Paediatric Advanced Nurse Practice Education

Helen RolléAdvanced Children’s Emergency Nurse Practitioner

Objectives

The role of the Advanced Children’s Emergency Nurse Practitioner

Explain how the role has changed since it’s original commission

‘The Team’ and it’s dynamics

Educational approaches taken to support ‘the gaps’

The KSF and appraisal process

Children’s Emergency Department:Background

Initially medical unit only: 13,500 children per year Merged with main A+E in 2009 Now classed as a traditional children’s A+E: 34,500 children per year

Arrivals: Self referral, GP referral, Other health referrals e.g. Out of Hours, Walk in centre, Minor injury units

Current target achievement is 99.3% against 4 hour target Staffing; Nurses, Emergency Nurse Practitioners, Advanced

Emergency Practitioners, SHO, Registrar, Consultants, GP VTS

Advanced Nurse Practitioners: Children’s Emergency Care

Initial commissioning: 10 practitioners to cover 24/7

22hrs/week Study Leave Post Grad Dip required Actually trained 5 Actually employed 4 covering

3.8wte Hours worked 10am-11pm over

seven day week Remit included clinical practice,

leadership, education, and research

Paed Medicine7 yrs Paeds

ITU/Paed Medicine/

Resus12 yrs Paeds

A+E trained/ENP

14 yrs Paeds

ITU trained20yrs Paeds

TEAM

Advanced Children’s Emergency Nurse PractitionerRole Development

Bridge the gap between nursing and medical services in the Emergency Department

Initial commissioning: Patients with minor illness Role has developed to work as ‘SHO’ equivalent: All patients

Additional educational need Different working hours Additional Governance

Education

Medic &Multi-

disciplinary

Personal Opportunistic

On the jobTeaching

Traditional Academic

Course

Education

KSF Package

Interview with medical supervisor

Quality review of notes   Case Based Discussion

Mini CEX

Direct Observation of procedure

Multi Source Feedback Tool

Learning development Plan

Teaching feedback formal 

KSF appraisal

CORE DIMENSIONS

1 Communication: Level 3 2 Personal and people development: Level 3 3 Health, safety and security: Level 3 4 Service improvement: Level 3 5 Quality: Level 4 6 Equality and diversity: Level 3

Specific Dimensions also included

Medical Appraisal and Nursing Management Appraisal

Governance Framework

Professional Accountability & Assurance Framework for Advanced Practice

Introduction, Definitions, Boundaries General / specialist role Assessment strategies Competencies Support and supervision (clinical & medical) Activity Training, education, career and Continual Professional Development Regulation & accountability Non – Medial prescribing Medical rota Research, audit and disseminating activity Clinical leadership Sustainability, succession planning and talent spotting Managers roles and responsibilities Electronic repository with live register of practitioners Tool kitRecruitment and selection processJob descriptionPerson specificationRole

evaluationConsistency check list

The future

Future commissioning of service

Nursing staff v Medical staff

Role development and promotion opportunities

Any Questions ?