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

Independent Healthcare Providers

17 January 2007

Cathy McCusker Senior Professional Officer

NIPEC

NI Nursing & Midwifery Workforce

SurveyResults

NIPEC our businessNIPEC 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 DHSSPSWe 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

SafetyCompetenceMotivation and moraleTeam workingRegulatory 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 Age Questionnaire %

NMC% HPSS%

<25 3 3 4

25-29 7 9 11

30-34 11 13 15

35-39 16 15 19

40-44 22 19 23

45-49 18 17 16

50-54 13 12 10

55-59 7 8 1

60-64 4 4 1

65+ 1

(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 hours2. Participation in

learning activities3. 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 employer Questionnaire %

HSS Trust 5608 77.3

HSS Board 136 1.9

General Practice 237 3.3

Independent Hospital 56 0.8

Independent Nursing Home 691 9.5

Independent Hospice 63 0.9

Independent Charity 94 1.3

Industry 31 0.4

Prison 15 0.2

Higher Education Institute 98 1.4

DHSSPS 27 0.4

Other 199 2.7

Missing 79

Grouping

(Q12 p55) Employer Groups (n= 6536 90%) HSS Trusts (5608)

Independent Nursing Home (691)

General Practice (237)

(Q18 p60) Job Title Groups (n= 5333 77%) Nurses Grade C & D (1525)

Nurses/Midwives E&F (2597)

Ward Sisters G (551)

1. Contracted Hours (pp 102-103)

Chart 2: Respondents Hours worked by Employer Group

010203040506070

<25 hrs >25-<37.5 37.5 hrs

Per

cen

tag

es

HSS Trust

GP

NursingHome

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 undertaken1. Visiting other units 2. Participating in leadership

development programmes3. Participating in study days outside the

organisation4. Participating in management

development programmes5. 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 140-146

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 148-150 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 pp152-154

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 RECOMMENDATIONSpages 156-161

1 Appraisal2 Supervision3 Learning Needs Assessment4 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 3600 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 findingsPromoting 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%).

www.nipecdf.org 5 Components

Competency Profile Learning Activities

Career PlanningRole 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.

NIPECDevelopment Framework Support

Officer Opportunity for your nursing staff to

register and create their own online portfolio on www.nipecdf.org

o Contact Jennifer Hamiltono 028 90238152o [email protected]

Many thanks …..