Modernising Nursing Careers

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• Modernising Nursing Careers
• Advanced and Specialist Practice
• Mike Sabin,
• SEHD

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• UK Initiative
• The Modernising Nursing Careers (MNC) initiative
  was launched by the four UK Chief Nursing
  Officers in 2005/6 as part of the overarching
  Modernising Healthcare Careers strategy.
• The UK-wide nurse leaders group subsequently
  produced the report Modernising Nursing Careers
  Setting the Direction (DoH 2006).
• The report identified four priority actions
• Develop a competent and flexible nursing
  workforce
• Update career pathways and career choices
• Prepare nurses to lead in a changed healthcare
  system
• Modernise the image of nursing and nursing careers

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• Programme of work
• The programme is a UK wide initiative. However
  the context in each country will drive different
  approaches where required.
• Each country is responsible for communication,
  dissemination and stakeholder management to that
  end, each country may establish its own national
  structures or projects.
• Synergy between this and the Modernising
  Medical Careers (MMC) and similar work with AHPs
  and the non-clinical workforce will take place
  via the wider Modernising Healthcare Careers
  (MHC) programme.
• The programme and related projects where
  appropriate will consider nursing at all levels
  (including assistant/associates) and in all
  sectors.
• Midwifery issues will be managed separately but
  will engage at all levels.

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• Workstreams
• Pre-registration Education
• Careers Framework
• Competency Passport
• Specialist and Advanced Practice
• Community Nursing
• Clinical Academic Roles
• Career Navigation Tools
• Independent sector
• Leading and coordinating care
• Fast-track Scheme for Nurse Leaders
• Image

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• Scottish MNC Group (Chaired by Margaret Smith)
• Provides a forum for dissemination of UK-wide
  developments and for generating data and focus
  for implementation or adaptation within the
  Scottish context.
• Provides stakeholder perspectives on each
  element to support SEHD decision-making,
  including option appraisal and risk analysis.
• Feed back to the MNC consortium to inform UK
  wide work.
• Provide support on the specific Scottishled
  topic of Advanced/ Specialist Practice.

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• Advanced/Specialist level practice Scottish
  Lead
• Designated lead country for this MNC workstream,
  
• Opportunity to use MNC to support greater
  consistency in titles, roles and reward.
• Consultation event and HDL with outline
  framework for the development of this role within
  the Scottish context.
• New Roles Framework
• Cancer, OoH, Workload and Workforce, Educational
  models
• Crucially an opportunity to build on existing
  work
• Initial invitation and subsequent work groups

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• Advanced and
• Specialist Practice
• Overview and ideas

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Expert Practice
Specialist Practice
Generalist Practice
Novice Practice
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Clinical
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Clinical
Educational
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Clinical
Management
Educational
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Clinical
Management
Educational
Research
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LEVEL 5 Practitioner
Clinical
Management
Educational
Research
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LEVEL 5 Practitioner
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Clinical
LEVEL 5 Practitioner
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Clinical
Educational
LEVEL 5 Practitioner
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Clinical
Educational
Management
LEVEL 5 Practitioner
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Clinical
Educational
Management
Research
LEVEL 5 Practitioner
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LEVEL 6 Senior Practitioner
LEVEL 5 Practitioner
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LEVEL 6 Senior Practitioner
LEVEL 5 Practitioner
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Clinical
Management
Research
LEVEL 5 Practitioner
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Clinical
LEVEL 6 Senior Practitioner
LEVEL 5 Practitioner
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LEVEL 7 Advanced Practitioner
LEVEL 6 Senior Practitioner
LEVEL 5 Practitioner
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LEVEL 8 Consultant Practitioner
LEVEL 7 Advanced Practitioner
LEVEL 6 Senior Practitioner
LEVEL 5 Practitioner
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• Advanced Practice The Toolkit
• Create a model to explicitly link the regulated
  title, agreed national competencies, academic
  preparation and credit, the Career framework, the
  KSF and Agenda for Change.
• Articulation of clinical ladder with research,
  education and management ladders.
• Development of Toolkit which captures
  complexity/interaction in user friendly format.
• Establishment of Advanced Practice toolkit
  development group

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• Stakeholders
• Employers/Managers
• Linking competencies to KSF and AfC
• Link to PDPs and learning/development contract
• Skills Analysis/Needs analysis tools
• Outline of roles above and below AP
• Practitioners
• Mapping self to AP Competencies
• PDPs
• Needs analysis
• Portfolio development
• HEIs
• Mapping of Programme outcomes to AP
  competencies
• Assessment of competence - theory and practice
  guidance
• Links to Qualifications frameworks (SCQF/NQF/N.I.
  NQF/FHEQ)
• Links to regulatory frameworks (NMC, HPC)

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• Workload Analysis tool what the service needs

Workforce Analysis tool what we already have
(skills/compencies)
Training Needs Analysis tool what development
is needed
Recruitment Modelling tool what skills we can
bring in
AfC/KSF interface what the rewards/expectations
are
Workforce model how this fits with national
structures
Educational Framework SCQF, Theory/Practice,
Assessment and QA
Governance, Policy and Regulation Guide
Supporting patient safety and staff governance

• Service
• Workforce Planning
• Education
• Partnership
• Regulators
• Public

Workload and Workforce Planning Project SCN
Review and CQIs Cancer Framework Advanced/Speciali
st practice review Educational models KSF Mapping
and Job Profiles
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• Advanced Practice - Actions
• Creation of ideal-type exemplars in key clinical
  areas
• Cancer
• OoH/Unscheduled Care
• Critical Care/H_at_N
• Elderly care/ Long-standing Conditions
• Mental Health
• Public Health/Community
• Midwifery/AHPs
• Appointment of MNC Project Leader for work on
  Early Clinical Career Fellowship Programme,
  Advanced Practice Framework and Career Pathways.
• ECCF development model to target key areas and
  populate the framework

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• Advanced Practice Communication Strategy
• Engagement with NES and HEIs to support
  educational and assessment models.
• Engagement with service to ensure buy-in and
  integration in service redesign models.
• Engagement with Scottish Partnership forum and
  key UK partners
• Evaluation framework to explore numbers, core
  competencies, skills application service models
  and service impact.