The WiPP SNAPshot survey

1
The WiPP SNAPshot survey
2
Does your role include?
        Answer Responses Percent
        Health Promotion 1091 94.0
        Chronic disease management 1084 93.4
        Immunisation 1021 87.9
        Womens health 1021 87.9
        'Treatment room' work 882 76.0
        Minor injury management 711 61.2
        Minor illness management 681 58.7
        Managing other staff 607 52.3
        Triage 515 44.4
        Nurse prescribing 359 30.9
        Other 1 0.1
3
Employment standards in the practice where you
work do you?
  Answer Responses Percent
        A contract of employment 1034 91.1
        Mandatory annual training in anaphylaxis and Basic Life Support 1020 89.9
        Annual appraisal 974 85.8
        A comprehensive job description 743 65.5
        Regular team meetings with the GPs 722 63.6
        Protected time for study 645 56.8
        Protected time for administrative work 627 55.2
        A clear line of managerial responsibility 596 52.5
        Support to achieve the goals in your PDP 502 44.2
        Help in compiling a professional development plan (PDP) 365 32.2
        Pay scales linked to Agenda for Change 279 24.6
        Not Applicable 11 1.0
4
Crosstab employment standard with how many GPs
1
  Answer Responses Percent
        Mandatory annual training in anaphylaxis and Basic Life Support 76 89.4
        A contract of employment 70 82.4
        Annual appraisal 63 74.1
        A comprehensive job description 47 55.3
        Protected time for administrative work 46 54.1
        Regular team meetings with the GPs 44 51.8
        Protected time for study 41 48.2
        Support to achieve the goals in your PDP 37 43.5
        Help in compiling a professional development plan (PDP) 31 36.5
        A clear line of managerial responsibility 29 34.1
        Pay scales linked to Agenda for Change 24 28.2
        Not Applicable 3 3.5
5
Crosstab employment standard with how many GPs
10
  Answer Responses Percent
        Annual appraisal 65 91.5
        Mandatory annual training in anaphylaxis and Basic Life Support 64 90.1
        A contract of employment 64 90.1
        A comprehensive job description 50 70.4
        Protected time for study 49 69.0
        Regular team meetings with the GPs 46 64.8
        A clear line of managerial responsibility 46 64.8
        Protected time for administrative work 43 60.6
        Support to achieve the goals in your PDP 37 52.1
        Help in compiling a professional development plan (PDP) 26 36.6
        Pay scales linked to Agenda for Change 11 15.5
        Not Applicable 2 2.8
6
Induction when you were first employed at this
practice did you?
  Answer Responses Percent
        None of the above 449 42.0
        Complete a formal in-house induction programme 372 34.8
        Have access to an identified mentor to support you in the role 368 34.5
        Have an assessment of your competence in the tasks you were allocated 212 19.9
        Complete a foundation practice nurse course within a year 145 13.6
7
Obstacles to training
Answer Responses Percent
Funding 492 68.2
Availability of course 384 53.3
Getting cover 362 50.2
Being released to attend 340 47.2
Location of courses 292 40.5

8
Professional development support standards for
nurses in general practice  
9

• Employment
• Have a robust contract, given to them within 2
  months of commencing employment
• Have a comprehensive job description
• Have current NMC registration
• Satisfy the PREP requirements for practice
• Have at least one year post-registration
  experience
• Have their pay linked to AfC through the KSF
• Have a clear line of managerial responsibility
• If responsible for managing others, have
  appropriate training
• Have protected time for professional development
• Have a clear study leave policy
• Have an annual appraisal

10

• Training and Education
• Complete an in-house induction programme for the
  first two weeks with an identified member of
  staff responsible for this
• Complete an accredited practice nurse foundation
  course within one year of employment
• Have access to an identified mentor a more
  senior practice nurse to give them support in
  their new role
• Compile a PDP within which any difficulties have
  agreed goals and action plans
• Complete training courses relevant to the level
  of the job they are employed to do (see grid
  below)
• Receive annual mandatory training (e.g.
  anaphylaxis, BLS, infection control)
• Received appropriate training for any new or
  advanced roles

11

• Professional development support
• Regularly attend practice team meetings with GPs
• Have a source of professional advice and support
  available through the PCT
• Belong to a professional organisation or union
• Be supported to work within their scope of
  competence
• Have access to regular, formal clinical
  supervision
• Belong to a local practice nurse forum/ group
  

12

• Quality
• Have their competence in a new role assessed by a
  qualified assessor
• Regularly update protocols based on the latest
  national guidance
• Maintain a 'competence file' providing a safe
  record of what they can and cannot do
• Engage in peer review
• Assist in practice Quality Team and Clinical
  Governance requirements
• Contribute to Development and Quality Practice
  Award if appropriate
• Carry out regular audits
• Evaluate patient satisfaction with nursing care