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NIPEC Supporting your Professional Development

NIPEC Supporting your Professional Development. Professional Nurse Forum Foyle HSS Trust 18 January 2007 Cathy McCusker Senior Professional Officer NIPEC. NIPEC our business. NIPEC supports nursing and midwifery in Northern Ireland by

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NIPEC Supporting your Professional Development

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  1. NIPEC Supporting your Professional Development Professional Nurse Forum Foyle HSS Trust 18 January 2007 Cathy McCusker Senior Professional Officer NIPEC

  2. NIPEC our business NIPEC supports nursing and midwifery in Northern Ireland by • promoting the best standards ofpractice, education & training andprofessional developmentof nurses and midwives • providing information, advice and guidance

  3. Resources for You • Using and DoingResearch Project recommendations • Organisational Guide to support development of practice infrastructure as part of the clinical and social care governance agenda • All Ireland Practice and Quality Databaseaimed at celebrating and sharing practice activities • Practice Placement Project recommendations to support learning

  4. Resources for You • Development Frameworkwebsite www.nipecdf.org • DF Part 1:A guide to building and maintaining your professional portfolio • Part II A Guide to Using the DF Resources in November 2006 including a DVD • workforce development survey with over seven and half thousand registrants replying • research and evidence to underpin the Development Framework resources – new roles and performance assessment

  5. SAMPLEApproximately 35% Response Rate (n=7593)97% in employment(n= 7308) Workforce Profile and Characteristics Paper September 2006

  6. Q1 (p44) AGE RANGE: Q’aire/NMC/HPSS

  7. Eight Sections in Questionnaire • Bio -personal • Bio – professional • Current employment • Personal and professional development in current job • Identification of learning and development in current job • Opinions around learning and development • Changing jobs • About NIPEC

  8. Profile and characteristics of workforce 94% Female 65% Have Dependents 76% Married or Living with partner 44% Main income 97% In employment 52% work full time 92% current job in nursing or midwifery 92% Hold permanent contract 87% trained in NI

  9. Q12 (p55) Main Employer

  10. Q12 (p55) Main Employer

  11. General Practice respondents mainly work less than 25 hours

  12. 2. Participation in learning activities p 107- • 73% of the Learning Activities were funded by HSS Trust the employer group compared to only 56% Nursing Home Employer Group and 70% for General Practice

  13. 2. Participation in learning activities • Visiting other units to compare practice/projects was generally considered the most useful Learning Activity (not yet undertaken) across all employer groups and majority of age groups

  14. 3. Identification of learning & development • 55% of HPSS employed respondents had their learning and development needs identified (formally or informally) by their line manager compared to 46% for GP employed respondents and 48% Nursing Home employed p119 • Only 55% HPPS employed respondents were likely to have an annual Appraisal compared to 56% Nursing Home and 77% of GP employed respondents • Also 63% HPSS employed respondents had a PDP agreed and reviewed annually with their line manager compared to only 37% of Nursing Home respondents or 77% of GP employed respondents p124

  15. 3. Identification of learning & development • 33% of HPSS employed respondents were likely to have supervision sessions compared to 29% Nursing Home and 30% GP employed respondents

  16. 6. Opinions around career advice, opportunities & interviews pp 148-150 • HSS Trust employed respondents indicated a lower level of satisfaction with careers advice, opportunities and Interviews compared to other Employment Groups (GP and Nursing Home). • Low level of agreement that there are good opportunities for career enhancement in the organisation across all employer groups 20-21%

  17. 7. Internet access at Home or Work pp152-154 • 86% of HPSS employed respondents indicated they had access to the internet ( work or home) compared to only 64% for Nursing Home employed respondents and 83% generally • 86% for Community Nurses • GP employed respondents 92% the highest percentage across all employer groups

  18. CONCLUSIONS AND RECOMMENDATIONSpages 156-161 • Appraisal - 80% by 2009 • Supervision – 75 % by 2009 & 85% in high risk areas • Learning Needs Assessment to take account of traditional and non traditional forms of learning • Internet Access – facilitate this for registrants at work

  19. www.nipecdf.org

  20. Portfolio Section

  21. Learning & Development Log

  22. Competency Profile Section

  23. Competency Profile Domains • Communication & Interpersonal Relationships • Care Provision & Management • Developing Self & Others • Quality Improvement • Ethical & Legal Practice • Technology Competence • Partnership Working Derived from the NMC Code of Professional Conduct (2004) Can assist you preparing for KSF Development Review

  24. Career Planning Section

  25. Application & Interview Guide

  26. New Roles Section

  27. NIPECDevelopment Framework Support Officer • Opportunity for your nurses, midwives and SCPHNs to register and create their own confidential online portfolio on www.nipecdf.org • Contact Jennifer Hamilton • 028 90238152 • Jennifer.hamilton@nipec.n-i.nhs.uk

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