Overview
Rotational posts offered to newly qualified Mental Heath Nurses to enable consolidation of learning in a variety of Mental Health care settings. The nurse is supported in practice by a named mentor and undertakes the NES Flying Start programme (1) which also incorporates the NHS Ayrshire and Arran Newly Qualified Competency Programme.
Local Area
Ayrshire and Arran
Care Setting
Community care, In-Patient Setting
Care Group
Adults, Children and Young People, Later Life
Evidence Base for Practice
Findings from NES, in the National Review of Mental Health Nursing in Scotland (2) suggested that Flying Start should include a planned rotation from mental health nurses through various areas, including community, to ensure consolidation of skills and knowledge.
The Delivery Action Plan from the review included Action Plan 20: -
‘All newly qualified mental health nurses should have a planned rotational development and consolidation experience by the end of 2007’.
A study by Lucock and Coyne (3) showed that ‘supervisors liked the model of job rotation used to attract, recruit and retain nurses within hard to staff health and social care areas, and to a great extent within the Trusts concerned. They were pleased that this tool reduced the need for bank and agency staff, assisted with budget management and brought about greater continuity of care.
The supervisors affirmed that the model facilitated the provision of care and reflective practice capabilities, and enabled junior nurses to gain the education they needed to make planned changes to their careers. They argued that it supported job changes and that work based learning was successful in facilitating a successful partnership between academia and the workplace.’
Quality assurance/impact of practice
As the 1st Phase of the rotational programme will be completed at the end of September 2008 no formal evaluation of the initiative has been undertaken as yet. However, the robust process of supporting/monitoring the staff in these posts has enabled regular verbal feedback to be received. The newly qualified MH nurses have indicated that their experience to date has been hugely positive and that the experience of varying clinical placements as 1st level nurses has been beneficial to them.
One Newly Qualified Nurse within the 1st phase wrote recently: -
All Newly Qualified Nurses (NQN) are offered the opportunity of a 1 year rotational contract within Ayrshire and Arran. During the six months I gained confidence in my abilities as a practitioner and became a valued member of the nursing team.
Having the opportunity to practice in two specialties within Mental Health Nursing has consolidated my learning and has given me confidence in my abilities as a practitioner; it had also demonstrated that skills are transferable throughout Mental Health Services which enhances confidence when applying for permanent positions…..
I would recommend this programme for all NQN’s as a unique way of consolidating learning”.
Clinical colleagues and Service Managers have supported this initiative and the 2nd phase is approaching the 6 month stage with a 3rd phase due to commence in the near future.
Edited: for full text contact contributor.
Practice Summary
Rotational posts offered to newly qualified Mental Heath Nurses to enable consolidation of learning in a variety of Mental Health care settings. The nurse is supported in practice by a named mentor and undertakes the NES Flying Start programme (1) which also incorporates the NHS Ayrshire and Arran Newly Qualified Competency Programme.
The aim is to develop competence and confidence in nurses at the outset of their practice, ensuring evidence based high quality care provision for the people of Ayrshire and Arran.
Practice Detail
Newly Qualified Mental Health Nurse will: -
• Be supported by MH Services, as a 1st level MH nurse, to consolidate nurse training by undertaking the Flying Start programme incorporating NHS Ayrshire & Arran Newly Qualified Nurse Competency Programme
• Undertake the programme developed by NES, New to CAMHS, (4) or New to Forensics (5) if working within these areas
• Develop confidence and competence as 1st level nurse
• Work with clients of all ages within a variety of MH services
• Practice as a 1st level MH nurse within a multidisciplinary team developing knowledge and skills to enhance working practice
• Develop skills and knowledge of multi-professional/multi agency working to support clients utilising Integrated Care Pathways (6) ensuring seamless care delivery
• Support experienced MH nurses to deliver care to clients in an in-patient environment and in the community
• Acknowledge the importance of inclusion and involve the client, carer and family when agreeing therapeutic intervention and care delivery
• Practice using a recovery focused approach (7)
• Be aware of the 10 Essential Shared Capabilities (8) and acknowledge these as integral to their nursing practice
• Use Professional Development Planning, Knowledge Skills Framework and Clinical Supervision to ensure continuous personal professional development
Challenges
The initial proposal preparation and organisation of the Rotational Programme was a significant undertaking. Additionally, the co-ordination and agreement of all MH Services to support this initiative took some time to arrange with a great deal of communication and negotiation taking place.
Additional Comments
The success of this initiative was founded in certain components. Reference is made to these in the extract below (9): -
‘Based on the experience of the first three cohorts experience of the rotation scheme, the factors that are critical to success could be summarised as follows:
• Commitment — strong commitment needed to the scheme from board level
• Educational component — this provided an essential ‘hook’ for participants, and the fact that it was work-based learning enriched the contribution that participants were able to make in their clinical placements.
• Awareness of the scheme and its purpose for middle managers and other staff
• Good co-ordination — having a dedicated scheme coordinator post was seen as a big advantage. Participants need to have a clear point of contact who can address their queries
• Integrate and support the scheme by other HR activity
• Good choice of placements
• Manage transitions
• Career planning.’