Employing an NP intern

Employing an NP intern

I think when funding comes into it
and you’ve got the so-called supernumerary hours etc I think you need
to be very clear what that actually means as a as a individual doing the job
I think you need to be very clear from an organizational point of view what
that means and what the funding is and isn’t paying for but there’s things you should
consider do we actually need to formalize this is a contract a
learning contract perhaps do we need to finalize or formalized this is a
employment contract I think out there in primary care land because it’s
distributed in their small business units weekly linked together that you
will find a real diversity of business models and care models you’ll find a
real diversity in opinions about whether you need to have a contract or not but
within that i would strongly urge every candidate and every preceptor to make sure that there was as wide a knowledge of what was going on as possible and by
wide I mean quite wide i would suggest if there was a nurse practitioner
working with a GP in a general practice or health centre that they actually
met everybody in the health centre that the leadership of the health centre
should actually have input into this and are sent to them not being forced not being clandestinely forced to accept it governance if they have governance and
quite often the don’t but if there’s governance governance should be
involved and then I think partners around so patients why not advertised that we’ve got a nurse practitioner candidate working here her name is X put a photo
up on the staff board alright so I think you need to
communicate all that stuff it again it’s all about relationships and
communication not about contract but you should let other people there’s other
stakeholders that need to know outside like the pharmacy for the practice i
mean if you’re doing a prescribing practicum and stuff they’re going to
have to be there they’re gonna have to know who they are because you should be spending
some time at the practice. NGOs and other related things your local PHO introduce them socialize them to the system that they’re going to be
working in for us we’ve had to change the way we talk as well because we used to
have you know there’s a two hour wait to see the doctor where as now it’s to see a clinician as we kind of make sure we talk to families about that they will be seeing nurse
practitioners and clinical nurse specialists as well so yeah so it is the education
of public as well so most of my nurse practitioner candidates have not
worked in the same organization we’ve got around that by informing their
organization and my organization and coming to clear understanding about the
parameters and what we’re doing we usually swap sites i go to them they
come to me and that works particularly well never had a problem with it at all I i think if you take the basis to be a
collegial relationship the question of how do you manage performance is
answered the question of how do you address that performance where do you do it when do you do it in front of whom do you do it is already answered if you
think of it as a collegial relationship what would I do if this was me what
would I expect the response to be if somebody thought i had been sub-optimal in my care or I’d done something wrong how would I expect that to be approached
to me what I expect to be told in a meeting with a whole lot of other people
present would I expect it as a written warning how would I expect that
feedback to come back to me and I think if you take that frame of reference
that’s how you actually address the nurse practitioner I think there are checks
and balances in the system and that again you’re not the only person there
are nurses who are mentoring and supervising this person as well as
academic supervisors as straight mentors etc so i think you’re going to get a
diversity of of opinions so I don’t think you have to have sort of the grand
plans for nurse practitioners in your head to be a very effective supervisor preceptor I think what we have in this
department is a really good culture so actually a very supportive culture so
that really helped the relationship between a supervisor and the candidate
I suppose we really looked at how we could supervise and support our clinical
nurse specialist into nurse practitioner roles and supervision came from our SMO group myself and the nursing leadership in children’s ED but really it was it’s been
a combined kind of supervision they’ve all had one supervisor but in general
our whole SMO group have been active in supervision supervising every shift you
have to commit to supervision if you commit early and are able to have some
resource for non non clinical time for teaching for them you will reap the

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