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Consent

Consent. SNOD – Specialist Requesters. The Way Forward?. Actual deceased donors- Midlands team. 1 April 2006 to 31 March 2016, data as at 8 April 2016. 2008-09. 2008-09. Any Other Evidence?. TOT 2020. TOT 2020.

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Consent

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  1. Consent SNOD – Specialist Requesters

  2. The Way Forward?

  3. Actual deceased donors- Midlands team 1 April 2006 to 31 March 2016, data as at 8 April 2016

  4. 2008-09

  5. 2008-09

  6. Any Other Evidence?

  7. TOT 2020

  8. TOT 2020 • The UK has some of the highest family refusal rates for organ donation in the Western world. Furthermore, the increases in donation and transplantation reported following the publication of the Taskforce report in 2008 are a consequence of a significant expansion of DCD programmes, not because of any significant increase in family consent. Put plainly, the UK will never achieve its potential for donation and transplantation when over 40% of families refuse donation, sometimes against the known wishes of the patient. • There are two fundamental and complementary approaches to improving family consent rates. Firstly, as a society we need to get to a point where we believe it to be normal for families to be asked for consent and normal that they will give it. Secondly, families must be given the best possible support when asked to consider donation on behalf of a loved one.

  9. TOT 2020

  10. Job Role • As a Specialist Nurse-Organ Donation (Specialist Requester), you will work with the families of potential donors to support them in making a decision regarding organ and tissue donation. You will provide the support and care families need and have a real opportunity to become an expert in family approach and consent/authorisation. Through enhancing your skills in this area you will be instrumental in increasing consent/authorisation rates and subsequently increasing the number of organs and tissue for transplantation • You will develop your expertise to become a specialist in working with families; always sensitive to their care needs, you will support them through the consent/authorisation process. Working across neighbouring regions (when required), you will be assigned to the specialist requester role and work for a two year period initially. However, this period can be increased or decreased depending on individual circumstances and by agreement as part of a joint review

  11. Measuring Success

  12. Key Responsibilities • Respond in a timely and professional manner to referring hospitals providing advice, information and pro-active support to the potential donor’s clinical team and other hospital staff. • Where appropriate, undertake donor characterisation and screening prior to approaching families for consent/authorisation. • Provide excellent support to families providing information and resources relevant to their needs. • Obtain consent/authorisation for donation; completing all relevant documentation whilst at all times adhering to current legislation and organisational policy. • Ensure a seamless and cohesive handover to the SN-OD, introducing them to the donor’s family. • Provide, where appropriate, operational support to the SN-OD embedded role/ hospital development activities. • To participate in the on-call rota (1 in 12) in order to maintain clinical skills within the whole donation process. • Work in close conjunction with internal and external customers to provide donor family care in accordance with best practice, enabling benchmarking and ongoing service development. • Actively participate in bespoke development and training to enhance core skills and share learning and ideas. • To be forward thinking and innovative and contribute to continuous improvement.

  13. What Next ? • 3 requesters in post • Aiming for 6 • All in Level 1s • With 6, all trusts will have a requester within an hours travel time, 5 days a week. • Working 9-9 Mon-Fri • MODST up to full establishment with 2 extra post agreed and filled

  14. Monitoring Reduction of 24 working for SN-ODs Donor and potential donor family experience Complaints and Compliments Service evaluation feedback Impact of variety and specialisation in the SN–OD role Exit information/ themes Your voice survey (ODT Nurses) and engagement score Trends re SN-OD vacancies Trends re SN-OD turnover rate Trends re SN-OD/ Specialist Requester short term and long term sickness levels. Feedback from customers, CLODs, Clinicians, nursing staff via Regional Collaborative Travel Time

  15. Section title

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