1 Strategy on Nursing Education, Training and Practice 2012/13 to 2016/17 5 April 2013
2 Outline of the Presentation Purpose Themes Objectives Recommendations Members of the Ministerial Task Team
3 Purpose of the Strategy he purpose of the Nursing Education, Training nd Practice Strategy is to develop, reconstruc and revitalize the profession to ensure that nursing and midwifery practitioners are equipped to address the disease burden and population health needs in a revitalized healthcare system in South Africa
4 Themes e challenges were examined under seven themes: Nursing education and training; Resources in nursing; Professional ethos and ethics; Governance, leadership, legislation and policy; Positive practice environments; Compensation, benefits and conditions of employment; an
5 Objectives of the Strategy he objectives are to: Promote and maintain a high standard and quality of nursin and midwifery education and training; Enhance and maintain professionalism and professional eth amongst members of the nursing and midwifery professions; Promote and maintain an enabling, well-resourced and positiv practice environment for nursing and midwifery; Enable strong leadership at all levels of nursing and midwife practice; Guide the production of sufficient numbers and the appropria
6 Strategic Priority 1 Education and Training rategic Objectives To develop a national nursing education policy To position nursing education institutions in highe education To implement a new Model for Clinical Education an Training To establish a national, uniform policy for studen status and funding support
7 Recommendations: Education and Training Develop a national nursing education policy office of CNO is instrumental in facilitating the task to develo
8 Recommendations: Education and Training 1.2 Status of public colleges Urgent engagement between the national Department of Health and the national Department of Education and Training to facilitate the process of incorporating public nursing colleges and their programmes in higher education to enable them to continue to produce nurses. Establish a task team to draft a public nursing colleges Act. Finalise an accreditation framework for NEIs and their clinical training facilities using SANC and CHE criteria and the national
9 Recommendations: Education and Training.3 New Model for Clinical Nursing Education and Training Initiate the Model for Clinical Education and Training wi structural support Re-establish clinical teaching departments at all NEIs or hospita supported by a coordinated system of preceptors and clinic supervisors. Appoint a Working Group to champion the implementation this model consisting of the nursing education stakeholder (NE group and two Human Resources representatives from th national and provincial Departments of Health.
10 Recommendations: Education and Training.4 National policy for student status and funding support Award full student status to students in nursing programmes. Develop a national funding model for nursing students which includ student accommodation and uniforms. Funding support for all nursing students should be provided by t Department of Health. Students from countries outside South Africa must be funded by th respective countries. Funding should be available for the minimum prescribed period for t programme that students are enrolled for plus one additional year whi allow one year extension for the study programme. Compel students to work for the state for same period as they were fund
11 Resources in nursing rategic Objectives To develop a national nursing portfolio To develop and re-orient nurse educators to ensur sufficient numbers of well-trained educators To develop management competencies of, and re orient nurse managers
12 Recommendations: Resources for Nurse Educators.1 Structural arrangements Appoint a dedicated person, reporting to the Chief Nursin Officer within the NDoH to provide leadership an stewardship for the nursing education portfolio. The person should develop a National Plan to update a nurse educators to meet requirements of the variou nursing education reforms
13 .2 Revision of SANC requirements for registration as nurse educato SANC should prioritise CPD for nurse educators. The SANC requirements should be revised to take into account the scien and art of teaching and graduating nursing students. The core competencies required for prospective nurse educators should stipulated, to include inter alia: competencies in interpersonal relationships (including conflict resolution); clinical specialty or area of instruction; teaching and learning methodologies; supervision of theoretical learning and clinical practice; research methods, knowledge of technology in education; ability to teach/mentor in a clinical environment (not just clinical competence); assessment methods; involvement in policy development and implementation; and leadership. The practical component should be increased and all nurse educators shou
14 Dedicated funding -marked funding should be available for a nurse educator framew ilar to the Clinical Training Grant provided by the Departmen cation to universities) h NEI should be allocated at least 0.5% of their personnel budge se educator development. NDOH should commence with the allocation of seed money to s ovative programmes that target nurse educators. An amount of lion per province in 2013/14 financial year, expanding over the M iod is recommended. vincial/ private sector bursaries should target nurse educa cifically.
15 Increase number of resident universities that offer the Advan Diploma in Nursing Education view the training of nurse educators, increasing the number of those ceive Advanced Diploma in Nursing Education from resident univers d reduce the number of nurse educators who obtain their qualificat rough distance learning. troduce an integrated approach to the education of nurse educa volving education, service and nursing experts in the curriculum plann d presentation, as well as the teaching and learning experiences. Develop a specific recruitment and retention educators strategy for nu view the career path of nurse educators.
16 Merit-based promotion plement an open and transparent merit-based promotion syste nursing management positions. Mentoring Programme erging managers should be identified and allocated mentors fro erienced nurses of a senior rank who are respected and keen ch and assist. Recognition for different levels ere should be recognition of the different levels of nursin petencies, depending on whether it is an executive nursin
17 Review of the content of nursing management course and the teaching methods mpetencies for different levels of nursing management shou defined, and should include competencies in human resource e management, quality/ patient/ community. Managers forums t up Managers Forums at district or sub-provincial level whe nagers from both public and private sector can share success d challenges and learn from each other. These forums shou allocated resources and formally recognised
18 .11 Increase access to education and training Access to education and training programmes for clinic specialisation must be made available to enable practitione to enrol and complete programmes. This includes th provision of study leave and financial support..12 Clinical career pathing To retain specialist nurses, career pathing must be created ensure that practitioners have equal opportunity to remain clinical practice with Masters and PhD degrees. This requir the negotiation for positions for clinical specialists an
19 o implement a comprehensive programme to restore ethics nd respect in nursing o promote the nursing profession at school level to attract a ood cadre of nurses o mainstream ethics in basic and post basic nursing training o promote collaborative partnerships to unify nurses
20 .1 Comprehensive programme a comprehensive programme to reinstate the profession in the profession, to market the profession positively as a career to potential recruits for nursing programmes.. the proposed programme on nursing and midwifery practic education and training, nursing associations and the regulato.2 Promote nursing as a career of choice the implementation of the proposed programme on both curre and prospective nurses or recruits into nursing. nursing students through NEIs using SANC minimu. Evaluate prospective students against the establish
21 Mainstream ethics in nursing education and training nclude professional and work ethics as compulsory components of inervice education and CPD programmes for all levels of education and raining and practice of nursing and midwifery. nclude ethics, innovative teaching, group studies and electronic media n the development and reorientation of educators Promote collaborative partnerships to unify the profession trengthen links between societies, organisations and NGOs for human aring to strengthen their work. rofile the role of professional organisations and employers in assisting urses to work together. evive and coordinate the professional associations which give the
22 Governance, Leadership, Regulation and Policy Strategic objectives To promote the effectiveness of SANC To promote regulation of community health workers To promote institutional governance and leadership
23 Regulation and Policy Promoting Institutional Governance and Leadership Nurses must comply with the National Core Standards in terms of leadership and governance. Implement the proposed CNO executive structures. Fill leadership positions with nurse leaders selected on merit with the ability to meet health service delivery demands. Institute annual performance contracts for every nurse manager. Implement effective Performance Management Systems for all categories of staf and set norms for all categories and clinical areas focused on best care practices; staff satisfaction; and quality of services. Ensure that the minimum service level agreement recommended in the Nursing Compact 2011 is signed to prevent nurses participation in future strikes. Capacitate nurse leaders through executive management programmes rather than narrow focus on nursing management only.
24 Regulation and Policy.2 Community health worker (CHW) regulation Accredit and regulate CHWs based on provincially determined needs Align training of CHWs with the NDoH plan..3 South African Nursing Council (SANC) Review and promote the effectiveness of the SANC. Consider revising the name of SANC to include an explicit reference to Midwife in order to reposition Reproductive Health, and to give the discipline the necessa attention as the country focuses on achievement of the Millennium Developme Goals 4 and 5. Fast track the development, promulgation and implementation of regulations to t Nursing Act. Review the composition of the Council and consider the inclusion of the nation Chief Nursing Officer; a representative from a professional organisation;
25 Positive Practice Environments (PPE) o develop and implement a structured roll out and monitoring f PPE o develop a CPD system for nurses and midwives o develop a framework to recognise post graduate ualifications o improve the use of Information Communication Technology nursing and midwifery care provision
26 Develop and implement a structured roll out monitoring of PPE ablish an Advisory Committee comprising of education, pu private healthcare stakeholders to assist with develo delines to implement and monitor PPE. lude nurses, midwives in the initial planning and design of he ilities orporate PPE standards into the National Core Standards proj ognize improvements within and between institutions that e to attract and retain well qualified nurses and consiste
27 Develop and implement a structured roll out and monitorin PPE (Continued) ck performance over time to determine the causal link betw lementing improvement initiatives and achieving improved results. lement a benchmarking facility to enable sharing of best practices. ure flexible shifts to suit practitioner and nursing unit needs. iew the current staffing norms and skill mix and align clinical practice e of work to patient care requirements and needs. elop policies on staffing ratios, occupational health and safety inclu ence prevention.
28 .2 Develop a framework to recognise post gradua qualifications Develop a framework for the recognition of post-gradua qualifications, specialities and sub-specialities Develop career paths for advanced practitioner s (Master s and Ph prepared nurses) in the clinical practice setting..3 Implement CPD for nurses and midwives Make induction and Continuous Professional Development (CPD programmes compulsory for all categories of nurses and midwives. Institute CPD as matter of urgency and link with licensing an professional progression to CPD.
29 5.4 Information, Communication and Technology (ICT for nurses and midwives Revitalise the SANC database to create a useful tool strengthen the National Health Information System an inform planning for nursing and midwifery services. Incorporate ICT competencies into curricula to improve th competency level of nurses and midwives. Improve access and provision of ICT systems in th workplace to capacitate all employees.
30 Compensation, Benefits and Conditions of service o improve OSD for nurses o improve incentives to promote retention and recruitment o ursing staff o popularise and propose the use of white uniforms
31 .1 Occupational Specific Dispensation (OSD) Align OSD to be compatible with Performance Manageme and Development System (PMDS) tool to eliminate the curre disputes arising out of the Generic PMDS tool. Link PMDS with Continuous Professional Development (CPD to enhance career pathing. Install systems to facilitate the smooth implementation of OSD
32 Align nurses salaries to that of other health professionals..2 Improve incentives to promote retention and recruitment nursing staff Review financial incentives such as danger allowance (currently on applicable to nurses working in psychiatric hospitals) to include oth settings such as TB hospitals Revisit designation rural areas for the purpose of rural allowance. Extend rural allowance to all categories of nurses. Standardise of the allowance should be standardised across profession Improve current night shift allowance.
33 Centralise procurement of uniform and issue vouchers for unifor Introduce simple plain white uniforms Popularise the decision of the Summit through communicatio campaigns and meetings. Implement simple, plain white uniform [dress, skirt, blouse, pan shirt, navy cape, blazer/cardigan, navy shoes,] with navy accessories. Uniform allowances should be phased out over three years and nurs should be issued with uniforms. Present the issue to bargaining councils debating the modalities transition from the allowance to issuing of the uniform for all nurs and midwives, facilitated by the Department of Health.
34 Nursing Human Resources for Health (HRH) Objectives develop a model which provides information on the future supply of nurses for t and private sectors, for hospitals, PHC and NGOs (including the new staff nur improved data quality on nurses and ensure a SANC database which deta location of employment, country of employment, employer, time work and other relevant details determined with nursing stakeholders. develop a database which details education institutions and their output, producti employment of nurses by district and province for the public and private sectors develop a project on safe nurse staffing guidelines based on draft guidelines and PHC developed by the MTT should be implemented; and the nurse staffi by category and the training implications based on safe nurse staffing guidelin determine the financial implications of nurse training and nurse employment to me policy requirements and safe staffing guidelines for hospitals in the public sector
35 .1 Develop a model which provides information on the futu of nurses for the public and private sectors, for hospita and NGOs (including the new staff nurse category). Develop a model to determine and monitor nurse staffing needs. In the short term, more professional nurses are going to have to roduced while the new model becomes operational and the new sta urse category is being trained..2 SANC should have improved data quality on nurses and ensu database which details qualifications, location of employmen of employment, employer, time worked daily, and oth details determined with nursing stakeholders. SANC to improve the data fields they collect when nurses reregister
36 3 Develop a database which details education institutions an output, production and employment of nurses by district an for the public and private sectors velop a database which details education institutions and their outpu nd employment data, for the public and private sectors. 5 Determine the financial implications of nurse training an employment to meet PHC policy requirements and sa guidelines for hospitals in the public sector. Facilitate the return of retired nurses and nurses who left th. velop and implement policies to enable the recruitment an ppointment of nurses returning to South Africa from abroad, nurses wh
37 TT Implementation Plan and Roadmap Implementation Plan: Page 41 to 54 Financial implications: Page 55 to 57
38 s Daisy Mafubelu (Chairperson) ofessor Judy Bruce s Nelouise Geyer s Thembeka Gwagwa Mrs Catherine Makwakw Dr Sipho Mkhize Professor Laetitia Rispel Ms Maureen Sithole THANK YOU
South African Nursing Council (Under the provisions of the Nursing Act, 2005) e-mail: email@example.com web: www.sanc.co.za P O Box 1123, Pretoria, 0001 Republic of South Africa Tel: 012 420-1000 Fax:
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