Independent Healthcare Providers 17 January 2007 Cathy McCusker Senior Professional Officer NIPEC NI Nursing & Midwifery Workforce Survey Results

NIPEC our business NIPEC supports nursing and midwifery in Northern Ireland by promoting the best standards of practice, education & training and professional development of nurses and midwives providing information, advice and guidance

And how do we do that? promoting and disseminating development of practice activities aimed at improving nursing and midwifery practice Using and Doing Research Project Designed an Organisational Guide to support development of practice infrastructure as part of the clinical and social care governance agenda Designed and support an All Ireland Practice and Quality Database aimed at celebrating and sharing practice activities We do this by

And how do we do that? promoting learning and education development and we quality assure education programmes for NMC and DHSSPS We studied practice placement learning issues – Practice Placement Project on behalf of the DHSSPS Appointed seven Expert Education Partners to support QA We do this by

And how do we do that? Supporting professional development through the Development Framework resources Designed and launched Development Framework website Published and distributed the DF Part 1: A guide to building and maintaining your professional portfolio in August 2005 and Part II A Guide to Using the DF Resources in November 2006 including a DVD Published a major workforce development survey with over seven and half thousand registrants replying Produced and commissioned research and evidence to underpin the Development Framework resources – new roles and performance assessment We do this by

NIPEC’s role in supporting our Nurses Workforce Profile and Characteristics – survey results Development Framework tools and guidance

Caring for our Elderly Safety Competence Motivation and morale Team working Regulatory body requirements

Workforce Profile & Characteristics Paper Summary Background Literature synopsis Current workforce information Methodology Questionnaire results Conclusions & Recommendations.

Survey Approximately 35% Response Rate (n=7593) 97% in employment (n= 7308)

Q1 (p44) AGE RANGE: Q’aire/NMC/HPSS Q 1 AgeQuestionnaire % NMC%HPSS% < (n=7518) Not completed = 75

General Profile Results

Eight Sections in Questionnaire 1.Bio -personal 2.Bio – professional 3.Current employment 4.Personal and professional development in current job 5.Identification of learning and development in current job 6.Opinions around learning and development 7.Changing jobs 8.About NIPEC

Profile and characteristics of workforce 94% Female 76% Married or Living with partner 65% Have Dependents 44% Main income 87% trained in NI 97% In employment 52% work full time 92% Hold permanent contract 92% current job in nursing or midwifery

Elements Cross Referenced with Different Variables 1. Contracted hours 2. Participation in learning activities 3. Identification of learning and development 4. Opinions on learning and development issues 5. Changing jobs 6. Opinions around career advice, opportunities and interviews 7. Internet access and awareness of NIPEC Variables: Age (9/5yrs) Hours worked (3) Area of practice (15) Job Title Group (4) Employer Group (3) Employment Status (4) and so on

Q12 (p55) Main Employer Q12 Main employerQuestionnaire% HSS Trust HSS Board General Practice Independent Hospital560.8 Independent Nursing Home Independent Hospice630.9 Independent Charity941.3 Industry310.4 Prison150.2 Higher Education Institute981.4 DHSSPS270.4 Other Missing79

Grouping (Q12 p55) Employer Groups (n= %) HSS Trusts (5608) Independent Nursing Home (691) General Practice (237) (Q18 p60) Job Title Groups (n= %) Nurses Grade C & D (1525) Nurses/Midwives E&F (2597) Ward Sisters G (551)

1. Contracted Hours (pp ) Massive challenge for learning & development & support for practice

2. Participation in learning activities p 107- Similar range of learning activities undertaken as with general Only 56% of the L&D activities were funded by the Nursing Home Employer Group compared to 73% for HSS Trusts Consequently over 20% of Nursing Home employed respondents funded most or all of the learning activities themselves compared to 9% for HSS Trusts. p113

2. Participation in learning activities for Nursing Home employed nurses Order of most useful learning activities not yet undertaken 1.Visiting other units 2.Participating in leadership development programmes 3.Participating in study days outside the organisation 4.Participating in management development programmes 5.Participating in conferences, seminars/workshops p115

3. Identification of learning & development Only 48% of Nursing Home employed respondents indicated they had their learning and development needs identified either formally or informally by their line manager compared to 55% for the HPSS and 46 % for GP employed p119 However some 56% Nursing Home employed respondents were likely to have had an annual Appraisal compared to 55% HPPS & 77% of GP Also only 37% of respondents employed in Nursing Homes respondents indicated that they had a PDP either as part of appraisal or separate to it, agreed and reviewed annually with their line manager compared to 63% HPSS and 77% of GP employed p124

3. Identification of learning & development Only 29% of Nursing Home employed respondents were likely to have to have supervision sessions compared to 33% HPSS and 30% in General Practice Importantly 58% of Nursing Home employed respondents indicated that they believed Appraisal was fairly or very beneficial 70% that PDP’s were but notably 75% believed that Supervision sessions were fairly or very beneficial (69% generally) p131

5. Changing jobs pp more Nursing Home employed respondents were likely to change their job (23%) compared to the general results (19%)and GP employed respondents (8%)

6. Opinions around career advice, opportunities & interviews pp Nursing Home employed respondents appear to indicate a higher level of satisfaction with careers advice, opportunities and interviews as compared to other Employment Groups (46% compared to 33% HPSS Trust). Low level of agreement that there are good opportunities for career enhancement in the organisation across employer groups 20-21% (Nursing Home 21%)

7. Internet access at Home or Work pp Only 64% of Nursing Home employed respondents indicated they had access to the internet either at work or at home compared to 86% for the HPSS and 83% generally The highest percentage across all employer groups was GP employed respondents with 92%

CONCLUSIONS AND RECOMMENDATIONS pages Appraisal 2 Supervision 3 Learning Needs Assessment 4 Internet Access

FINDINGS RELATED TO DEVELOPMENT FRAMEWORK

Development Framework Related Findings The need to promote assessment of development needs and a wider range of learning activities is well supported in the General results sections A wider range of learning and development activities are undertaken when formally recorded and evaluated Hours worked and Type of contract held indicate different levels of participation in learning and development Less than 10% of respondents participated in personal feedback regardless of hours worked, type of contract, Employer Group or Job Title Group

df Related findings Providing a Careers enhancement and planning resource was strongly indicated in the general results section as well as: the need for careers advice including interview guidance especially for respondents who work less than 25 hrs

df Related findings Promoting an Internet resource appears reasonable given the high level of access in the general results however: There was a lower level of internet access for respondents employed in Nursing Homes compared to other Employer Groups or General Results Variances in access ranges from 100% for Occupational Health Nurses, Senior Managers in Education, Director/Assistant Directors Nursing to 62% access for Enrolled Nurse C Grades. Lower levels of access are reported in the practice areas “Elderly care” including specialist roles” (68%) and “Learning disability including specialist roles (in hospital or community)” (77%).

5 Components Competency Profile Learning Activities Career Planning Role Development Portfolio

Finally …..  CPD – continually learning and developing is crucial to safe and effective care for patients, clients, carers, families and communities. Nursing Home employed nurses appear to have some aspects of learning and development ticked but the challenges are around: Supervision – safety and competence aspects which given the autonomy & relative isolation is a challenge the relative benefit of appraisal and PDPs requires consideration.

NIPEC Development Framework Support Officer Opportunity for your nursing staff to register and create their own online portfolio on oContact Jennifer Hamilton o

Many thanks …..