Role Description. Our Mission: Together, Improve the Health and Independence of the People of the District

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1 Role Description Position: Nurse Educator Service / Directorate: Director of Nursing and Midwifery (DONM) Office Responsible to: Associate Director of Nursing - Workforce Development Our Mission: Together, Improve the Health and Independence of the People of the District Our Vision Better Health and Independence for People, Families, and Communities Our Values: Innovation Action A focus on People and Patients Living the Treaty Professionalism through Leadership, Honesty, Integrity and Collaboration Excellence through Effectiveness and Efficiency RD Nurse Educator PD Revised December 2015

2 Context Organisation perspective The Capital and Coast District Health Board (CCDHB) covers a region extending from Wellington to Otaki. It comprises key delivery arms in primary, secondary and tertiary health. Hospital and Health Services (HHS) is primarily responsible for the hospital and health services delivered via a new Wellington Regional Hospital (opened in March 2009); a secondary and community facility at Kenepuru; a Forensic, Rehabilitation and Intellectual Disability Hospital at Ratonga Rua-o- Porirua; and Kapiti Community Hospital. The total operating budget for the provider arm is approximately $570M. There is an ongoing change programme begun in 2008 to resolve HHS performance with a target of achieving performance in the top five District Health Boards and a break even operating result. We are focused on improving the health of our local people, families and communities and reducing inequalities within our population. To support this we will ensure: integrated delivery of services backed by sound infrastructure financial and clinical viability of services, facilities and support a culture that supports health improvement and addresses disability needs locally and across our region the development of clinical leadership regional collaboration Priorities in the current year for HHS are: achieving an activity-led financial recovery becoming an employer of choice devolution of authority and decision-making Directorate/Service Perspective Workforce Development Context The DONM Office team support the Directors of Nursing and Midwifery roles by enabling the alignment of the DONM s professional, operational and strategic leadership accountabilities with the nursing and midwifery programmes, within allocated resources to reflect national and regional priorities. Professional development is an important workforce focus across primary, secondary and tertiary services as is developing, managing and improving processes and systems to optimise workforce contribution and resilience to ensure quality patient outcomes. CCDHB is a tertiary teaching hospital providing undergraduate, postgraduate and ongoing learning for staff across the district, sub region and region. The Nursing and Midwifery Priorities and Action Plan directs the DONM Office work steams and is aligned Page 2 of 10

3 with the organisational and regional strategic direction. Nurse and Midwife teams commit to provide person/family centred care using current evidence to assist people to achieve their optimum health. Prioritised work streams to lead our workforce to deliver quality patient care and experience include; Safe and quality care delivery, Workforce leadership: knowing, engaging and growing our workforce. Initiatives specific to this role are reflected in the KPIs. As with clinical teams the DONM Office team demonstrate values consistent with those of CCDHB and are committed to the principles of the Treaty of Waitangi. The DONM Office works closely with Quality Improvement and Patient Safety (QUIPS) to promote a culture of education and research which will enhance staff s skills and capability to provide high quality and safe services, and position the DHB to take a lead role in training, education and research within the region. Role perspective: All registered nurses require Registration with the Nursing Council of New Zealand (NCNZ) and maintain a current annual practising certificate. Application onto the CCDHB Professional Development and Recognition Programme (PDRP) at a senior level (either expert or senior) is required. Patient safety and quality improvement are important priorities to ensure an appropriate level of clinical care. The Nurse Educator (NE) will provide leadership in the clinical environment to bring about practice improvements and ensure high levels of safe and competent practice. This role works across the sector (Primary, Aged and Residential Care and Hospital and Health Services) focussing on professional development for registered nurses, midwives, enrolled nurses and the unregulated (Kaiawhina) workforce. Supporting change implementation is an important aspect of this role as the clinical context changes rapidly. The NE role provides education and support identified in the Nursing and Midwifery Priorities and the organisation s strategic direction. The NE will work closely with the Associate Director of Nursing Workforce Development, who is informed by the Nursing and Midwifery Priorities. This role is critical in engaging the Kaiawhina workforce on the merit steps, Professional Development and Recognition Programme (PDRP) for nurses and Quality and Leadership Programme (QLP) for midwives. This NE role will focus on all aspects of professional development across the DHB including Maori and Pacific forums for development, cultural and peer support and other forums that support Nursing and Midwifery Leadership initiatives. I.e. International Nurses and Midwives Celebrations. The NE will be an expert in educational delivery, facilitation of education and assessing the educational needs of the clinical nursing teams to increase uptake of PDRP/merit steps. Purpose of the role To lead, facilitate, and monitor the professional development recognition programmes (PDRP, QLP, Merit Steps). Undertake activities and provides resources to ensure workforce engagement in professional development and career pathways. Contribute to DONM Office projects that promote professional and practice standards. This role works across the sector (Primary, Aged and Residential Care and Hospital and Health Services) focussing on professional development for registered nurses, midwives, Page 3 of 10

4 enrolled nurses and the unregulated (Kaiawhina) workforce. The Nurse Educator provides professional nursing leadership and role modelling, working with staff to meet quality and safety standards of care. This includes contributing to the development of policies and procedures. Page 4 of 10

5 Key Accountabilities Key Accountability Deliverables / Outcomes Key Performance Indicators / Measures 1. Leadership Organisational wide advocacy for professional development and Career Pathways (PD Framework) and PD recognition programmes 2. Education, Research and Teaching Maintain integrity of PDRP/QLP across the DHB and Merit Step in the HHS and coordinates these programmes Lead and manage the implementation of project based work Role models optimal standards of professional nursing practice and contributes to recognising and rewarding excellence Work on strategic priorities and objectives as agreed with ADON Workforce Development Lead and introduce practice innovation, new technologies/procedures Organisational and professional advocacy Recognition of financial and resources constraints Liaise with NCNZ and managers and ADONs to ensure continuing competence requirements are met Regional/Sub Regional collaboration Ongoing development of education for HCAs and nurses in response to organisational needs Work directly with patients and staff across services as an expert teaching resource for PDRP and merit steps Identify and support development of educational information Work with clinical areas to ensure all new staff on the PDRP within 6 months of appointment PDRP targets are met across the DHB as per Nursing and Midwifery Priorities to improve retention and skill mix QLP data is accurate and reported on. Leads International Nurses and Midwives celebrations Feedback regarding engagement with Directorates/Primary and NCNZ audits of PDRP Supports clinical areas with HCA performance reviews and access to Merit Step programme where appropriate and supports a trend showing increasing attainment Engages with the nursing and midwifery Kaiawhina workforce to implement the Kaiawhina workforce plan. PDRP participation (portfolio assessment, reporting and training of assessors). PDRP appeal rates are less than 5% across the entire program Organisational and national PD matters for PDRP, Merit Steps addressed in monthly reports and to Advisory Group Advisory group maintained effectively Numbers of Assessors communicated to ADONs. Promotes sub-regional initiatives for PDRP and Merit Steps Programmes Contributes to organisational policy, protocols and guidelines and ensures currency Educates and manages the PDRP and merit step processes to achieve 90% of nurses/hcas on programmes Provides regular education and support in clinical areas Supports the introduction of practices, innovation, new technologies / procedures Page 5 of 10

6 Key Accountability Deliverables / Outcomes Key Performance Indicators / Measures resources required including e- learning 3. Quality and Risk Advocates and supports Maori and Pacific workforce Delegated responsibility for monitoring, reporting and ensuring quality and standards of practice to support a safe patient journey and workplace Actively contribute to continuous quality improvement activities within the service Identify issues and undertake audit/practice review as required 4. Workforce Implements the key components of the Nursing and Midwifery Priorities to address practice issues. 5. Professional Development Engages staff in appropriate education i.e. core skills, professional development to address Regional Service Plan objectives for the service. Maintains personal annual practising certificate and meets PDRP requirements Undertakes professional development and attends relevant PD as agreed National linkage with PDRP Supports the maintenance and updates of certification processes for PDRP Provides and supports development of relevant teaching and resource material for merit steps and PDRP Develops e-portfolios with subject experts Engages and leads collaboration for Hui and Fono to support Maori and Pacific workforce Audit schedule - moderation activities are monitored, reported and a plan developed to address identified issues Health and Safety Compliance Accreditation and certification compliance Leads NCNZ PDRP accreditation Policies, protocols and guidelines related to PDRP and Merit Steps are current and are reviewed and updated as required PDRP database maintained to meet NCNZ, HHS and Primary Sector requirements Analyses and reports PDRP/QLP from Kiosk database Establishes and maintains the Kaiawhina database for merit steps Work with CNMs, CNS, HR and ADONs to assist services with PDRP uptake to strengthen nursing within the Service Assists areas to develop education plans in relation to PDRP and assists with implementation Support clinical areas to achieve 90% of nurses on the PDRP Support clinical areas to achieve 90% of Kaiawhina on merit steps Evidence of increased uptake in the PDRP and Kaiawhina merit steps Supports CNMs to complete Kaiawhina performance reviews Maintains skills and knowledge Portfolio evidence of Senior PDRP reflects ongoing Nursing Council competence requirements. Evidence of role development and practice /service developments Page 6 of 10

7 Key Accountability Deliverables / Outcomes Key Performance Indicators / Measures Coordinators, NZNO and NCNZ 6. Occupational Health & Safety Complies with responsibilities under the Health & Safety in Employment Act 1992 Has read and understood the Health & Safety policy and procedures. Actively supports and complies with Health & Safety policy and procedures. Evidence of support and compliance with health and safety policy and procedures including use of protective clothing and equipment as required, active participation in hazard management and identification process, and proactive reporting and remedying of any unsafe work condition, accident or injury. Page 7 of 10

8 Key Relationships & Authorities Key relationships within service: Directors of Nursing & Midwifery All roles within the DONM Office Reports to: ADON Workforce Development Nurse Educator Has these direct reports: Nil Key relationships outside service: Service Associate Directors of Nursing/Midwifery Other Nurse/Midwife Educators Charge Nurse Managers and Associate Charge Nurse Managers Clinical Nurse Specialists Maori and Pacific Health Units Primary and ARC sector nurses, managers Occupational Health and Safety Quality Improvement & Patient Safety Unit NCNZ NZNO Learning and Development Group Tertiary Education Providers Page 8 of 10

9 Capability Profile Competencies Role holder must be able to demonstrate achievement of the competencies of a registered nurse as per the requirements of the Nursing Council New Zealand as per the Health Practitioners Competence Assurance Act (2003). See and In addition to the above, solid performance in the role requires demonstration of the following CCDHB competencies. Competency Behaviours Problem Solving Uses rigorous logic and methods to solve difficult problems with effective solutions Probes all fruitful sources for answers Can see hidden problems Is excellent at honest analysis Looks beyond the obvious and doesn t stop at first answers Organising Can marshal resources (people, funding, material, support) to get things done Can orchestrate multiple activities at once to accomplish a goal Uses resources effectively and efficiently Arranges information and files in a useful manner Directing Others Is good at establishing clear directions Sets stretching objectives Distributes the workload appropriately Lays out work in a well-planned and organised manner Maintains two-way dialogue with others on work and results Brings out the best in people Is a clear communicator Motivating Others Creates a climate in which people want to do their best Can motivate many kinds of direct reports and team or project members Can assess each person s key drivers/values and use these to get the best out of him/her Pushes tasks and decisions down Empowers others Invites input from each person and shares ownership and visibility Makes each individual feel his/her work is important Is someone people like working for Interpersonal Savvy Relates well to all kinds of people up, down, and sideways, inside and outside the organisation Builds appropriate rapport Builds constructive and effective relationships Uses diplomacy and tact Can diffuse even high-tension situations comfortably Customer Focus Is dedicated to meeting the expectations and requirements of internal and external customers Gets first-hand customer information and uses it for improvements Page 9 of 10

10 Competency Building Effective Teams Behaviours in products and services Acts with customers in mind Establishes and maintains effective relationships with customers and gains their trust and respect Blends people into teams when needed Creates strong morale and spirit in her/his team Shares wins and successes Fosters open dialogue Lets people finish and be responsible for their work Defines success in terms of the whole team Creates a feeling of belonging in the team Other aspects of capability not covered by the above competencies a) Knowledge and Experience: Extensive nursing experience and knowledge Adult and contemporary learning techniques b) Essential Professional Qualifications / Accreditations / Registrations: Registration with the Nursing Council of New Zealand as a RN Current practising certificate without conditions Relevant post-graduate qualification or study towards this c) Someone well-suited to the role will place a high value on the following: High quality care for the patient/client/whanau Ensuring that they take responsibility for their work Advocating for professional and organisational initiatives Capital and Coast District Health Board (CCDHB) is committed to supporting the principles of Equal Employment Opportunities (EEO) through the provision and practice of equal access, consideration, and encouragement in the areas of employment, training, career development and promotion for all its employees. CCDHB is committed to Te Tiriti o Waitangi principles of partnership, participation, equity and protection by ensuring that guidelines for employment policies and procedures are implemented in a way that recognises Maori cultural practices. The role description will be reviewed regularly in order for it to continue to reflect the changing needs of the organisation. Any changes will be discussed with the position holder before being made. Annual objectives and performance measures will be set each year during the annual performance planning and development meeting. Page 10 of 10

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