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Session 3: Concurrent 1.1
Concurrent Session
Concurrent Session
1:45 pm
13 June 2024
P6
Session Description
Session Chair: Debbie Fortnum
Session Program
402Q - Research Paper
Abstract
Aim:
Propose solutions to enhance recruitments strategies for international nurses coming to remote Australia.
Method:
After sharing my journey from leaving Europe to arriving in a remote community to work, I will be discussing three main points. The first one is the obstacles that can prevent nurses from making the decision to move country and come to Australia (animals, weather, language, visa...). The second point will be discussing the positive aspects of the different lifestyle this kind of work can offer (environment, culture, changing habits, quality of life, financial...). Finally, I will be explaining how the working conditions and the quality of care that we provide can motivate new nurses who are often driven by passion and are seeking to make a difference in people’s lives.
Results:
How strong visual storytelling can highlight the breathtaking landscapes to inspire and engage nurses who are up for a change of lifestyle and to encourage them to take the leap into this kind of adventure.
Conclusion:
The conclusion will summarise the ideas about how to improve future recruitment strategies from destination marketing, emphasis on work life balance to the unique experience of a lifetime.
Abstract
Aim:
Propose solutions to enhance recruitments strategies for international nurses coming to remote Australia.
Method:
After sharing my journey from leaving Europe to arriving in a remote community to work, I will be discussing three main points. The first one is the obstacles that can prevent nurses from making the decision to move country and come to Australia (animals, weather, language, visa...). The second point will be discussing the positive aspects of the different lifestyle this kind of work can offer (environment, culture, changing habits, quality of life, financial...). Finally, I will be explaining how the working conditions and the quality of care that we provide can motivate new nurses who are often driven by passion and are seeking to make a difference in people’s lives.
Results:
How strong visual storytelling can highlight the breathtaking landscapes to inspire and engage nurses who are up for a change of lifestyle and to encourage them to take the leap into this kind of adventure.
Conclusion:
The conclusion will summarise the ideas about how to improve future recruitment strategies from destination marketing, emphasis on work life balance to the unique experience of a lifetime.
436Q - Research Paper
Abstract:
Aim:
Background In early 2023, we were asked to consider developing and delivering a nephrology specialty course for Palestinian nurses as part of a Project Rozana initiative. Project Rozana is an international organisation whose mission is to create access to quality healthcare for communities in conflict areas. In addition to the online theoretical learning, nurses would attend clinical placements to provide practical training in partnering hospitals in Israel. At that time, there were nursing courses for other specialties but no nephrology course, so a bespoke program was needed. AimTo develop and deliver an evidence based, peer reviewed online nephrology nursing course for nurses in the Project Rozana program.
Method:
Following discussion with the hospitals involved, we agreed on a curriculum. We also agreed timelines for development, peer review and publication of the courses to the WCEA* education platform. This would enable nurses to access the course from the broader global community as well. We developed content, had it reviewed/revised as needed, then recorded each module. On completion, the modules were uploaded to WCEA*. *World Continuing Education Association
Results:
At the beginning of September 2023, the Project Rozana Nephrology Nursing course went live on WCEA. On October 7, the Israeli – Hamas conflict started. Despite this, nurses participating in the program have completed online modules, as have many others.
Conclusion:
At the time of abstract submission, there have been 504 module completions from nurses internationally, including USA (90), Palestine (29), Israel (195) and Spain (28).
Abstract:
Aim:
Background In early 2023, we were asked to consider developing and delivering a nephrology specialty course for Palestinian nurses as part of a Project Rozana initiative. Project Rozana is an international organisation whose mission is to create access to quality healthcare for communities in conflict areas. In addition to the online theoretical learning, nurses would attend clinical placements to provide practical training in partnering hospitals in Israel. At that time, there were nursing courses for other specialties but no nephrology course, so a bespoke program was needed. AimTo develop and deliver an evidence based, peer reviewed online nephrology nursing course for nurses in the Project Rozana program.
Method:
Following discussion with the hospitals involved, we agreed on a curriculum. We also agreed timelines for development, peer review and publication of the courses to the WCEA* education platform. This would enable nurses to access the course from the broader global community as well. We developed content, had it reviewed/revised as needed, then recorded each module. On completion, the modules were uploaded to WCEA*. *World Continuing Education Association
Results:
At the beginning of September 2023, the Project Rozana Nephrology Nursing course went live on WCEA. On October 7, the Israeli – Hamas conflict started. Despite this, nurses participating in the program have completed online modules, as have many others.
Conclusion:
At the time of abstract submission, there have been 504 module completions from nurses internationally, including USA (90), Palestine (29), Israel (195) and Spain (28).
2:15 pm
490Q - Research Paper
Abstract
Aim:
Provide clinically and culturally safe haemodialysis care in a very remote community.Increased quality of life for haemodialysis patients and their families by providing care closer to home.Increase opportunities for a greater proportion of care being provided by a local First Nation's workforce.Greater recognition of A&TSI HPs role in providing health care.
Method:
Project development guided by Legislative change, health equity strategies and infrastructure capacity.Provide care closer to home and in response to local community needs.Develop a robust clinical governance structure for Aboriginal and Torres Strait Island Health Practitioners (A&TSIHPs) providing haemodialysis care.Develop a structured, competence-based training program for A&TSIHPs within a developing model of care.Provide ongoing clinical supervision for A&TSIHPs working in an incentre haemodialysis unit.
Results:
The movement of patients from major cities and regional centres back home. Governance that is compliant with legislation.Governance that is compliant with medicines regulations.Provision of care consistent with thrust of current health equity strategies.Competent health workers providing care that is culturally safe, promoting better quality of life and improved health outcomes for haemodialysis patients and their families.
Conclusion:
The Kowanyama Project may provide direction for the development of A&TSIHPs for the 4 existing haemodialysis services on Cape York and Torres Strait and for future dialysis services being planned on Torres Strait Islands. The development of the A&TSIHP roles to practice to their full scope of practice may provide solutions across Queensland, and nationally.
Abstract
Aim:
Provide clinically and culturally safe haemodialysis care in a very remote community.Increased quality of life for haemodialysis patients and their families by providing care closer to home.Increase opportunities for a greater proportion of care being provided by a local First Nation's workforce.Greater recognition of A&TSI HPs role in providing health care.
Method:
Project development guided by Legislative change, health equity strategies and infrastructure capacity.Provide care closer to home and in response to local community needs.Develop a robust clinical governance structure for Aboriginal and Torres Strait Island Health Practitioners (A&TSIHPs) providing haemodialysis care.Develop a structured, competence-based training program for A&TSIHPs within a developing model of care.Provide ongoing clinical supervision for A&TSIHPs working in an incentre haemodialysis unit.
Results:
The movement of patients from major cities and regional centres back home. Governance that is compliant with legislation.Governance that is compliant with medicines regulations.Provision of care consistent with thrust of current health equity strategies.Competent health workers providing care that is culturally safe, promoting better quality of life and improved health outcomes for haemodialysis patients and their families.
Conclusion:
The Kowanyama Project may provide direction for the development of A&TSIHPs for the 4 existing haemodialysis services on Cape York and Torres Strait and for future dialysis services being planned on Torres Strait Islands. The development of the A&TSIHP roles to practice to their full scope of practice may provide solutions across Queensland, and nationally.
475C - Research Paper
Abstract
Case Description:
The nursing workforce is constantly evolving, planning for the future of renal nursing specialists requires forward planning and an environment which is supportive to role and professional development. Mentoring in the workforce provides an opportunity for experienced healthcare workers to share their knowledge and offer guidance to colleagues resulting in the overall development of mentees.
Discussion:
Over the last two years 12 staff have participated in a locally based mentoring project. This group consisted of a Nurse Practitioner, Clinical Nurse Consultants and Registered Nurses. Through an expression of interest and interview process, candidates were selected to participate. Mentees selected preferences for a renal stream and matched up with a mentor from renal specialties including, peritoneal dialysis, renal transplantation, renal supportive care, CKD and haemodialysis.Based on the NSW Clinical Nurse Consultant domains of practice, regular education sessions, and a skills practice framework was used as a professional development guide. Opportunities to act in the Clinical Nurse Consultant roles was also supported during this project.
Conclusion:
Renal units and services have an opportunity to draw from senior experienced nursing workforce while at the same time develop robust succession plans through direct mentorship of Registered Nurses. This project has had positive outcomes for both the mentor and mentee. Mentors have benefited from the partnerships through increased creativity, sharing career success and satisfaction. Mentees experiencing increased confidence and competence, and assistance with career planning and psychosocial support.
Abstract
Case Description:
The nursing workforce is constantly evolving, planning for the future of renal nursing specialists requires forward planning and an environment which is supportive to role and professional development. Mentoring in the workforce provides an opportunity for experienced healthcare workers to share their knowledge and offer guidance to colleagues resulting in the overall development of mentees.
Discussion:
Over the last two years 12 staff have participated in a locally based mentoring project. This group consisted of a Nurse Practitioner, Clinical Nurse Consultants and Registered Nurses. Through an expression of interest and interview process, candidates were selected to participate. Mentees selected preferences for a renal stream and matched up with a mentor from renal specialties including, peritoneal dialysis, renal transplantation, renal supportive care, CKD and haemodialysis.Based on the NSW Clinical Nurse Consultant domains of practice, regular education sessions, and a skills practice framework was used as a professional development guide. Opportunities to act in the Clinical Nurse Consultant roles was also supported during this project.
Conclusion:
Renal units and services have an opportunity to draw from senior experienced nursing workforce while at the same time develop robust succession plans through direct mentorship of Registered Nurses. This project has had positive outcomes for both the mentor and mentee. Mentors have benefited from the partnerships through increased creativity, sharing career success and satisfaction. Mentees experiencing increased confidence and competence, and assistance with career planning and psychosocial support.
2:45 pm
This workshop will equip you with practical tips and tools, resources and education that can support your clinical practices and drive team-based care; along with an understanding of the programs, services, and resources available to support your patients with kidney disease.