Ward Sisters
“Super Nurses should be Supernumerary”
Helen Young
Director of Nursing and Midwifery
Birmingham Womens’ Hospital
The impossible but most important job in my team - The Ward/Team Sister• 24 hour responsibility for the area
• Lead the Quality of Care
• Lead the Delivery of Safe Care
• Lead the Delivery of Patient Experience
• Lead the Teaching and Training of Staff (MDT)
• Role Model
• Educator
• Manager of People and Budgets and Services
• Expert Practitioner
• Guardian of the 6 C’s
• Staffing Champion
• Mediator and Complaints Manager
and the list goes on ………………
The personal and professional
• Continuously develop professionally
• Learn new skills
• Learn new management techniques
• Reflect
• Revalidate
• Develop Leadership Skills
• Lean Budgeting
• Learn LEAN
• Learn Safety Improvement Science
What you need more reasons??
• Making a Difference Report , 2000
• The Prime Ministers Commission 2010
• RCN Breaking Down the Barriers Driving up Standards (RCN 2009)
• Francis Report
• National Quality Board (2013)
• CNO Staffing Guidance (2013)
• Hard Truths (2014)
How to do it:
• Get the DoN on side quickly
• Use them to get the COO and FD
• Get the NEDS by showing them wards in real life
• Create the right support –Admin Roles for Sister
Support
• Get the right JD and Person Spec
• Get the right Competency Framework
• Get the right recruitment approach (VBR essential)
• Get your Evidence together
• Get the Business Case Right
Leadership, Preparation, Support
• We all know right skills, right place right time!
• Well here’s my mantra for Sisters:
• Right Leadership Development , Right
Preparation for Role, Right Support all the
time
A check list to help not dictate• Do they have supervisory status
• Do they have authority to book staff and buy equipment
• Do they have ward clerks and PA support
• Do they manage housekeeping
• Are they classed as Senior Nursing Management
• Do they get represented at Decision Making Forums for N&M
• To they have training and development specifically for them
• Are they on Leadership Development initiatives
• Have they got Knowledge and Skills /Competency Framework
• Do they meet with the DoN as a group or individual directorates
• Are they involved in Skill Mix and Staffing Decisions
• Do they have access to the ward dashboards and are they responsible for them
• Do they manage the complaints and feedback in their area
• Do you recruit them using a VBR methodology
• Are they directly involved in the pre reg and post reg education of their teams
• Do they have a personal and professional development plan with annual appraisal
Thank you for listening- go fight the fight!
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