An introduction to changes in nursing pre-registration education

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An introduction to changes in nursing
pre-registration education

• Speaker nameSpeaker title
• Presentation date

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The drivers for change

• Desire to enhance patient safety and quality of
  care
• Ageing population
• Complex healthcare needs and increasing long-term
  conditions
• Care being delivered closer to home
• Need for nurses to have high levels of critical
  and analytical thinking at point of registration

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Changes to pre-registration nursing education

• To enable nurses to meet these challenges,
  pre-registration nursing education is changing
• The Nursing Midwifery Council (NMC) consulted
  on changes to pre-registration education
• NMC published Standards for pre-registration
  nursing education on 16th September 2010

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Standards for pre-registration nursing education

• Safe and effective nurses at point of
  registration
• Wider thinking needed for practice learning
  opportunities increasing community exposure
• Fields of practice rather than branches
  Adult, Childrens, Mental Health, Learning
  Disabilities
• Greater emphasis on partnership working between
  employer and education provider
• Qualified to degree level before registration
• First courses using the standards will start in
  2011
• All courses will use the standards by 2013

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Outcome of the standards Nurses will

• Be autonomous practitioners
• Have the skills to deliver high quality care to
  meet future healthcare needs
• Meet the essential mental and physical needs of
  people of all ages
• Meet complex needs in their field of practice
• Think analytically, high levels of professional
  judgement
• Plan, deliver and evaluate effective, evidence
  based care safely and confidently

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Nurses will(continued)

• Manage complex care using the latest technology
• Drive up standards and quality
• Manage resources and work across service
  boundaries
• Lead, delegate, supervise and challenge other
  nurses and healthcare professionals
• Lead and participate in multi-disciplinary teams
• Provide leadership in promoting and sustaining
  change and innovation, developing services and
  using technical advances to meet future needs and
  expectations

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What does this mean for us?

• Opportunity to
• Develop the nurses we need for the future able
  to competently and safely deliver the services we
  need
• Plan and develop the shape of the future nursing
  workforce to maximise the benefits from the
  changes

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What does this mean for us?

• Risks if we dont fully engage
• Impact on future service quality
• Shape of the future nursing workforce not fit for
  purpose
• Issues with recruitment and retention
• Impact on staff morale
• Impact on students during practice learning
• Missed opportunity

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How can we make the most of the opportunity? -
Checklist

• Develop an implementation/project plan
• Review educational governance
• Partnership working with our education provider
• Develop a communications and engagement strategy
• Recognise the importance of mentors
• Plan the future shape of the nursing workforce
• Evaluate and review

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Partnership working with our education provider
to

• Help shape the curriculum ensure we get the
  nurses we need
• Be involved in student recruitment and selection
  focus on quality
• Help develop innovative practice learning
  opportunities in a range of settings support
  broad student learning
• Provide quality learning opportunities create
  cultural attachment
• Provide designated officer(s) as points of contact

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Communicate and engage effectively to

• Demonstrate how the changes will benefit patients
• Create understanding of the need for change
• Encourage involvement in driving the changes
• Have staff fully on board
• Support mentors and supervisors
• Dispel myths and rumours

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Ensure communication and engagement with

• Current nursing workforce Preceptors
• HR department Support workforce
• Mentors and supervisors Education providers
• Finance Patients/Service Users/Carers
• Wider multi-disciplinary teams managers
• Schools Local
  community

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Recognise the importance of mentors

• 50 of pre-registration education is practice
  learning
• Mentors must have the right skills and confidence
  to support new student nurses
• Opportunity to audit and profile current mentors
  and arrangements for supporting mentors
• Communication with mentors is key to success
• Some may be feeling vulnerable and require support

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Plan the future shape of the nursing workforce

• It is critical that registered nurses do what
  they have been uniquely trained for.
• What does the future nurse look like?
• What will the nursing team look like?
• Examine what can be delegated to support roles,
  releasing time for registered nurses
• Identify models and education requirements for
  the support workforce

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Reporting and evaluation

• Take whole systems approach, including
  financial, workforce and service context
• Ensure accurate baseline data
• Identify points for review and evaluation
• Create internal reporting structure to monitor
  and evaluate success

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Resources and further reading

• http//standards.nmc-uk.org
• Nursing Midwifery Council Standards for
  pre-registration nursing education
• www.nhsemployers.org/nursing
• NHS Employers nursing web pages, including
  implementation guide and FAQs
• www.nhsemployers.org/supportworkforce
• NHS Employers support workers web pages
• www.nhsemployers.org/staffengagement
• NHS Employers staff engagement web pages
• www.nhscareers.nhs.uk/nursing
• NHS Careers nursing micro-site
• www.nhsbsa.nhs.uk/students
• NHS student support, including bursary and loan
  information

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