Name of Policy: Preceptorship Policy - NHS Gateshead · • Provide evidence of a personal development plan that includes post registration and record progress in preparation for

Preceptorship Policy v1

Policy No: OP91

Version: 1.0

Name of Policy: Preceptorship Policy

Effective From: 21/12/2016

Date Ratified 15/11/2016

Ratified Nursing and Midwifery Forum

Review Date 01/11/2018

Sponsor Deputy Director of Nursing, Midwifery and Strategy

Expiry Date 14/11/2019

Withdrawn Date

Unless this copy has been taken directly from the Trust intranet site (Pandora) there is no assurance that

this is the most up to date version

This policy supersedes all previous issues

Preceptorship Policy v1 2

Version Control

Version Release Author/Reviewer

Ratified

by/Authorised

by

Date Changes

(Please identify page no.)

1.0

21/12/2016 Ami Jackson Nursing and

Midwifery

Forum

15/11/2016


Contents

Contents

1. Introduction ............................................................................................................................................... 4

2 Policy scope ............................................................................................................................................... 4

3 Aim of policy .............................................................................................................................................. 4

4 Duties (roles and responsibilities) ............................................................................................................. 5

5. Definitions ................................................................................................................................................. 5

6. Main Body of the policy. ............................................................................................................................ 6

7 Training ...................................................................................................................................................... 8

8 Equality and diversity ................................................................................................................................ 8

9 Monitoring compliance with the policy..................................................................................................... 9

10 Consultation and review ........................................................................................................................ 9

11 Implementation of policy (including raising awareness) ....................................................................... 9

12 References ............................................................................................................................................. 9

Appendix 1 ....................................................................................................................................................... 10

Appendix 2 ....................................................................................................................................................... 11

Appendix 3 ....................................................................................................................................................... 12

Appendix 4 ....................................................................................................................................................... 14

Appendix 5 ....................................................................................................................................................... 15

Appendix 6 - Equality Analysis .......................................................................................................................... 16

Appendix 7 Occupational Therapy Guidance .................................................................................................. 20


Preceptorship Policy

1. Introduction

1.1. Gateshead Health NHS Foundation trust is committed to provision of high quality healthcare in to

patients, visitors, local community and members of staff. The Trust recognizes that one of the key

factors that influence the quality of care received is the skill and knowledge of the frontline staff

who deliver that care.

1.2. The transition from student to an autonomous, accountable practitioner has long been recognized

as a challenging time. Newly registered practitioners who manage the transition successfully are

able to provide effective care more quickly, feel better about their role and are more likely to

remain within the profession (DOH 2010).

1.3. Health Education England (2015) describes the purpose of preceptorship as a process “to support

the transition of newly qualified nurses, midwives, allied health professionals including healthcare

scientists and pharmacists who are new to the NHS to develop the competence and confidence to

function as an effective independent healthcare professional who is able to deliver high quality

evidenced based care for patients, clients and service users”. In order to support and guide the

newly qualified practitioner through their first 6 – 12 months in practice and begin the process of

professional development the trust has developed a preceptorship framework.

1.4. This policy requires managers to provide a period of support for new registrants and it should be

used in conjunction with the Trust CONTACT Appraisal Policy (PP37).

2 Policy scope

2.1 This policy relates to all newly registered Practitioners including , nurses , midwives, and those

returning to practice after a break of five years or more, allied health professionals, non-medical

scientists and pharmacists (who, for the purpose of the this document from here on will be

referred to as preceptees) who are eligible for preceptorship on condition that they have:

• Successfully completed a period of education and training for a professional

qualification

• Hold a valid professional registration with the relevant/professional regulatory body.

• All registered practitioners who are undertaking a “Return to Practice” course following

a break of five years or more.

• Professionals who are entering a new part of the register.

2.2 The policy meets the requirements of the DOH Preceptorship framework for newly registered

Practitioners (Preceptees). The beginning of a newly qualified practitioner's career can be a

challenging time. Initial experiences can shape how they develop in their career. To ensure the

best possible start for newly qualified Registrants including nurses, midwives and allied health

professionals, a quality preceptorship programme is essential. (NHS Employers 2014)

3 Aim of policy

3.1 This policy provides a system for ensuring that all (Preceptees) are provided with a period of

preceptorship as outlined in HEE (2015) standards (Appendix 1) that is consistent for all staff

within its scope.


4 Duties (roles and responsibilities)

4.1 The Trust Board

The trust board has ultimate responsibility for providing effective healthcare services to Patients.

They are responsible for ensuring that there is support available to staff to ensure the safety and

well-being of patients in our care.

4.2 Business Unit Managers and heads of service

Business unit managers and heads of service are responsible to the trust board for ensuring policy

Implementation.

4.3 Line manager

It is the line manager’s responsibility to ensure all staff eligible to undertake a period of

preceptorship; compliance is monitored and understands how this policy applies to them. They

should ensure that profession specific processes are in place to support the implementation of

this policy and that documentation is available to record successful completion.

4.4 The Preceptor

The Preceptor has a responsibility to support the new registrant during their preceptorship period

providing guidance and support and to facilitate learning in practice. They provide regular

feedback against agreed development needs, and competencies and opportunities for supervision

in practice. They contribute where appropriate to required documentation.

4.5 Preceptee

An effective preceptorship period is dependent on mutual agreement and two way discussion

between the preceptee and their preceptor. Preceptees are required to participate fully in the

preceptorship process and have shared responsibility for identifying and agreeing their learning

and development needs. They are required to maintain a portfolio which will demonstrate their

achievements over their preceptorship period and, where appropriate, should align with their

regulatory body requirements.

5. Definitions

5.1 Preceptorship is defined as a process

5.2 “To support the transition of newly qualified registrants (Preceptees) including nurses, midwives,

allied health professionals including healthcare scientists and pharmacists who are new to the

NHS to develop the competence and confidence to function as an effective independent

healthcare professional that are able to deliver high quality evidenced based care for patients,

clients and service users”

(Health Education England 2015)

5.3 This process can also be used for registered practitioners who are “returning to practice” after a

break of five years or more or who are entering a new part of the register.

5.4 The DOH (2010) states that Preceptorship is not an additional period in which another registrant

takes responsibility and accountability for the newly registered practitioners responsibilities and

actions (i.e. it is not a further period of training). The role of the preceptor should not be confused

for example with that of a mentor to a pre-registration student nurse, midwife, allied health

professionals including healthcare scientists and pharmacists. It is not intended to replace

employer induction processes neither should it be used as a vehicle for performance

management.


5.5 Preceptee

5.5.1 A preceptee is a newly qualified registered practitioner (preceptee) including nurse,

midwife, ODP, allied health professional, medical scientists, pharmacist or registrant

returning to work after a break of five years or more, or someone who is entering a new

part of the register.

5.6 Preceptor

5.6.1 A preceptor is a practitioner who has consolidated experience within the same or

associated field of practice as the preceptee and who provides support and guidance to a

new registrant over the course of their preceptorship period. Preceptors must hold a

relevant professional registration; they should have a minimum of 12 months experience

within the same or associated clinical field. They should demonstrate a commitment to and

aptitude for the role (It should be noted that for some staff groups additional

5.6.2 Standards may be required e.g. Nurses and midwives should have undertaken an NMC

approved learning and assessment program).

5.7 Preceptorship Facilitator/ Professional Lead Role within each department

5.7.1 A preceptorship facilitator/lead is an experienced qualified registered professional, who

has a key role in ensuring the delivery of a robust preceptorship process within their

professional group. They act as a resource to ward/dept. managers, preceptors in relation

to preceptorship requirements, and provide pastoral support and guidance to preceptees.

6. Main Body of the policy.

6.1 The Preceptorship Process.

6.1.1 The line managers within each department are responsible for ensuring that the newly

qualified registrant (preceptee) has access to education days as part of the preceptorship

process to enrich learning and development within practice.

6.1.2 All preceptees will be allocated a preceptor within the first day of commencing their new

role. It is expected that the preceptee and preceptor will clearly set specific target for

achievement. These targets should be realistic, relevant and attainable within the new

registrant’s scope of practice.

6.1.3 The preceptee will receive orientation into the clinical /non clinical area, aligning with the

staff and management structure to the workplace, as guided in the trusts local induction

handbook.

6.1.4 The preceptee will undertake an initial CONTACT appraisal, undertaken by his or her line

manager or designated deputy, within one month of commencing employment.

6.1.5 An initial interview, three month review and six month review with the preceptor and

preceptorship facilitator/lead role will take place in order to support and clearly monitor

the new registrants review.

6.1.6 Throughout the preceptorship period the preceptee will record and provide evidence of

progress and achievements in a professional portfolio provided by each individual area.

6.1.7 The preceptorship facilitator/Professional lead role within each Department should be

responsible for the information held on each preceptee and will include the monitoring/


tracking of new registrants from their appointment through to the completion of their

preceptorship period.

6.1.8 Each Profession may choose to provide additional education that is specific to support the

new registrants transition period providing it aligns to the current standards.

6.1.9 Outline the responsibilities of the role of the preceptor and preceptee with regards to the

necessary requirements for support during the preceptorship period.

6.1.10 The Trust will provide a framework to engage and enable preceptees to:

• Apply and develop knowledge, skills and values already embedded in the individual

professional.

• Develop specific competencies that relate to the preceptees role

• Access support in aligning the preceptee to the values and expectations of the

profession

• Provide evidence of reflection in relation to core competencies/personal reflection

and receive constructive feedback.

• Provide evidence of a personal development plan that includes post registration and

record progress in preparation for 6 month appraisal.

• Preceptee takes responsibility for their individual learning and development,

continuing professional development (CPD) and revalidation.

• Understand the difference between additional Educational Days and Preceptorship in

practice.

• Quality Assurance process will be adhered to when the preceptorship period is

successfully completed to monitor, learn and improve the delivery of this

programme.

6.2 Failure to achieve competency standards

6.2.1 A preceptee that fails to achieve the required standard of competency after the

individuals six month CONTACT appraisal will be managed (dependent upon the

preceptees circumstances and at the line manager’s discretion) under the

Probationary Policy pp49 or Managing Performance Policy pp50.

6.2.2 Under Professional registration Policy pp41, If there are any concerns that that

the registered healthcare professional poses a threat to patients, staff or other

users of the trusts services and/or facilities, then consideration must be given to

making a request for an alert notice to be issued and/ or referring or taking

advice on referring to the appropriate professional body. (See appendix 5 For

Guidance for the completion of Safe medicate intravenous drug administration

program.)

6.3 Re -commencement of Preceptorship

6.3.1 In the event of absence of more than one calendar day per month, for whatever

reason, (including sickness absence, maternity leave) during the preceptorship

period, the preceptorship period should be suspended until the employee is able

to return to work, at which point the preceptorship period will re-commence, to

ensure that a full six months of work is measured and the expected standards

have been met.


6.4 Managers need to ensure:

6.4.1 That all staff covered by this policy is allocated a preceptor.

6.4.2 The preceptor and preceptee are able to work together on a regular basis.

6.4.3 National and local policy is adhered to in relation to appraisal at 6 and 12 months,

in conjunction with the Trust CONTACT Appraisal Policy (PP37).

6.4.4 Quality Assurance checklists must be agreed and completed by the preceptee and

preceptor when signing off core and area specific competencies. This then needs

to be verified by the preceptorship facilitator/Professional lead role within

individual department areas, to ensure the ongoing quality of the programme.

Appendix 3 of policy.

6.4.5 A preceptees progress is reviewed regularly and aligns with health Education

England standards in Appendix 1 of the policy.

6.4.6 There are appropriate systems in place to address if a preceptee/preceptor

relationship appears to be failing.

6.4.7 Managers should review the effectiveness of the implementation of this policy

and take appropriate action when they become aware of any acts or omission

that contravenes it.

6.4.8 They should support preceptorship as an integral part of patient care and staff

Development.

7 Training

7.1 This policy is available to all staff via the trust intranet. All Managers should familiarise

themselves with the content of this policy, seeking guidance on implementation from

professional leads and Human resources.

8 Equality and diversity

8.1 The trust is committed to ensuring that, as far as is reasonably practicable, the way we treat

members of staff does not discriminate against individuals or groups on the grounds of any

protected characteristic as identified in the equality act (2010). This policy will enable

managers and members of staff to consider modification or allowances to take into account

diversity issues such as culture, age, disability, gender reassignment, marriage or civil

partnership (in employment only) pregnancy and maternity, race, religion or belief, sex and

sexual orientation.


9 Monitoring compliance with the policy

Standard/process/issue Monitoring and audit

Method By Committee Frequency

Monitoring to

Ensure preceptorship

Programs are

Successfully completed

Where relevant.

Approved

Preceptorship

Audit tool

Preceptorship

Facilitator

/Professional

lead

Nursing &

Midwifery

Forum

Annually

10 Consultation and review

10.1 All Healthcare professionals with experience of implementing Preceptorship have been sought

in the development of this policy.

11 Implementation of policy (including raising awareness)

11.1 This policy will be circulated by the trust secretary as detailed in OP27 policy for the

Development, management and authorization of polices.

12 References

� Nursing and Midwifery Council (2006).Preceptorship guidelines. NMC Circular 21/2006, published 4

October 2006.www.nmc-uk.org/aDisplayDocument.aspx? document ID=2088

� DOH preceptorship framework (2010) www.//hee.nhs.uk


Appendix 1

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


Appendix 2

The effective attributes of a preceptor are defined by DOH (2010) as:

� Giving constructive feedback

� Setting goals and assessing competency

� Facilitating problem-solving

� Active listening skills

� Understanding, demonstrating and evidencing reflective-practice ability in the working

environment

� Demonstrating good time-management and leadership skills

� Prioritising care

� Demonstrating appropriate clinical decision-making and evidence-based practice

� Recognising their own limitations and those of others

� Knowing what resources are available and how to refer a newly registered practitioner

Appropriately if additional support is required, for example, pastoral support or occupational

Health services

� Being an effective and inspirational role model and demonstrating professional values, attitude and

behaviours

� Demonstrating a clear understanding of the regulatory impact of the care that they deliver and the

ability to pass on this knowledge

� Providing a high standard of practice at all times.


Appendix 3

Preceptorship Quality Assurance Checklist

Group: Preceptee Name: Ward/Dept

Outcomes Suggested Evidence Y/N A PF

Attendance at corporate

induction and completion of

local induction

Attendance certificate and copy of local sign off

sheet

Initial CONTACT Appraisal as

per trust Policy

Date and documentation

Attendance at 6

preceptorship study days.

Dates attended

AIM certificate

Preceptorship support and

relevant documentation

*R – Final Interview form

will provide evidence of

feedback for re-validation.

Named preceptor identified on day 1.

Documentation -

• Support mechanisms and initial discussion

• Progress reports x 4

• Final Interview

Signed and dated progress reports by

preceptor/preceptee.

Interim review by preceptorship facilitator.

Do dates progress over 6 months?

Learning needs have been

identified,

Discussed and documented?

RAG rated competencies

Completed learning contracts.

Has achievement of

competencies been clearly

documented

Preceptorship core competencies signed off.

Evidence from progress reports, reflection,

Have specialty specific competencies been identified

and achieved.

Have key clinical skills

competencies been

achieved?

Safe – medicate - tablets/liquids □

Medicines Management □

Safe-medicate – IV drugs □

IV/SC fluids □

VTE □

NEWS and deteriorating patient □

Blood transfusion □

Medical devices □

ANNT □

Catheterisation □

MRSA Screening □

Specialty specific competencies been identified and

achieved. □


Please List:

Reason for non-achievement

Documented □

Are there annotation

/reflection on study

days/sessions that

demonstrates learning?

*R

Please comment

Is there a minimum of 3

reflective accounts on

practice that are linked to

the CODE?

*R

Please comment

Does the portfolio content

demonstrate appropriate

progression during the

preceptorship period??

Please Comment:

Learning Contract

Competencies

Feedback from CONTACT Interim review.

Portfolio shows appropriate level of progression YES / NO

Further Action Required Yes/NO

Assessor Signature – Ward sister/nominated deputy. Date:

Preceptorship Facilitator Signature: Date:

A - Assessor C- Confirmer *R - link to revalidation


Appendix 4

Nursing Preceptorship Flowchart

Prior to Newly Qualified Nurse Commencing employ ment it is the Ward Managers/Nominated deputy’s responsibility to alloc ate Preceptor .

Preceptor & Preceptee will meet within the first we ek and complete the initial interview, agreed and signed learning objectives wi thin their learning &

development portfolio. This is to ensure the prece ptee is prepared for their one month appraisal. The Preceptee will receive a local induction workbook be able to provide documentary evidence to support this at their appraisal/ CONTACT.

At 1 month an initial appraisal/ CONTACT must take place and be documented. Verification of the local induction workbook to be completed at this point.

At three months, a review should take place with the P receptor, Preceptee & the Preceptorship Facilitator. To review progress and h elp to support with any

concerns or issues either party may have. Appropria te documented action plans and evidence must be completed at this point.

(N.B The Preceptorship Facilitator is available at any time for any advice or additional support Preceptors & Preceptees may requ ire.)

Regular discussions should take place to review progress a minimum of once per month. Preceptorship focus groups are also avai lable for Preceptees to

attend in a peer group environment. It is advisable that the Preceptees attend a minimum of two sessions over the six month period.

At six months the final review meeting must be comp leted and signed off by the Preceptor, all core and area specific competencies should be signed off and achieved by this point in preparation for the six m onth appraisal/CONTACT. Quality assurance checklists must be completed by l ine manager or nominated deputy to ensure evidence has been confirmed. This is then verified by the Preceptorship Facilitator.

It may be necessary in certa in circumstances to extend the P receptorship period; this must be agreed with the line manager, preceptor and preceptee. This should not be a time for surprises for the Precepte e if performance management

is in question .


Appendix 5

Process For completion of Safe Medicate Programme

The Preceptee will be issued with a Safe medicate l icence during the first week of the preceptorship education days, via the precep torship facilitator. Safe

medicate assessment must be completed within 3 mont hs of commencement of new role

There is a taught session on the use of the safe me dicate programme. It is at this session the Preceptees are reminded of their profes sional requirements and responsibility that as part of the trusts quality a ssurance Process. (N.B Safe

medicate is a mandatory requirement, any failure to knowingly not complete this can result in performance management action.

The preceptorship facilitator Monitors each precept ees attempts at safe medicate. There are unlimited attempts at this prog ramme; the Preceptee must achieve a pass rate of 100%. The preceptorship fac ilitator will verify this and a

certificate will be given.

The preceptee must complete their intravenous asses sment within the first 3 months of commencement of their new role.

This must be accompanied by the medicines managemen t workbook and Competency based assessment booklet and signed off by the preceptor, before

the Preceptee is able to administer intravenous med ications.


Appendix 6 - Equality Analysis

Equality Analysis is a process of systematically analysing a new or existing policy or service to identify what impact or likely impact it will have on different

groups within the community. The primary concern is to identify any discriminatory or negative consequences for a particular group or sector of the

community. Equality Analysis can be carried out in relation to service delivery as well as employment policies and strategies.

This template has been developed to use as a framework when carrying out an Equality Analysis on a policy, service or function. It is intended that this is

used as a working document throughout the process, with a final version being published on Gateshead Health NHS Foundation Trust website.

1) Policy / function details

Preceptorship Policy

Directorate: Nursing Administration

Department/Service: Practice development team : Lead: Ami Jackson Preceptorship facilitator

Details of people involved in the policy / function development or review

Head of research and effectiveness Nurse, Practice placement facilitator, preceptorship Facilitator , Task

and finish group for allied health professionals.

Start date

Name of policy / function Preceptorship policy

Scope of the policy / function The preceptorship policy has been developed in support of All Newly qualified

registrants during their first 6-12 months of practice Aligning with health

education England’s preceptorship standards (2015).

Is it a new service/policy or review of an existing one? Is it a

national requirement? Purpose of policy / function The delivery of this programme is primarily delivered within the practice setting supported by the preceptor and

line manager. In conjunction with education days coordinated by the preceptorship facilitator /Professional lead

role. The education days are tailored specifically to each individual health professional’s scope of practice.

What are the aims or intended outcomes?

Do the aims of this policy link to or conflict with any other policies of the Trust?

2) Stage Two: scoping and analysing equality information

List the sources of evidence you have for different people from each protected group (age, disability, gender reassignment, marriage and civil partnership,

pregnancy and maternity, race, religion or belief, sex, sexual orientation? Use qualitative or quantitative data, research or reports

Source of information

DOH Preceptorship Framework (2010)

It is critical that all newly registered practitioners have equitable access to preceptorship, as well as equitable

experiences and outcomes from the process.

Preceptorship should be barrier free; it is important that the transition from student, or arrangements to support new

registrants following other routes, supports and promotes the individual’s equality of opportunity. Preceptorship seeks

to build confidence in the delivery of the role an individual has been employed to do and should empower them to give

safe, competent, high-quality care using the human rights principles of fairness, dignity, equality, respect and autonomy.

Preceptorship arrangements should give due regard to individual difference and respond accordingly, taking all

reasonable steps to ensure that adjustments are made according to need and requirement. Differentials should be

considered and planned for in anticipation of need against an equitable outcome standard. The legal obligations to

comply with the duties around race, disability and gender should be assured through equality impact assessments of the

individual sites’ preceptorship programmes.(DOH 2010)

There is legal duty on NHS

organisations to involve people and

their representatives in decisions

about services.

Provide details of feedback from

people who are affected by the

policy/ function, and any

consultation or engagement

activities undertaken:

What were the key findings?

The legal obligations to comply with the duties around race, disability and gender should be assured through equality

impact assessments of the individual sites’ preceptorship programmes. (DOH 2010)

Does the evidence suggest the policy / function affects or is likely to affect any of the following groups differently (either positively or negatively)

The evidence does not suggest that this policy or its function is likely to have any differential impact or effect any of the following groups.

Age Not applicable

Disability Not applicable

Gender reassignment Not applicable

Marriage and Civil Partnership Not applicable

Pregnancy and maternity Not applicable

Race Not applicable

Religion or belief Not applicable

Sex Not applicable

Sexual orientation Not applicable

If there is a greater effect on one group,

is that consistent with the policy aims?

Not applicable

How does the policy / function meet the aim

to promote equality of opportunity on the

grounds of …?

Not applicable

How does the policy /function meet the aim

of eliminating discrimination on the grounds

of …?

Not applicable

How does the policy / function meet the aim

of fostering positive relations between

people of different groups?

Not applicable

To apply core human rights values, such as

equality, dignity, privacy, respect and

involvement, to all organisational service

planning and decision making

Not applicable

3) Stage Three: monitoring and review

No major change: Not applicable

Adjust the policy – Not applicable

Continue the policy – Not applicable

Stop and remove the policy Not applicable

How will you monitor the

impact of the policy /

function?

Not applicable

Policy Sponsor

Approving Committee

Date of approval

Appendix 7 Occupational Therapy Guidance

PRECEPTORSHIP

Named Preceptor: Named Preceptee:

First rotation service area : Dates:

Service Overview :

Abridged Curriculum Vitae:

SWOT analysis:

External Internal

Po

siti

ve

Opportunities: Strengths:

Ne

ga

tiv

e

Threats/Barriers: Weaknesses:

OBJECTIVES

Objectives set & reviewed C1 C2 C3 C4 C5 C6 HWB 2 HWB 4 G 1 Evidence description and page no

Sign when completed:

Section Completion date Signed preceptor Signed preceptee

CV service overview and SWOT analysis

Objectives

Evidence

Evidence Portfolio: Remove this page

The following are examples of how to present the evidence in your portfolio once you have read it remove from

your portfolio- you may wish to retain it as a reference

Evidence Collection Guidance

Over the course of your preceptorship you will be expected to gather a range of evidence that will fulfil the

criteria of the KSF (Knowledge and Skills Framework). It’s important that you know what each area of your KSF

mean, so that you can begin to think of the types of evidence that you naturally come across in the course of

your working day/life that will then support you to demonstrate that you have achieved a specific

knowledge/skill. Some examples of evidence that you may use include:

- Certificates of training course attended

Place certificates that you receive from any training courses that you attend, write a few lines

(annotate) outlining what you have learnt during the course and how this may improve your future

practice.

- Minutes from meeting

You will often receive minutes from meetings that you attend, if you print off the front page of these

and outline your contribution to the meeting and what skills you may have used/gained during the

meeting and how this relates to your personal objectives/KSF framework.

- Observation sheet

This is observational evidence from another member of staff who has witnessed you achieving a

specific objectives/element of the KSF framework, a template observational sheet has been produced

for you to use, located at the back of this workbook.

- Extract of researched evidence

You will be reading journal articles or other literature to support your evidence-based practice. You

may wish to print the front page of the article that you have read and include a few lines (annotate)

what you have learnt from the article and how this will improve your future practice

- Reflection on practice

Reflect on a specific event that you have experienced, there are a range of templates out there to help

you with this or you may wish to develop your own

The evidence matrix is designed as a really quick and easy way for you to document your evidence. The idea is

that someone else could come along and quickly identify the types of evidence that you have collected, the

elements of the KSF it relates to, and where they can find it.

Documents

Name of Policy: Preceptorship Policy - NHS Gateshead · • Provide evidence of a personal development plan that includes post registration and record progress in preparation for