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Advanced Practice: Achieving Consensus A Toolkit Approach

Advanced Practice: Achieving Consensus A Toolkit Approach. Mike Sabin Nursing Officer CNO Directorate Scottish Govt. www.advancedpractice.scot.nhs.uk. Advanced Practice: Achieving Consensus A Toolkit Approach. Mike Sabin Nursing Officer CNO Directorate Scottish Govt.

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Advanced Practice: Achieving Consensus A Toolkit Approach

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  1. Advanced Practice: Achieving Consensus A Toolkit Approach Mike Sabin Nursing Officer CNO Directorate Scottish Govt. www.advancedpractice.scot.nhs.uk

  2. Advanced Practice: Achieving ConsensusA Toolkit Approach Mike Sabin Nursing Officer CNO Directorate Scottish Govt. www.advancedpractice.scot.nhs.uk

  3. Acknowledgements • Karen, Paul, Jean, Ros, Kathy & UK MNC Coalition • Margaret Smith & Scottish MNC group • Mark Cooper, Maggie Grundy, Gillian Knowles, Caitrian Guthrie, Douglas Allan, Anne Campbell, Mairi Kellagher, Colette Ferguson, Janet Corcoran, Susan Aitkenhead, Katie Barnes, Michelle Mello, Donna Mead and many more…. • Dave Barton and AANPE • All those who’ve published, researched and developed in this area over the years

  4. Build it… and they will come!

  5. Advanced Practice • What is it? • Who is it? • Where is it? • Is it a good idea? • How do we know we’ve got it? • How do we develop/support it? • How do we evidence it? www.advancedpractice.scot.nhs.uk

  6. Service Need Analysis

  7. Service Need Analysis Workforce Skill-mix Analysis

  8. Non- Advanced Practice Roles Service Need Analysis Workforce Skill-mix Analysis

  9. Non- Advanced Practice Roles Service Need Analysis Workforce Skill-mix Analysis Advanced Practice Role Expectations Agreed

  10. Non- Advanced Practice Roles Service Need Analysis Workforce Skill-mix Analysis Advanced Practice Role Expectations Agreed Existing Staff

  11. Non- Advanced Practice Roles New Staff Recruitment Service Need Analysis Workforce Skill-mix Analysis Advanced Practice Role Expectations Agreed Existing Staff

  12. Non- Advanced Practice Roles New Staff Recruitment Service Need Analysis Workforce Skill-mix Analysis Advanced Practice Role Expectations Agreed Existing Staff Development Need Analysis

  13. Non- Advanced Practice Roles New Staff Recruitment Service Need Analysis Workforce Skill-mix Analysis Advanced Practice Role Expectations Agreed Existing Staff Development Need Analysis Education/ Development

  14. Non- Advanced Practice Roles New Staff Recruitment Service Need Analysis Workforce Skill-mix Analysis Advanced Practice Role Expectations Agreed Advanced Practice Post Established Existing Staff Development Need Analysis Education/ Development Competence Assessment

  15. Non- Advanced Practice Roles New Staff Recruitment Service Need Analysis Workforce Skill-mix Analysis Advanced Practice Role Expectations Agreed Advanced Practice Post Established Existing Staff Development Need Analysis Education/ Development Competence Assessment

  16. Education/ Development Competence Assessment Non- Advanced Practice Roles New Staff Recruitment Service Need Analysis Workforce Skill-mix Analysis Advanced Practice Role Expectations Agreed Advanced Practice Post Established Existing Staff Development Need Analysis Education/ Development Competence Assessment

  17. Education/ Development Competence Assessment Non- Advanced Practice Roles New Staff Recruitment Service Need Analysis Workforce Skill-mix Analysis Advanced Practice Role Expectations Agreed Advanced Practice Post Established Existing Staff Development Need Analysis Education/ Development Competence Assessment

  18. Education/ Development Competence Assessment Non- Advanced Practice Roles New Staff Recruitment On-going Competence Review/ Revalidation Role Evaluation Service Need Analysis Workforce Skill-mix Analysis Advanced Practice Role Expectations Agreed Advanced Practice Post Established Existing Staff Development Need Analysis Education/ Development Competence Assessment

  19. www.advancedpractice.scot.nhs.uk

  20. Consensus Definition www.advancedpractice.scot.nhs.uk

  21. Consensus Definition www.advancedpractice.scot.nhs.uk

  22. Consensus Definition www.advancedpractice.scot.nhs.uk

  23. Advanced Practice • A level of Practice, rather than a role or title • Applicable across practice contexts • Applicable across professional contexts • ‘Specialist’ practice is not above or below ‘Advanced’ practice – it is on a different continuum. www.advancedpractice.scot.nhs.uk

  24. Expert Practice Specialist Practice Generalist Practice Novice Practice

  25. Key Themes & Principles • Leadership • Facilitating Learning • Research • Advanced Clinical Practice • Autonomous practice, • Critical Thinking, • High Levels of Decision Making & Problem Solving • Values-Based care • Practice Improvement

  26. Job Profile & KSF Outline

  27. Job Profile & KSF Outline

  28. KSF Outlines/ Job Descriptors/Profiles • Development of a national job profile and KSF outline templates for ‘Advanced Nurse Practitioner’ roles. • Outline will support consistency across contexts with ‘Exemplars’ for different clinical/operational contexts – Community, H@N, SCN, Mental Health, Children etc.

  29. Activity Analysis/Job Planning

  30. Activity Analysis • Development of prototype data collection and analysis tools • Aim to support training needs analysis and good governance regarding matching client need to service delivery. • Job Profiling/Planning • Data capture • Benchmarked AP characteristics

  31. Identify type of indicator (Structure, process or outcome) Activity Analysis & Measuring ANP impact Identify dimension of quality to be measured • Benchmarking - National, Regional & Local level • Clinical Activity Data – National data, PANDORA or local systems • Developing Indicators (Lloyd 2004) - McMaster University APN Toolkit - ? Minimum clinical activity data set (Concept & Indicators) Set specific indicator Develop clear operational definitions Develop a data collection plan Test and Refine Data Collection Analysis Action

  32. Education Framework/DNAT

  33. Educational Framework • Role development requires Development Needs Analysis and educational support • Agreement across the sector regarding Masters level and ‘core’ and context specific’ requirements for Advanced Practice development programmes. • NHS Education for Scotland ‘Advanced Practice Succession Planning Pathway’ • Model acknowledges existing education provision and the value of work-based learning and assessment

  34. HEI - Electronic Proforma • University title • Background and links to agenda (250 words) • Advanced Clinical Practice focused programmes - MSc,PgD, PgC • Individual modules - • Leadership/Management focused courses – • Research focused courses – MPhil, PhD • Education focused courses - PgCert Education • Recognition of Prior Learning • KSF, AP Competencies and other relevant mapping • Application Download link • Contact Details and email link

  35. Mapping outcomes from educational provision to AP competencies • HEIs map their programmes/courses against the Core & Specific AP competencies • Practitioners access web page and select their role profile and the courses they have undertaken from a pre-populated list • Their AP profile/competency list is populated with the matched educational outcomes from the courses undertaken • ‘Missing’ competencies are identified so that practitioner/manager can arrange appropriate provision or seek other evidence of achievement. • On going competence review is essential

  36. Masters level – CPD ? • Need to demonstrate Masters level thinking/practice. • HEIs and Service could develop limited credit Masters level CPD units. • Only available to individuals who have completed their initial ANP preparation, achieved competencies and have attained the minimum of a Degree. • Advantages to Practitioner • Advantages to Service • Advantages to Higher Education • Possible issues

  37. Workforce Planning support

  38. Workload/ Workforce Analysis • Service Need – Service Design – Skill Mix • Workforce/Workload Planning tools for robust and standardised measures that support the efficient targeting of nursing resources towards areas of need - beyond merely ‘numbers of nurses’ towards determination of skill mix. • NHS National Workforce Projects ‘Six-steps’ Workforce Planning Process

  39. Regulatory Guidance

  40. Regulatory Guidance • Ensure that the regulatory position of advanced level practice roles is fully linked to devolved and UK-wide governance principles, processes and responsibilities. • ANP regulation is co-dependent on many other aspects of the White Paper and linked to the NMC’s work on revalidation and establishing a robust system for how practitioners demonstrate continued fitness for practice. • Common definition of ‘Advanced Practice’ across professions

  41. More Senior Staff – level 9 Consultant Practitioner – level 8 Consultant NMAHPs Clinical Academic Careers Advanced Practice Toolkit Advanced Practitioner – level 7 SCN/CQI Project Senior Practitioner – level 6 Early Clinical Career Fellowships ‘Effective Practitioner’ Registered Practitioner – level 5 Flying Start NHS Assistant Practitioner – level 4 Senior Support Worker – level 3 Support Worker - level 2 Support Worker – level 1 Scottish initiatives to support the Nursing Career Framework www.advancedpractice.scot.nhs.uk

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