SLHD Nursing & Midwifery Services

Transcription

1 Nursing and Midwifery Unit Managers Professional Development Pathway SLHD Nursing & Midwifery Services

2 Contents Forward 2 What is the Nursing and Midwifery Unit Managers Professional 3 Develop Pathway? Who does this pathway apply to? 4 Phase 1: Preparation for the NUM/ MUM role 5 Phase 2: Less than 2 years experience 6-8 Phase 3: 3-5 years experience 9 References 10 1

3 Forward The Australian healthcare environment is becoming increasingly complex. Effective clinical leadership is an essential component to ensuring positive care outcomes are achieved for our patients and their families. Clinical leadership involves delivering and monitoring evidence-based practice, evaluating outcomes within a continuous improvement framework, assessing and mitigating risks to individual patients, improving efficiency and coordination at the point of care and advocating for patients. 1 The clinical leadership capability of Nursing and Midwifery Unit Managers (NUMs/ MUMs) is critical for identifying issues and implementing the necessary solutions in collaboration with facility/service managers and other health care professionals. 2 It is imperative that our NUMs and MUMs have a foundation knowledge and skill set when entering these pivotal roles and that these skills and knowledge are nurtured and developed as they progress. The Nursing Unit Managers/ Midwifery Unit Managers Professional Development Pathway has been developed to provide clear direction to Nursing and Midwifery managers and those aspiring to these roles. In addition, the pathway aims to support the implementation of the NSW Public Service Commission s Performance Development Framework. It is designed as a supporting document to ensure appropriate learning and development opportunities are discussed and made available during performance development conversations. The pathway aims to define the SLHD approach to the succession planning and performance development of our NUMs and MUMs. By improving the way support is provided in the early and on-going development of emerging and current NUMs and MUMs, we can increase in productivity, effectiveness and job satisfaction. 1 Ott et al and Jukkala et al Begun et al. 2006, Tornabeni and Miller

4 What is the Nursing and Midwifery Unit Managers Professional Development Pathway? The NUMs and MUMs Professional Development Pathway outlines an approach for managing the succession planning and professional development of current and emerging NUMs and MUMs. The pathway outlines a list of learning and development opportunities offered by the Centre for Education and Workforce Development (CEWD), the Health Education Institute () and the SLHD Nursing and Midwifery service. These opportunities have been broken into two major skill types: transactional skills and people management skills. In addition, the SLHD Nursing and Midwifery service has embarked on a body of work focusing on staff wellness and compassionate care. This work is supporting mindfulness, compassion and resilience in leaders. The pathway consists of three phases that support the different stages that a NUM or MUM progresses through. These phases include: Phase One Staff preparing for a period of NUM/ MUM relief or developing a foundational skill set in readiness for actively pursuing a NUM/ MUM position. Phase Two Staff in an acting or substantive NUM/ MUM position with less than 2 years experience. Phase Three Staff in an acting or substantive NUM/ MUM position with 3-5 years experience. The training activities listed for each staff group are a recommended list. The activities that are included in the NSW Health Mandatory Education and Training Requirements have been identified with a red flag. It is the expectation that staff members who are completing the opportunities available in this pathway have firstly completed their mandatory training. The Mandatory training and education pathway can be found at: Additional learning and development may be undertaken according to the learning needs of the individual. It is recommended that aspiring NUMs/ MUMs do not complete the learning activities in phases two and three until they have commenced in a management position. It is vital that the learning completed during these courses is supported with opportunities 3

5 to apply and practice the newly acquired skills within the work environment. This is a shared responsibility between the manager to provide these opportunities and for the staff member to proactively pursue these opportunities. For more information and to enrol in the courses outlined in the pathway, go to the CEWD website at: Who does the Nursing and Midwifery Unit Managers Professional Development Pathway apply to? The NUM and MUM Professional Development Pathway applies to all NUMs and MUMs or staff members aspiring to obtain these roles. This pathway provides these staff with an opportunity to proactively pursue learning and development opportunities to address their job performance requirements. In addition, this pathway will assist Nursing and Midwifery managers who are supporting the development of their staff. It is envisaged that this pathway will be used to support Performance Development conversations and assist in measuring the extent to which their staff have engaged in the available learning and development opportunities. 4

6 Phase 1: Preparation for NUM/ MUM role Transactional Skills People Management Skills Course Delivery Method Developer/ Provider Timeframe Care Coordination Online Person Centred Care Online Time Management Online Introduction to Safety and Quality Online Injury Management Online Documentation and Activity Based Funding for Clinicians Online Conflict Resolution (Deal with Conflict) 2 days face to face CEWD Supervision on the Run 1 day face to face CEWD Communicating with Challenging Patients, Families and Peers Online Expressing Opinions Competently and Conflict Resolution Online Interprofessional Communication Online Complaints Management at Point of Service Online Motivational Interviewing Online Critical Conversations in Health Care Online Prior to commencement in a NUM/ MUM position Prior to commencement in a NUM/ MUM position Key: Mandatory education Course is a nationally recognised unit of competency. Participants are required to complete and submit assessment work to obtain the unit of competency. Recommended as an introduction or refresher of the subject. Completing this online module should not replace attending the face to face training. 5

7 Phase 2: Less than two years experience Transactional Skills Course Delivery Method Developer/Provider Timeframe Management and Leadership Essentials 1 day face to face CEWD 1 month Introduction to Work, Health and Safety for 1 month Managers Online (Prerequisite for WHS for Managers and Supervisors) WHS for Managers and Supervisors 1 day face to face CEWD 1 month Injury Management Online 1 month Enterprise-wide Risk Management for Managers Online 1 month Key Principles of Smooth Patient Flow Online 2 months Activity Based Funding Online 2 months Approving Requisitions Online 2 months Fixed Asset Management Online 4 months Financial Management Essentials Online module months days face to face Writing Briefing Notes and Letters Online 6 months Making Meetings Work Online 6 months Management and Leadership Efficiencies 2 days face to face CEWD 12 months Key: Mandatory education Course is a nationally recognised unit of competency. Participants are required to complete and submit assessment work to obtain the unit of competency. Recommended as an introduction or refresher of the subject. Completing this online module should not replace attending the face to face training. 6

8 Phase 2: Less than two years experience People Management Skills Course Delivery Method Developer/Provider Timeframe Recruitment and Selection Convenor (Prerequisite for recruitment, selection and induction of staff) Online 2 months Support the Recruitment, Selection and Induction of Staff 1 day face to face CEWD 2 months Your Role in Taking a Patient Related Complaint 4 hours face to face CEWD 3 months Implementing Performance Management Online 4 months Performance Management (Prerequisite for the performance development process) Online CEWD 4 months The Performance Development Process 2 days face to face CEWD 4 months Grievance Management for Managers (Prerequisite for the managing conflict and grievances in the Online 4 months workplace) Managing Conflict and Grievances in the Workplace 2 days face to face CEWD 4 months Building Effective Teams Online 6 months Team work- Personalities and Flexible Team Interactions Online 6 months Team work- Team Processes Online 6 months Coaching for Performance Online 6 months Key: Mandatory education Course is a nationally recognised unit of competency. Participants are required to complete and submit assessment work to obtain the unit of competency. Recommended as an introduction or refresher of the subject. Completing this online module should not replace attending the face to face training. 7

9 Phase 2: Less than 2 years experience Staff Wellness and Compassionate Care Course Delivery Method Developer/ Provider Timeframe Compassionate patient and family centred respectful (CPR) program* 6 days face to face SLHD Nursing and Midwifery Executive Within the 1 st 3 years of obtaining a NUM/ MUM role *The CPR program is not mandatory but highly recommended. As it contains elements of coaching, the NUM/ MUM may choose to complete the CPR and/or Coaching for Performance (found in phase 3) as part of their professional development plan. 8

10 Phase 3: Three- Five years experience Course Delivery Method Developer/ Provider Timeframe Transactional Skills Project Management in a Nutshell Online 3-5 years Challenging Conversations 2 days face to face CEWD 3-5 years People Management Coaching for Performance* 2 days face to face CEWD 3-5 years Skills Implementing Performance 3-5 years Online Management NUM/ MUMs who have been in their role for more than 5 years should be participating in other professional development activities as agreed by their line manager and set out in their performance development plan. This may include refresher programs around the transactional and people management skills as well as personal coach and/or mentoring. *As the CPR program and Coaching for Performance both contain elements of coaching. The NUM/ MUM may choose to complete one or both of the coaching components as part of their professional development plan. Key: Mandatory education Course is a nationally recognised unit of competency. Participants are required to complete and submit assessment work to obtain the unit of competency. Recommended as an introduction or refresher of the subject. Completing this online module should not replace attending the face to face training. 9

11 References Begun JW, Tornabeni J, White K, Houser J, 2005, Use of a validated model to evaluate the impact of the work environment on outcomes at a magnet hospital, Health Care Management Review, vol. 30, no. 3, pp Jukkala A, Greenwood R, Motes T, Block V 2003, Creating Innovative Clinical Nursing Leader Practicum Experiences through Academic and Practice Partnerships, Nursing Education Perspectives, vol. 34, no. 3, pp Ott KM, Haddock KS, Fox, SE, Shinn JK, Walters SE, Hardin JW, Durand K, Harris JL 2009, The Clinical Nurse Leader: Impact on Practice Outcomes in the Veterans Health Administration, Nursing Economics, vol. 27, no. 6, pp Tornabeni J, Miller JF 2008, The power of partnerships to shape the future of nursing: the evolution of the clinical nurse leader, Journal of Nursing Management, vol. 17, no. 1, pp