rn/rm 2 phase 2 package - act healthhealth.act.gov.au/sites/default/files/rn2-rm2 personal... ·...

Registered NurseRegistered Midwife

Level 2Personal ClassificationInformation package

Revised by Nursing & Midwifery Office, Dec 20141

Nursing and Midwifery Office | PO Box 11 | Woden ACT 2606 | Phone: 6244 2147 | www.health.act.gov.au | Dec 2014

http://www.health.act.gov.au/

Contents

Purpose..................................................................................................................3Definition of Registered Nurse/ Registered Midwife Level 2.................................3Role of the Registered Nurse/ Registered Midwife Level 2....................................3Guiding Principles..................................................................................................4General Process Principles.....................................................................................4The Application Process.........................................................................................5Roles and Responsibilities......................................................................................7Applicant’s responsibilities....................................................................................7Supervisor’s responsibilities...................................................................................7Referee’s responsibilities.......................................................................................8Assessment Panel’s Duties.....................................................................................8The Chief Executive’s Delegate’s Responsibilities..................................................8Moderation Panel’s Duties.....................................................................................9Career Advancement Coordinator’s Role...............................................................9Career Advancement Coordinator Contact Details:.............................................21GENERIC SELECTION CRITERIA.............................................................................11Appendix 2:..........................................................................................................12Information to assist in completing the application............................................121. Addressing the Selection Criteria....................................................................122. Preparing a Resume........................................................................................143. Health Directorate – Vision, Values, Objectives..............................................174. Relevant Legislation........................................................................................18Appendix 3: Formulating a Personal Performance Plan.......................................19Appendix 4: Frequently asked questions.............................................................22

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Registered Nurse/ Midwife Level 2Personal Classification

Purpose

The purpose of this framework is to:

Define the process for the career advancement of Level 1 Registered Nurses and Registered Midwifes (RN/RM) who are permanent officers of Health Directorate to a Level 2 Personal Classification.

Definition of Registered Nurse/ Registered Midwife Level 2

RN/RM 2 refers to a RN and/or RM who has demonstrated competence in advanced nursing or midwifery practice, provides guidance to RN’s/ RM’s level 1, enrolled nurses, assistants in nursing and nursing and midwifery students in the delivery of nursing and/or midwifery care; and acts as Team Leader in the absence of the Clinical Nurse/Midwife Consultant (CNC/CMC)

Role of the Registered Nurse/ Registered Midwife Level 2

1. Provide advanced nursing care consistently and competently to patients/clients of varying complexity, including:

a) Incorporation of a risk assessment approach to practice, whilst working within the boundaries of professional legislation and existing policies and procedures.

b) Acting as a role model, a core clinical resource person, and a source of expert nursing knowledge within the specialty based on:

Comprehensive, contemporary specialised nursing knowledge Expertise and skills in the area of practice Understanding of legislative requirements The exercise of sound clinical judgement

2. Remain current in specialised knowledge, expertise and skills through continuing professional development and ongoing education.

3. Support education within the specialty. Facilitate competency-based nursing practice as per the Australian Nursing and Midwifery Accreditation Council (ANMAC) guidelines found on the Nursing and Midwifery Board of Australia website( http://www.nursingmidwiferyboard.gov.au/ ) : and other specialty-specific competency to practice guidelines, through:

Provision of support to less experienced staff Preceptorship of new staff Participation in area-specific activities such as in-service education Support and promotion of reflective practice.

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http://www.nursingmidwiferyboard.gov.au/

4. Communicate effectively and appropriately (orally, non-verbally and in writing) in a diverse range of situations, using consistent and transparent processes.

5. Provide leadership within the multidisciplinary team to facilitate optimum health outcomes through:

Co-ordinating clinical care Being autonomous in professional decision making, within scope of practice, when

required Initiating clinical care activities Accepting accountability for clinical decisions and actions

6. Support safe and evidence-based practice within the specialty through:

Promotion of evidence-based practice Contribution to research and/or promotion of the utilisation of research as a source

of learning and innovation within the specialty Collaboration with peers

7. Make regular contribution to the development and review of clinical practice, protocols and policies. This includes:

Supporting policy change and new clinical initiatives in order to foster a dynamic workplace

Quality improvement initiatives within the specialty

8. Demonstrate the ability to consistently display commitment to, compliance with and leadership in high quality Customer Service, Equity and Diversity, Occupational Health and Safety and Industrial Democracy principles, practices and relevant legislation relating to these areas, and an understanding of and commitment to the organisation’s values.

Guiding Principles

The Registered Nurse or Midwife Level 2

The overriding principle of advancement to Registered Midwife or Nurse Level 2 is that the nurse/midwife functions and is seen by the organisation, as a source of expert nursing/midwifery knowledge skills and attributes. Therefore, during the selection process, the Registered Nurse or Midwife Level 2 (Personal Classification) must demonstrate that they fulfil a higher level of skill and a more demanding role than would generally be expected of a registered nurse at the highest increment of Level 1 in a designated area.

General Process Principles

The process should ensure that applicants have equal opportunity to demonstrate their suitability to be recognised for advancement

Applicants should have reasonable access to information relevant to the duties and the clinical area

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There should be no restrictions, other than set eligibility requirements, which may deter potential applicants from obtaining information or from applying for advancement, or which prevent them from being considered for advancement

Selection must be made without unlawful discrimination as prohibited by the Discrimination Act 1991 and PSMA Standard 1 Part 3 – Equal Employment Opportunity (EEO)

Procedure is fair and able to withstand scrutiny Decisions are made without favouritism or patronage and with regard to merit, equity

and natural justice and only use relevant information Applicants have a reasonable opportunity to advance their case for selection Applicant claims are fully and fairly considered and feedback is available for all

applicants. The selection process is reported fully and accurately

(ACT Public Service Nursing and Midwifery Enterprise Agreement 2013-2017)

The Application Process

1. The Applicant submits application to the Career Advancement Coordinator. The preferred method of submission is electronic. (see contact details page 12).

2. The Career Advancement Coordinator forwards applications, electronically, to members of Assessment Panel and the CNC/CMC applicable to the Applicant’s specialty area.

3. The Assessment Panel, which includes the CNC/CMC or an agreed alternative RN/RM 3 or above, meets, assesses the application and interviews the Applicant.

4. The Assessment Panel Chair informs the Career Advancement Coordinator, electronically, of the outcome for each Applicant, and then forwards documentation to Career Advancement Coordinator via email or internal mail.

5. Final approval (or disapproval) is required from the Director of Nursing or Delegate for the specialty area.

6. The Career Advancement Coordinator informs the Applicants and the Clinical Nurse/Midwife Consultants of the application outcome in writing.

7. For successful applicant within the Health Directorate, the Clinical Midwife/Nurse Consultant completes the Establishment Variation Authorities (EVAs), and submits these to Shared Services to enable upgrade to personal classification RN/RM Level 2. Clinical Nurse/Midwife Consultants at Calvary Hospital inform Calvary Human Resources who then action outcomes for Calvary Hospital employees.

8. Unsuccessful Applicants are advised to discuss their application with the CNC/CMC in their area, and work with him or her to develop an individual professional development plan.

9. If an unsuccessful applicant is dissatisfied with the outcome of the application, reassessment by a Moderation Panel can be sought within 14 days of notification of the outcome. This must be submitted to the Career Advancement Coordinator, who will then arrange for a Moderation Panel to address grievances. An Applicant may access the Internal Review Procedure contained in Schedule 5 of the ACT Public Service Nursing and Midwifery Enterprise Agreement 2013-2017

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The Application Process

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Registered Nurse/Midwife Level 1 meets with CNC to develop Performance Management Agreement or Professional Development Plan, with aim of applying for personal

classification to Registered Nurse/ Midwife level 2.

Applicant completes application and

submits to the

Career Advancement Coordinator (CAC)

CAC organises assessment panels and distributes applications to panels

Assessment Panel assesses application and interviews applicant

Assessment Panel Chairperson advises

CAC of recommendations

CAC forwards recommendations to Area Delegate (DON) for final endorsement

CAC informs Applicants & CNC/CMC of application outcomes


Roles and Responsibilities

Applicant’s

responsibilitiesThe responsibility of the applicant is to complete the application and clearly provide evidence of the skills and abilities required for Registered Nurse/Midwife Level 2 advancement. In order to fulfil this responsibility the applicant is advised to:

1. Attend ‘Registered Nurse/Midwife Level 2 Personal Classification - Information Session’ in order to prepare an application. (Bookings to be made via Capabiliti)

2. Prepare the application in a timely manner. This allows sufficient time for:o the Applicant to prepare their Personal Performance Plan in collaboration with

the CNC/CMC (see Appendix 3: formulating a Personal Performance Plan , page 26);

o the Supervisor and Referee to read the application prior to writing their reports;3. Provide supporting documentation to supervisor (such as academic records,

certificates of course attendance) as evidence. The supervisor will then acknowledge this in his or her report to the assessment panel; (please do not send copies of these documents)

4. Include a list of supporting documentation (as sighted by the supervisor) with the application; You may also include your Capabiliti Individual Training History

5. Submit (electronic and typed preferred) all the required application documentation outlined below, and provided in Appendix 1 (page 13), on or before the due date. A guide to addressing the Selection Criteria and preparing a Resume is provided in Appendix 2 (page 24).

Required application documentation:

o Covering lettero Applicant detailso Address to the generic selection criteria for the RN/RM 2 positiono Resumeo Personal Performance Plano Supervisor’s reporto Referee’s report o A list of supporting documents (originals of which have been sighted by the

applicant’s supervisor)

Supervisor’s responsibilitiesThe supervisor is usually the Clinical Nurse/Midwife Consultant. Alternatively, following communication with CNC/CMC and Career Advancement Co-ordinator, a Registered Nurse or Midwife Level 3 or above working in the applicant’s clinical area can complete the supervisor’s report.

The Supervisor’s responsibilities are to:1. Assist the applicant to prepare their application and then thoroughly read the

completed application;

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Unsuccessful applicants meet/discuss with CNC/CMC to work on

Professional Development Plan

Unsuccessful applicants may seek reassessment by a moderation panel


2. Complete the supervisor’s report, addressing the selection criteria, giving as much detail as possible regarding the Applicant’s knowledge, skills and attributes;

3. Sight documentary evidence supporting the application, (such as academic records and certificates of course attendance) provided by the Applicant. Record sighting in area provided on Supervisor’s report;

4. Inform the applicant’s manager, ADON and DON (the Delegate) of the application.5. Participate as a member of the assessment panel (with 2 independent members);6. Work with prospective applicants as well as unsuccessful applicants in the specialty

area to develop an individual Performance Plan, which addresses areas identified as requiring additional development.

Referee’s responsibilitiesThe applicant requires a report from one (1) other referee. The referee must be a Registered Nurse Level 2 or higher, and must have recent, direct knowledge of the applicant’s work performance.

The referee’s responsibilities are:1. Read the applicant’s application;2. Complete the referee’s report, addressing the selection criteria, giving as much

detail as possible regarding the applicant’s knowledge, skills and attributes.

Assessment Panel’s Duties The assessment panel is comprised of three (3) members; the Clinical Nurse/

Midwife Consultant or an agreed alternative RN/RM3 or above from the applicant’s specialty area and two independent panellists.

The independent panel members are Registered Midwifes or Nurses Level 2 or higher

The panel Chairperson is a Clinical Registered Nurse or Midwife Level 3, unless agreed otherwise. The applicant’s supervisor cannot be the panel Chairperson.

Each panel member must have completed training in the selection process and selection techniques through Health Directorate SDU

Maintaining integrity through the application of the merit principle, equity and consistency in the advancement and selection process;

The Assessment Panel’s responsibilities are to:1. Convene quarterly to assess applications for advancement to Personal Classification

Registered Nurse/ Midwife Level 2;2. Assess suitability for advancement to Registered Nurse/Midwife Level 2 through the

review of the application and interview performed at the time of convening;3. Provide a detailed written Assessment Panel Report of the assessment process for

each application and a recommendation based on their findings for the Career Advancement Coordinator to action;

4. Panel members have equal responsibility and accountability for:o Assessing applicants;o Ensuring that the process is equitable; ando Contributing to the recommendation.

The Chief Executive’s Delegate’s ResponsibilitiesThe Delegate gives final endorsement of the assessment panel’s recommendation through considering:

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all information provided in the selection report, including applications, references and assessments;

the selection or moderation panel's recommendation; individual assessments; and any other additional relevant information.

The Delegate must be satisfied that:

the selection process was fair; the process was consistent with the EEO program, and all applicants were assessed on the basis of knowledge skills and abilities

“The Delegate should not be a part of the selection committee.”(ACT Public Service Nursing and Midwifery Enterprise Agreement 2013-2017, Schedule 5, Clause 8.3)

Moderation Panel’s DutiesIf unsuccessful, the applicant may seek reassessment by a moderation panel within 14 days of notification of the outcome.

The Moderation Panel will comprise two (2) or three (3) members, but not be limited to:a. A panel chair who has appropriate skills and experience (should be a clinical RN/RM

Level 3 unless otherwise agreed);b. A person who has appropriate skills and experience, nominated by the Agency

Consultative Committee; andc. A person who has appropriate skills and experience, nominated by the Chief

Executive from a list of employees, and agreed by both parties.”(ACT Public Service Nursing and Midwifery Enterprise Agreement 2013-2017, Schedule 5, clause 7)

The responsibilities of the Moderation Panel are to:

Convene at the written request of an applicant; Reassess the applicant’s application to establish if there is an apparent absence of

procedural fairness or inappropriate application of the selection process general principles;

Produce a detailed written report of the outcome of their reassessment and a recommendation regarding advancement to Registered Midwife or Nurse Level 2, which will be forwarded to the Career Advancement Coordinator and the Delegate for the applicant’s work area.

Career Advancement Coordinator’s RoleThe primary role of the Career Advancement Coordinator is to support and facilitate the process of advancement to Registered Midwife/ Nurse Level 2 for nurses and midwives employed under the ACT Public Service Nursing and Midwifery Enterprise Agreement 2013-2017. The Career Advancement Coordinator does this through:

Supporting the integration of Registered Nurse/ Midwife Level 2 advancement and selection into all relevant areas within Health Directorate through liaison and education of stakeholders

Coordinating and facilitating the application process for Personal Classification Registered Nurse/Midwife Level 2

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Acting as a contact point for guidance, advice and support in aspects of the Registered Nurse/Midwife Level 2 Personal Classification career advancement and selection process

In order to perform this role, the Career Advancement Coordinator is responsible for the following:

1. The formation of Assessment Panels;2. Provision of support and advice to Assessment Panels;3. Facilitation of venues and meeting times for panels; 4. The receipt of applications for personal classification level 2 and distribution of

these to Assessment Panels;5. Liaison with relevant Clinical Nurse/Midwife Consultants or agreed alternatives

when they are required to participate on assessment panels;6. Acceptance of reports from Assessment Panels; 7. Submission of Assessment Panel reports to area Delegates for approval or

otherwise.

Appendix 1: Application documents

Applicants, Supervisors and Referees are asked to complete documentation electronically and to submit these documents electronically to the Career Advancement Coordinator. To enable this documents are provided in ‘Microsoft Word’ format.

To assist applicants in addressing the Selection Criteria and preparing a Resume, suggestions are provided in Appendix 2. Regular information sessions are provided through SDU regarding career advancement. Applicants are encouraged to attend these sessions as a part of their professional development. Additionally they provide an opportunity to successfully complete the required application and optimise interview performance.

Prior to submitting an application, applicants should ensure all 8 of the following documents have been included:

o Covering lettero Applicant detailso Resumeo Address to the generic selection criteria for the RN/RM 2 positiono Personal Performance Plan o Supervisor’s reporto Referee’s report o A list of supporting documents with Supervisor’s signature (signature to indicate

originals have been sighted by the Applicant’s Supervisor)

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GENERIC SELECTION CRITERIA- Registered Nurse/ Midwife Level 2 Personal Classification

Responses assistanceExamples for 1:

Example for 2: Clearly describe for how long and how many hours you have worked in area E.g. 2 yrs at 56 hrs fortnight; 2 yrs full-time.Examples for 3:Accurately, appropriately & flexibly assess, plan, implement, monitor, evaluate & respond to client health

needs in accordance with existing practice standards, codes of ethics, guidelines, policies & strategies. This includes: Comprehensive clinical nursing

knowledge Application of expertise in the

clinical area Exercises sound clinical

judgement Is a role model & a core resource

person Examples for 4: Within the multidisciplinary team

facilitates best possible health outcomes

Practices autonomously, within scope of practice, when required

Takes the initiative & is accountable for activities.

Is flexible -adapts & works effectively within a variety of situations.

Leads the team regularly & willingly

Examples for 5: Assists in orientation &

preceptorship & attends to competency-based assessment.

Has ongoing commitment to professional development of self and others, & knowledge of current trends in the relevant field

Uses principles of adult learning, teaching & educational theory

Accesses appropriate education & staff development opportunities.

Facilitates reflective practiceExamples for 6: Promotes & maintains effective

interpersonal relationships within the workplace team and with clients.

Facilitates discussion & resolution of moral & ethical challenges.

Demonstrates effective negotiation & conflict resolution skills

1. Registered or eligible for registration as a Registered Nurse/Midwife with the Nursing & Midwifery Board of Australia and any other registration required by the specific field.

2. A registered nurse or midwife whose qualification meets the minimum standard for registration in Australia, with a minimum of three years full-time equivalent (FTE) post registration experience in the relevant field,

orA registered nurse or midwife who holds a post-basic qualification eligible for recognition through remuneration of a qualification allowance, and 12 months FTE experience in the relevant field.

3. Extensive demonstrated competence in providing direct patient care (for patients of varying complexity) utilising the nursing process, and incorporating a risk assessment approach while working within professional legislation and existing policies and procedures.

4. Proven leadership ability.

5. Support education within the clinical area with evidence of a commitment to the fostering of a learning culture, through:

- Implementation of an individual professional development plan- Active contribution to and participation in specialty area-specific education and training.- Facilitation of competency-based nursing practice for students, and new or less experienced staff as outlined in Australian Nursing and Midwifery Council and other relevant specialty-specific guidelines.

6. Demonstrated ability to communicate effectively and appropriately (orally, non-verbally and in writing), in a diverse range of situations, including negotiation and consultation using consistent & transparent processes.

7. Support safe and evidence-based practice within the clinical area through:

- Participation in policy, protocol and procedure development- Promotion of and/or contribution to research as a source of current evidence-based practice in the specialty area.

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Examples for 7: Participates in area specific

activities such as being a regular & significant contributor in policy & procedure development;

Seizes opportunities for contribution to research & innovation

8. Demonstrated knowledge, leadership and commitment to high quality Customer Service, Equity and Diversity, Occupational Health and Safety and Industrial Democracy principles, practices and relevant legislation relating to these areas and an understanding of and commitment to the organisation's values.

Appendix 2:

Information to assist in completing the application

1. Addressing the Selection Criteria

2. Preparing a Resume

3. Health Directorate– Vision, Values, Objectives

4. Relevant Legislation

1. Addressing the Selection Criteria

Selection criteria are based upon specific role requirements for the position being advertised, in this case Level 2 Registered Nurse or Midwife. They describe the qualities, skills, knowledge, experience and qualifications required to effectively perform the role. Having applicants address identical selection criteria ensures compliance with Equal Employment Opportunity requirements.

The ability to demonstrate fulfilment of the requirements of each criterion is essential for the Registered Midwife/Nurse Level 2 personal classification applicant. Applicants are rated by an Assessment Panel, against the selection criteria, in order to assess suitability for the role.

Additionally, completion of selection criteria will help to prepare for interview. Addressing the selection criteria requires contemplation and analysis of personal and professional attributes, which is a useful preparatory exercise, as interview questions usually relate to the selection criteria.

In order to address the selection criteria the Applicant must:

o Provide specific evidence which demonstrates an ability to meet the selection criteria. For example you can provide actual examples from your work place which demonstrate expert management of complex clinical scenarios or conflict resolution;

o If possible, provide an indicator of success, or a result. For example, describe a positive health outcome which resulted from your management of a complex clinical scenario, or implementation of evidence based practice in your area.

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o Match examples with the most appropriate criterion. Some examples will demonstrate ability for more than one criterion.

o Discuss examples in relation to criterion. For example communication, leadership, courses attended or recognition received.

o A maximum of 500 words for each criterion is adequate to demonstrate your claim against the selection criterion.

A good way to present examples within the selection criteria is to use the STAR method described below.

Situation – describe the situation.

Task – what did you do?

Action – how did you do it?

Result – describe the outcome/s of your action/s.

For more information on using the STAR method and addressing selection criteria, go to:

www.bom.gov.au/careers/guide2SC.shtml

http://www.apsc.gov.au/publications-and-media/current-publications/cracking-the-code/factsheet5

To begin your address to the selection criteria, open a new document and include your name as a header on each page. On the first page write your name, contact details, position applied for and a short title indicating the purpose of the document, such as ‘Statement of Claims against the Selection Criteria’.

o Use headings to list criteria. Address each criterion using clear language with specific and relevant examples from your current and past work, extra-curricular activities, education and training.

o If a criterion has more than one part, (e.g. ‘extensive demonstrated competence in providing direct patient care…utilising the nursing process, and incorporating a risk assessment approach…’), ensure you address each part of the criterion, ‘direct patient care’, ‘nursing process’ and ‘a risk assessment approach’.

o Complete a grammar and spell check on your computer.

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http://www.bom.gov.au/careers/guide2SC.shtml

o Check presentation. Is it clear and concise? Is it easy to read and understand?

o A maximum of 500 words for each criterion is adequate to demonstrate your claim against the selection criterion.

2. Preparing a Resume

There is no one right way to prepare a resume, just certain principles or

guidelines.

Use labelling, clear formatting and alignment, and white space to ensure your valuable information is noticed.

Use only one plain font – Times New Roman, Arial, Helvetica, and Century Schoolbook.

Use a combination of bullets and short paragraphs. Check for errors. Don't over-capitalise or over-bold Be consistent in formatting. Put dates, titles, full stops etc in similar

places throughout your resume. This helps the reader to easily read and digest your information.

Be consistent with language. Make the resume simple and easy to read. Make sure that your resume is well presented and organised, so that

the panel can immediately see the most relevant information - remember clear headings and lots of white space.

Balance the resume as to what the employer will consider most important / relevant (e.g. don't spend a page describing high school achievements and one line describing your degree)

Presentation

Make sure that your application is typed and professionally presented.

Check for spelling and grammatical errors.

Paper

Ordinary, white, A4 paper is perfectly acceptable.

Print on dark paper may be difficult to read and will not photocopy

well.

For more examples of resume and further information visit:

http://www.careerone.com.au/?re=nv_gh_monsterLogo_%252F

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http://www.careerone.com.au/?re=nv_gh_monsterLogo_%252F

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[Your Name][Street Address], [City, ST ZIP Code]

[phone][e-mail]

Professional Summary

Registered Nurse

Highly skilled career professional with more than 20 years practical experience in hospital, home health, and primary care environments.

Established in Paediatric nursing including assessment, counselling, education regarding medications and treatment, documentation with care plan for diagnosis, and administration of treatment procedures.

Computer skilled, managing heavy daily patient volume including bed management and direct patient care. Proficient in all documentation/record maintenance/paperwork to ensure accuracy and patient confidentiality.

Knowledge across wide range of major and minor medical conditions surgical procedures performed in hospital environment.

CREDENTIALS

e.g. Registered Nurse –Nursing & Midwifery Board of Australia Registration # 1111

1981

e.g. Post Graduate Certificate in Paediatric Nursing 1993

EXPERIENCE

e.g. Level 1 Registered Nurse – Paediatrics (Full-time) 1993 -1994

The Canberra Hospital, Garran, A.C.T

e.g. Level 1 Registered Nurse – Community (Part-time/ 56 hours per fortnight)

1989- 1991

Child Health Clinic, Yass, NSW

e.g. Acting Level 2 Registered Nurse – Paediatrics (Part-time/ 56 hours per fortnight)

1988-1989

The Canberra Hospital, Garran, A.C.T

e.g. Level 1 Registered Nurse – Paediatrics (Full-time) 1985-1988

The Canberra Hospital, Acton, ACT

e.g. Level 1 Registered Nurse – Agency (Part-time/ 48 hours per fortnight)

1983-1985

Sydney, Australia. London England

e.g. Level 1 Registered Nurse – Surgical Ward (Full-time) 1982-1983

The Canberra Hospital, Acton, ACT

EDUCATION

E.g. Bachelor of Nursing. 1981

University of Canberra, Bruce, ACT

AFFILIATIONS


3. Health Directorate – Vision, Values, Objectives

Vision

The Government’s vision is of healthy individuals participating in a healthy community. Members of our community should be able to:

o Access appropriate, high quality services which meet their needso Make and implement healthy lifestyle choiceso Achieve equitable health outcomeso Act as partners with their health care professionals in their own health care

This vision is founded on principles of equity, well-being, consumer participation, compassion and mutual respect.

Objectives

The Government’s key objectives for health are to:

o Maintain the good health status enjoyed by the ACT population as a wholeo Narrow the gaps in health outcomes between certain individuals and groupso Strengthen the health of the community by leading whole-of-government

action addressing the social determinants of healtho Improve health and community care systems

Values

Health Directorate’s values are articulated in the Health Action Plan, which was developed as a result of the Health Directorate Summit, held in February 2002. These values guide all health and community care policy development, planning and service delivery in the ACT.

These values are:

Care

Be diligent and conscientious in providing a safe and supportive environment for everyone. Show commitment to providing the best care and be willing to go the extra mile.

Excellence

Be prepared for change and strive for quality improvements. Value and reward excellence in practice and outcomes. Develop and contribute to an environment

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where every member of the team is the right person for their job, and is empowered to perform to the highest possible standard.

Collaboration

Give time, attention and effort to others, encourage everyone to work together to achieve the best results. Respect and acknowledge everyone’s input, skills and experience.

Integrity

Be open and trustworthy in communication with others. Ensure correct information is provided in a timely way to others. Be accountable, reflective and open to feedback.

4. Relevant Legislation

Occupational Health and Safety in Health Directorate

Health Directorate is committed to Occupational Health and Safety in the workplace. Occupational Health and Safety (OH&S) is about promoting a safe and healthy working environment for all staff and eliminating death, disease and injury in the workplace.

Relevant Legislation

Work Safety Act 2011 and Work Safety Regulation 2011

Public Sector Management Act and Standards 1994

Useful websites with further information:

www.psm.act.gov.au/workplace.htm www.workcover.act.gov.au

Equity and Diversity in Health Directorate

Health Directorate is committed to equity and diversity in the workplace. Equity is about a fair go for all. Diversity is about recognising and embracing differences. Applied together they provide a holistic approach to management and leadership aimed at creating an inclusive workplace environment that uses and values the talents, abilities and contributions of all people.

Relevant Legislation

ACT Discrimination Act 199117



http://www.legislation.act.gov.au/a/1991-81/default.asp

http://www.psm.act.gov.au/workplace.htm

http://www.legislation.act.gov.au/a/2011-35/default.asp

Public Sector Management Act and Standards 1994

Useful websites with further information:

http://www.hrc.act.gov.au/

Industrial Democracy in Health Directorate

Health Directorate is committed to Industrial Democracy in the workplace. Industrial Democracy is about staff having the opportunity to influence decisions affecting their work, their working environment and processes. It is about establishing a climate for problem solving and decision making through open communication, access to information and collaborative strategies.

Customer Service in Health Directorate

Health Directorate is committed to high quality customer service principles as set down in the ACT Government Customer Service Standard

Appendix 3: Formulating a Personal Performance Plan

The Performance Framework is intended to improve the workplace experience of all staff, through strengthening staff-manager relationships, increasing clarity of expectations and encouraging regular two-way discussions. Within this framework, work performance involves three elements:

The way that we reflect our values and behaviours through our work The knowledge and skills that we need; and The work that we do.

The explicit reference to values/behaviours recognises the importance of how we do our work, not just the tasks and outputs.

Central to this framework are open, regular and meaningful discussions between managers and staff about ‘how you are going’ in your work, which provide acknowledgment of positive achievements/behaviours and regular, frequent feedback, both constructive and positive as needed. Both the individual and their supervisor are responsible for ensuring this occurs.

Yearly performance plans written collaboratively between staff and managers should be followed by formal reviews at 6 and 12 months.

The Canberra Hospital utilises the ACT Public Service Performance Framework to implement this process. Supporting documents are available at:

acthealth/c/HealthIntranet?a=da&did=2155388&pid=1368684538,18



http://acthealth/c/HealthIntranet?a=da&did=2155388&pid=1368684538

http://www.hrc.act.gov.au/

http://www.cmd.act.gov.au/governance/public/publications

Calvary Hospital utilises Annual Development Plans to implement this process. These are available on the Calvary Health Care Intranet at: ‘Organisational Development’, linking to ‘ADP is now online’.

The following is one process which can be followed in the development and implementation of a Performance Management Agreement.

1. Professional performance review

What are your strengths and what areas would you like to improve in regard to each of the following?

o Clinical performance o Leadership o Education o Communication o Support of safe & evidence based practice

2. Identify goals

Discuss with your manager what skills and knowledge you have. Then look at what skills and knowledge you can develop in your current role in order to achieve your goals. Set clear, realistic goals.

3. Prepare your performance plan

o Divide your plan into short and long-term goalso Be clear on what outcomes you expecto Consider who can support you in achieving your goalso Consider the goals and values of Health Directorate and how your

Performance Plan reflects these

4. Identify resources which can support the implementation of your plan.

o Identify colleagues with skills and/or knowledge they might share with you. Discuss your goals with them and seize opportunities to work together and harness their skills and knowledge for your professional development.

o In-service education provided through The Canberra Hospital Staff Development Unit (SDU) is a valuable resource

o When possible, attend ward or unit team meetings to gain insight and further knowledge

o Identify opportunities to contribute to education in your area. Research your special area of interest and present your findings to your colleagues

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o Is there an education programme you can undertake, such as university study - locally provided, by distance or on-line?

o Is there a special interest group you can join to further your education. For example the ACT Wound Management Group

o Contribution to policy and procedure review in your area will consequently improve your knowledge and understanding specific to the area.

5. Record your progress

Record your progress as you execute your Performance Plan. Keep up-to-date records of education sessions attended. Additionally, keep a record of informal education undertaken, such as literature reviews or informal education sessions with colleagues. This information can be kept and updated in a professional portfolio.

6. Evaluate your Performance Plan

Re-assess your strengths and weaknesses in the light of your recent educational experiences. Assess how effective your plan is in terms of meeting your goals.

Meet with your manager as agreed in your plan to discuss your progress. These opportunities can be used to evaluate what has been effective and what has not been supportive of your professional development.

The performance framework helps us as individuals and teams to:

know what is expected of us and have a say in the setting of these expectations have meaningful communication about what great performance looks like and

how we can achieve it ask ‘How am I going?’ talk about areas for improvement, and be recognised for our strengths and achievements.

This clarity helps each of us to look at our own work and identify better ways of doing it.

The Nursing and Midwifery Board of Australia has identified continuing professional development activities. This information is available at the link above.

Reference: Evans, K, 2003, Personal development planning, Nursing Standard, 17, 37: 1-11.

Career Advancement Coordinator Contact Details: Nursing and Midwifery Office Level 3, Building 6, Canberra Hospital Campus PO Box 11 WODEN ACT 2606

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http://www.nursingmidwiferyboard.gov.au/

(02) 6244 2352 or 6244 2147 [email protected]

Appendix 4: Frequently asked questions

I practice in a ‘narrow’ specialty field for which few nurses or midwives are familiar with skills or knowledge. Am I eligible to apply for registered Nurse or Midwife Level 2 personal classification?

A nurse or midwife who practices in a ‘narrow specialty field’ is not necessarily practicing at Registered Nurse or Midwife Level 2 level.You must be able to demonstrate your ability to fulfil each of the selection criteria relevant to your area.

I have been registered for 3 years, and have spent my graduate year and the following two years in the same area. Am I eligible to apply for Registered Nurse or Midwife Level 2 personal classification?

A nurse or midwife who has completed only 3 years in a speciality area which includes their graduate year are not eligible to apply as the graduate year is a consolidation year. If they have completed post graduate study in the speciality during that time, they are able to apply.

I am knowledgeable and able to practice ‘new’ or highly technical skills. Does this, in itself, make me eligible for Registered Nurse /Midwife Level 2 personal classification?

Practicing new skills or performance of any particular task or class of tasks could reflect changes occurring generally to all levels of nursing care and treatment which is a general change in the overall standard of nursing. These general changes to nursing care and standards do not fulfil the requirements for the Registered Nurse /Midwife Level 2 personal classification.

I have many years midwifery or nursing practice and have worked in many different areas. I am competent to perform a large variety of tasks. Am I eligible for advancement to Registered Nurse or Midwife Level 2?

A nurse or midwife may be able to undertake and perform some tasks better than other nurses or midwives, or be considered an ‘all rounder’; however this does not necessarily mean that the practice is at the Registered Nurse or Midwife Level 2 level.

I have worked in my area for several years and am often called upon by colleagues to give advice regarding clinical care of patients. In addition to this I attend all mandatory training and have attended other education sessions pertinent to my area in my own time. Does this make me

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mailto:[email protected]

eligible for advancement to Registered Nurse or Midwife Level 2 personal classification?

You are clearly advancing in your nursing or midwifery practice, however you need to demonstrate competency in several areas to meet the requirements of the selection criteria for Registered Nurse /Midwife Level 2.

In addition to demonstrating your capability as a clinical resource and dedication to your own continuing education, you need to examine your practice in regard to leadership, education of others, communication and support of safe and evidence based practice.This is best achieved in collaboration with your CNC or CMC. This process is inherent to the development of your Professional Development Plan. (See Appendix 3)

If I transfer to another area, can I retain my Registered Midwife/ Nurse Level 2 personal classification status?

This is addressed in the (ACT Public Service Nursing and Midwifery Enterprise Agreement 2013-2017 at clause 31.3 as follows:

“31.3 A RN/RM Level 2 may from time to time seek transfer to another work area, and retain their Level 2 status, subject to the following:

a) the request should be discussed by the employee with the manager and CNC (or equivalent) of the losing and gaining work areas;

b) the employee must lodge an application according to the agreed selection process to assess the employee's suitability to work at Level 2 in the new work area;

c) where a transfer to a vacant position in the new work area is immediately available, the employee may transfer there as a RN/RM Level 1, pending the outcome of the assessment process;

d) if the employee's application is successful, then the employee will be back paid as Level 2 to the date of first transfer to the new work area;

e) if the employee's application is not successful on the first occasion, then the employee may reapply for assessment at a later time, but in that case, there will be no back pay in the event that the employee is successful” (ACT Public Service Nursing and Midwifery Staff Collective Agreement 2013-2017)

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rn/rm 2 phase 2 package - act healthhealth.act.gov.au/sites/default/files/rn2-rm2 personal... ·...

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