Supplementary evidence submitted by the
Royal College of Nursing (ISTC 22A)
The Royal College of Nursing is pleased to provide
the Committee with additional information in respect of nursing
and HR performance indicators, which should be included in the
Performance Management Framework for ISTC's.
We believe good health services are based on
a strong workforce that is engaged, consulted and which receives
proper investment and fair reward. Competent well trained staff
are the building blocks for providing high standards of care.
Agenda for Change and in particular the Knowledge and Skills framework
provides a robust framework for identifying the competency required,
assessing staff competency and identifying training needs. If
these are the standards within the NHS then NHS patients receiving
care from other providers should expect that the people caring
for them are appraised against the same standards.
The implementation of HR performance indicators
ensures a level playing field with the NHS; facilitates integration
with the NHS; encourages ISTC staff to feel part of an NHS family;
supports staff involvement and development; provides for a safe
environment for care delivery; and promotes best employment practice.
Key Performance Indicators, which we believe
should be included, are as follows:
An HR Strategy, linked to workforce
development and service delivery.
An Annual Staff Opinion Survey, which
informs the annual review of the HR Strategy.
A mechanism for staff involvement
and consultation.
Participation in Department of Health
staff census and NHS workforce planning.
Continuing Professional Development
for staff linked to an appraisal system based on Knowledge and
Skills Framework (Agenda for Change).
Workforce data collection, which
records race, gender, age, disability of staff linked to payroll
information (this would all be achieved if the ISTCs were asked
to abide by the public sector statutory requirements for race
and forthcoming requirements for gender and disability).
Have a written equal opportunities
policy and follow good practice in making appointments, staff
management, terms and conditions of employment, training opportunities
and promotion.
Agenda for Change implementation.
Monitoring hours of work for both
substantive, seconded staff, and NHS staff working non-contracted
hours within ISTCsensures compliance with the Working Time
regulationsincluding a mechanism for sharing information
on seconded and non-contracted hours staff with the NHS employer.
Monitoring the application of the
"relaxed" additionality policy by collecting information
on staff recruited from the NHS including data on their NHS specialty
area, professional group, NHS grade/pay band, and length of service
individual had with the NHS.
In respect of nursing indicators, some will
be relevant to any environment in which care is delivered whilst
others will be specialty specific. In identifying specialty specific
nursing indicators we have made the assumption that the case mix
in phase 2 will be similar to that in Wave 1. Any variation in
the case mix would require a review of specialty specific indicators.
CORE NURSING
INDICATORS
Annual nursing audits to include
performance against national programmers eg Essence of Care.
Quality monitoring tools eg Qualpecs.
Review/audit of documentation against
accepted guidance eg Nursing and Midwifery Council guidance.
Patient satisfaction measures to
include response times to call bells, cleanliness of environment,
nutrition, communication and staff attitude to patients.
Skin care and pressure area care
using national evidence based tool.
Complaints concerns and near misses.
Feedback from student nurses on clinical
placements.
SURGICAL/ ORTHOPEDIC
PATIENTS
Pain and nausea control using a recognised
tool.
Effective and comprehensive pre and
post operative patient information both written and verbal.
Timeliness of admission.
Programs of risk assessment using
a recognised and evidence based assessment tool to include skincare,
pressures area care, nutrition and falls.
Monitoring of hygiene and infection
rates.
Royal College of Nursing
March 2006
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