The Nurse Practitioner Panel:
A Crucial Step In The
Endorsement Process? Jo Begbie Deputy Director of Nursing and Midwifery - Professional Practice Nursing and Midwifery Education and Strategy, Southern Health
Alyson Wheelhouse Nurse Practitioner Wellness and Recovery Centre – Eating Disorders, Southern Health March 2013
Overview
• The evolution of the Nurse Practitioner panel
• Why have a panel?
– the organisational perspective
• Why not?
• Why have a panel?
– the candidate perspective
Southern Health (now Monash Health)
Southern Health
• 14,000 employees
• 6,000 nurses and midwives
• 5 Nurse Practitioners
• 4 Nurse Practitioner Candidates
• Nursing and Midwifery Executive:
• Executive Director of Nursing and Midwifery
• 11 Directors of Nursing / Midwifery
• 3 Professors of Nursing / Midwifery
• 1 Human Resources member
Southern Health NPs & candidates
Emergency 1 NP endorsed in 2006
Chronic Heart Failure 1 NP endorsed 2011
Diabetes 1 NP endorsed in 2011
Renal
1 NP endorsed 2012
1 candidate
Mental Health & Eating Disorders 1 NP endorsed in 2013
Oncology 1 candidate - commenced 2010
Neonatal Care 1 candidate - commenced 2012
Paediatric Oncology 1 candidate - commenced 2012
Aged Palliative Care Recruiting 2013
Mental Health & Addiction Medicine Recruiting 2013
In development
• Paediatric Palliative Care NP
• Paediatric Oncology/Palliative Care NP
• Chronic disease
• Aged Care
• Palliative Care – Aged and General
• Pain Management
• Mental Health – various roles
The evolution of the NP panel
• Part of the previous Nurses Board of Victoria endorsement process
• Not continued at that level since the transition to national registration
• Request for a standardised approach across the Nursing Directorates
Southern Health Panel Process
Clinical Panel
• Site or program DON
• Clinicians:
Medical
+/- Allied Health
• Clinical case presentations by candidate
• Question time
Professional Panel
• EDONM
• DDON Professional Practice
• Independent DON
• Professional practice presentation by candidate
• Question time
Why have a panel?
The organisational perspective
• Consistency
• Readiness for endorsement
• Support for endorsement
• Celebration of achievements
• Feedback for future development
Why not have a panel?
• Additional time and therefore expense
• Additional stress for candidate
• Not required for endorsement
• Not consistent with other organisations
Why have a panel?
the candidate perspective
• Reliance on the organisation to assess readiness of NPC
• Readiness to submit the application to AHPRA
• Completion of studies (masters program)
• Completion of 2 year candidacy journey
Competency Standards
• ANMAC competencies established
• Competencies endorsed by all Nursing and Midwifery Regulatory Authorities to assess performance to obtain and retain licence to practice
• Provide framework for assessing performance
Application requirements
• Current RN / RM registration with AHPRA
• Equivalent 3years full-time in advanced practice role within the last 6yrs
• Completion of board approved Nurse Practitioner program of study at masters level or equivalent
• Compliance with national competency standards
• Compliance with the Board’s registration standards for continuing professional development
• Letter of support from within the organisation
Clinical panel
• Southern Health developed own internal process
• First clinician to undertake process
• Panel members from a range of clinical areas
• Measures clinical knowledge, clinical skills, clinical practice and prescribing practice
• Mock panels with recommendations for further improvement
• Final panel
• Letter of support
Professional panel
• Measures professional practice capabilities
• Highlight strategic vision and goals
• Broader perspective of role and its impact
• Transparency of role – innovative and flexible health care that is complimentary to the service as a whole
Consistency
• Consistency of panel members
• Clear understanding of model of care and role
• Clarity of scope of practice – determined by context of practice
• Clear and consistent goals
• Clarity around the standard the NPC is to achieve
• Regular steering committee meetings
• Collaboration
Reflections
• Uniqueness of role
• Mock panels highlighted areas for improvement in knowledge, skills and practice
• Supervision is a priority
• Organisational assurance
• Own personal confidence
• Opportunity to show case role
• Influential capacity to drive further roles
Questions??
Jo Begbie
Deputy Director of Nursing and Midwifery - Professional Practice
Nursing and Midwifery Education and Strategy, Southern Health
03 9594 7629
0427 001 962
Alyson Wheelhouse
Nurse Practitioner Eating Disorders
Wellness and Recovery Centre – Eating Disorders, Southern Health
03 9594 1300
0438 353 722
