Talk Description
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.