Understanding The Experience And Perceptions Of Managers And Preceptors Involved In Competency Assessment And Performance Management Of Nursing Staff Identified As Practicing Unsafely: An Evaluation Of The Effectiveness Of The Sip/Pip Framework

[摘要] BACKGROUND: The Health Practitioners Competence Assurance Act in 2003, lead to the introduction of Nursing Council Competencies to Practice for regulated nurses in New Zealand. Employers have operationalised the competency process to provide assessment, education and support of those nurses with competency concerns. A Supportive Improvement Plan (SIP)/Performance Improvement Plan (PIP) framework, has been developed for use within the District Health Board setting to provide a consistent and transparent approach for the management of competency concerns and ensure nurses undergoing the programme are competent to practice. AIM: Evaluate the SIP/PIP process to illuminate the views of the nurse managers and preceptors on the effectiveness of the SIP/PIP programme in ensuring competent practice and to provide recommendations for improvement and strengthening of the framework. METHOD: This study uses a qualitative approach with data collected through individual semi structured interviews with preceptors and nurse managers.A mixed method study was attempted, however it was not completed due to lack of participation in the quantitative arm using an anonymous survey. Thematic data analysis was undertaken utilising NVIVO 10 software. Ethics approval was granted from University of Otago, Human Ethics Committee.RESULTS: Four major themes were drawn from the qualitative data. (1) Feedback- insight loop, (2) Process clarity, (3) Relationships, commitment & reflective response to participation in the SIP/PIP process, (4) Barriers and enablers to the SIP/PIP process.CONCLUSION: The SIP/PIP process is a useful framework for the nurse manager and peer preceptor group offering a clear pathway to assess, support and performance manage nurses with competency to practice concerns.However it can be further improved by ensuring a) all participants understand their roles within the SIP/PIP framework b) time for reflection during practice is built into the framework, c) consideration of the introduction of preceptee self-assessment into the framework, d) strengthening the education of nurse managers in employment relations principles.Ongoing engagement with and feedback from those involved in the process will keep the framework relevant and effective.

[发布机构] University of Otago

[效力级别] nursing

[关键词] performance management;nursing;competency concerns;competence;preceptors;insight;feedback