Modernising Nursing Careers Delivering the Vision

1. Modernising Nursing CareersDelivering the Vision Pauline Watts – Project Director (DH)

2. Global challenges for healthcare and society Ever higherexpectations Changing NHS and Social Care workplaces Demand driven by ageing Health in an information age Advances in treatments Changing nature of disease

3. Workforce – to enable local vision NHS Constitution NHS Next Stage Review A High Quality Workforce ‘… Change – locally-led, patient-centred and clinically driven….’ “…ambitions for the workforce can hardly be faulted…” Will Hutton CEO, The Work Foundation

4. Modern careers We are on a journey Coming from… Going to… • Community-centred • Multiple entry points • Alternative employers/models • Standardisation of advanced skills • Needs of patients • Self-directed, multi-professional • Opportunity and diversity • Hospital based care • Single point of entry • NHS as employer • Advanced skills not defined • Role dictated by title • Hierarchically managed • Outdated image

5. Nursing today… Requires an intricate interplay between fundamental care and high-level technical competence, bio-medical knowledge and decision-making skills and the ability to develop therapeutic relationships based on compassion and holistic and intelligent care.

6. We have set the stage…October 08 Four Country Approach • Role, Image & Recruitment • Degree level registration • Preceptorship Career Pathways • Career Framework • Advanced Practice • Clinical Academic & Educator Careers • Skills Passport • Metrics • Midwifery Careers • Transforming Community Services • Action on Health Visiting • New Horizons

7. Introduction of new Pre-registration Education Standards for Nursing Changing health care • Need for Independent practitioners • Higher levels of decision making • Autonomous Practitioners • Leading and developing services from start of career NMC review • NMC announced principle of new programmes (including degree level) in 2008 • New pre-registration standards in Sept. 2010 • Programmes from 2011 onwards Emerging trends • Increasing numbers of pre-registration programmes are at degree level (25% commissions in England - ranges 10% - 40%) • At least 30% of existing registered nurses have a degree or above Transition timetable • HEI’s to have new programmes implemented by 2013. • Scotland, Wales and NI have or are making the shift (but fewer HEIs/commissions)

8. Pre Registration - Progress and Issues • NMC have agreed the Principles of the new standards • Degree registration • 3 years • 2 progression points • Generic and field specific competencies • 50% clinical practice • Changes to student support arrangements: consultation: www.dh.gov.uk/en/managingyourorganisation/Humanresourcesandtraining/DH _097475 • Practice placements, focus on Community • Teaching Learning and Assessment Framework • Assessment and support needs • State of Readiness assurance tool

9. Preceptorship Framework ‘A period of transition for newly registered nurses during which time they will be supported by a preceptor to develop their confidence as autonomous professionals, refine skills, values and behaviours and continue their journey of life-long learning’ Context: Policy Drivers Modernising nursing careers Next stage review Associated Policies Confidence in caring NHS constitution Agenda for change NMC - potential regulatory requirement by April 2010

10. Preceptorship Framework Purpose: to act as guidance and a resource for the organisations who employ newly registered nurses, including non-NHS sector by providing a structured approach that facilitates transition from student to fully autonomous professional, equipping nurses with the skills & confidence required at the beginning of their career to facilitate equity of access to preceptorship and standardised content of preceptorship, value for money and benefits realisation Nurses then powerfully placed to deliver high quality care, promote health and wellbeing in healthcare settings and patients’ homes Aid recruitment and retention and contribute to reducing variability in practice and the improving the image of nursing

11. Preceptorship Framework Framework document structure: Background Definitions - what preceptorship is and is not The elements of preceptorship Benefits Sets out a preceptorship standard Guidance on implementing preceptorship Design, content & outputs Benchmarking current practice Ensuring equality Outcome measures: realising the benefits Sets out how we expect preceptorship to be delivered through pledges. Copies can be found on the DH Website

12. Preceptorship Framework Next steps: Invite feedback through online survey: http://survey.westmidlands.nhs.uk/index.php?sid=33282&newtest=y Survey closed 14th January 2010 Update following feedback and adapt to include AHPs, Midwives and SCPHNs Revised framework published Spring 2010

13. Nursing Career Framework

14. Mapping the Nursing Career Framework • Taking forward consultation recommendations on the post-registration framework • Modelled the framework across a number of pathways: • Health Visiting (Children & Families) • Ill & Disabled Child • Learning Disabilities • Cancer Nursing • Collaborative approach with SHAs, HEIs, providers, professional organisations/other key stakeholders • Incorporated concepts of: Practitioner Partner & Leader • Graphic map to support Career Framework model will be published in November • Integration into quality road map (to be published in November) • E-tool to be developed with good practice guide (Spring 2010) • Aligned with rest of the UK & NHS Career framework

15. Our final visual design for the Nursing Careers Framework

16. Next steps • We want to familiarise people with the image and test it’s appeal • PDFs of the posters are available on CNO website for downloading locally • Feedback and comments to be sent to: • Chris.caldwell@dh.gsi.gov.uk • We want to use it to update the image of nursing • we will work with NHS Employers, NHS Careers, Universities and others to build it into marketing and recruitment • We want teams, groups, organisations and communities to use it • We will develop it into an interactive tool which can be added to, individually populated and developed for workforce and service planning, curriculum development, career planning

17. Skills Passport • DH England working with Skills for Health (on behalf UK MNC Coalition) to develop the Skills Passport for nursing • The Skills Passport is to be piloted in Nursing first but could be rolled out for the whole Health sector – AHPs particularly interested • ‘ Purple Passport’ developing the product • Time frame: • July to Aug. ’09 Co-produce skills passport • Oct to Dec ’09 Pilot & refine • Jan to March ’10 Final Training package & skills passport agreed, Evaluation, Learning event

18. Marketing Nursing as a Career: Enhancing the Image of Nursing Role, Recruitment & Image… • Develop a role profile of an ‘ideal’ Registered Nurse • Values, skills, attributes, behaviours • Understand what will attract the right people with the right values into the profession • Understand what the patients want • Work in co-production with stakeholders, identifying recruitment / retention best practice e.g. CoDs, NHS Employers • Market Nursing from inside out… • Develop a Marketing campaign for Nursing to coincide with the Commission report • Aim: • Enhanced recruitment of undergraduate nurses • Reduced attrition rates • Increased conversion rates • Enhanced recruitment of qualified nurse to difficult areas e.g. LD, MH & HV • Improved retention rates • Enhanced image of Nursing

19. “Our greatest responsibility is to be good ancestors” Jonas Salk American Microbiologist 1914-1995

20. CONCLUSION • Modernising Nursing Careers will enable nurses to: • Be increasingly independent & innovative, exercising higher levels of decision making • Assess and apply effective, evidence-based care safely • Lead and develop services, working across service boundaries • Deliver high quality healthcare within a complex health environment • Modernising Nursing Careers enables nurses to contribute towards the changing healthcare environment in a flexible & innovative way • Modernising Nursing Careers allows Nursing to be explicit about its contribution to healthcareby: • Allowing practitioners and teams to measure the impact, outcomes and experience they have on patients • Allows change to happen locally for improved quality • Gives leaders at the top tables a voice to promote the value, scope and impact of the care of nurses and midwives from the Point of Care to the Board THIS IS AN OPPORTUNITY TO MAKE A REAL DIFFERENCE

21. QUESTIONS? We are happy to come and talk to individual health economies / organisations. Please contact: Pauline.watts@dh.gsi.gov.uk