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

Jo.Begbie@southernhealth.org.au

Alyson Wheelhouse

Nurse Practitioner Eating Disorders

Wellness and Recovery Centre – Eating Disorders, Southern Health

03 9594 1300

0438 353 722

alyson.wheelhouse@southernhealth.org.au