Preceptorship: Learning Network
This resource supports preceptorship leads in organizations and provides guidance on the delivery and evaluation of preceptorship programs. Sponsored by Health Education England, NHS England, and NHS Improvement.
- Preceptorship
- Learning Network
- Delivery
- Evaluation
- Support
- Organizations
- CapitalNurse
- Health Education England
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Preceptorship: Learning Network Delivery and Evaluation This resource is designed to support preceptorship leads within organisations CapitalNurse is jointly sponsored by Health Education England, NHS England and NHS Improvement
Readiness Framework - AADDE There are the five elements you'll need to consider in developing your program. We will cover these in the next few modules to support your program delivery. Awareness Assess Developing understanding of the value of preceptorship for newly qualified AHPs. Design Assessing the needs of the workplace. Deliver Planning and designing the preceptorship program. Evaluate Pilot the program using quality improvement methodology. Evaluate the impact of the program.
Session outcomes: Through completing this session, you will gain understanding of the delivery and evaluation of preceptorship. By the end of this session you will: Be aware of different approaches to programme delivery and evaluation Understand the challenges of programme delivery and how to overcome them Know where to access support for the delivery and evaluation of programmes Identify evaluation measures relevant to your organisation Understand how to measure your program against the preceptorship standards
Program Delivery Royal Free NHS Foundation Trust Juliet Crissell
Preceptorship Programme Radiography Sonography Operating department practitioners Speech and Language Therapy (SLT) Occupational Therapy (OT) Physiotherapy (PT) Content Dietetics Podiatry Professional Practice Joint Nurse/ AHP B8 Nurse and AHP Educators Senior Education AHP (0.2) & Senior Education Nurse Subject matter expert presenters Preceptors Nurse/ NA/ International nurses Nurse / AHP Safe Practice Timescale 6 days 10-12 months Effective Practice Microsoft Teams : Online sessions Moodle platform Cohort Size 6-8 AHPs AHP Practice Number of cohorts Preceptorship workbook Certificate 20-25 Band 5s per year 4-5 cohorts per year AHP Careers Supportive Practice
Professional Practice Safe Practice Effective Practice Recognition of the deteriorating patient Discharge Planning Situation-Background-Assessment- Recommendation(SBAR) Handover Introduction to preceptorship Professionalism Accountability Communication Assertiveness Teamworkng Resilience Emotional Intelligence Wellbeing CapitalAHP Complaints process Prioritisation Delegation Clinical decision making Risk management End of life care Raising concerns Patient safety: Incident reporting Safeguarding Multidisciplinary Team (MDT) Working Transition Shock Action Learning Action Learning Action Learning
Supporting Development AHP Practice AHP Careers Visual, Aural, Read/write and Kinaesthetic (VARK) model Agenda for change Appraisal Process Job Applications Making every contact count Learning Styles Giving and receiving feedback Facilitating reflection AHP Research Difficult conversations Working with families Career Carousel Universe of opportunities Continuing Professional Development Work-based Learning (WBL) on Rotation Introduction to leadership Introduction to quality improvement Caring for a patient experiencing pain Mental Health Awareness Group reflection on preceptorship Certificates Action Learning Action Learning
Challenges Clinical leads notify Education Team of NQ B5 start HR to notify Education Team Identifying preceptees Planning and delivering together Ratio's of nurse to AHP Interprofessional Education Timing the start of each cohort to accommodate new starters Balancing number of staff from site, discipline, team. Establishing cohorts Breakout groups - limited to one breakout each day Close liaison nursing colleagues re timetable changes Structuring the day Integration in the digital format Integrate reflections with action learning, focus with preceptors Preceptorship workbook Certificates training completing preceptee Preceptor recognition certificates? Preceptors
Evaluating Preceptorship Chelsea and Westminster Hospital NHS Foundation Trust Wendy Casterton Hayley Fay
Overview of programme Preceptorship offer year 1 Thriving not just Surviving Eligibility: All newly qualified band 5 OT/PT Outline: Preceptorship competency framework Continuing Professional Development (CPD) portfolio 1:1 Mentoring Structured study clinical teaching modules Monthly peer groups / CPD time Shadowing/observed practice opportunities Buddy system Certificate upon completion Resources My Safe Practice My Professional Practice My Reflective Practice My Effective Practice
Great to have a forum with your peers for sharing learning and experiences Evaluating the programme Key Performance Indicators (KPIs) Turnover rates of therapies 2020 21.9 per cent - Improving training and career development opportunities, supporting newly qualified staff (NQS) - 100 per cent NQS being offered and completing preceptorship - Retention of band 5 s to band 6 Evaluation Baseline job satisfaction: - 100 per cent recommend this as a place to work - 7.7/10 received right level of training and support - General job satisfaction (using NHS survey Qs) high I really enjoy the preceptorship programme as a new member of staff
Evaluating the programme (continuation) Preceptorship Evaluation 6 months since launch - 7.9 overall * rating - 100 per cent helped them to feel supported and valued - 92 per cent peer groups a safe space to share experiences - 92 per cent positive impact on clinical practice Great to have a forum with your peers for sharing learning and experiences Buddy Scheme - 100 per cent of respondents were contacted by their Buddy - More than 85 per cent of respondents took the time to meet with their assigned Buddy - 71 per cent reported meetings to be helpful I really enjoy the preceptorship programme as a new member of staff
Next steps...... Practice Development Lead (PDL) role from 0.5 Whole Time Equivalent (WTE) to 1.0 WTE Run two cohorts a year Face to Face peer groups Focus on recruitment of preceptors increase staff engagement Revise competency document Therapies to expand to offer adult speech and language therapy (SALT)/Dietetics/Music/Play therapists
Activities... Sketch a draft overview of your programme (e.g. how you want it to be or how it is) What do you see as being the challenges / what are the challenges in programme delivery for your organisation? Are there any challenges related to a specific AHP group?
Principles of Programme Evaluation Catherine DesForges
Evaluating the programme Levels of Evaluation: Beyond Kirkpatrick. Kaufman, Roger; Keller, John M. Human Resource Development Quarterly, v5 n4 p371-80 Win 1994
Level 1: The degree to which preceptees find the training engaging and relevant to their role. (e.g. Preceptorship session or program feedback) New World Kirkpatrick Model Level 2: The degree to which preceptees acquire the intended knowledge, skills, attitude, confidence, and commitment based on their participation in preceptorship. (e.g. Preceptor session notes, portfolio completion) Level 3: The degree to which they apply learning during preceptorship within their role. (e.g. appraisal, completion of any specialty competencies) Level 4: The degree to which organisational outcomes occur as a result of Preceptorship (e.g. re-evulation against baseline measures of B5 sickness, vacancy rates retention data) https://www.kirkpatrickpartners.com/wp-content/uploads/2021/11/Introduction-to-the- Kirkpatrick-New-World-Model.pdf
Capital AHP have developed the following standards to ensure organisations provide quality preceptorship programmes: CapitalAHP Preceptorship Standards Standard Standard 1 Organisations will offer preceptorship to all newly registered allied health professionals (AHPs) with a minimum length of program of 6 months. Preceptorship activities will complement existing processes for new members of staff. Standard 2 Standard 3 Organisations will have a preceptorship policy in place. Standard 4 Organisations will have a designated lead for preceptorship. Standard 5 Organisations will have a system to identify preceptees. Standard 6 Organisations will offer a every newly qualified preceptee a preceptor. Standard 7 Each preceptee and preceptor will have protected time for preceptorship. Standard 8 Organisations will track and monitor preceptees through the preceptorship program. Standard 9 Preceptorships with provide the preceptees with agreed domains of learning. Standard 10 Organisations will monitor and evaluate their preceptorship program. Standard 11 Organisations will provide newly qualified AHPs with documentation to record preceptorship activity. Organisations will recognise and celebrate preceptorship completion. Standard 12
Activities... Summarise the key performance indicators (KPIs) that will form your evaluation strategy. How does / how will the programme meet the CapitalAHP preceptorship standards? List what HCPC principals your programme adheres to Which organisation/s in your faculty might you look to for support in delivery and evaluation?
Session review: Through completing this session, you will have gained an understanding of the delivery and evaluation of preceptorship and the opportunity to: Be aware of different approaches to programme delivery and evaluation Understand the challenges of programme delivery and how to overcome them Know where to access support for the delivery and evaluation of programmes Identify evaluation measures relevant to your organisation Understand how to measure your program against the preceptorship standards
