Paediatric Advanced Nurse Practice Education

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• Paediatric Advanced Nurse Practice Education
• Helen Rollé
• Advanced Childrens Emergency Nurse Practitioner

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Objectives

• The role of the Advanced Childrens Emergency
  Nurse Practitioner
• Explain how the role has changed since its
  original commission
• The Team and its dynamics
• Educational approaches taken to support the
  gaps
• The KSF and appraisal process

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Childrens Emergency DepartmentBackground

• Initially medical unit only 13,500 children per
  year
• Merged with main AE in 2009
• Now classed as a traditional childrens AE
  34,500 children per year
• Arrivals Self referral, GP referral, Other
  health referrals e.g. Out of Hours, Walk in
  centre, Minor injury units
• Current target achievement is 99.3 against 4
  hour target
• Staffing Nurses, Emergency Nurse Practitioners,
  Advanced Emergency Practitioners, SHO, Registrar,
  Consultants, GP VTS

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Advanced Nurse Practitioners Childrens
Emergency Care

• Initial commissioning 10 practitioners to cover
  24/7
• 22hrs/week Study Leave
• Post Grad Dip required
• Actually trained 5
• Actually employed 4 covering 3.8wte
• Hours worked 10am-11pm over seven day week
• Remit included clinical practice, leadership,
  education, and research

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Advanced Childrens Emergency Nurse
PractitionerRole Development

• Bridge the gap between nursing and medical
  services in the Emergency Department
• Initial commissioning Patients with minor
  illness
• Role has developed to work as SHO equivalent
  All patients
• Additional educational need
• Different working hours
• Additional Governance

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Education
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KSF Package

• Interview with medical supervisor
• Quality review of notes
•  
• Case Based Discussion
• Mini CEX
• Direct Observation of procedure
• Multi Source Feedback Tool
• Learning development Plan
• Teaching feedback formal 

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KSF appraisal

• CORE DIMENSIONS
• 1 Communication Level 3
• 2 Personal and people development Level 3
• 3 Health, safety and security Level 3
• 4 Service improvement Level 3
• 5 Quality Level 4
• 6 Equality and diversity Level 3
• Specific Dimensions also included
• Medical Appraisal and Nursing Management Appraisal

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Governance Framework

• Professional Accountability Assurance Framework
  for Advanced Practice
• Introduction, Definitions, Boundaries
• General / specialist role
• Assessment strategies
• Competencies
• Support and supervision (clinical medical)
• Activity
• Training, education, career and Continual
  Professional Development
• Regulation accountability
• Non Medial prescribing
• Medical rota
• Research, audit and disseminating activity
• Clinical leadership
• Sustainability, succession planning and talent
  spotting
• Managers roles and responsibilities
• Electronic repository with live register of
  practitioners
• Tool kitRecruitment and selection processJob
  descriptionPerson specificationRole
  evaluationConsistency check list

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The future

• Future commissioning of service
• Nursing staff v Medical staff
• Role development and promotion opportunities

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Any Questions ?