Preceptorship Programme

The professional nurse educator at junction 17, leading a course


Preceptorship is about providing support and guidance enabling ‘new registrants’ to make the transition from student to accountable practitioner (NMC, 2006). The preceptorship requirement set by the Nursing and Midwifery Council (NMC) is that all ‘new registrants’ have a formal preceptorship period of 12 months.

Recommendations for a preceptorship programme suggest a period of support lasting between four and nine months, but this may vary amongst individuals and according to their needs, skills competences, targets and the roles that individual practitioners will undertake. The Trust supports a 12-month period of preceptorship. This coincides with the report by Lord Willis (2015) titled ‘Raising the Bar - Shape of Caring: A Review of the Future Education and Training of Registered Nurses and Care Assistants. The report identified Theme 6: recommendation assuring predictable and sustainable access to ongoing learning and development for registered nurses and that preceptorship is a transitional process and is offered as a formalised follow-on programme from registration.


The aim of the preceptorship programme is to ensure our newly qualified Nurses become effective, confident and fully autonomous, encouraging them in the pursuit of clinical excellence and to be able to deliver high quality of care to patients, service users and clients within our local health community.


Our Professional Nurse Educator and Senior Clinical Practitioners have developed a formal Preceptorship Development Programme to support in making an effective transition from student to newly registered Nurse, and to make the smooth transition into the professional culture of being a registered, accountable practitioner. Our approach is to support a 12-month period of Preceptorship (in practice) in conjunction with a robust Development Programme which includes inhouse bite size training and clinical skills workshops. 


Preceptorship is a period of time where you, the newly registered nurse or return to practice nurse (after a period of time away from service e.g. five-year gap), are supported with the integration and settlement into your new role / organisation / department. During preceptorship you will be assigned a named preceptor, who will discuss with you - your aims and objectives, training needs, and guide you through the programme whilst facilitating reflective skills. We endeavour to allocate you to a preceptor that is experienced and is a competent role model for you to receive appropriate preceptorship, and to support you to apply the knowledge acquired through qualification into the practice setting.

 

Preceptorship can be done formally, for example:  

  • Structured meetings such as observations, supervision, planned learning experiences, clear learning objectives, clinical skills practice focus days. 

Or informally, for example: 

  • Working alongside more experienced colleagues, participating in shared learning with peers/colleagues, reflective practice, self-direct learning. 


You are encouraged to participate in a structured development programme and complete appropriate statutory and mandatory training during the first year following qualification. We ensure that all newly qualified nurses on the preceptorship programme are fit to practice, and this is in accordance with both NMC and GMMH requirements. This preceptorship pack integrates a portfolio and is designed to dovetail the preceptorship programme. The aim is to enable you to demonstrate, to your preceptor, the ability and competence to meet all the requirements of your role, to manage your skills, knowledge, progression and development towards becoming an experienced nurse practitioner. ‘A portfolio is a collection of evidence, usually in written form, of both the products and processes of learning. It attests to achievement and personal and professional development, by providing critical analysis of its contents.’ (McMullen and Endocott, 2003)

 

The Inpatient CAMHS 12-Month Preceptorship Overview


Provide a supportive induction and orientation programme to newly qualified staff, returnees to practice and those entering a new clinical environment. Aiming to ‘build upon’ previous knowledge and experiences, bridge the theory/practice gap, and thus provide stimulus to engage the lifelong learning process.

  • Support individuals enabling them to accept responsibility and accountability within their new environment or role change
  • Consolidate competencies and prior learning whilst using the preceptor as someone with whom one can meet regularly to discuss issues related to practice
  • Link to annual development review framework (IPR) appraisal programme of the Trust
  • Provide baseline knowledge and opportunities for continuing professional development and lifelong learning
  • Identify learning objectives and the development of action plans within a timescale
  • To facilitate reflection, support, teaching and development of clinical competencies

 

Objectives

  • Development of a competent Practitioner providing high standards of care at all times
  • Development of Practitioners who are politically aware of changes and developments
  • Enhancement of competent and confident Practitioners within a specified timeframe
  • The promotion of reflective Practitioners
  • To enable individuals to identify all future learning and development needs via the annual development review framework of the Trust

Stage one -

Timescale one – four weeks (by end of first month)

  • Read through and familiarise yourself with the Preceptorship package
  • First meeting with preceptor
  • Complete Trust induction/orientation checklist
  • Review job description and identify gaps in knowledge and skills
  • Complete self assessment tools in preparation for meeting two
  • If newly qualified or working toward foundation gateway in Band 5, review knowledge and skills competency framework
  • Attend corporate training and induction and complete mandatory training relevant to your clinical area
  • Identify resource materials
  • Arrange meetings with practice-based personnel e.g. education and professional development nurse in your area
  • Complete strengths, needs, opportunities and barriers (SNOB) and role analysis
  • Preceptor to discuss appraisal principles and process at induction, so it is clear what the

Stage two -

Timescale five – 16 weeks (first three months)

  • Monthly meetings with preceptor
  • Review progress with preceptor
  • Check that all areas of induction have been completed
  • Clinical skills review, generic and area specific competencies
  • Set objectives to be achieved before stage three
  • Reflect on experience
  • Complete SNOB and role analysis to re-evaluate
  • Attend a five-day in-house CAMHS Induction

Stage three -

Timescale 17 – 52 weeks (within 12 months)

  • Month six meeting and month nine meeting with preceptor
  • Complete SNOB and role analysis to re-evaluate
  • Review KSF competency framework and any other competency reviews, identifying future needs and plans for achieving these
  • Final interview in twelfth month
  • Review objectives achieved and prepare for annual review at the foundation gateway (12-month stage) 

Stage four -

Following preceptorship. What next? Band 5 development

  • Ongoing development plans/future career development/university studies
  • Reflective practice/portfolio development – NMC requirement
  • Maintain and keep up to date with continuing professional development (CPD) - your responsibility and accountability to comply with the NMC revalidation requirements, in order for registration to be renewed/maintained 
  • What does it mean to be an accountable Practitioner?
  • Addressing standards of poor practice / dealing with conflict
  • Implementing evidence-based practice
  • All qualified Nurses joining at the bottom of Band 5 pay progression will be subject to development reviews in the first 12 months in accordance with KSF outline
  • Annual appraisal and pay progression point
As a patient

As a service user, relative or carer using our services, sometimes you may need to turn to someone for help, advice, and support. 

Find resources for carers and service users  Contact the Trust