South West Graduate Nurse Program

Transcription

1 South West Graduate Nurse Program Incorporating: South West Healthcare - Warrnambool Campus - Camperdown Campus Supporting programs at Terang & Mortlake Healthcare Service Timboon Hospital Moyne Health Service Port Fairy

2 C O N T E N T S BACKGROUND INFORMATION Rationale Course Objectives Program Numbers Employment Annual Leave Uniform 2 PROGRAM STRUCTURE Induction Program Clinical Orientation Clinical Component 5 - Rotations 5 -Specialist Areas 5 -Supernumerary Component 6 -Clinical Support 6 - Nurse Teachers / Clinical Support Nurses - Clinical Resource Nurses / Preceptors - Debriefing - Clinical Reflection -Core Competencies 6 -Staff Development Review Theoretical Component Evaluation Presentation 7 APPENDIX - Sample Rotation

3 1. BACKGROUND INFORMATION 1.1 RATIONALE The principle aim of the South West Graduate Nurse program is to support new graduate nurses during the period of transition in which the graduate develops the skills, knowledge and values (additional to those learnt during undergraduate study) required to become an effective member of the nursing workforce (Queensland Nursing Council, 2001; Reid, 1994). The ultimate goal is for the graduate nurse to become competent, confident, accountable and professional. Through collaborative arrangements between South West Healthcare, Terang & Mortlake Health Care Services, Timboon Hospital and Moyne Health Service participants are offered a range of clinical experience supported by a comprehensive theoretical component essential to the practical skills needed by the beginning practitioner. 1.2 COURSE OBJECTIVES 1. To ensure that the standard of nursing care provided for patients/clients is of the highest possible standard. 2. To provide a learning environment which meets the clinical and theoretical needs of participants. 3. To ensure that participants are provided with the support and assistance needed to become competent First Year Registered Nurses (Division 1). 4. To minimise stress relating to the transition from student to that of Registered Nurse (Division 1). 5. To promote professional accountability appropriate to First Year Registered Nurses. 6. To foster nursing as a caring, compassionate profession capable of delivering and co-ordinating the health care needs of clients. 7. To provide a comprehensive program in response to contemporary health care issues. 8. To enhance problem based learning through the use of such strategies as clinical reflection, learning packages & various educational programs. 9. To promote accountability for ongoing professional development. 10. To ensure nurses are well prepared for the range of nursing workforce issues. GNP / Program

4 1.3 PROGRAM NUMBERS The is comprised of 18 participants, 3 participants being matched to regional hospitals Terang, Timboon and Port Fairy. Educational support is provided through South West Healthcare while clinical placement is carried out in the individual hospitals for a full 12 month term. South West Healthcare Camperdown Campus, is included in the rotations and offers a variety of clinical experience including District Nursing, Aged Care, Acute surgical/medical, Midwifery and Operating Suite. 1.4 EMPLOYMENT Applicants for Graduate Nurse position are appointed through the Computer Match system Participants are generally employed full time for a twelve-month basis. Consideration however is given to those individuals who would prefer a part-time contract. (minimum of.6 EFT) Participants appointed to positions in Timboon, Terang or Port Fairy are offered separate contracts for each organisation. Conditions of Employment Conditions of employment require the following documentation: a current registration certificate as provided by the Nurses Board of Victoria a signed Confidentiality Agreement a completed Application for Employment Form a current Police Check a Working with Children check 1.5 ANNUAL LEAVE Based on the amount of leave accrued, two to three weeks of annual leave is allocated approximately mid way through the programs. Variations to the scheduled time may be negotiated with the relevant department heads. (Those participants moving from one facility to another will have all accrued leave paid at the completion of each contract). 1.6 UNIFORM Uniforms are provided for the term of the contract. This is with the exception of shoes, which are to be provided by the individual. Uniforms are returned to place of employment at the completion of that contract. Those matched to regional hospitals will need to check the code of dress with their employer. GNP / Program

5 2. PROGRAM STRUCTURE 2.1 INDUCTION PROGRAM ON-LINE ORIENTATION TO BE COMPLETED PRIOR TO COMMENCING FEBRUARY 2009 The induction program is designed to enable each new graduate nurse to develop to their full potential as a member of the staff as quickly as possible. Employee confidence and job satisfaction will be more readily attained in a supported environment where a safe workplace will be assured and the standard of client care will be maintained at an optimal level. Fundamental components of the induction program comprise essential information new graduate nurses require on commencement of their employment. DATE: Monday February 1st 2010 TIME: 8.00 AM 5.00 PM VENUE: Frank Lodge Conference Centre South West Healthcare (Warrnambool Campus), Ryot Street Below is a list of topics covered for general orientation as a new employee of SWH Human Resource Management comprising: Leave entitlements / options / processes Grievance & disciplinary procedures Training & development EEO Position Description Payroll procedures Sexual harassment Staff benefits Occupational Health & Safety comprising: Emergency responses Fire safety and prevention Incident / accident reporting Risk and hazard identification WorkCare Relevant legislation Occupational Health & Safety Committees / Reps Zero Tolerance No Lift Patient Manual Handling System GNP / Program

6 Infection Control: Infection Control Principles Blood Borne Viruses Universal Precautions Infection Control policies and procedures Waste Disposal / Recycling Immunisation Staff Health Client Care Principles: Rights and Responsibilities Confidentiality Patient Satisfaction Public Relations Complaints General Aspects: Parking Staff suggestions Smoking policy Organisational Structure Quality Improvement 2.2 CLINICAL ORIENTATION Orientation to the Graduate Nurses first clinical area occurs during the orientation week where 3 full shifts will be undertaken. Placed in their specific area on a supernumerary basis, the Graduate Nurse, under the guidance and assistance of the clinical resource personnel and nurse teachers, commence the structured orientation program for that particular area. DATE: Tuesday February 2nd 2010 TIME: As rostered VENUE: First clinical placement 2.3 CLINICAL COMPONENT Rotations Clinical placements are established following negotiation with individual graduates of the Program. This is to enable specific clinical interests of graduates to be better accommodated. Clinical experience at Warrnambool is available in the fields of medical, surgical, rehabilitation, operating suite, District Nursing, Palliative Care, ICU Stepdown. GNP / Program

7 The number of clinical placements are minimised to assist the graduate nurse in the consolidation of clinical practice and is usually limited to 3 placements. During each placement, and through the utilisation of clinical support structures, graduates will be given an appropriate orientation program, competency assessments, ongoing clinical support and Staff Development Reviews. Supernumerary Component At a minimum, on the first day of each clinical rotation, graduates will be rostered on a supernumerary basis. This means that as an extra staff member, graduates are given time for induction / orientation to that particular area. Nurse Teacher / Clinical Support Nurses Nurse Teacher/Clinical Support Nurses facilitate and support graduates as needed. The Clinical Support nurses and Education team will monitor your progress throughout the program giving regular feedback and guidance as required. Clinical Resource Nurses/Preceptors In addition to the Clinical Support Nurses a team of qualified and experienced nurses has been trained to provide the support and guidance graduate nurses need in their transition from student to that of beginning practitioner. Clinical Resource Nurses / Preceptors are available in each clinical area. Debriefing As an additional means of offering support to graduates, regular debriefing sessions are scheduled by Clinical Support Nurses throughout the year. Attendance is encouraged as these have proven to be invaluable, particularly in terms of a mechanism for mutual support amongst participants of the Graduate program. Clinical Reflection The practice of journaling clinical experiences during the Graduate year is encouraged as these experiences provide valuable information, to share, or just reflect on in private. This is a voluntary undertaking, but is one worth consideration. Core Competencies Competence may be defined as The ability of a person to fulfil the nursing roles effectively and/or expertly (ANRAC 1990 vol. 1:22) To assist the graduate nurse in achieving clinical competence, several core competencies have been developed which, throughout the term of the Program and after instruction and practice, are assessed by clinical resource nurses or Nurse Teachers. Performance is evaluated through effective application of knowledge and expertise the relevant clinical aspects. GNP / Program

8 It is expected that on completion of the, each graduate will have certificates of competency in the following: Blood Transfusion Pharmacology (online) BLS & AED (online) Gemini Infusion Pump Grasby Syringe Drivers Female urinary catheterization (optional) Manual Handling (online) 12 Lead ECG IV Cannulation (optional) Venepuncture PCA (Patient Controlled analgesia) - optional A supervised medication round will be undertaken throughout the first round of clinical orientation. Staff Development Review It is recognised that Staff Development Review (SDR) processes have many benefits to individual graduates and participating organisations. These include: Enhancing of organisational effectiveness and individual work performance Optimising skill and abilities Increasing stimulation, motivation and job satisfaction. The SDR for the South West GNP comprises both formal and informal processes. Throughout each clinical placement graduates are given informal feedback on an ongoing basis. Towards the completion of each clinical rotation, a documented SDR is undertaken, with the emphasis on self-assessment and two-way communication. Provides an avenue for feedback on performance by identifying strengths and weaknesses Useful tool in career planning 2.4 THEORETICAL COMPONENT The theoretical component of the comprises: Induction Program Nursing Update 16 hours 8 hours Study Days 48 hours GNP / Program

9 Four single days are scheduled and conducted according to a needs analysis and are generally based on advanced clinical skills. Inservice Education workshops (minimum 8 sessions) Participating health care services offer a range of inservice education sessions relevant to the clinical areas. Graduates are supported and encouraged to participate as appropriate. Learning Packages A variety of learning packages are required to be completed by the end of the program. At present there are 10 learning packages all relating to Clinical practice & patient conditions. 2.5 EVALUATION Evaluation of the program is vital to ensure ongoing success for both participants and the Organisation Throughout the, graduates are asked to provide constructive feedback on all aspects. Feedback from previous participants has resulted in the program becoming more successful in meeting its objectives however continuous quality improvement of the Program is promoted. 2.6 PRESENTATION On completion of the program a celebration and award of certificates is held. J. SMART Education Manager May 2009 GNP / Program