nurse preceptorship development work book for …

1 Preceptorship Workbook – Version 2

NURSE PRECEPTORSHIP

DEVELOPMENT WORK BOOK

FOR

NEWLY QUALIFIED

REGISTRANTS (NQR)

AUTHOR: Adina Seupersad, Education & Clinical Manager, Preceptorship Lead, MSc Health Care

Education & Clinical Leadership, BSc Hons Nursing Studies, Dip Professional Studies in Nursing,

PgCert in HE & RN-3.

Any questions about the Work Book contact: [email protected]. Tel N:07500891320 / 01372203502

mailto:[email protected]

tel:01372203502


KSF Core Dimension 1: Communication & Interpersonal Skills

Communication Performance Criteria

Preceptorship (To be achieved within the 6 months)

Communicate Effectively in English Observed Skill Practiced skill Competent skill

a) Communicate with a range of people including carers. Act in the best interest of those in your care demonstrating understanding and involvement.

b) Consider Cultural sensitivities and understand and respond to needs.

c) Improves the effectiveness of communication, demonstrate excellent interpersonal communication skills as well as therapeutic use of self. Provide constructive and accurate feedback.

d) Prioritise people (NMC 2018), genuine interest in those in your care and their well-being.

e) Constructively manages barriers to effective communication. Discuss strategies used and its effectiveness. Communicate clearly, taking responsible steps and integrity accepting responsibility for own actions – NMC and raising concerns immediately.


f) Reflect on a situation where a change of environment or method of communication was a critical factor in establishing effective communication e.g. altering position in relation to person, language, style and use of interpreter or communication (verbal & non-verbal) equipment/aids, record keeping (SystmOne).


KSF Core Dimension 2: Personal and People Development

Personal and People Development Performance Criteria

Preceptorship (To be achieved within the 6 months)

Observed Skill Practiced skill Competent skill

a) Is competent with the daily routine on the ward/department /locality/ protocols – ward rounds, handover meetings.

b) Completion of Edward Jenner Programme - https://www.leadershipacademy.nhs.uk/programmes/the-edward-jenner-programme/

c) Can explain what appropriate action they would take if a situation arose which was beyond their experience. Practice effectively and seek help when required – professional accountability.

d) Maintain a portfolio of evidence of your practice learning, including reflective accounts and specific learning activities.

e) Evidence of close and flexible working with other professionals & reflection.

f) Record of participation in learning and departmental / organisational training and department.

g) Demonstrate responsibility for CPD – revalidation, supervision and appraisal.

h) Evidence of contributing to a learning environment and encouraging others.

i) Attend the Preceptorship Development Programme.

https://www.leadershipacademy.nhs.uk/programmes/the-edward-jenner-programme/

https://www.leadershipacademy.nhs.uk/programmes/the-edward-jenner-programme/


KSF Core Dimension 3: Health & Safety and Security

Health & Safety and Security Preceptorship

(To be achieved within the 6 months) Observed Skill Practiced skill Competent skill

a) Act in ways that are consistent with legislation, policies and procedures, for maintaining own and others health safety & security.

b) Attendance of Mandatory & Statutory Training, Sage Guarding, Risk Register.

c) RIDDOR & Datix completion, Risk Assessment Tools, Near Misses. d) Health & Safety Policy. Reflect upon on your own and others contribution

within IG and incident reporting.

e) Safe administration of therapeutic substances - Under the supervision of a Qualified Nurse.

f) Attend the Medicines Management Competency workshop. g) Complete online medication training PODS & Medicines Administration

and safe storage practice standards workbook for nurses (to be completed prior to undertaking single nurse administration).

h) How to report and manage medication errors.

i) Identify environmental hazards and eliminate and/or prevent them where possible.

j) Assessment of physical, social and psychological needs – recognition, personal safety and prevention.

k) Manage risk to provide care which best meets the needs and interests of patient clients, carers, visitors and the public, prioritizing people. Psychiatric & Medical Emergency.

l) How did you summon help & what actions did you take? m) Acknowledge limits of one’s confidence and know when to seek help.


KSF Core Dimension 4: Service Improvement

Service Improvement Performance Criteria Preceptorship


a) Discussed & Implement a Quality Improvement Initiative for your speciality (QI).

b) Discuss and evidence how your practice has changed from transition of being a student to staff nurse.

c) Practice effectively – using best available evidence.

d) Engages in evaluation of services as required – Standards for Involvement Ability to act with integrity, raising concerns immediately. Demonstrate an understanding of issues that went wrong and show the ability to rectify and implement. Cooperates with all investigations and audits implemented within the service provision (Accreditation).

e) Discuss Whistle Blowing Policy and how it can be implemented. Discuss how you would support colleagues and challenge unsafe and unacceptable practice.

f) Advises preceptor and line manager when direction, policies and strategies are adversely affecting users of services or the public. Attend Learning & Development sessions and challenge organisation culture.


KSF Core Dimension 5: Quality

Quality Performance Criteria Preceptorship


a) Key Policies – Supervision, NMC Code of Practice.

b) Local KPI’s & Local Audits, CQC Reports & AIMS Accreditation, 6 C’s. c) Standards for Better Health, NMC Stds (2019).

d) Time Management-prioritise own workload and organise own work to meet priorities and reduce risks to quality. Recognise and practice a range of skills to identify and manage stress at home and at the work place.

e) Identify resources to reduce stress and self-awareness of how you are feeling. Refer to Well Being NHS Toolkit.

f) Uses and maintains resources efficiently and effectively and encourages others to do so. Best practice – therapeutic interventions, talking therapies, de-escalation strategies.

g) Reflect on times when you feel that have made a positive contribution to quality initiatives, services in your area. Act with honesty & integrity at all times.

h) Monitors the quality of work in own area and alerts others to quality issues.


KSF Core Dimension 6: Equality and Diversity

Equality and Diversity Performance Criteria Preceptorship


a) During your Preceptorship consider how particular groups of service users might experience discrimination from service providers, other service users and the wider community, carers and discuss this with your preceptor.

b) Policy that seeks to promote diversity and equality in Mental Health and Learning Disabilities care and discuss this with your preceptor.

c) Recognises the importance of people’s rights and acts in accordance with Legislation, policies and procedures. MHA, Restrictive Practices.

d) Identifies and takes action when own or other’s behaviour undermines equality and diversity. Takes account of own behaviour and its effect on others.

e) Reflect on a situation of how you encourage an individual to express their religious, spiritual or cultural need. How have you empowered someone to make choices and respected their rights.

f) During your Preceptorship consider how particular groups of service users might experience discrimination from service providers, other service users and the wider community, carers and discuss this with your preceptor.


Discussion of Evidence

Discussion and Evidence

Self-evaluation by Preceptee

Signature by Preceptor

Date achieved Comments


Document 1 - Preceptorship Meeting Record

Please print a copy for subsequent meetings (2,3,4,5,6)

Name of Preceptee:

Name of Preceptor:

Ward/Department: Line Manager:

Date Preceptorship Commenced:

Agreed dates for future monthly meetings:

Meeting 1: Meeting 2: Meeting 3:

Meeting 4: Meeting 5: Meeting 6:

Signing off the end of the Preceptorship/ Action Planning:

Record of discussion that took place and agreed learning needs:

Comments from Preceptor:

Comments from Preceptee:


Document 2

Where areas are showing difficulty in progression, which cannot be resolved by the Preceptee and

preceptor, a meeting should be arranged with the Manager to agree a course of action.

Areas of Further Support

Concern/Problem Areas:

Strategies/Action Plans already tried:

Future Action Plans (including actions by Preceptee/Preceptor/team leader/ others and timescales):

Preceptee name (please print):

Preceptor Name (please print):

Signature of Preceptee:

Signature of Preceptor:

Date: Date:

Signature of manager:

Date:


Document 3 - Final Interview (6 Month Review)

Preceptee’s Summary of Achievement, KSF, SABP Vision and Values, NMC Code:

Preceptor’s Evaluation of Progress and any outstanding needs:

Preceptee name (please print):

Preceptors name (please print):

Signature of Preceptee:

Signature of Preceptor:

Date:

Date:


Document 4 - Preceptorship Final Checklist Forward a copy to [email protected]

Preceptee:

Preceptor:

Line Manager:

Preceptee and Preceptor to sign and date after completing, a tick/cross with comment in the appropriate boxes:

Complete: Yes/No

Comment:

Sign and Date Preceptee:

Sign and Date Preceptor:

Attendance:

Attendance of all Development days Yes/No Successfully completed Medicines Yes/No Management Competency Workbook:

- Medicines administration and safe storage practice standards workbook for nurses.

- Online PODS training.

Has the Preceptee been given agreed dates/meetings: Successfully completed & achieved the dimensions below:

KSF Core Dimension 1






This form MUST be completed and returned to Adina Seupersad, Burnham Suite Learning & Development Suite


Document 5 - Preceptee Evaluation Forward a copy to [email protected]

Name of Preceptor:

Name of Manager:

Work Address:

Date Preceptorship Commenced: Date Preceptorship Completed:

Did you have an identified Preceptor? Yes/No If No, why?

Were you able to meet with your Preceptor regularly? Yes/No If No, why?

Did you receive preceptorship in line with the policy and procedure? Yes/No If No, why?

Were you able to achieve your learning objectives? Yes/No If No, why?

Were you able to reflect on your practice and learning outcomes? Yes/No If No, why?

Did you keep a portfolio of achievements, reflections on practice, learning outcomes and testimonials from colleagues service users? Yes/No

Did you have your first appraisal at six months? Yes/No If No, why?

Can you describe your experience of the Preceptorship Period?

What was most useful & least helpful?

Any other Comments / feedback (This could include reflection on testimonials, reflection on practice and learning outcomes)

Preceptor Name:

Signature:

Date:

Preceptee Name: Signature:

Date:

Manager Name: Signature:

Date:


Document 6 – Preceptor Evaluation Forward a copy to [email protected]

Name of Preceptor:

Work Address:

Length of time taken for preceptorship period:

Was Preceptorship portfolio perused and completed in line with preceptorship policy Yes/No

Preceptorship portfolio adheres to NMC guidance and reflects how Preceptee’s confidence has grown Yes/No

Did the Preceptee have learning objectives? Yes/No

Were Preceptees learning objectives achieved? Yes/No

Did Preceptee have time to reflect on practice and learning outcomes? Yes/No

Does the Preceptor have any plans for learning objectives not achieved? Yes/No

If yes please describe the plans below:

Has the Preceptee had time off due to sickness during the preceptorship period? Yes/No

If Yes, how long………


Document 6 – Preceptor Evaluation continued

How would you describe the work book?

What did you find most useful with the work book?

What did you find least useful?

What would you like to see change?

Describe your experience of being a Preceptor:

Preceptor Name: Signature:

Date:

Preceptee Name: Signature:

Date:

Manager Name: Signature:

Date:


Appendix 1 - Self-Assessment Tool (SWOT)

Self-assessment is the first step in your development planning. You need to know for example; your: Strengths, Weaknesses, Interests and Skills. You can then document your needs (objectives) on the PDP template and consider ways of meeting these needs. SWOT Analysis

Strengths/ Skills Weaknesses

Opportunities

Threats


Appendix 2 – Personal Development Action Planning

These objectives should be SMART: Specific, Measurable, Achievable, Realistic and Timely Your Preceptor will help you to turn your needs into SMART objectives. These will be objectives that you will aim to achieve in your first 6 months (Preceptorship). Once your objectives are documented, then you will need to consider the learning and development activities you require, to meet these objectives.

What is the development

need

What will I do to develop

myself

How will I know I have done this?

Date of completion

What support is required

What are the barriers

Which KSF dimensions?


Appendix 3 – The Reflective Cycle: Gibbs 1998

The Gibbs’ reflective

model can provide

some structure,

guidance and

stimulation to your

reflections.

There are numerous

frameworks for

reflection. The following

provides some

examples that you may

or may not choose to

use. You may be

familiar with other

reflective models, which

you may want to use.


Appendix 4 – Reflective Learning of Event

Title of Event: Facilitators:

To consolidate my learning, I will now:

The barriers that might prevent me from transferring my learning to the workplace are:

The factors that might help me transfer my learning to the workplace are:

I can address these barriers by:

What do I now need to Know:

What do I now need to See:

What do I now need to Do:

Means of Achievement (How will I achieve the above action plan?)

Support/Resources Required (What do I need to do this?)

Review Date:

Evaluation:

Attendees Signature: Preceptors Signature:


Appendix 5 – Reflective Account of a Significant Event

Event Date/Time:

Experience - (Experience of the event, where it was, who was present, what happened, what did I do?)

Reflection - (What did I learn? How did I feel?)

Action - (What actions do I now need to take? How can I make a difference to care and services?)


Appendix 6 - HEE Preceptorship Standards 2015

Health Education England Preceptorship Standards

The organisation has a preceptorship policy, which has been formally approved by the appropriate Education Governance structures.

There is an organisational wide lead for preceptorship.

There is a structured preceptorship programme that has been agreed by the Executive Nurse and other professional leads given preceptorship should be available for all new registered practitioners.

The organisation facilitates protected time for preceptorship activities.

There is a clearly defined purpose of preceptorship that is mutually understood by preceptors and preceptees.

Preceptorship is informed by and aligns with the organisational appraisal framework.

Preceptors have undertaken training and education that is distinct from mentorship preparation.

There is a central register of preceptors.

Systems are in place to identify all staff requiring preceptorship. Systems are in place to monitor and track newly registered practitioners from their appointment through completion of the preceptorship period.

Every newly qualified nurse/midwife/allied health professional has a named preceptor allocated from first day of employment.

Preceptorship is tailored to meet the need of the individual preceptee.

The preceptee undertakes a transitional learning needs analysis. Preceptorship is monitored and evaluated on a scheduled basis.

A range of relevant skills training and assessments are available to meet the needs of preceptees.

Action learning, group reflection or discussion are included in the preceptorship process.

Preceptees contribute to the development of preceptorship programmes.

The preceptorship programme includes the following elements:


1. Accountability 2. Career development 3. Communication 4. Dealing with conflict/managing difficult conversations 5. Delivering safe care 6. Emotional intelligence 7. Leadership

8. Quality Improvement 9. Resilience 10. Reflection 11. Safe staffing /raising concerns 12. Team working 13. Medicines management (where relevant) 14. Interprofessional learning

References Capital Nurse NHS (2017) - Preceptorship Frameworks Health Education England (2015) - HEE Preceptorship Nursing and Midwifery Council (2018) - The Code Professional Standards of Practice and Behaviour for Nurses, Midwives and Nursing Associates www.NMC.org.uk Will (2015) - Raising the Bar Report: Shape of Caring Review Useful Links:

www.longtermplan.nhs.uk www.HEE.nhs.uk

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