1 SYDNEY NURSING SCHOOL EVALUATION OF THE PRACTICE NURSE INCENTIVE PROGRAM IN NSW SUMMARY REPORT
3 3 Prepared for: The Australian Medicare Local Alliance Limited (AMLA) Authors: Christina Aggar PhD Christopher Gordon PhD Sydney Nursing School, The University of Sydney. Submission date: 30 th November Contact: Dr Christina Aggar Sydney Nursing School The University of Sydney T E
5 5 Table of Contents Contents Abbreviations... 9 Operational Definitions Acknowledgements Commission Background Methods Summary of Findings Recommendations Practice-orientated category recommendations Recommendation one Recommendation two Recommendation three Practice Nurse-specific category recommendations Recommendation four Recommendation five Recommendation six Recommendation seven Recommendation eight PNIP awareness recommendations Recommendation nine Recommendation ten Recommendation eleven Conclusion References... 26
7 9 Abbreviations Acronym Explanation AAPM Australian Association of Practice Managers ACCHS Aboriginal Community Controlled Health Services AMLA Australian Medicare Local Alliance APNA Australian Primary Health Care Nurses Association CCNSWML Central Coast NSW Medicare Local ESML Eastern Sydney Medicare Local GP General Practitioner IWSML Inner West Sydney Medicare Local MBS Medicare Benefit Schedule ML Medicare Local NIGPI Nursing in General Practice Initiative NP Nurse Practitioner NSML Northern Sydney Medicare Local NSW New South Wales PMgr Practice Manager PN Practice Nurse PNIP Practice Nurse Incentive Program RACGP The Royal Australian College of General Practitioners RCNA Royal College of Nursing RN Registered nurse SWSML South Western Sydney Medicare Local WML Western NSW Medicare Local
8 10 Operational Definitions For the purpose of this report, the following operational definitions were adopted: Term General practice PNIP-Users Practice accreditation Practice Nurse Practice Manager Explanation The provision of patient centred continuing, comprehensive, coordinated primary care to individuals, families and communities, as defined by the Royal Australian College of General Practitioners: Standards for general practices (4th Ed). East Melbourne, VIC: The Royal Australian College of General Practitioners;. General practices that were employing one or more practice nurses and claiming the PNIP-incentive at the time of data collection for this study (August - October ) Accreditation of general practices against the quality and safety Standards for General Practices issued and maintained by the Royal Australian College of General Practitioners Department of Health and Ageing. Medicare Benefits Schedule Book. Canberra, ACT: Department of Health and Ageing,; A registered or an enrolled nurse who is employed by, or whose services are otherwise retained by, a general practice NB: For the purposes of this report, we are retaining and consistently using the term Practice Nurse despite the Australian Practice Nurses Association (APNA), the peak professional body representing practice nurses in Australia, having replaced this term with the new title Primary Health Care Nurse. APNA defines the latter as enrolled nurses, registered nurses and nurse practitioners eligible for registration by the Australian Health Practitioner Regulation Agency whose competence, as specified by the registering authority s license to practice, educational preparation, relevant legislation, standards and codes is specific to (though not exclusive to) the primary health care context. Definition of primary health care nursing, = Accessed 6 th November. A person employed by general practice whose primary role may include the financial management, human resource management, planning marketing, and risk management of the general practice.
9 11 Acknowledgements We sincerely thank: AMLA for commissioning us with the project and providing valuable background information, NSML, IWSML, SWSML, ESML, WML and CCNSWML for assistance with recruitment of project participants for focus groups, distributing questionnaires and providing local background information AAPM and APNA for assisting with the distribution of questionnaires to PNs and PMgrs and for providing profession-specific background information Thanks also go to all project participants who generously shared their personal perspectives on the PNIP with us. Commission The Sydney Nursing School, University of Sydney was commissioned to undertake a consultancy related to the PNIP uptake in NSW. The initial project was scoped to determine stakeholder opinions predominately using focus groups. However, in the course of the consultancy we had a large response to survey data and focus group size and numbers. Accordingly this report will detail the responses from approximately 400 health professionals from NSW. It should be noted that the findings only relate to PNIP uptake in NSW and a National evaluation is currently underway.
11 13 Background In January 2012, the Australian Government introduced the Practice Nurse Incentive Program (PNIP), an initiative that provides incentive payments to general practices to support an expanded and enhanced role for Practice Nurses (PN). In addition to expanding and enhancing the role of PNs to benefit both general practice and patient health outcomes, it was anticipated that the PNIP would result in an increase in the number of PNs employed in general practice. However, anecdotal evidence suggests that barriers to the uptake of the PNIP exist. This prompted the Australian Medicare Local Alliance (AMLA) to contract Sydney Nursing School, at The University of Sydney to evaluate and ascertain significant barriers to the PNIP in New South Wales (NSW). Methods The project key stakeholders included General Practitioners (GPs), Practice Nurses (PNs) and Practice Managers (PMgrs) working in general practices in metropolitan and rural NSW. We surveyed and interviewed GPs who were PNIP-users and non-users and general practices that were RACGP accredited and non-accredited practices. To adequately evaluate the PNIP across NSW within the allocated timeframe we engaged with five metropolitan Medicare Locals (Northern Sydney ML, Inner West Sydney ML, Eastern Sydney ML and Sydney South West ML, Central Coast NSW ML) and one rural Medicare Local (Western ML). In addition, we have consulted with professional primary care stakeholder bodies including the Australian Primary Health Care Nurses Association (APNA) and the Australian Association of Practice Managers (AAPM). The project design included a qualitative and a quantitative component, which were implemented in parallel. In the qualitative stream, we conducted face-to-face semistructured focus groups and one-on-one interviews with GPs, PMgrs and PNs. In the quantitative arm of the project, we designed three separate questionnaires for GPs, PMgrs and PNs respectively. Each questionnaire was developed in two formats, a paper-based and an online version for distribution through online software.
12 Quantitative data comprised of 351 returned questionnaires from metropolitan and rural general practices. Qualitative data was collected from six focus groups, one on one interviews and the questionnaire open-ended questions. 14
13 15 Summary of Findings This report identified a number of key findings related to barriers of the PNIP uptake across metropolitan and rural settings. The barriers are reflected in the following four themes: a. General practice characteristics that influence the PNIP; b. Awareness of the PNIP; c. Impediments to the PNIP uptake, and, d. Benefits to the PNIP implementation. Characteristics of the general practice that influence the PNIP There was a positive relationship between the number of GPs and the number of PNs employed under the PNIP in any one general practice; the larger the practice, the more PNs employed; There was a significant association between PMgr and PN employment under the PNIP; 93% of PMgrs stated that their practice employed at least one PN; On average, three times more PNs were employed in rural general practices compared to metropolitan practices; Non-accredited practices were more likely to be smaller and unlikely to employ a PN and therefore less likely to apply and implement the PNIP; GPs in metropolitan settings were more likely to work in a solo or dual GP practice compared to GPs in rural settings who were more likely to work in practices with more than 3 GPs; Older GPs were more likely to work in smaller practices; as the age of the GP decreased, the number of GPs employed in the practice increased; Awareness of the PNIP Over half (53%) of GPs surveyed were not using the PNIP and 47% of those not using the PNIP were not aware of the initiative program. Only a third of the GPs who were not aware of the program wanted more information about the PNIP; Eight five percent of GPs whose practice was not accredited were not aware of the $5000 incentive payment linked to the PNIP to assist with the accreditation process.
14 16 Impediments to the PNIP uptake High practice rent expenses and limited space availabilities are a major barrier for small practices (i.e. solo or dual practices) in Metropolitan Sydney to accommodate a PN; GPs working in solo or dual practices in metropolitan Sydney reported limited or no administrative support or own time availabilities to investigate the details of the PNIP; GPs have expressed concerns regarding sourcing a PN with the qualifications required to work in general practice; GPs from smaller practices found accreditation, recruitment and training of PNs a lengthy process; Several GPs from small practices who did not employ a PN were concerned of the potential negative patient perceptions of PNs; The introduction of the PNIP and the removal of several MBS billing item numbers meant that PNs were no longer able to consult with patients independently. Benefits to implementing the PNIP PNs employed under the PNIP performed a greater number of roles on average compared to those not employed under the PNIP; PNs employed under the PNIP were significantly more likely to conduct Wellness Clinics, Care Coordination and Chronic Disease Management; Facilitators of the uptake of the PNIP include the employment of a PMgr, the rural location of practice and the involvement of GPs; Employment of a PN under the PNIP increases the range of services the general practice delivers, which can provide an alleviation of patient waiting times, which in turn leads to higher levels of patient satisfaction.
16 18 Recommendations The recommendations set out in this report have been constructed to increase the PNIP participation in NSW general practices with an emphasis on metropolitan practices. This was determined to be the most urgent of need. The evaluative component of the report demonstrated clear PNIP inequities between general practice size and location, PMgr involvement, defined PN roles, and awareness of the PNIP by GPs. For the moment, it appears that most stakeholders interviewed were positive about the PNIP but there was some dissatisfaction in a minority about the changes to the PN funding. These predominately focus on the removal of the six MBS billing items and this often coincides with the general practice s management of PN activities. This report s recommendations are grouped using three categories, namely: 1. general practice needs; 2. Practice Nurse needs; and, 3. raising awareness of the benefits of the PNIP. It should be noted that these recommendations were not discussed in detail with the stakeholders. The formulation of these categories were developed following data and thematic analysis when the major findings were identified. However, a general discussion of some of the recommendations were proffered with some stakeholders who aided in informing the finalisation of these recommendations. Practice-orientated category recommendations The following recommendations are designed to target general practices that have either not employed a PN or have one (may consist of two or more PN working as one full-time equivalent) PN currently employed. Recommendation one The development of a General Practitioner Champion initiative that promotes the benefits of the PNIP to GPs not currently utilising the program. It was evident from the focus groups and one-on-one interviews that there were a number of GPs who are strong advocates of the PNIP and PN roles in general practice. At
17 GP focus groups, numerous discussions arose between GPs about the benefits of PNs and how to fully use the PNIP. Therefore, the genesis for this recommendation evolved as result of the enthusiasm of the GPs who used the PNIP and addresses the apprehension of some GPs that the PNIP would not benefit their general practice financially or clinically. 19 The GP-Champions would work to inform GP networks about the PNIP. The GP Champions would need to be identified through the Medicare Local network. The advantage of using a GP champion is that it would form a peer-to-peer system with other GPs and would not appear top down. It is envisaged that the Medicare Locals would facilitate this process, possibly through the regular meetings with GPs but also through formal workshops. This may encourage GPs who may be considering employing a PN to attend and understand practical aspects of the PNIP and PN roles within current successful practices. The GP-champions would discuss their models of PN employment in a workshop forum or round tables. Specifically, it is recommended that the target audience would be GP principals. Recommendation two The development of a Practice Manager Champion initiative that facilitates the GP champion regarding the benefits of the PNIP to GPs who do not currently utilise the program. Evidence from the questionnaires and focus groups established that PMgrs appear to be the drivers of the PNIP uptake in general practices. Additionally, PMgrs are integral to the accreditation process and so it would appear prudent to have PMgr Champions discuss the PNIP benefits with GPs who want to employ a PN. This initiative would work in a similar guise to the GP Champion model. The PMgr Champions would need to be identified through the Medicare Local network. Practice Manager Champions would work alongside the GP Champions in workshops/roundtables conducted by the Medicare Locals. In this way, the PNIP Champion workshops would provide a comprehensive overview of the clinical and
18 20 financial benefits of the PNIP. This initiative would utilise the skills and knowledge of PMgrs to better inform GPs on how to successfully utilise the PNIP. This was evident from the workshops attended by GPs and PMgrs together, when GPs wanted information about the detailed costings of the PNIP. This demonstrated that the financial knowledge of the PNIP was predominately with the PMgrs. The workshops should involve viable business models, i.e. how practices can financially benefit from PNs in addition to the annual PNIP payments Recommendation three Development of GP and PMgr Champion workshops to facilitate meetings for GPs who do not currently utilise the PNIP and want to employ a PN. As outlined above, the Medicare Local would be central to the coordination of these workshops. The consultation recognised that Medicare Locals currently have a number of workshops for general practices on a variety of topics and this workshop series would be incorporated into the current structure. The recommendation further suggests that a centralised workshop program related to the PNIP is developed by Australian Medicare Local Alliance. This would entail information about the clinical and financial aspects of the PNIP and how it aids in developing the PN role in practices that do not currently employ a PN. The Medicare Locals through the GP and PMgr Champions would run the workshops. Practice Nurse-specific category recommendations The following recommendations have been designed specifically for PNs, to increase and develop the role of the PN. During the consultancy it became abundantly clear that despite some increases in scope of practice of PNs and the number of PNs employed, there remained a shortfall of qualified PNs. Moreover, role limitations remained. The following recommendations address these limitations and how the inclusion of the PNIP can be used as a mechanism to facilitate these changes.
19 21 Recommendation four The development and implementation of a transition-to-practice (new graduate) year for graduating nurses. The targeting of newly graduated registered nurses should be considered a priority for the development of the practice nurse profession, and the PNIP could greatly facilitate this process. Currently in Australia, the majority of new graduate nurses commence work in the acute care sector in hospitals. Over time, hospitals have developed transition-to-practice (commonly referred as new graduate programs), providing nurses with structured support related to clinical education in their first year of practice. The programs have been successful as a recruitment tool and in some ways provide the hospital with a way of attracting stronger graduates with better academic grades. Discussions with many current PNs revealed a deficiency in the current system for the transitioning of nurses from the acute care sector to the primary care setting. This recommendation would assist in addressing this current limitation. Accordingly, we suggest the development and implementation of a transition-to-practice (new graduate) year for graduate PNs with a structure similar to that of the hospital system. This supports recruitment, induction and retention of PNs. Recommendation five Developing and fostering PN autonomy within general practice. The most common complaint across all stakeholders was that the PNIP had reduced PN autonomy. The development of strategies to increase PN autonomy should be explored. Recommendation six Funding stream to support training and up-skilling for existing PNs. There is considerable scope to enhance educational opportunities related to training, skill development and professional support for PNs. Currently, there are a range of educational opportunities for PN, ranging from APNA-supported continuing professional
20 22 development to postgraduate Master degrees. Evidence from the consultancy indicates that there has been a paucity of educational opportunities for PNs, particularly advanced degrees, such as coursework Masters. With the expansion of educational opportunities, it is recommended that PNs be provided with funding opportunities for furthering education. There are a number of universities, including the contracted one, that have post-graduate primary health care degrees which are ideally suited for PNs. In coordination with the PNIP, increasing PN qualifications is a desirable outcome. This is likely to improve patient outcomes. Funding opportunities that enhance PN s professional scope of practice would be desirable. Recommendation seven Promote the patient-centred and financial benefits of nurse-led chronic disease management clinics. PNs and GPs interviewed in focus groups and one-on-one interviews spoke highly of nurse-led chronic disease management clinics. The PNIP was integral to the continuation of these clinics, although MBS billing items claimed as part of this process were financially attractive. Nevertheless, these clinics enhanced the PN s scope of practice and enhanced patient-centred care. It is recommended that partnerships and collaborations between researchers and practitioners are developed to establish initiatives that address chronic disease prevention. Further research of nurse-led clinics is therefore recommended. Recommendation eight Develop partnerships and collaborations between researchers and health care practitioners to establish evaluative processes that focus on the role of the PN in primary care. It is recommended that collaborations and partnerships are fostered between health care practitioners and researchers. There are a number of existing research collaborations; however, rigorous empirical evidence to support the role and scope of
21 23 practice of PNs are required. Practice nurses need to be involved in the research collaborations and this will further enhance PN leadership capacity. PNIP awareness recommendations The final category of recommendations are intended to raise awareness of the PNIP. This should be directed at specific general practices that have shown interest in the PNIP and would benefit from the information. The consultancy process revealed that despite a concerted and comprehensive information campaign promoting the PNIP by AMLA, this was not universally received by GPs and practices and many GPs revealed that they were unaware of the program. Several GPs indicated that they would like further information about the PNIP. The following recommendations have been constructed to assist with raising awareness of the PNIP, especially the benefits related to the employment of a PN. Recommendation nine Target medium-size general practices who do not currently employ a PN and provide information about the benefits of the PNIP. In light of the findings that half of GPs at medium sized practices (3-5 GPs) were unaware of the PNIP, these practices should be targeted and provided information about PN roles and the benefits of utilising the program. It was determined that this group would most likely embrace the program if they had more information about the PNIP. Specifically, the financial aspects of the PNIP and the roles of the PN need to be conveyed. The use of GP and PMgr Champions would be central to this campaign. General Practitioners in small general practices and older GPs would be the least likely to want to introduce the PNIP in their practice; however, they should not be excluded. A small number of solo GPs did employ a PN and were using the PNIP.
22 24 Recommendation ten Promote awareness of Medicare Locals role in assisting general practices with the accreditation process. There was considerable discussion from the focus groups about RACGP accreditation processes and the impact on the general practice. Many general practices found the process burdensome and others chose simply not to undertake accreditation. It was clear that a substantial amount of accreditation support is made available by the Medicare Locals and awareness of this supports needs to broaden. Awareness programs targeting general practices that are not accredited are warranted. Moreover, incorporating AAPM would likely benefit this process as evidence from the consultancy suggests that PMgrs were central to the accreditation process. The accreditation assistance offered through the PNIP (one-off $5000 payment) would financially assist those general practices. In general practices without a PMgr, the payment may assist with PMgr costs. Recommendation eleven Increased use of the Primary Care Infrastructure Grant scheme, which provides funds to practices to expand their existing premises. The grants offer up to $500,000 to expand existing premises and opening hours, improve access to services and develop new training facilities 1. Knowledge of the Primary Care Infrastructure Grant projects in may encourage and benefit smaller practices that are interested in the PNIP but do not have the physical space, especially in Metropolitan areas. Conclusion In summary, larger general practices, defined as practices that employ more than 6 GPs, are more likely to utilise the PNIP and employ PNs. This was typically related to the employment of a PMgr, who was intricately involved in the initial and ongoing accreditation process and PN employment using the PNIP. General practitioners who worked in metropolitan areas
23 25 were more likely to be older (>55 years) and be in small general practices and not be utilising the PNIP. Interestingly, rural general practices were often larger, with a greater number of GPs and PNs compared to metropolitan practices. In addition, general practices that employed a PMgr, irrespective of practice size, were more likely to utilise the PNIP and employ at least one PN.
24 26 References 1. Health AGDo. Primary Infrastructure Grants. Programs and Campaigns. 2. Health AGDo. Primary Care Budget Statements. Canberra: Australian Government;.
2009 National Practice Nurse Workforce Survey Report Page 1 AGPN is the largest representative voice for General Practice in Australia. It is the peak national body of the divisions of General Practice,
ACN Federal Budget Submission 2014-2015 Funding priorities 1. A National Transition Framework for nurses Recommendation: That resources be provided for a National Transition Framework designed to support
POSITION DESCRIPTION: NURSING IN GENERAL PRACTICE (NiGP) PROGRAM DIRECTOR About APNA The Australian Primary Health Care Nurses Association (APNA) is the peak national body for nurses working in primary
Meeting the business support needs of rural and remote general Kelli Porter 1, Lawrence Donaldson 2 1 Rural Health West, 2 Rural Health Workforce Australia Kelli Porter holds qualifications in health promotion
CLOSING THE GAP tackling disease INDIGENOUS CHRONIC DISEASE PACKAGE CARE COORDINATION AND SUPPLEMENTARY SERVICES PROGRAM GUIDELINES November 2012 CONTENTS 1. Introduction... 3 Program Context... 3 Service
Health Industry Group Primary Health Networks Life After Medicare Locals BULLETIN 2 25 MARCH 2015 HEALTH INDUSTRY GROUP BULLETIN a Federal health policy is changing with 30 Primary Health Networks (PHNs)
Registration standard: Endorsement as a nurse practitioner Consultation report February 2016 Nursing and Midwifery Board of Australia G.P.O. Box 9958 Melbourne VIC 3001 www.nursingmidwiferyboard.gov.au
Issues in Rural Nursing: A Victorian Perspective Angela Bradley, Ralph McLean 5th National Rural Health Conference Adelaide, South Australia, 14-17th March 1999 Proceedings Angela Bradley Issues in Rural
PAPER 1 THE SCHOOL COUNSELLING WORKFORCE IN NSW GOVERNMENT SCHOOLS Introduction This paper describes the current school counselling service within the Department of Education and Communities (the Department)
Aboriginal and Torres Strait Islander Health Workers / Practitioners in focus i Contents Introduction... 1 What is an Aboriginal and Torres Strait Islander Health Worker?... 2 How are Aboriginal and Torres
Growing rural general practice through business support Laura Harnett, Kelli Porter Rural Health West, WA Aim Rural Health West, as a not-for-profit organisation, is funded by the Australian Government
4 th December 2015 Private Health Insurance Consultations 2015-16 Department of Health Via email: PHIconsultations2015email@example.com Re: Private Health Insurance Consultations 2015-16 Dear Private Health
Submission to the Senate Standing Committee on Community Affairs - References Committee Inquiry into the out-of-pocket costs in Australian healthcare May 2014 Out-of-pocket costs in Australian healthcare
About Healthcare Identifiers QUESTIONS AND ANSWERS HEALTHCARE IDENTIFIERS BILL 2010 Q1. What is the Healthcare Identifiers Service? The Healthcare Identifiers (HI) Service will implement and maintain a
Developing a Business Case for an enhanced practice nurse role under the Practice Nurse Incentive Program (PNIP) A Guide for General Practices on Business Case Development November 2011 Developing a Business
Level 1 / 114 Williams St T 61 3 9642 4899 firstname.lastname@example.org Melbourne Victoria 3000 F 61 3 9642 4922 www.speechpathologyaustralia.org.au Speech Pathology Australia s submission to
PROPOSAL FOR ACADEMIC DEVELOPMENT NEW COURSES SECTION 1 1. Name of Award Course MASTER IN STRATEGIC PUBLIC RELATIONS GRADUATE DIPLOMA IN STRATEGIC PUBLIC RELATIONS GRADUATE CERTIFICATE IN STRATEGIC PUBLIC
Every Student, Every School Learning and Support PUBLIC SCHOOLS NSW 27/03/2012 www.det.nsw.edu.au Contents Introduction 3 The need for change 5 A framework for learning and support 9 Establishing a framework
Submission: Primary Health Care Advisory Group Discussion Paper (August 2015) Better Outcomes for People Living with Chronic and Complex Health Conditions through Primary Health Care August 2015 Contact
10/222 Ms Jennie Roe Assistant Secretary Medicare Locals Branch Department of Health and Ageing MDP 1051, GPO Box 9848 CANBERRA ACT 2601 By email: email@example.com Dear Ms Roe Regionally Tailored
National Mental Health Commission Review of Mental Health Programs Australian Primary Health Care Nurses Association (APNA) April 2014 For further information and comment please contact Kathy Bell, Chief
DRAFT OPERATIONAL GUIDELINES FOR ACCESS TO ALLIED PSYCHOLOGICAL SERVICES (ATAPS) TIER 2 ABORIGINAL AND TORRES STRAIT ISLANDERS MENTAL HEALTH SERVICES APRIL 2012 Mental Health Services Branch Mental Health
Health services management education in South Australia CHRIS SELBY SMITH Chris Selby Smith is Professor, Department of Business Management, Faculty of Business and Economics at Monash University. ABSTRACT
RACGP General Practice Patient Charter Australian Primary Health Care Nurses Association (APNA) September 2014 For further information and comment please contact Kathy Bell, Chief Executive Officer, Australian
Nursing and Midwifery Office, Queensland Strengthening health services through optimising nursing Registered Nurse professional practice in Queensland Guidance for practitioners, employers and consumers.
Gippsland: The Prevocational Situation Gippsland Medical Workforce Partnership G i p p s l a n d M e d i c a l W o r k f o r c e P a r t n e r s h i p 1 5 5 G u t h r i d g e P a r a d e S a l e, V i c
21/09/15_19195 September 2015 PEO PLE A N D SERV I CES DI REC TO R AT E 2015 TEACHING WORKFORCE SUPPLY AND DEMAND NSW Department of Education 2015 Teaching Workforce Supply and Demand www.dec.nsw.gov.au
Report on the Evaluation of the Nurse Practitioner Role in NSW July - 2009 In New South Wales Nurse Practitioners undergo a thorough authorisation process through the Nurses and Midwives Board. This enables
Recruitment and retention of rural nurses and allied health professionals Stanford Harrison, Department of Health and Ageing The Australian Government is committed to ensuring that all Australians continue
NOVA SCOTIA S Nursing Strategy 2015 NOVA SCOTIA S Nursing Strategy 2015 Contents Background...1 Support at Every Stage...2 Evidence & Experience...3 A Multi-Faceted Approach...4 Nursing Education...5 Maintain
An Australian Government Initiative Mental Health Nurse Incentive Program A program to enable psychiatrists general practitioners to engage mental health nurses Program Guidelines 1 Introduction The Mental
Recommendations 2004 National SARRAH Conference Alice Springs, 26-28 August 2004 At the end of each concurrent session during the conference there was time allocated for documenting issues raised in each
SOCIAL ENTERPRISE CASE STUDY The Social Enterprise Case Study Series provides an insight into how different types of social enterprises are currently operating in Australia. Social Traders has developed
Nurse Practitioner Accreditation Standard 2015 Who is ANMAC? The Australian Nursing and Midwifery Accreditation Council (ANMAC) is the independent accrediting authority for the nursing and midwifery professions
Policy Document Physicians Assistants Policy Background The Australian Medical Students Association (AMSA) is the peak representative body for medical students in Australia. AMSA is focused on ensuring
Registered nurse professional practice in Queensland Guidance for practitioners, employers and consumers December 2013 Registered nurse professional practice in Queensland Published by the State of Queensland
The National Health Plan for Young Australians An action plan to protect and promote the health of children and young people Copyright 1997 ISBN 0 642 27200 X This work is copyright. It may be reproduced
PRACTICE FRAMEWORK AND COMPETENCY STANDARDS FOR THE PROSTATE CANCER SPECIALIST NURSE MARCH 2013 MONOGRAPHS IN PROSTATE CANCER OUR VISION, MISSION AND VALUES Prostate Cancer Foundation of Australia (PCFA)
Program overview Decision Assist: A program to help deliver palliative care and advance care planning in residential and community aged care. This will help to meet a vital need as the population ages.
Key Priority Areas Key Priority Area 1: Improving access and reducing inequity Key Direction for Change Primary health care is delivered through an integrated service system which provides more uniform
Submission on the National Registration and Accreditation Scheme Partially Regulated Occupations The Australian Medical Council Limited (AMC) welcomes the opportunity to make a submission to the Practitioner
Guidelines on endorsement as a nurse practitioner 7160 Introduction The National Registration and Accreditation Scheme (the National Scheme) for health professionals in Australia commenced on 1 July 2010
Re-entry to practice policy Re-entry to practice overview Summary This policy sets out the re-entry requirements for people who previously held registration as a nurse and/or a midwife in Australia, including
2014 STUDIES IN ORIENTATION AND MOBILITY AT THE RIDBC RENWICK CENTRE Welcome to the RIDBC Renwick Centre. The RIDBC Renwick Centre is a centre for research, professional training, and continuing professional
POSITION DESCRIPTION POSITION DETAILS Position Title: Central Adelaide Director of Psychology Classification: Administrative Unit: Allied Health Term: Type of Appointment: Ongoing Date Created: November
Evolution of the nurse practitioner role at a rural health service Wendy James, Mandy Morcom Rural Northwest Health, VIC It has been well portrayed that despite rural and remote Australia making up over
AHRI PRACTISING CERTIFICATION PROGRAM PROGRAM INFORMATION 2016 AHRI.COM.AU/EDUCATION TABLE OF CONTENTS HR CERTIFICATION IN AUSTRALIA... 2 AHRI PRACTISING CERTIFICATION PROGRAM OVERVIEW... 2 Program Structure...3
Health Consumers Queensland...your voice in health Consumer and Community Engagement Framework February 2012 Definitions In this Framework, Health Consumers Queensland utilises the following definitions
Joint Accounting Bodies CPA Australia Ltd, The Institute of Chartered Accountants in Australia & the National Institute of Accountants Competency Requirements for Assurance Practitioners of Second Tier
Commonwealth of Australia 2014 This work is copyright. In addition to any use permitted under the Copyright Act 1968, all material contained within this work is provided under a Creative Commons Attribution
australian nursing federation Submission to Health Legislation Amendment (Midwives and Nurse Practitioners) Bill 2009 and two related Bills: Midwife Professional Indemnity (Commonwealth Contribution) Scheme
POSITION DESCRIPTION POSITION TITLE REPORTS TO AWARD/AGREEMENT/CONTRACT POSITION TYPE HOURS PER WEEK Nurse Unit Manager Business Director of Ambulatory and Continuing Care Professional Executive Director
A RESPONSE TO SHAPING OUR FUTURE A DISCUSSION STARTER FOR THE NEXT NATIONAL STRATEGY FOR VOCATIONAL EDUCATION AND TRAINING 2004-2010 March 2003 1 This response to Australian National Training Authority
Blue Care Graduate Nurse Program Application Package Contents Graduate Nurse Program Framework...2 Submitting an Application...3 Eligibility Criteria...3 Selection Process...3 Frequently Asked Questions...4-7
Management Research Series No 1/2003 Key findings Management Development Practice in Australia A national study commissioned by the Australian Institute of Management 2002 About this series The Management
POSITION DESCRIPTION, PERFORMANCE MEASURES AND TARGETS Attachment 1 Position Title: Programs & Client Relations Manager Responsible to: Chief Executive Officer Responsibility: Programs Management and Client
2016 STUDIES IN ORIENTATION AND MOBILITY AT THE RIDBC RENWICK CENTRE Welcome to the RIDBC Renwick Centre. The RIDBC Renwick Centre is a centre for research, professional training, and continuing professional
Early Childhood Education and Care 2016 2019 A message from the Minister The skills, qualifications, dedication and experience of our workforce make early childhood education and care services great. The
NATIONAL GUIDELINES FOR THE ACCREDITATION OF NURSING AND MIDWIFERY PROGRAMS LEADING TO REGISTRATION AND ENDORSEMENT IN AUSTRALIA NATIONAL GUIDELINES FOR THE ACCREDITATION OF NURSING AND MIDWIFERY PROGRAMS
Guide to the National Safety and Quality Health Service Standards for health service organisation boards April 2015 ISBN Print: 978-1-925224-10-8 Electronic: 978-1-925224-11-5 Suggested citation: Australian
RDAA SUBMISSION TO THE REVIEW OF AFTER HOURS PRIMARY HEALTH SERVICES Introduction RDAA believes that arrangements for after hours primary health care services must be reviewed and revised. Feedback from
Government of Western Australia Department of Health Nursing and Midwifery Office Nursing and midwifery scholarships, fellowships and financial assistance Nursing and Midwifery...can take you anywhere.
Submission to the Senate Select Committee into Health to inquire and report on health policy, administration and expenditure. September 2014 Health policy, administration and expenditure 1 INTRODUCTION
Policy Directive Document Number PD2012_026 Publication date 15-May-2012 Nurse Practitioners in NSW Ministry of Health, NSW 73 Miller Street North Sydney NSW 2060 Locked Mail Bag 961 North Sydney NSW 2059
TAFE Development Centre response to the Productivity Commission Issues Paper on the VET Workforce In this response the TAFE Development Centre (TDC) addresses the specific questions that focus on workforce
Health Sciences POSTGRADUATE PROGRAMS GERONTOLOGICAL PHYSIOTHERAPY ACU s Postgraduate Programs in Rehabilitation are specifically designed for Physiotherapists and other allied health staff who work in
Position Statement on Physician Assistants Team-based models of medical care that are characterised by responsiveness to local needs, mutual reliance and flexibility have always been a part of rural and
Consumers level of comfort with an advanced practice role for registered nurses in general practice: A Queensland, Australia study. Desley Hegney RN, DNE, BA (Hons), PhD Director, Research and Practice
POSTGRADUATE QUALIFICATIONS IN PRIMARY HEALTH CARE TRAVEL MEDICINE GENERAL PRACTICE PROSPECTUS 2013 1 INTRODUCTION Welcome to interdisciplinary postgraduate education for primary health care professionals.
Nursing and Allied Health Scholarship and Support Scheme (NAHSSS) Undergraduate (Entry-Level) Scholarship Guidelines 2014/15 The NAHSSS is funded by the Australian Government Department of Health Contents
Disability Action Plan The LIV Disability Action Plan aims to: provide equal opportunity for people with disabilities to participate in and contribute to the full range of activities of the LIV; promote
BSB50607 Diploma of Human Resources Management Course Overview Table of Contents Table of Contents... 1 1. Welcome... 2 1.1 VECCI Team... 2 2. BSB50607 Diploma of Human Resources Management... 2 2.1 Program
Budget Submission January 2012 January 23, 2012 Authored by: Sara Harrup BUDGET SUBMISSION January 2012 Introduction The Australian Dental Prosthetists Association Ltd (ADPA Ltd) is the peak professional
pwc.com.au 2013 Early Childhood Education and Care Workforce Review Department of Education February 2014 Workforce Review Report Disclaimer This report has been prepared by PricewaterhouseCoopers Australia
Nurse Practitioner Candidacy Program Funding guidelines and application Contents Western Australian Nurse Practitioner Candidacy Program (WA-NPCP)... 2 Criteria for application... 4 Basis of priority...
Copyright in the material is owned by the State of New South Wales. Apart from any use as permitted under the Copyright Act 1968 and/or as explicitly permitted below, all other rights are reserved. You
POSITION DESCRIPTION CLOSING DATE FOR APPLICANTS: 2 nd January 2015 Salary Range $95,000 - $105,000 including Super and Salary Packaging benefits GPcare Practice Manager: 0.8 1.0FTE (negotiable), 2 year
professional practice management programs customised for the healthcare sector leadership service support UNE Partnerships Pty Ltd The Education & Training Company of the University of New England professional
Improving Emergency Care in England REPORT BY THE COMPTROLLER AND AUDITOR GENERAL HC 1075 Session 2003-2004: 13 October 2004 LONDON: The Stationery Office 11.25 Ordered by the House of Commons to be printed
FACULTY OF EDUCATION AND SOCIAL WORK Strategic Plan for Teaching and Learning 2000-2004 (Revised February 2003) 1 Part 1. Faculty Strategic Plan for Teaching and Learning 2000-2004 (Revised February 2003)
SUBMISSION November 2015 SUBMISSION TO THE MEDICARE BENEFITS SCHEDULE REVIEW TASKFORCE Submission by the Chiropractors Association of Australia Page 1 of 10 About the Chiropractors Association of Australia