Paediatric Advanced Nurse Practice Education Helen Roll é

1. Paediatric Advanced Nurse Practice Education Helen Rollé Advanced Children’s Emergency Nurse Practitioner

2. Objectives • The role of the Advanced Children’s Emergency Nurse Practitioner • Explain how the role has changed since it’s original commission • ‘The Team’ and it’s dynamics • Educational approaches taken to support ‘the gaps’ • The KSF and appraisal process

3. Children’s Emergency Department:Background • Initially medical unit only: 13,500 children per year • Merged with main A+E in 2009 • Now classed as a traditional children’s A+E: 34,500 children per year • Arrivals: Self referral, GP referral, Other health referrals e.g. Out of Hours, Walk in centre, Minor injury units • Current target achievement is 99.3% against 4 hour target • Staffing; Nurses, Emergency Nurse Practitioners, Advanced Emergency Practitioners, SHO, Registrar, Consultants, GP VTS

4. Advanced Nurse Practitioners: Children’s Emergency Care • Initial commissioning: 10 practitioners to cover 24/7 • 22hrs/week Study Leave • Post Grad Dip required • Actually trained 5 • Actually employed 4 covering 3.8wte • Hours worked 10am-11pm over seven day week • Remit included clinical practice, leadership, education, and research

5. Advanced Children’s Emergency Nurse PractitionerRole Development • Bridge the gap between nursing and medical services in the Emergency Department • Initial commissioning: Patients with minor illness • Role has developed to work as ‘SHO’ equivalent: All patients • Additional educational need • Different working hours • Additional Governance

6. Education

7. KSF Package • Interview with medical supervisor • Quality review of notes • Case Based Discussion • Mini CEX • Direct Observation of procedure • Multi Source Feedback Tool • Learning development Plan • Teaching feedback formal

8. KSF appraisal • CORE DIMENSIONS • 1 Communication: Level 3 • 2 Personal and people development: Level 3 • 3 Health, safety and security: Level 3 • 4 Service improvement: Level 3 • 5 Quality: Level 4 • 6 Equality and diversity: Level 3 • Specific Dimensions also included • Medical Appraisal and Nursing Management Appraisal

9. Governance Framework • Professional Accountability & Assurance Framework for Advanced Practice • Introduction, Definitions, Boundaries • General / specialist role • Assessment strategies • Competencies • Support and supervision (clinical & medical) • Activity • Training, education, career and Continual Professional Development • Regulation & accountability • Non – Medial prescribing • Medical rota • Research, audit and disseminating activity • Clinical leadership • Sustainability, succession planning and talent spotting • Managers roles and responsibilities • Electronic repository with live register of practitioners • Tool kitRecruitment and selection processJob descriptionPerson specificationRole evaluationConsistency check list

10. The future • Future commissioning of service • Nursing staff v Medical staff • Role development and promotion opportunities

11. Any Questions ?