role to enable them to deliver the standard of care they wish to deliver To lead by example – to role model To lead change and support staff through change To encourage and facilitate staff Consistency across the region – regionally agreed title, job description and common understanding of the role

5. What the patient and public want… Advocate, defender, supporter – someone to be the eyes, ears and voice on their behalf when they are most vulnerable Visibility and accessibility – someone they can identify with who is ‘in charge’ of the standard of care they receive, someone to approach with questions / concerns / rectify complaints Privacy, dignity and respect Confidentiality To feel safe and secure

6. What the profession says…. Work urgently needs to be undertaken to support and strengthen ward sister role for high quality nursing (RCN, 2009) Enduring values of nursing and midwifery - care and compassion, dignity and respect, equality and impartiality - must be embedded in all care settings and role modelled by the ward manager Clarity and accountability around the role Expert clinical presence to ensure safety for patients and staff Drive up standards of care, integrate policy into practice

7. What we have… Support of the Chief Nursing Officer Commitment from the 5 Executive Directors of Nursing Vision, direction and drive from the chair of the steering group Facilitation and project management expertise from NIPEC Enthusiasm Opportunity to shape the future of the role

8. Regional Nursing and Midwifery Strategy documents Person centred care Safe and effective care Leadership Learning and development Teamwork Communication

9. What we hope to achieve… Clarity of role - aims, purpose and functions Job title and description – consistency across the region Support for the role – compilation of a repository of resources Role development – compilation of a range of learning and development opportunities Succession planning guide

10. Job title We have some confusion We need a title that conveys clearly the identity of the nurse leader of the ward / team Unanimous dislike of the ward manager title (RCN, 2009)

11. Clarify and redefine the role Regional agreement on core skills, competencies and attributes Leader Clinical expert Manager Educator Researcher

12. Support for the role Supportive structures identified by ward managers: Organisational support – from senior colleagues both professional and managerial Mentorship support / buddying Supervision (peer / managerial / professional) Networking opportunities Action learning sets Administrative / Clerical / IT support

13. Role development Formal induction for newly appointed ward managers encompassing managerial aspects of HR and budget management Formal professional leadership development programmes Range of learning activities identified for competency development – work based learning, self-directed learning, reflective practice Support for engagement in projects and initiatives using improvement methodologies to enhance the patient experience

14. Succession Planning Recognise and value the contribution of those in post Involve current post holders in decision making about their ward department – show that their professional opinion and expertise is valued Preparation for the role – use of resources identified for role development to enable leaders of the future to self assess, map personal attributes, skills and competencies and develop personal development plan.

15. How? Regional Steering Group and Working Groups established Task and Finish groups with regional representation to be aligned to specific work streams Workshops to enable engagement with key stakeholders Dissemination of recommendations – integration into practice – evaluation of change Celebration