1. Paediatric Advanced Nurse Practice Education Helen Rollé Advanced Children’s Emergency Nurse Practitioner

2. Objectives  The role of the Advanced Children’s Emergency Nurse Practitioner  Explain how the role has changed since it’s original commission  ‘The Team’ and it’s dynamics  Educational approaches taken to support ‘the gaps’  The KSF and appraisal process

3. Children’s Emergency Department: Background  Initially medical unit only: 13,500 children per year  Merged with main A+E in 2009  Now classed as a traditional children’s A+E: 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

4. Advanced Nurse Practitioners: Children’s 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

5. Advanced Children’s Emergency Nurse Practitioner Role 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

6. Education

7. 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

8. 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

9. 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

10. The future  Future commissioning of service  Nursing staff v Medical staff  Role development and promotion opportunities

11. Any Questions ?