Nursing guide to preceptorship

A Guide ToNursing

PreceptorshipPreceptorship

Prepared by:Prepared by: Kawther AliKawther Ali

Steve Rose ver. 8.0 Practice Development Team, April 2007.

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TopicsTopics

What is precptorship Why we use the

preceptorship When we use the

preceptorship Where we use the

preceptorship Who is the preceptor,

and the preceptee


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Preceptorship Definition: Preceptorship is considered a Community-based

teaching is the teaching of medical or nursing novice by provider, or preceptor, in an office environment.

The one teacher/one learner/one patient relationship creates educational cognizance, where the learner experiences and learns from:

Role modeling; Effective assessment; Immediate feedback; and Meaningful evaluation.


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Preceptorship Preceptorship The aim of this Preceptorship program is to

provide a structured, supportive bridge during this transition

from new nurse to practitioner. It also aims to produce competent professional

nurses to work in the High Secure Services. The purpose of this guide is to assist the

facilitation of that program, in outlining the requirements and expectations of both preceptor and preceptee.


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Preceptorship Preceptorship Who is the Preceptor1) An expert or specialist who gives practical

experience and training to a new nurse.2) A person, generally a staff nurse, who

teaches, counsels, inspires, serves as a role model and supports the growth and development of an individual (the novice) for a fixed and limited period of time with the specific purpose of socializing the novice into a new role.”


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Preceptorship Preceptorship

Who is the Preceptee

1) The preceptee is a fully qualified, accountable practitioner.

2) Newly registered nurses, midwives or health visitors entering practice for the first time, and for practitioners entering a different field of practice.


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The need for a preceptor

1) To promote patient care3) To reduce the degree of stress you may

experience as a newly qualified practitioner. .

4) To ensure responsibilities are not placed on you too soon or inappropriately.

5) To minimize risk to yourself and the patients in the high secure service.


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The Preceptor: AttributesCriteria determined to enable the preceptor to fulfill

what is expected of him/her.1) He/She must be a first level registered nurse.2) He/She will have had at least 12 months

experience within the clinical field. 3) He/She has been considered as a suitable role

model for newly qualified practitioners.4) He/She will have undergone specific

preceptorship training, being familiar with the requirements of support, goal setting, action planning and evaluation.


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Expectations in practice1) The preceptor should have sufficient knowledge to be able to identify

the preceptee current learning needs.2) He/She will be sufficiently experienced and competent, to apply

theoretical knowledge to practice.3) He/She will understand how the preceptee should integrate into the

new practice area .4) He/She understands and will assist with problems encountered in the

transition to qualified practitioner.5) He/She will, with the preceptee, formulate identified learning

objectives to assist with this transition.6) He/she will demonstrate skills in problem solving, decision making,

delegation and accountability.7) He/she will facilitate preceptee’s professional socialization into role.8) He/She will provide ongoing and periodic feedback on preceptee’s

progress.9) He/She will be a resource for professional and personal support.10) He/She will help the preceptee to assess, validate and document

achievement of clinical competence.


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Qualities of an effective preceptor

1) Good communication skills. 2) A professional role model. 3) Willing to invest time in preceptee. 4) A good listener and problem-solver. 5) Sensitive to the needs and inexperience of the preceptee. 6) Familiar with current theory and practice. 7) Competent and confident, in the preceptor role. 8) Non-judgmental attitude to co-workers 9) Assertiveness 10) Flexibility to change 11) Adaptability to individual teaching needs


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Incentive for the Preceptor

1) Enhanced skills. 2) Recognition of role. 3) Sense of achievement. 4) Opportunity for professional development. 5) Opportunity to contribute to the development of

the program. 6) Demonstration of responsibility.


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The Preceptee: Expectations of them within this program

1) To communicate learning needs to the preceptor.2) To fulfill the set learning needs / goals.3) To communicate any concerns immediately.4) To seek feedback and ask questions.5) To attend meetings / lectures as programmed.6) To engage with the preceptor, and respond to advice.7) To accept responsibility for preceptor conduct.8) To keep a record of planned meetings with preceptor, and

development i.e. preceptorship profile.9) Utilize the appropriate resources available.10) To have regular and sustained contact with preceptor.


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Preceptee Outcomes of Preceptorship

1. To be supported in orientation and adapting to new role.

2. To consolidate skills, under supervision.

3. To become a safe and confident practitioner.

4. To have had structured, collaborative support in the new role.


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Pathway for Preceptorship

1) Orientation to the Hospital / Ward / Unit, first meeting with preceptor, receipt of preceptorship guide and programme.

2) Mandatory training.

3) 1 week period in the designated unit.


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4) Formal meeting with the preceptee, preceptor, and ward manager.

a) Discussion on the preceptor role, and expectations of the preceptee.

b) Shared setting of goals / learning outcomes, based upon preceptee previous experience, qualifications and learning abilities.

c) Setting of minimum hours working with the preceptor.d) Agreement on review periods / dates.e) Preceptorship Contract.


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5) Full orientation to the ward.

6) Set-piece shadowing of experienced staff in Patient care, documentation, computer work, external patient escorts etc.

7) Task and role orientation experience.

8) Progressive introduction to the patient community.


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Pathway for Preceptorship9) Regular meetings with other newly

qualified nurses at their own forum or the ’Nurse Discussion Group’.

10) Formal review with preceptor after each 3 month period. Signoff goals / outcomes, and re-set new ones, and feedback to be given. Preceptee to reflect on experience of work and preceptorship to date.

11) Attendance at lectures / seminars correspond with needs and experience.


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12) At 3 months discuss termination / extension of the preceptorship period.

13) Evaluation of the preceptorship programme.

14) Transfer to individualized staff development programme, to include clinical supervision.


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The difficulties in the implementation of preceptorship for the preceptor

Preceptor might be placed in the conflicting roles of confidante and assessor .

Demanding communication and mediation skills on the part of the preceptor and acceptance of peer evaluation on the part of the preceptee.

Professionally, increased demands on experienced practitioners who will already have extensive responsibilities.

Increase the possibility of ‘burnout’. Problems of lack of support from management and

other staff. Insufficient time to fulfill the preceptor role alongside

their other duties.


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The difficulties in the implementation of preceptorship for the preceptee

Preceptee might find problems due to the preceptorship programme not meeting their individual needs especially if the preceptor has a heavy workload.

The preceptorship package is outdated. Such issues that challenge the preceptee’s

communication skills and Assertiveness. The preceptor’s personal ability to be flexible

while objectively fulfilling the roles of confidante and assessor.


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Questions?Questions?

Health & Medicine

Nursing guide to preceptorship