Document Title and Code: / NMA Staff Education and Development Policy.
Version: / 2
Authors: / Prepared by Nursing Matters & Associates.
Issue Date: / 01/02/2016
Review date: / 01/02/2019
Authorised by:

1.0Policy Statement

The Centre recognises the central role education, training and development plays in supporting good practice, and delivering safe and effective care whilst considering the development needs of all employees. The training and development needs of staff will be determined and supported in accordance with the role and purpose and strategic objectives of the Centre as well as the role and job description of the post holder and the outcomes of performance reviews.

2.0Purpose

To ensure that staff at the Centre are competent to deliver care that is based on best practice and a person centred approach to care delivery.

3.0Scope

All staff at the Centre.

4.0Objectives

4.1To outline the principles underpinning the training and development of staff in the Centre.

4.2To ensure that residents are cared for by staff who have the necessary knowledge and competencies for best practice care delivery.

5.0Definitions:

5.1Training needs analysis refers to the process of identifying the training needs of staff (NHS, 2006).

5.2Training and development needs refers to the identified needs of staff based on training needs analysis for training and development as determined by the staff members role in the Centre; the role and purpose of the Centre; the Centre’s overall strategic objectives and the individual staff member’s performance appraisal.

5.3The Centre’s‘strategic objectives’ refers to the specific objectives of The Centre as determined by:

5.3.1The role and purpose of the Centre as stated in the Statement of Purpose.

5.3.2The need to meet legislative requirements governing the activities of the Centre such as health legislation, employment legislation, health and safety legislation and so on.

5.3.3The need to meet national policy and standards governing the activities of the Centre such as the ‘HIQA Standards for Residential Care of Older People, (2008); SARI (2001) guidelines and Commission for Patient Safety ‘Building a Culture of Patient Safety’ (2008) and so on.

5.3.4Implementation of the Centre’s policies and procedures.

5.3.5The need to provide a person centred approach to care for residents that is based on best evidence.

5.3.6The need for continuous quality improvement in the Centre.

5.4Performance Appraisal: In this policy performance appraisal refers to both team performance appraisal and individual performance appraisal that is conducted at specified times and against agreed goals and action plans.

6.0Responsibilities

Actions

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Responsible Person.

This policy will be disseminated to and read by all staff in The Centre.

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Person in Charge (or specify)

A record will be kept of all those who have signed the policy acknowledgement forms.

/ Person in Charge (or specify)

Where a new version of this policy is produced, the previous version will be removed and filed away.

/ Person in Charge (or specify)
An explanation of this policy will be given on induction to all nursing and care staff and any other health care professional involved in providing direct care to residents. / Person in Charge (or specify)
Training needs analysis will be conducted on an annual basis and updated more frequently where changes to policy or practice affecting the Centre occur. The training needs analysis will include requirements for orientation and induction of new employees. /

Person in Charge (or specify)

A training and development plan will be developed on an annual basis and updated as determined by changes in training needs analysis. The training plan will be disseminated to all staff in the Centre.

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Person in Charge (or specify)

All staff will receive an orientation and induction training programme on commencement of employment. /

Person in Charge (or specify)

Each staff member will have an annual performance appraisal to include training and development needs conducted by thePerson in Charge/ their line manager. /

Person in Charge (or specify)

Staff will fully prepare for and participate in the performance review process and to highlight any training needs they think they may have in order to fulfil their current job roles, do their jobs better or enhance the service. /

All staff.

Staff who attend a training event, which impacts/has the potential to impact on service delivery, are expected to share the knowledge obtained and if necessary to help the facilitation of changes in practice and the monitoring of the impact of those changes. /

All staff.

Nursing staff have a professional responsibility to maintain their competence in accordance with professional codes and guidelines; legislative requirements and policy and evidence affecting their practice. /

All registered nurses

Health care assistants who have completed the FETAC level 5 or equivalent course have a responsibility to provide care that is in keeping with the knowledge, skills and competencies developed during their training.

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All healthcare assistants.

All staff has a responsibility to identify and communicate to their line manager / person in charge (or specify) any deficits in knowledge, skills or competencies that may affect their performance in fulfilling their role and functions in the Centre.

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All staff.

This policy will be reviewed three yearly or more frequently as changes to practice dictate.

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Person in Charge (or specify)

7.0Staff Reference Guide to Staff Education and Development Policy

8.0Induction

8.1Following new employment with the Centre, all new employees will commence their initial induction/orientation process on their first day at the Centre. This will include

Introduction to the Centre’s Statement of Purpose.

Receipt of the employee handbook outlining employees’ rights and obligations

Receipt of a job description and contract of employment

Orientation to the building/environment including security issues

Introduction to line manager and colleagues

Introduction to the Centre’s policies and procedures

Orientation to fire safety and emergency responses

Introduction to documentation pertinent to their role e.g. assessments and care plans, HACCP, etc.

Introduction to Standard Precautions and Infection Prevention and Control.

 Add additional items as necessary

8.2To ensure a consistent approach to the induction process within the Centre and ensure key topics are addressed an Induction Checklist will be providedto new employees to help ensure all aspects of induction are carried out. The induction checklist will commence on day one and should be completed within (specify length of time e.g. one month). The checklist should then bereturned to (specify person) for filing in the employee’s staff file.

8.3All new employees must complete (specify length of time e.g. a six month) probationary period during which time they are assessed for suitability in their role.

8.4Performance appraisals for new employees will be conducted after (specify length of time e.g. 2 months), at which time a subsequent date will be set for the next appraisal. This date will be agreed based upon the goals and outcomes of the first appraisal. When an employee successfully completes his/her probationary period, annual performance appraisals will be carried out thereafter.

9.0Training and Development System

9.1A training needs analysis will be conducted on an annual basis by the Person in Charge(or specify other(s)).

9.2The training needs analysis will be comprised of both formal and formal methods, including:

Informal observation of performance.

Consultation with staff through staff surveys / meetings.

Review of organizational goals / objectives.

Feedback from residents on care.

Complaints analysis.

Incident, near miss and adverse events monitoring and analysis.

Review of national policy and / or legislation requirements.

Annual performance reviews.

Quality improvement activities including audit.

9.3An annual training planwill be prepared and disseminated to all employees by the Person in Charge(or specify other) and updated as required by changes to policy and / or practice.

9.4The training plan will include the orientation / induction programme for all grades of staff employed in the Centre.

9.5Staff will be required to attend training as determined by the training plan and agreed in the individual performance review.

9.6All training provided by or on behalf of the Centre will be evaluated by staff and management in the Centre.

9.7The Centre will access appropriate learning materials and utilise skills and experience of staff by creating an effective training resource in response to identified learning needs.

9.8Staff will be provided with mentoring and coaching by more senior staff and/or line management in accordance with identified training and development needs.

9.9The Centre will facilitate nursing staff to undertake the relevant post registration qualification in the nursing and care of older people.

9.10All newly recruited healthcare assistants will commence training to FETAC level 5 or equivalent within two years of taking up employment.

9.11Longstanding healthcare assistants will have their competency and skills assessed to determine that their needs for further training and suitable arrangements will be put into place to meet their identified training needs.

9.12The Centre also make use of any training resources which are made available to through statutory bodies and agencies and will select appropriate courses from their programmes to suit the needs of staff.

9.13The Centre will provide training workshops to address the need for mandatory training in accordance with statutory and legislative requirements including:

Health and safety(HIQA Standard 26.3).

Cardio pulmonary resuscitation (in accordance with roles).

Fire safety(HIQA Standard 26.3).

Manual handling/Patient Moving and Handling (HIQA Standard 26.3).

Recognising and Responding to Elder Abuse(HIQA Standard 21.4).

Infection Control (updates annually – HIQA Standard 26.23).

First Aid (HIQA Standard 26.3).

Behaviours that are Challenging (in accordance with role - Regulation 7(1) and HIQA Standard 21.4).

Falls Management (in accordance with role - HIQA Standard 26.3).

 Medication Management updates (annually for registered nurses only –HIQA Standard 15.1).

End of Life (in accordance with role- HIQA Standard 16.4)

Food Safety training (in accordance with role - HIQA Standard 19.12 and Standard 26.28).

Maintenance of equipment and machinery (in accordance with equipment /machinery used in the course of their work - HIQA Standard 26.3).o

Policy and Procedures Implementation (in accordance with role - HIQA Standard 29.4).

9.14Role of the Centre’s Management Team in Staff Education and Development

Have sufficient resources to ensure the effective delivery of care in accordance with the Centre’s statement of purpose.

Have a clearly defined management structure that identifies the lines of authority and accountability, specifies roles, and details responsibilities for all areas of care provision.

Ensure management systems are in place to make sure that the service provided is safe, appropriate, consistent and effectively monitored.

  • Demonstrate excellent leadership ability and communication skills within a multi-disciplinary setting.
  • Effectively contribute to the management of staff and facilitate team-building
  • Demonstrate both clinical and professional leadership thereby facilitating a team culture of continuous staff learning and development.
  • Continually demonstrate an ability to develop skills and competencies that are applicable to care of the older person services.
  • Maintain clear and effective distribution of information amongst all staff.
  • Participate in staff recruitment and selection process.
  • Develop and review policies and proceduresin accordance with Schedule 5 of the Health Act and any other relevant policies as required.

9.15Role of the ClinicalNurse Managers (or specify other)in Staff Education and Development

  • Act as a resource person on clinical issues when required.
  • Foster a learning environment within the clinical setting.
  • Encourage ongoing professional development in order to enhance the delivery of services within the clinical environment.
  • Ensure that staff are aware of and adhere to all relevant local and statutory policies and procedures relevant to their scope of practice.
  • Provide both professional and clinical leadership built on evidence based practice.
  • Work with clinical staff and senior management to develop a culture of nursing which focuses on the individual resident and ensuring that they receive the highest standards of care.
  • Act as a mentor and leader to other staff so that they aspire to achieve a high level of professional standards.
  • Ensure the maintenance of accurate records and communicate information on nursing activity to relevant stakeholders.
  • Support and supervise the nurses.
  • Supervise nurses, healthcare assistants and support staff to ensure the maintenance of standards.
  • Conduct audits of clinical practice and the standards of care within the Centre. This includes the initiation and promotion of audits as well as the facilitation of staff participation in quality assurance activities.

9.16Role of All Staff in Education and Development

  • Take personal responsibility for own professional development.
  • Adhere to national, regulatory and the Centre’s policies and procedures.
  • Registered nurses to comply with the Nursing and Midwifery Board of Ireland’s guidance documents e.g. nursing scope of practice.
  • Undertake appropriate further training and education to enable the support of service needs.
  • Maintain an awareness of the latest developments in areas relevant to care of the older person.
  • Attend and participate in educational activities when relevant and appropriate to their role, in particular any mandatory staff training.
  • Identify and communicate to their line manager / person in charge any deficits in knowledge, skills or competencies that may affect their performance in fulfilling their role and functions in the Centre.

9.17Performance Review.

9.17.1All staff will have an annual performance review undertaken by the Person in Chargeand/or line manager (or specify other) in accordance with their reporting structures.

9.17.2At the annual performance review each staff member will be informed of his/her progress and strengths and will be provided with the opportunity to discuss opportunities to develop his/her capabilities and strengths.

9.17.3Additionally the aim of the performance review will be to measure the performance of the staff against performance expectations; mutually agreed goals and objectives from previous reviews and identify any learning and development needs for future performance.

9.17.4Goals, objectives and action planning for performance will be commensurate with the role and functions each staff member in the Centre.

9.17.5A mutually agreed time for the annual performance review will be arranged between the staff member andperson in charge.

9.17.6One week prior to the review, the staff member will be given the appropriate performance appraisal form so as to complete a self-assessment prior to the review

9.17.7On completion of the review, the staff member and person in charge/director of nursing and/or line manager will agree and document goals, objectives and action plan for future performance. A copy of the performance review will be retained in the staff member’s employment record.

9.18Methods of Delivery for Training and Development Needs.

9.18.1The methods employed for training and development will be determined by the annual training plan and will include a combination of the following:

Formal face to face training.

Use of appropriate e-learning resources such as the Nursing and Midwifery Board of Ireland’s ‘medication management’ training programme.

Reflective practice meetings.

Care planning reviews.

‘On the job’ coaching and mentoring.

Attendance at external study days / conferences as appropriate.

Involvement in internal and / or external projects / initiatives relevant to The Centre.

(This list is not exhaustive and other forms of training and development may be included as appropriate).

9.18.2The Person in Charge(or specify person responsible) will maintain a training register and this will include the names and dates of training programmes as well as the names of all staff who participated in each training session / programme.

10.0References

  1. Department of Health and Children (2013) Health Act 2007 Care and Welfare of Residents in Designated Centre’s for Older People in Ireland, Regulations 2013.
  2. Health Information and Quality Authority (2007) National Standards for Residential Settings for Older People
  3. Health Information and Quality Authority (2014) Draft National Standards for Residential Settings for Older People
  4. Irish Business and Employers Confederation. Making Training Count: How to Conduct an Effective Training Needs Analysis accessed at:
  5. National Health Service Connecting For Health (2006) Training Needs Analysis Guidance Document accessed at:
  6. Department of Health (UK), (2004).The NHS Knowledge and SkillsFramework (NHS KSF) and theDevelopment Review Process. Accessed at:
  7. An Bord Altranais, (2009) Professional Guidance for Nurses Working with Older People. An Bord Altranais.
  8. NHS Direct (2006) Performance Appraisal and Development Review accessed at:
  1. Health Services Executive (2009) Performance Planning and Review. Guide for Managers and Staff accessed at:
  2. University of Michigan Health System (2009) Staff Performance Planning and Evaluation accessed at:
  3. The Office for Health Management (2003) Management Competency Use Pack for Nurse and Midwife Managers accessed at:

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