Document type: / Policy
What does this policy replace? / NMC Guidance
Staff group to whom it applies: / Newly Qualified Nurses or Return to Practice Nurses
Distribution: / Trust-wide
How to access: / Intranet
Issue date: / Sept 2016
Next review: / Sept 2019
Approved by: / Director of Nursing, Clinical Governance & Safety
Developed by: / Preceptorship Task and Finish Group
Director leads: / Director of Nursing, Clinical Governance & Safety
Contact for advice: / Director of Nursing,
Deputy Director of Nursing,
Assistant Directors of Nursing
Contents
Nursing Preceptorship Programme 3
Introduction 3
Purpose and Scope 3
The purpose of this document is: 3
The programme applies to: 4
The formal assessments: 4
Aims of the programme: 5
Responsibilities 6
Executive Management Team 6
Director of Nursing and Professions, Clinical Governance and Safety 6
District Directors 6
General Managers, service managers and team managers 6
All relevant clinical staff 6
Equality impact assessment 6
Stakeholder involvement 7
Dissemination and implementation arrangements 7
Training 7
Process for monitoring compliance 8
Review and revision arrangements 8
Auditing Arrangements 8
Definitions 9
Newly qualified Nurses/new registrants 9
Return to practice nurses 9
Nursing and Midwifery Council (NMC) The Code: Standards of conduct, performance and ethics for nurses and midwives, 2010 9
Preceptee 9
Preceptor 9
Practice Learning Facilitators (PLF’s) 10
Supernumerary 10
References and Bibliography 11
Equality Impact Assessment Tool 12
Checklist for the Review and Approval of Procedural Document 13
Nursing Preceptorship Programme
Introduction
The Trust is committed to developing newly graduated and returning to practice nursing staff through a preceptorship programme. It is acknowledged as good practice that healthcare practitioners at point of entry to the profession, following five years or more away from the profession, and when undertaking new roles should engage in a period of preceptorship.
Preceptorship is defined by the Department of Health as:
‘A period of structured transition for the newly registered practitioner during which he or she 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 life-long learning.’
This preceptorship programme is designed for new graduate and return to nursing professionals; it is underpinned by the NMC competencies for entry on to the nursing register.
Purpose and Scope
The purpose of preceptorship is to provide staff with a supportive, nurturing professional relationship which assists their development and minimises the risk of inexperienced practitioners being given responsibilities which are beyond their scope of practice and therefore provides a safer environment for the novice, their colleagues and the service user.
The programme aims to support participants to practice competently and safely through a robust assessment process.
The purpose of this document is:
To describe the procedures for providing preceptorship to newly qualified nursing staff (‘new registrants’) which will:
· Support the transition from student to accountable practitioner
· Support new registrants to develop confidence in their competencies as a nurse
The programme applies to:
· Newly registered practitioners in each of the four fields of nursing
In this document ‘newly registered practitioner’ refers to a nurse who is entering employment in England for the first time following professional registration with the NMC. It includes recently graduated students, but also those returning to practice following completion of an approved course, those entering a new part of the register e.g. community public health specialists and overseas-prepared practitioners who have satisfied the requirements of, and are registered with, their regulatory body. While engaged in preceptorship, professionals are sometimes referred to as a ‘preceptee’.
The programme will contain formal assessments and it is expected that the preceptee will provide evidence to demonstrate that they have met all the standards in each assessment by the end of the programme, which will then link with the Knowledge and Skills Framework KSF and the first gateway in the Agenda for Change (AfC) framework.
The preceptorship programme should not be completed in less than three months, and if it needs to be extended beyond six months this should be agreed by the preceptee’s immediate line manager with the agreement of Assistant Director of Nursing and appropriate Human Resources Manager.
Principles underpinning the assessment process:
· All of the assessments are contained within a preceptorship workbook in which evidence is collected and recorded. A workbook is available for each nursing field.
· It is expected that the preceptee will complete all the formal assessments of the programme and maintain a portfolio of evidence of competence in the specified learning outcomes for each assessment.
· The preceptorship programme documentation will support the KSF portfolio, although the minimum expectation is that all preceptees complete all the formal assessment specified – more may be added via a development plan if felt appropriate.
· Each preceptee will have a minimum of 2 weeks completely supernumerary practice upon commencement of the programme.
· A named preceptor will be identified prior to commencement of the programme. The preceptee will work with/ shadow their preceptor or a nominated deputy for a minimum 2 shifts/days per week or (pro-rata if part time)
· The preceptor/preceptee will meet for one hour each week for the first month, and on a minimum of a monthly basis for subsequent development meetings until the programme is complete. Informal meetings can be held whenever a meeting is required. All meetings should be documented.
· The preceptorship process will run alongside existing staff inductions- it does not replace any induction process.
· It is essential that all the assessments are successfully completed, even if the preceptee nurse has recently completed any assessment within it previously (e.g. the nurse has completed a Medicines with Respect assessment as a student nurse).
· Preceptees must not take charge of spans of duty, without direct supervision from a more experienced nurse working on the same ward, nor be the sole qualified nurse on duty until they have completed their preceptorship programme.
· On completing the preceptorship documentation, the preceptee will keep their evidence safe and available for scrutiny if required.
Aims of the programme:
· Orientate and support the individual practitioner to the Trust and area of work, during the transition of new/changing role
· Promote good practice and safe standards of care for service users
· Recognise existing skills/knowledge and identify areas of personal and professional development in accordance with the job description and the Knowledge and Skills Framework
After completion of the preceptorship it is expected that the practitioner will be able to:
· Demonstrate a professional attitude to nursing care and identify areas for personal and professional development
· Function effectively as a member of the multi-disciplinary team
· Demonstrate understanding of their role and responsibilities and accountabilities, and the role of others within the team
· Demonstrate effective communication skills at all times, ensuring that respect and dignity are demonstrated in all aspects of the role
· Demonstrate an evidenced based person centred approach to the care of service users
· Demonstrate awareness of ethical, legal and professional issues. Understanding of the accountability and responsibility associated with safe clinical practice in these issues
· Identify and apply relevant policies and procedures in relation to the day to day unit/team activities
· Demonstrate a high level of skill in relation to medicines management, to include practical application and underpinning related knowledge
· Demonstrate effective skills of management and leadership and to safely act as an independent accountable and reflective practitioner
Responsibilities
Executive Management Team
The Executive Management Team will be responsible for approving and ensuring this policy has been developed in accordance with the Trust policy.
Director of Nursing, Clinical Governance and Safety
The Director of Nursing, Clinical Governance and Safety is responsible for ensuring appropriate development and implementation of the policy. The lead director will be responsible for engaging relevant stakeholders in the development of the policy and ensuring appropriate arrangements are in place for managing any resource implications, including dissemination and training and for ensuring the most current version is in use and obsolete versions have been withdrawn from circulation. The Director of Nursing, Clinical Governance and Safety will also link with the District Service Directors to identify any issues with the implementation or monitoring of this policy.
BDU District Directors
Are responsible for ensuring the take up of preceptorship within their directorate/service areas.
General Managers, service managers and team managers
Managers are responsible at all levels for ensuring that preceptorship occurs in line with the policy. Managers of clinical areas should ensure sufficient preceptors are available to support the graduate and return to practice nurses joining their teams, and ensuring arrangements are in place for managing any resource implications arising from this, including dissemination and training.
All relevant clinical staff
All relevant clinical staff have a duty to ensure that they seek out and participate in preceptorship in line with this policy.
Equality impact assessment
This policy has no differential impact on equality, as identified by the Equality Impact Assessment Team as included in the “Policy for the development, approval and dissemination of policy and procedural document.
Stakeholder involvement
Initially the policy was developed a sub group of the Trusts Practice Effectiveness TAG. As part of an ongoing review it was identified, through consultation, that the documentation required revision. A task and finish group made up of Practice Learning Facilitators (PLFs) staff side representatives, managers, clinicians and HR practitioners undertook the work. The document was also circulated to other stakeholder groups.
Dissemination and implementation arrangements
The Integrated Governance Manager will be responsible for ensuring the updated version is added to the document store on the intranet and is included in the staff brief.
Implementation of the policy will be cascaded via BDU’s leadership and management structures.
Training
Any additional training needs will be identified through the annual training needs analysis programme. This will be ratified by the BDU and approved by the EMT.
Process for monitoring compliance
Managers will retain a copy of the record of achievement of the preceptor indicating that they have successfully completed all of the formal assessments contained within the programme. A copy will be forwarded to Learning and Development for recording on ESR
The Preceptorship programme may be periodically audited by Practice Placement Quality Team supported by Educational Leads/Learning Environment Managers, in order to monitor uptake and completion of the programme.
Review and revision arrangements
The policy will be reviewed by the agreed review date, in line with the Trust “Policy for the development, approval and dissemination of policy and procedural documents”, or earlier if required. Responsibility for initiating a review and taking the new policy to the Executive Management Team for Approval lies with the lead director.
The Integrated Governance Manager is responsible for placing the new version of the policy in the electronic document store, for ensuring the document being replaced is removed from the document store and that an electronic and paper copy, clearly marked with version details, are retained as a corporate record.
Auditing Arrangements
The preceptorship programme may be subject to audit by Practice Placement Quality Team supported by Educational Leads/Learning Environment Managers.
Definitions
Newly qualified Nurses/new registrants
A person who has successfully completed a period of preparation in nursing via diploma/degree course in a higher education institution (HEI)and is entered on the NMC register of practitioners.
Return to practice nurses
A Return to Practice course is designed to enable qualified nurses, who have worked fewer than 100 working days or 750 hours in the preceding five years in nursing, to demonstrate both clinical and academic competence in order to re-register with the NMC and to return to practice with confidence and competent skills and knowledge.
Nursing and Midwifery Council (NMC) The Code: Standards of conduct, performance and ethics for nurses and midwives, 2010
The Code is the foundation of good nursing and midwifery practice, and a key tool in safeguarding the health and wellbeing of the public.
The core function of the NMC is to establish standards of education, training, conduct and performance for nursing and midwifery and to ensure those standards are maintained.
Preceptee
Is a member of staff on a return to practice course or newly qualified nurse who is undertaking the preceptorship programme. A preceptee must;
· Demonstrate an ongoing motivation to learn and develop.
· Formally agree to this process by signing the agreement in the workbook.
· Be aware of their limitations to safeguard their practice.
· Engage in supervision with preceptor to address their needs or any concerns.
· Meet with their Line Manager to review progress of programme.
· Be introduced to the programme by the preceptor, which will include an introduction to the documentation.
Preceptor
Is an experienced member of staff who provides support and guidance to the preceptee and is responsible for supporting the completion of preceptorship programme.
An appropriate preceptor;
· Must be identified formally for each preceptee in negotiation with their Line Manager
· Must be a registrant at a minimum of Band 5 with requisite skills and experience (i.e. through relevant KSF gateways), and be a registrant in the same nursing field as the preceptee.
· Must have a recognised/appropriate teaching/mentorship qualification (or agreed equivalent experience) and a minimum of 2 years post registration experience.
· Will ideally be a sign off mentor as annotated on the Trust’s mentor register
· Must demonstrate good qualities of a preceptor i.e. approachable, supportive, role model, assertive, empathic, up to date/evidence based, willingness to share knowledge and good communication skills.
· Must receive supervision in accordance with SWYPFT policy. (Professional supervision policy and good practice guidelines)
· Will be provided with guidelines and named contacts for ongoing support.
Practice Learning Facilitators (PLF’s)
Practice Learning Facilitators are a key point of contact for staff and pre-registration nursing programme students on practice placements,acting as facilitator between the Higher Education Institutions (HEIs) and practice settings, influencing the delivery of educational programmes which impact on the quality of practice experience and student progression.