Inspiration: Support and integration of new nurses into a district nursing service

Inspiration: Support and integration of new nurses into a district nursing service

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Organisation: Whittington Health NHS Trust, District Nursing Service

Overview

Our district nursing service covers Islington and Haringey (N1, N7 N8, N15, N17, EC1).

To tackle recruitment and retention within our service we are recruiting locally and internationally, specifically from Portugal. Since four in five of our new recruits are newly qualified nurses, we have set-up this project which focuses on the development of:

  • clinical capabilities
  • a professional culture
  • resilience
  • communication, and
  • cultural capability

,alongside the provision of teaching and learning.

Brief Summary

The issue for our District Nursing Service is to retain and develop our nurses so they can see a career pathway within our ICO. The District Nursing Professional Development Team are currently working on establishing a preceptorship program, supporting new starters to complete the District Nursing Service’s band 5 clinical skills competency framework. Also establishing a small group support network in the workplace to allow reflection on practice and facilitate discussion of concerns and examination of where further support is need

The Professional Development Team and some “buddies” from the nursing teams are making sure that new staff to the Service are supported and developed appropriately so that they to want to stay and have a career pathway in the ICO.

How this is being delivered:

  • Facilitation of all new starters to complete a professional development portfolio to help nurses settling into a new and unfamiliar clinical setting
  • Imbedding robust preceptorship systems into the district nursing teams and consolidating the buddy system
  • Facilitating new starters to complete the District Nursing Service’s band 5 clinical skills competency framework
  • Establish small group support network in the workplace to allow reflection on practice and facilitate discussion of concerns and where further support is needed
  • Provide ongoing support for our “buddies”
  • Identification and maintenance of an ongoing learning needs analysis to ensure learning opportunities match service requirements and individual needs with particular focus on transition to working in a demanding inner city district nursing service
  • To identify resources and contacts for advice with assimilation of the new recruits into the local community /area that will support staff to continue to be able to live and work locally

Benefits include:

  • Newly recruited nurses will report that they feel better supported and integrated into the distinct nursing teams
  • Existing staff will report that they feel included and supported when working and acting as “buddies” for the new recruits
  • Develop better skilled and competent band 5 community nurses
  • Band 5 nurses will be retained over a period of time and will progress onto a career pathway
  • Safer and good quality care delivered to patients; reduction in complaints
  • All new recruits will have developed and completed a professional portfolio that demonstrates their progression through their initial 3 months in their new posts

Evaluation
Quantitative:

  • Successful completion of skills competency framework and personal portfolios
  • Attendance registers for clinical supervision
  • Numbers of retained new recruits at end of September 2015

Qualitative:

  • Feedback from newly recruited nurses
  • Feedback from team leaders and buddies
  • Feedback from patients

Area of work

In relation to the four foundations of our declaration, this project aims to:

  • Happy staff with the right skills

Service user involvement?

As part of clinical practice experience for the new recruits.

Advice for others

It is essential to find ways to ensure that your staff already in post do not feel “neglected” or their learning needs ignored in favour of the new recruits.

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