ABSTRACT
Robust selection processes are essential to ensure the best and most appropriate candidates for nursing, midwifery and allied health professional (NMAHP) positions are appointed, and subsequently enhance patient care. This article reports on a study that explored interviewers' and interviewees' experiences of using values and competency-based interview (VCBI) methods for NMAHPs. Results suggest that this resource could have a positive effect on the quality of the NMAHP workforce, and therefore on patient care. This method of selection could be used in other practice areas in health care, and refinement of the resource should focus on supporting interview panels to develop their VCBI skills and experience.
Subject(s)
Delivery of Health Care/organization & administration , Health Personnel/psychology , Health Personnel/standards , Personnel Selection/methods , Professional Competence , Quality of Health Care/organization & administration , State Medicine/organization & administration , Attitude of Health Personnel , Health Knowledge, Attitudes, Practice , Humans , United KingdomABSTRACT
There has been a drive to encourage nurses into positions of leadership but, despite the importance of considering how the senior nurse role should be developed and the needs of senior nurses, little literature exists on the subject. To explore senior nurse development, one health. board in Scotland invited senior nurses to participate in a "development conversation". Key points were noted during each conversation and themed. This article outlines the needs identified and explores how they could be addressed.
Subject(s)
Education, Nursing/methods , Leadership , Nursing Staff/education , Staff Development/methods , Humans , Needs Assessment , Nurse's Role , ScotlandABSTRACT
This article, the second in a series of articles on Leading Better Care, describes the actions undertaken in recent years in NHS Lanarkshire to improve selection processes for nursing, midwifery and allied health professional (NMAHP) posts. This is an area of significant interest to these professions, management colleagues and patients given the pivotal importance of NMAHPs to patient care and experience. In recent times the importance of selecting staff not only with the right qualifications but also with the right attributes has been highlighted to ensure patients are well cared for in a safe, effective and compassionate manner. The article focuses on NMAHP selection processes, tracking local, collaborative development work undertaken to date. It presents an overview of some of the work being implemented, highlights a range of important factors, outlines how evaluation is progressing and concludes by recommending further empirical research.
Subject(s)
Nurses/standards , Personnel Selection/methods , Personnel Staffing and Scheduling , Quality Assurance, Health Care/methods , Humans , State Medicine , United KingdomABSTRACT
BACKGROUND: As general practice nurses (GPNs) now perform many activities formerly undertaken by general practitioners (GPs), the paperwork and process of the Scottish GP appraisal scheme may be usefully replicated for GPN appraisal. METHOD: Eight GPNs adapted paperwork. Ten GP appraisers in NHS Lanarkshire were invited to interview their GPN(s) using the adapted paperwork. Both groups evaluated the project from 'descriptive' (participation and process) and 'reflective' or qualitative perspectives. RESULTS: Eight GPs appraised 11 GPNs using a ten-page document. GPNs reported that the documentation was helpful in preparing for and participating in the interview, as well as the planning of future objectives and development. GPs reported that the appraisal interview incorporated GPNs' views, the content was relevant, and their approach nonjudgemental and developmental. Some expressed concern that their participation had not helped them identify ways of addressing GPN learning needs. There was clear indication from GPNs that trained colleagues rather than GP employers are preferred appraisers. Improvements in the paperwork would be required. DISCUSSION: There is potential to replicate the paperwork and processes used in GP appraisal to GPNs, subject to refinement of the paperwork and engagement of trained nurse colleagues in the process. This may reduce the effect of collusion, inhibition or conflict of interest. However, GPN personal development still must be reconciled with practice priorities and development. CONCLUSION: The results of this pilot indicate a positive response in terms of participation and process. Further research should examine GPN appraisal using an external nurse appraiser, training issues and resource implications.
Subject(s)
Family Practice/organization & administration , Interviews as Topic/methods , Nurse Practitioners , Employee Performance Appraisal , Humans , Program EvaluationABSTRACT
This article provides an overview of an advanced practice initiative developed at NHS Lanarkshire. The criteria that must be met when determining advanced practice roles are discussed, and the management and leadership challenges inherent in defining and implementing advanced practice in nursing are explored. The article concludes with an outline of future activities in this field.
Subject(s)
Nurse Practitioners/organization & administration , Career Mobility , Humans , Models, Nursing , Nurse Practitioners/education , Nurse's Role , Program Development , Scotland , Task Performance and Analysis , United KingdomABSTRACT
AIM: To investigate the nature of clinical supervision. METHOD: Within the four-cycle action research approach qualitative data was collected using a range of methods and analyses. RESULTS: Several insights were gained into the nature of clinical supervision and the nature of change required to support its introduction. One such insight, was the importance of relationship development. CONCLUSION: Relationship development is an essential component of effective clinical supervision.
