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Independent Healthcare Providers
17 January 2007
Cathy McCusker Senior Professional Officer
NIPEC
NI Nursing & Midwifery Workforce
SurveyResults
NIPEC our businessNIPEC supports nursing and midwifery
in Northern Ireland by promoting the best standards of
practice, education & training and professional development of nurses and midwives
providing information, advice and guidance
And how do we do that?
promoting and disseminating development of practice activities aimed at improving nursing and midwifery practice Using and Doing Research Project Designed an Organisational Guide to
support development of practice infrastructure as part of the clinical and social care governance agenda
Designed and support an All Ireland Practice and Quality Database aimed at celebrating and sharing practice activities
We do this by
And how do we do that?
promoting learning and education development and we quality assure education programmes for NMC and DHSSPSWe studied practice placement
learning issues – Practice Placement Project on behalf of the DHSSPS
Appointed seven Expert Education Partners to support QA
We do this by
And how do we do that?
Supporting professional development through the Development Framework resources
Designed and launched Development Framework website
Published and distributed the DF Part 1: A guide to building and maintaining your professional portfolio in August 2005 and Part II A Guide to Using the DF Resources in November 2006 including a DVD
Published a major workforce development survey with over seven and half thousand registrants replying
Produced and commissioned research and evidence to underpin the Development Framework resources – new roles and performance assessment
We do this by
NIPEC’s role in supporting our Nurses
Workforce Profile and Characteristics – survey results
Development Framework tools and guidance
Caring for our Elderly
SafetyCompetenceMotivation and moraleTeam workingRegulatory body requirements
Workforce Profile & Characteristics Paper
Summary
Background
Literature synopsis
Current workforce information
Methodology
Questionnaire results
Conclusions & Recommendations.
Q1 (p44) AGE RANGE: Q’aire/NMC/HPSS
Q 1 Age Questionnaire %
NMC% HPSS%
<25 3 3 4
25-29 7 9 11
30-34 11 13 15
35-39 16 15 19
40-44 22 19 23
45-49 18 17 16
50-54 13 12 10
55-59 7 8 1
60-64 4 4 1
65+ 1
(n=7518) Not completed = 75
Eight Sections in Questionnaire
1. Bio -personal
2. Bio – professional
3. Current employment
4. Personal and professional development in current job
5. Identification of learning and development in current job
6. Opinions around learning and development
7. Changing jobs
8. About NIPEC
Profile and characteristics of workforce
94% Female
76% Married or Living with partner
65% Have Dependents
44% Main income
87% trained in NI
97% In employment
52% work full time
92% Hold permanent contract
92% current job in nursing or midwifery
Elements Cross Referenced with Different Variables
1. Contracted hours2. Participation in
learning activities3. Identification of
learning and development
4. Opinions on learning and development issues
5. Changing jobs 6. Opinions around career
advice, opportunities and interviews
7. Internet access and awareness of NIPEC
Variables:
Age (9/5yrs)
Hours worked (3)
Area of practice (15)
Job Title Group (4)
Employer Group (3)
Employment Status (4)
and so on
Q12 (p55) Main Employer
Q12 Main employer Questionnaire %
HSS Trust 5608 77.3
HSS Board 136 1.9
General Practice 237 3.3
Independent Hospital 56 0.8
Independent Nursing Home 691 9.5
Independent Hospice 63 0.9
Independent Charity 94 1.3
Industry 31 0.4
Prison 15 0.2
Higher Education Institute 98 1.4
DHSSPS 27 0.4
Other 199 2.7
Missing 79
Grouping
(Q12 p55) Employer Groups (n= 6536 90%) HSS Trusts (5608)
Independent Nursing Home (691)
General Practice (237)
(Q18 p60) Job Title Groups (n= 5333 77%) Nurses Grade C & D (1525)
Nurses/Midwives E&F (2597)
Ward Sisters G (551)
1. Contracted Hours (pp 102-103)
Chart 2: Respondents Hours worked by Employer Group
010203040506070
<25 hrs >25-<37.5 37.5 hrs
Per
cen
tag
es
HSS Trust
GP
NursingHome
Massive challenge for learning & development & support for practice
2. Participation in learning activities p 107- Similar range of learning activities
undertaken as with general
Only 56% of the L&D activities were funded by the Nursing Home Employer Group compared to 73% for HSS Trusts
Consequently over 20% of Nursing
Home employed respondents funded most or all of the learning activities themselves compared to 9% for HSS Trusts. p113
2. Participation in learning activities for Nursing Home employed nurses
Order of most useful learning activities not yet undertaken1. Visiting other units 2. Participating in leadership
development programmes3. Participating in study days outside the
organisation4. Participating in management
development programmes5. Participating in conferences,
seminars/workshops
p115
3. Identification of learning & development Only 48% of Nursing Home employed
respondents indicated they had their learning and development needs identified either formally or informally by their line manager compared to 55% for the HPSS and 46 % for GP employed p119
However some 56% Nursing Home employed respondents were likely to have had an annual Appraisal compared to 55% HPPS & 77% of GP
Also only 37% of respondents employed in
Nursing Homes respondents indicated that they had a PDP either as part of appraisal or separate to it, agreed and reviewed annually with their line manager compared to 63% HPSS and 77% of GP employed p124
3. Identification of learning & development
Only 29% of Nursing Home employed respondents were likely to have to have supervision sessions compared to 33% HPSS and 30% in General Practice
Importantly 58% of Nursing Home employed respondents indicated that they believed Appraisal was fairly or very beneficial 70% that PDP’s were but notably 75% believed that Supervision sessions were fairly or very beneficial (69% generally) p131
5. Changing jobs pp 140-146
more Nursing Home employed respondents were likely to change their job (23%) compared to the general results (19%)and GP employed respondents (8%)
6. Opinions around career advice, opportunities & interviews pp 148-150 Nursing Home employed respondents
appear to indicate a higher level of satisfaction with careers advice, opportunities and interviews as compared to other Employment Groups (46% compared to 33% HPSS Trust).
Low level of agreement that there are good opportunities for career enhancement in the organisation across employer groups 20-21% (Nursing Home 21%)
7. Internet access at Home or Work pp152-154
Only 64% of Nursing Home employed respondents indicated they had access to the internet either at work or at home compared to 86% for the HPSS and 83% generally The highest percentage across all employer groups was GP employed respondents with 92%
CONCLUSIONS AND RECOMMENDATIONSpages 156-161
1 Appraisal2 Supervision3 Learning Needs Assessment4 Internet Access
Development Framework Related Findings
The need to promote assessment of development needs and a wider range of learning activities is well supported in the General results sections
A wider range of learning and development activities are undertaken when formally recorded and evaluated
Hours worked and Type of contract held indicate different levels of participation in learning and development
Less than 10% of respondents participated in 3600 personal feedback regardless of hours worked, type of contract, Employer Group or Job Title Group
df Related findings
Providing a Careers enhancement and planning resource was strongly indicated in the general results
section as well as:
the need for careers advice including interview guidance especially for respondents who work
less than 25 hrs
df Related findingsPromoting an Internet resource appears reasonable
given the high level of access in the general results however:
There was a lower level of internet access for respondents employed in Nursing Homes compared to other Employer Groups or General Results
Variances in access ranges from 100% for Occupational Health Nurses, Senior Managers in Education, Director/Assistant Directors Nursing to 62% access for Enrolled Nurse C Grades.
Lower levels of access are reported in the practice areas “Elderly care” including specialist roles” (68%) and “Learning disability including specialist roles (in hospital or community)” (77%).
www.nipecdf.org 5 Components
Competency Profile Learning Activities
Career PlanningRole Development
Portfolio
Finally …..
CPD – continually learning and developing is crucial to safe and effective care for patients, clients, carers, families and communities.
Nursing Home employed nurses appear to have some aspects of learning and development ticked but the challenges are around:Supervision – safety and competence
aspects which given the autonomy & relative isolation is a challenge
the relative benefit of appraisal and PDPs requires consideration.
NIPECDevelopment Framework Support
Officer Opportunity for your nursing staff to
register and create their own online portfolio on www.nipecdf.org
o Contact Jennifer Hamiltono 028 90238152o [email protected]