ROTATIONAL POLICY STATEMENT ON ACHIEVEMENT OF CPD/ TRAINING FOR NURSING & MIDWIFERY STAFF WORKING NIGHT SHIFTS

Transcription

1 ROTATIONAL POLICY STATEMENT ON ACHIEVEMENT OF CPD/ TRAINING FOR NURSING & MIDWIFERY STAFF WORKING NIGHT SHIFTS Policy elibrary Ref No: 1380 Date of Issue: January 2013 Prepared by: Adam Palmer Date of Review: January 2015 Lead Review: Adam Palmer/Alison Hudson Version: 1 Ratified by: Highland Partnership Forum Date Ratified: 6 th December 2012 EQIA: Yes Date: EQIA: 6 th December 2012 Distribution: Method: CD Rom Paper Intranet For Official Use: Page: Cover Date of Review: January 2015

2 ROTATIONAL POLICY STATEMENT ON ACHIEVEMENT OF CPD / TRAINING FOR NURSING & MIDWIFERY STAFF WORKING NIGHT SHIFTS Page No 1. INTRODUCTION 3 2. AIM 3 3. OBJECTIVES 3 4. KEY PRINCIPLES 3 5. GUIDANCE FOR IMPLEMENTATION 4 6. GUIDELINES 4 Page 2 of 5 Date of Review: January 2015

3 1. INTRODUCTION The majority of nursing and midwifery staff working within in patient settings in NHS Highland work on a rotational basis, covering a mixture of day and night shift working patterns. There are, however, some nursing and midwifery staff for whom night shift working is preferable and NHS Highland is keen to facilitate family friendly work policies. There is, however, the possibility that permanent night shift working reduces exposure to clinical practices and procedures which occur predominantly during the day when patients are awake and the majority of extra ward staff are working. These can include examples such as multi disciplinary team meetings, care plan reviews, working with relatives and carers, clinical procedures such as diagnostic tests, interventions, medication reviews, wound management, clinical assessments. NHS Highland believes that nursing and midwifery staff require to undertake some working time during the day in order to meet the knowledge and skills requirements of their roles. The following policy outlines the aims, objectives and process to achieve this. It should also be noted that any nursing and midwifery staff on permanent night shift contracts (either by being appointed to such or through custom and practice) will have their earnings protected whilst undertaking CPD etc and working day shifts. 2. AIM To support Nursing and Midwifery staff in maintaining skills in line with KSF requirements of their roles. 3. OBJECTIVES To develop a system that enables staff working predominantly night shifts to gain experience of working in the clinical environment during daytime. To develop individual programmes and mentorship for staff during the rotational period. This will relate to each individual s PDP and KSF. 4. KEY PRINCIPLES Experience of delivering nursing and midwifery care throughout the 24 hour period benefits both patients and the individual staff concerned, through improved teamwork, communication and continuity of care, the sharing of Page 3 of 5 Date of Review: January 2015

4 workload within the team, and opportunities to update and enhance skills and knowledge. All nursing and midwifery staff who work in a 24 hour service will be required to take part in a 24 hour rotational shift pattern. Staff who for social or domestic reasons prefer to work predominantly on nights will have a minimum requirement of four weeks each year (pro-rata) on day shifts. This should be agreed in advance with their ward manager who, having regard for the needs of the service, will also take into account the individual s personal circumstances. It should be noted that this minimum may need to be extended, depending on the requirements for the individual and service area, and feasibility of attending courses, mentorship roles, training requirements, etc. (There will also be a requirement over time to review any arrangements put in place whereby staff who work permanent night shifts for social or domestic reasons). Staff who have spent several years on night duty will be given a personal orientation to day duty by a named nursing/midwifery colleague. Similar arrangements should be made for those rotating on to night shifts. Staff should not work day shift and night shift in the same week unless in exceptional circumstances agreed by the ward manager and staff member 5. GUIDANCE FOR IMPLEMENTATION Implementation of this policy involves balancing the requirements of the service with the needs of staff. This guidance paper, which should be read in conjunction with the policy statement, has been prepared to help the ward manager who is responsible for the introduction and management of this policy, do so in a fair and equitable way. 6. GUIDELINES The following points of good practice should be followed: 6.1. The policy should be fully discussed at ward meetings and as far as possible solutions to any potential difficulties identified and agreed Good forward planning will be essential not only to meet service requirements but to help members of staff with particular social and domestic circumstances such as school holidays, etc Staff who have spent a long time working one particular shift pattern will require help and support. For night staff coming on to days a mentor should be identified who can give this support. A similar arrangement should be made for day duty staff working nights for the first time, by informing the night managers in good time After consultation with the member of staff the Senior Charge Nurse/Midwife has the discretion to adopt a flexible approach to the minimum requirement of four Page 4 of 5 Date of Review: January 2015

5 weeks each year spent on the opposite shift. For example, the four weeks can be split up over the year, to suit the needs of the service and the individual member of staff The successful implementation of this policy will require good communication within the ward team and an understanding by all parties of the issues involved. Following initial discussion between the SCN/M every effort should be made to reach agreement. Where agreement cannot be reached, the Senior Charge Nurse/Midwife may require further advice from Human Resource services, and the member of staff has the right to support from a Trade Union Representative. Failure to reach agreement may result in the individual considering utilising the NHS Highland Dealing with Employee Grievances Policy and NHS Highland Whistleblowing Policy - Implementing & Reviewing Whistleblowing Arrangements Policy Senior Charge Nurses, Midwives and mentors should, through the PDP&R process, assess the training needs to help the individual member of staff identify and achieve the desired learning outcomes Occupational health checks will be offered, bi-annually, for night workers. Page 5 of 5 Date of Review: January 2015