Registered Nurse
Registered Midwife
Level 2
Personal Classification
Information package
Revised by Nursing & Midwifery Office, Dec 2014
Contents
Purpose 3
Definition of Registered Nurse/ Registered Midwife Level 2 3
Role of the Registered Nurse/ Registered Midwife Level 2 3
Guiding Principles 4
General Process Principles 4
The Application Process 5
Roles and Responsibilities 7
Applicant’s responsibilities 7
Supervisor’s responsibilities 7
Referee’s responsibilities 8
Assessment Panel’s Duties 8
The Chief Executive’s Delegate’s Responsibilities 8
Moderation Panel’s Duties 9
Career Advancement Coordinator’s Role 9
Career Advancement Coordinator Contact Details: 21
GENERIC SELECTION CRITERIA 11
Appendix 2: 12
Information to assist in completing the application 12
1. Addressing the Selection Criteria 12
2. Preparing a Resume 14
3. Health Directorate – Vision, Values, Objectives 17
4. Relevant Legislation 18
Appendix 3: Formulating a Personal Performance Plan 19
Appendix 4: Frequently asked questions 22
Registered Nurse/ Midwife Level 2
Personal Classification
Purpose
The purpose of this framework is to:
Ø Define the process for the career advancement of Level 1 Registered Nurses and Registered Midwifes (RN/RM) who are permanent officers of Health Directorate to a Level 2 Personal Classification.
Definition of Registered Nurse/ Registered Midwife Level 2
RN/RM 2 refers to a RN and/or RM who has demonstrated competence in advanced nursing or midwifery practice, provides guidance to RN’s/ RM’s level 1, enrolled nurses, assistants in nursing and nursing and midwifery students in the delivery of nursing and/or midwifery care; and acts as Team Leader in the absence of the Clinical Nurse/Midwife Consultant (CNC/CMC)
Role of the Registered Nurse/ Registered Midwife Level 2
1. Provide advanced nursing care consistently and competently to patients/clients of varying complexity, including:
a) Incorporation of a risk assessment approach to practice, whilst working within the boundaries of professional legislation and existing policies and procedures.
b) Acting as a role model, a core clinical resource person, and a source of expert nursing knowledge within the specialty based on:
Ø Comprehensive, contemporary specialised nursing knowledge
Ø Expertise and skills in the area of practice
Ø Understanding of legislative requirements
Ø The exercise of sound clinical judgement
2. Remain current in specialised knowledge, expertise and skills through continuing professional development and ongoing education.
3. Support education within the specialty. Facilitate competency-based nursing practice as per the Australian Nursing and Midwifery Accreditation Council (ANMAC) guidelines found on the Nursing and Midwifery Board of Australia website( http://www.nursingmidwiferyboard.gov.au/ ) : and other specialty-specific competency to practice guidelines, through:
Ø Provision of support to less experienced staff
Ø Preceptorship of new staff
Ø Participation in area-specific activities such as in-service education
Ø Support and promotion of reflective practice.
4. Communicate effectively and appropriately (orally, non-verbally and in writing) in a diverse range of situations, using consistent and transparent processes.
5. Provide leadership within the multidisciplinary team to facilitate optimum health outcomes through:
Ø Co-ordinating clinical care
Ø Being autonomous in professional decision making, within scope of practice, when required
Ø Initiating clinical care activities
Ø Accepting accountability for clinical decisions and actions
6. Support safe and evidence-based practice within the specialty through:
Ø Promotion of evidence-based practice
Ø Contribution to research and/or promotion of the utilisation of research as a source of learning and innovation within the specialty
Ø Collaboration with peers
7. Make regular contribution to the development and review of clinical practice, protocols and policies. This includes:
Ø Supporting policy change and new clinical initiatives in order to foster a dynamic workplace
Ø Quality improvement initiatives within the specialty
8. Demonstrate the ability to consistently display commitment to, compliance with and leadership in high quality Customer Service, Equity and Diversity, Occupational Health and Safety and Industrial Democracy principles, practices and relevant legislation relating to these areas, and an understanding of and commitment to the organisation’s values.
Guiding Principles
The Registered Nurse or Midwife Level 2
The overriding principle of advancement to Registered Midwife or Nurse Level 2 is that the nurse/midwife functions and is seen by the organisation, as a source of expert nursing/midwifery knowledge skills and attributes. Therefore, during the selection process, the Registered Nurse or Midwife Level 2 (Personal Classification) must demonstrate that they fulfil a higher level of skill and a more demanding role than would generally be expected of a registered nurse at the highest increment of Level 1 in a designated area.
General Process Principles
Ø The process should ensure that applicants have equal opportunity to demonstrate their suitability to be recognised for advancement
Ø Applicants should have reasonable access to information relevant to the duties and the clinical area
Ø There should be no restrictions, other than set eligibility requirements, which may deter potential applicants from obtaining information or from applying for advancement, or which prevent them from being considered for advancement
Ø Selection must be made without unlawful discrimination as prohibited by the Discrimination Act 1991 and PSMA Standard 1 Part 3 – Equal Employment Opportunity (EEO)
Ø Procedure is fair and able to withstand scrutiny
Ø Decisions are made without favouritism or patronage and with regard to merit, equity and natural justice and only use relevant information
Ø Applicants have a reasonable opportunity to advance their case for selection
Ø Applicant claims are fully and fairly considered and feedback is available for all applicants.
Ø The selection process is reported fully and accurately
(ACT Public Service Nursing and Midwifery Enterprise Agreement 2013-2017)
The Application Process
1. The Applicant submits application to the Career Advancement Coordinator. The preferred method of submission is electronic. (see contact details page 12).
2. The Career Advancement Coordinator forwards applications, electronically, to members of Assessment Panel and the CNC/CMC applicable to the Applicant’s specialty area.
3. The Assessment Panel, which includes the CNC/CMC or an agreed alternative RN/RM 3 or above, meets, assesses the application and interviews the Applicant.
4. The Assessment Panel Chair informs the Career Advancement Coordinator, electronically, of the outcome for each Applicant, and then forwards documentation to Career Advancement Coordinator via email or internal mail.
5. Final approval (or disapproval) is required from the Director of Nursing or Delegate for the specialty area.
6. The Career Advancement Coordinator informs the Applicants and the Clinical Nurse/Midwife Consultants of the application outcome in writing.
7. For successful applicant within the Health Directorate, the Clinical Midwife/Nurse Consultant completes the Establishment Variation Authorities (EVAs), and submits these to Shared Services to enable upgrade to personal classification RN/RM Level 2. Clinical Nurse/Midwife Consultants at Calvary Hospital inform Calvary Human Resources who then action outcomes for Calvary Hospital employees.
8. Unsuccessful Applicants are advised to discuss their application with the CNC/CMC in their area, and work with him or her to develop an individual professional development plan.
9. If an unsuccessful applicant is dissatisfied with the outcome of the application, reassessment by a Moderation Panel can be sought within 14 days of notification of the outcome. This must be submitted to the Career Advancement Coordinator, who will then arrange for a Moderation Panel to address grievances. An Applicant may access the Internal Review Procedure contained in Schedule 5 of the ACT Public Service Nursing and Midwifery Enterprise Agreement 2013-2017
The Application Process
Roles and Responsibilities
Applicant’s responsibilities
The responsibility of the applicant is to complete the application and clearly provide evidence of the skills and abilities required for Registered Nurse/Midwife Level 2 advancement. In order to fulfil this responsibility the applicant is advised to:
1. Attend ‘Registered Nurse/Midwife Level 2 Personal Classification - Information Session’ in order to prepare an application. (Bookings to be made via Capabiliti)
2. Prepare the application in a timely manner. This allows sufficient time for:
o the Applicant to prepare their Personal Performance Plan in collaboration with the CNC/CMC (see Appendix 3: formulating a Personal Performance Plan , page 26);
o the Supervisor and Referee to read the application prior to writing their reports;
3. Provide supporting documentation to supervisor (such as academic records, certificates of course attendance) as evidence. The supervisor will then acknowledge this in his or her report to the assessment panel; (please do not send copies of these documents)
4. Include a list of supporting documentation (as sighted by the supervisor) with the application; You may also include your Capabiliti Individual Training History
5. Submit (electronic and typed preferred) all the required application documentation outlined below, and provided in Appendix 1 (page 13), on or before the due date. A guide to addressing the Selection Criteria and preparing a Resume is provided in Appendix 2 (page 24).
Required application documentation:
o Covering letter
o Applicant details
o Address to the generic selection criteria for the RN/RM 2 position
o Resume
o Personal Performance Plan
o Supervisor’s report
o Referee’s report
o A list of supporting documents (originals of which have been sighted by the applicant’s supervisor)
Supervisor’s responsibilities
The supervisor is usually the Clinical Nurse/Midwife Consultant. Alternatively, following communication with CNC/CMC and Career Advancement Co-ordinator, a Registered Nurse or Midwife Level 3 or above working in the applicant’s clinical area can complete the supervisor’s report.
The Supervisor’s responsibilities are to:
1. Assist the applicant to prepare their application and then thoroughly read the completed application;
2. Complete the supervisor’s report, addressing the selection criteria, giving as much detail as possible regarding the Applicant’s knowledge, skills and attributes;
3. Sight documentary evidence supporting the application, (such as academic records and certificates of course attendance) provided by the Applicant. Record sighting in area provided on Supervisor’s report;
4. Inform the applicant’s manager, ADON and DON (the Delegate) of the application.
5. Participate as a member of the assessment panel (with 2 independent members);
6. Work with prospective applicants as well as unsuccessful applicants in the specialty area to develop an individual Performance Plan, which addresses areas identified as requiring additional development.
Referee’s responsibilities
The applicant requires a report from one (1) other referee. The referee must be a Registered Nurse Level 2 or higher, and must have recent, direct knowledge of the applicant’s work performance.
The referee’s responsibilities are:
1. Read the applicant’s application;
2. Complete the referee’s report, addressing the selection criteria, giving as much detail as possible regarding the applicant’s knowledge, skills and attributes.
Assessment Panel’s Duties
Ø The assessment panel is comprised of three (3) members; the Clinical Nurse/ Midwife Consultant or an agreed alternative RN/RM3 or above from the applicant’s specialty area and two independent panellists.
Ø The independent panel members are Registered Midwifes or Nurses Level 2 or higher
Ø The panel Chairperson is a Clinical Registered Nurse or Midwife Level 3, unless agreed otherwise. The applicant’s supervisor cannot be the panel Chairperson.
Ø Each panel member must have completed training in the selection process and selection techniques through Health Directorate SDU
Ø Maintaining integrity through the application of the merit principle, equity and consistency in the advancement and selection process;
The Assessment Panel’s responsibilities are to:
1. Convene quarterly to assess applications for advancement to Personal Classification Registered Nurse/ Midwife Level 2;
2. Assess suitability for advancement to Registered Nurse/Midwife Level 2 through the review of the application and interview performed at the time of convening;
3. Provide a detailed written Assessment Panel Report of the assessment process for each application and a recommendation based on their findings for the Career Advancement Coordinator to action;
4. Panel members have equal responsibility and accountability for:
o Assessing applicants;
o Ensuring that the process is equitable; and
o Contributing to the recommendation.
The Chief Executive’s Delegate’s Responsibilities
The Delegate gives final endorsement of the assessment panel’s recommendation through considering:
Ø all information provided in the selection report, including applications, references and assessments;
Ø the selection or moderation panel's recommendation;
Ø individual assessments; and
Ø any other additional relevant information.
The Delegate must be satisfied that:
Ø the selection process was fair;
Ø the process was consistent with the EEO program, and
Ø all applicants were assessed on the basis of knowledge skills and abilities
“The Delegate should not be a part of the selection committee.”
(ACT Public Service Nursing and Midwifery Enterprise Agreement 2013-2017, Schedule 5, Clause 8.3)
Moderation Panel’s Duties
If unsuccessful, the applicant may seek reassessment by a moderation panel within 14 days of notification of the outcome.
The Moderation Panel will comprise two (2) or three (3) members, but not be limited to:
a. A panel chair who has appropriate skills and experience (should be a clinical RN/RM Level 3 unless otherwise agreed);
b. A person who has appropriate skills and experience, nominated by the Agency Consultative Committee; and
c. A person who has appropriate skills and experience, nominated by the Chief Executive from a list of employees, and agreed by both parties.”
(ACT Public Service Nursing and Midwifery Enterprise Agreement 2013-2017, Schedule 5, clause 7)
The responsibilities of the Moderation Panel are to:
Ø Convene at the written request of an applicant;
Ø Reassess the applicant’s application to establish if there is an apparent absence of procedural fairness or inappropriate application of the selection process general principles;
Ø Produce a detailed written report of the outcome of their reassessment and a recommendation regarding advancement to Registered Midwife or Nurse Level 2, which will be forwarded to the Career Advancement Coordinator and the Delegate for the applicant’s work area.
Career Advancement Coordinator’s Role
The primary role of the Career Advancement Coordinator is to support and facilitate the process of advancement to Registered Midwife/ Nurse Level 2 for nurses and midwives employed under the ACT Public Service Nursing and Midwifery Enterprise Agreement 2013-2017. The Career Advancement Coordinator does this through:
Ø Supporting the integration of Registered Nurse/ Midwife Level 2 advancement and selection into all relevant areas within Health Directorate through liaison and education of stakeholders
Ø Coordinating and facilitating the application process for Personal Classification Registered Nurse/Midwife Level 2
Ø Acting as a contact point for guidance, advice and support in aspects of the Registered Nurse/Midwife Level 2 Personal Classification career advancement and selection process