Manager / Employer Timeline
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12-24 months pre NP Training (practicum)
- What is a MÄtanga tapuhi/ NP?
Nurse Practitioners (NPs) are expert clinical nurses who have completed Master’s education and advanced clinical training. They are registered in the MÄtanga tapuhi/NP scope of practice. They assess, diagnose, order laboratory and radiologic diagnostic testing, develop treatment plans, and are authorised to prescribe medications.
There are 3 ‘scopes’ of nursing practice in Aotearoa NZ
- Enrolled Nurse (EN).
- Registered Nurse (RN), the majority of nurses in Aotearoa. Only nurses in this scope can train to become NPs.
- Nurse Practitioner (NP).
What is an NP https://www.pegasus.health.nz/presentation
NP registration in New Zealand is attained through:
- Achievement of a Master of Nursing (with an approved provider for NP preparation)
- Entry to the NP practicum year requires 3 years of full-time equivalent experience within the past 5 years, with a minimum of 1 year in the area of practice that the nurse will register as an NP
- Achievement of an expert level of nursing clinical practice in the relevant practice area as demonstrated by the NP competencies.
- Evidence of nursing expertise and leadership may be demonstrated by programme evaluation, authoring guidelines, participation in national and local advisory groups. Additional ways to show your leadership include membership in professional organisations, being an invited speaker to a conference for your practice area, teaching and mentoring of colleagues or other recognition of your clinical expertise. There are many ways to show your leadership and clinical expertise as a senior nurse.
- Support of your employer to establish an NP role once registered as an NP is a requirement of the NPTP and very important to the success of the practicum year
- What are the NP training options?
1. University based Masters programmes
2. NPTP
These programmes with deliver the relevant papers and practicum to meet the Nursing Council of New Zealand requirements for registration as an MÄtanga tapuhi/NP
What will it cost?
As an employer/ manager you should consider whether you can fund the university papers if the RN candidate does not get a scholarship. Most 30 point courses are approximately $2600 at any University.
Meet with the DHB HWZ coordinator early to understanding the funding available.
Also to consider costs in regards to additional study leave, potential back fill from their current role and the time of the supervisor.
The following funding is available to providers and trainees to support the trainees’ successful completion of the NP training year.
What service level discussion did you have with your manager?ďťż
How did you organise NP training year funding?
How did you organise NP training year funding?
| Funding to support NP training year | Amount per trainee per year |
|---|---|
| 500 hours of clinical release time | $15,000 |
| clinical supervision allowance at the main placement | $5,600 |
| Study day release time to attend a minimum of 12 study days/year | $3,000 |
| Course fees for 60 credits | Fully paid (fees vary per university) |
| Travel and accommodation to study days and to secondary placement experience | Discretionary contribution, depending on trainee's location. |
- What do I need to prepare for in practical terms? 2-3 days supernumery
Make sure supernumery and education days are protected, organise backfill
- What if I’m approached and don’t think the RN is ready?
(This applies to the NP practicum year or the beginning of the Masters programme.)
- Be honest. Please discuss with the RN why you think they are clinically unready to start the NP practicum year.
- Review the NP competencies with the RN and provide specific feedback on areas for development to meet the competencies. Consider making a plan together on how you can provide opportunities to grow these areas and a realistic time frame to review
- If you are not an NP, suggest that they spend some time with a practising NP to see the breadth and depth of NP practice.
- The commitment to support an RN through the NP practicum year is a substantial commitment of time and effort. If you are not able to provide this, it is best to be ‘up-front’ and acknowledge this. This allows the RN to seek out another mentor who may be able to support the them.
As a final step, if required, discuss your concerns with the supervisor and the organisational nurse leader.
If possible, check in with academic mentors.
- What if our service can’t accommodate service expansion for an NP?
Then you cannot sign off for NP
Consider other services which may be able to support
- When do I need to consider service/ role development?
Now, this will take some planning and careful introduction
Plan to socialise the role early
- HWF funding
The NP training year is funded directly by the Ministry of Health to the Universities in partnership to deliver the nationwide NP training year. Additional funding is provided through this programme to ensure students receive: 500 hours supervised practice (with NP or senior doctor) Release time for a minimum of 12 study days A minimum of 10 days in a secondary placement
Non- NP training year candidates:
It is worth considering meeting with the regional DHB HWFNZ coordinator to discuss, this means the coordinators are really clear when they are choosing recipients. Talk to the organisational nurse leader.
6-12 months pre NP Training (practicum)
- When do I introduce the role to the teams?
This will take some planning and careful introduction. Socialise the role as early as possible
- How do I manage the mentorship hours and study leave?
Use their NP funding and discuss with your manager
Post graduate papers
Post -graduate nursing papers are funded directly by the Ministry of Health through regional DHBs. You will need to ensure the candidate can receive: 500 hours supervised practice ( with NP or senior doctor). Release time will be needed for a minimum of 12 study days. A minimum of 10 days in a secondary placement.
- Is the candidate super-numery?
Partly, any work towards NP including mentorship time is all fairly supernumery.
Other days they will be an RN as usual
- What if we get push-back from other health professionals?
Ensure you have clear plans, understand the role and refer to documents that support NP practice
3-6 months pre NP Training (practicum)
- Check if the candidate needs any support. Plan study leave with candidate?
They may be nervous/ anxious to start the programme
Remember this isn’t just a new job it’s a whole new scope.
- Check everything and everyone is informed and in place
Introduction of the role to whole team
Contact academic and clinical supervisors
- Think about looking after your investment
Consider supporting candidate to take some leave prior to year as may not have space for it during.
Check they have good support systems and not just at work.
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NCNZ Panel
Portfolio Prep
Keeping your manager informed
NCNZ panel preparation
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NP Training (practicum) Year
Click on each month for what to expect and what is happening next
Each university process and timeframesďťż may differ slightly so please check with your education provider.
Candidate
Check calendar NP training
Do you have all the access and space you need for academic work?
Do you have access to clinical practice and study space to undertake the clinical and academic work?
Refer to NCNZ np competencies
Manager / Employer
Reintroduce the NP training to the current team, ensure roles are clear
Check calendar NP training
Ensure clinical supervisor ready/ release time
Candidate
Formative assessment in area of practice
Work with manager 80 hrs secondment sem 2
Work with your manager on setting up your primary clinical placement 80 hrs
Be aware of potential stress
Start on clinical set-up/templates e.g. Medtech etc.
Manager / Employer
Consider team adjustments
Support the team to understand the benefits of the development
Consider 80 hours secondment for Sem 2
Candidate
Formative assessment in area of practice
Work with manager 80 hrs secondment sem 2
Continue work from Feb
Academic semester 1 begins
Manager / Employer
Consider team adjustments
Support the team to understand the benefits of the development
Consider 80 hours secondment for Sem 2
Candidate
Summative assessment
Signalling if on the right track
Begin:
• clinical mentorship
• Academic assignments
Refer to NCNZ np competencies
Manager / Employer
Signalling if on the right track
Candidate
OSCE
Summative assessments and OSCE.
These will signal if you are on the right track to progress.
Summative assessments and OSCE.
These will signal if you are on the right track to progress.
You may have feelings of imposter phenomenon. Seek supervision to discuss this common experience
Manager / Employer
Ongoing support as required.
Candidate
Finish any outstanding academic work
Consider a short break
Manager / Employer
Encourage the candidate to take a short break.
Candidate
Continue clinical practicum hours
Semester 2 begins
Coursework
Manager / Employer
Ongoing support as required.
Candidate
Consider imposter phenomenon
Portfolio development
Working more autonomously as an NP candidate
Refer to NCNZ np competencies
Manager / Employer
Prepare letters/ assessments for portfolio
Candidate
Prep panel interview
Oral presentation/ VIVA
Portfolio submission
Portfolio prep begins
Manager / Employer
Plan for the next steps, next year and liaise with NPTP leaders
Oral presentation/ VIVA
Portfolio submission
Candidate
Prep panel interview
Oral presentation/ VIVA
Portfolio submission
Finalise academic work
Manager / Employer
Plan for the next steps, next year and liaise with NPTP leaders
Oral presentation/ VIVA
Portfolio submission
Candidate
Pressure to lead up to panel
Lead up to panel
Once your panel date is through, plan to take annual leave prior to panel, at least a couple of days to give you time to get ready.
You may want a day or two afterwards as well.
Manager / Employer
Consider the candidate may need leave
Encourage the candidate to take leave around the NP panel date
What are the Nursing Council NP panel looking for?
The Nursing Council Panel look for a NP candidate who shows evidence of clinical expertise, leadership and confidence to take up an autonomous clinical practice role at the novice NP level.
The panel will want to see a comprehensive and systematic holistic assessment of patients, discuss a broad range of probable and differential diagnosis and robust diagnostic reasoning supported by a strong evidence base.
The panel will also want a demonstration of collaboration with consumers, whÄnau, and colleagues to develop, plan, implement, and evaluate therapeutic interventions when managing episodes of care.
Panel interview December, late January or early February.
Candidate
Check calendar NP training
Do you have all the access and space you need for academic work?
Manager / Employer
Reintroduce the NP training to the current team, ensure roles are clear
Check calendar NP training
Ensure clinical supervisor ready/ release time
Candidate
↑ Stress
Formative assessment in area of practice
Work with manager 80 hrs secondment sem 2
Manager / Employer
Consider team adjustments
Support the team to understand the benefits of the development
Consider 80 hours secondment for Sem 2
Candidate
↑ Stress
Formative assessment in area of practice
Work with manager 80 hrs secondment sem 2
Manager / Employer
Consider team adjustments
Support the team to understand the benefits of the development
Consider 80 hours secondment for Sem 2
Candidate
↑Stress
Summative assessment
Signalling if on the right track
Manager / Employer
Signalling if on the right track
Candidate
↑↑Stress
OSCE
Candidate
↑Stress
Consider imposter phenomenon
Portfolio development
Manager / Employer
Prepare letters/ assessments for portfolio
Candidate
↑↑Stress
Prep panel interview
Oral presentation/ VIVA
Portfolio submission
Manager / Employer
Plan for the next steps, next year and liaise with NPTP leaders
Oral presentation/ VIVA
Portfolio submission
Candidate
↑↑Stress
Prep panel interview
Oral presentation/ VIVA
Portfolio submission
Manager / Employer
Plan for the next steps, next year and liaise with NPTP leaders
Oral presentation/ VIVA
Portfolio submission
Candidate
Pressure to lead up to panel
Manager / Employer
Consider the candidate may need leave
Encourage the candidate to take leave around the NP panel date
What are the Nursing Council NP panel looking for?
The Nursing Council Panel look for a NP candidate who shows evidence of clinical expertise, leadership and confidence to take up an autonomous clinical practice role at the novice NP level.
The panel will want to see a comprehensive and systematic holistic assessment of patients, discuss a broad range of probable and differential diagnosis and robust diagnostic reasoning supported by a strong evidence base.
The panel will also want a demonstration of collaboration with consumers, whÄnau, and colleagues to develop, plan, implement, and evaluate therapeutic interventions when managing episodes of care.
First year as an NP: Consolidation and transition
- Invest time, effort and money in developing a service up front.
- Remember imposter syndrome/ organisational socialisation in role transition
- Maintain some form of regular catch up and support
RN-NP Transition Imposter phenomenon post NP training year
Was it worth it? Post NP training year
Navigating your workplace in the post NP training year
First year as an NP