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Independent Healthcare Providers

Independent Healthcare Providers. NI Nursing & Midwifery Workforce Survey Results . 17 January 2007 Cathy McCusker Senior Professional Officer NIPEC. NIPEC our business. NIPEC supports nursing and midwifery in Northern Ireland by

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Independent Healthcare Providers

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  1. Independent Healthcare Providers NI Nursing & Midwifery Workforce Survey Results 17 January 2007 Cathy McCusker Senior Professional Officer NIPEC

  2. NIPEC our business NIPEC supports nursing and midwifery in Northern Ireland by • promoting the best standards ofpractice, education & training andprofessional developmentof nurses and midwives • providing information, advice and guidance

  3. And how do we do that? We do this by • promoting and disseminating development of practice activities aimed at improving nursing and midwifery practice • Using and DoingResearch Project • Designed an Organisational Guide to support development of practice infrastructure as part of the clinical and social care governance agenda • Designed and support anAll Ireland Practice and Quality Databaseaimed at celebrating and sharing practice activities

  4. And how do we do that? We do this by • promoting learning and education development and we quality assure education programmes for NMC and DHSSPS • We studied practice placement learning issues–Practice Placement Project onbehalf of the DHSSPS • Appointed seven Expert Education Partners to support QA

  5. And how do we do that? We do this by • Supporting professional development through the Development Framework resources • Designed and launched Development Frameworkwebsite • Published and distributed theDF 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

  6. NIPEC’s role in supporting our Nurses • Workforce Profile and Characteristics – survey results • Development Framework tools and guidance

  7. Caring for our Elderly • Safety • Competence • Motivation and morale • Team working • Regulatory body requirements

  8. Workforce Profile & Characteristics Paper Summary Background Literature synopsis Current workforce information Methodology Questionnaire results Conclusions & Recommendations.

  9. SurveyApproximately 35% Response Rate (n=7593)97% in employment(n= 7308)

  10. Q1 (p44) AGE RANGE: Q’aire/NMC/HPSS

  11. General Profile Results

  12. Eight Sections in Questionnaire • Bio -personal • Bio – professional • Current employment • Personal and professional development in current job • Identification of learning and development in current job • Opinions around learning and development • Changing jobs • About NIPEC

  13. Profile and characteristics of workforce 94% Female 65% Have Dependents 76% Married or Living with partner 44% Main income 97% In employment 52% work full time 92% current job in nursing or midwifery 92% Hold permanent contract 87% trained in NI

  14. Elements Cross Referenced with Different Variables • Contracted hours • Participation in learning activities • Identification of learning and development • Opinions on learning and development issues • Changing jobs • Opinions around career advice, opportunities and interviews • 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

  15. Q12 (p55) Main Employer

  16. 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)

  17. 1. Contracted Hours (pp 102-103) Massive challenge for learning & development & support for practice

  18. 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

  19. 2. Participation in learning activities for Nursing Home employed nurses • Order of most useful learning activities not yet undertaken • Visiting other units • Participating in leadership development programmes • Participating in study days outside the organisation • Participating in management development programmes • Participating in conferences, seminars/workshops p115

  20. 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

  21. 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

  22. 5. Changing jobspp 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%)

  23. 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%)

  24. 7. Internet access at Home or Workpp152-154 • 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%

  25. CONCLUSIONS AND RECOMMENDATIONSpages 156-161 1 Appraisal2 Supervision3 Learning Needs Assessment4 Internet Access

  26. FINDINGS RELATED TO DEVELOPMENT FRAMEWORK

  27. 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

  28. 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

  29. df Related findings Promoting 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%).

  30. Competency Profile Learning Activities Portfolio Role Development Career Planning www.nipecdf.org 5 Components

  31. 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.

  32. NIPECDevelopment Framework Support Officer • Opportunity for your nursing staff to register and create their own online portfolio on www.nipecdf.org • Contact Jennifer Hamilton • 028 90238152 • Jennifer.hamilton@nipec.n-i.nhs.uk

  33. Many thanks …..

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