Jacki Smart Surgical & Anaesthetics team

Developing for the future

Within Clyde Sector (Acute Division), in response to a review of iMatter feedback and the need to address support for the increasingly challenging role of a band 6 charge nurse, a bespoke Band 6 Development Programme has been designed which supports Band 6 nursing staff to work effectively in roles by developing their management and leadership knowledge and skills.

The above programme was piloted in Clyde sector to support succession planning for Senior Charge Nurses. The aim of the 5 day programme is to support individuals to develop the knowledge and skills Band 6 nurses require to fulfil the role of a Deputy Charge Nurse (DCN).  Each day will cover topics relevant to the role increasing their understanding of what is expected of the DCN.

The programme incorporates Attendance Management, Delegation skills, Finance, Minimizing Complaints, Managing Difficult Conversations, Recruitment and Selection, Emotional Intelligence, Team Development and Effectiveness, Managing Conduct and Quality Improvement. All key skills identified for being managers and leaders of the future.

The programme has evaluated well from nurses within the Emergency Care and Medical Specialities, who have undertaken the training to date. Staff reported feeling ‘more confident and empowered’ for their role. They reported appreciation for the time out and focus given to their development. There was great feedback given that has allowed the course to be further refined and targeted to include resilience and business continuity under difficult circumstances.

As such, the 2018/19 programme commences at the end of October and will include Allied Health Professionals and Band 6 nurses from across other Clyde services. 

We are keen that it is more inclusive this time; the impact evaluation is tight and participants can demonstrate learning / application of approaches etc in a tangible way.  They will be required to present updates to local management teams on progress with a project and their learning from modules, outlining what difference it has made, e.g. in terms of confidence, leading others, supporting change – all of which helps demonstrate the valuable outcomes this programme has.

Going forward, we’ll monitor the outcomes from iMatter to evaluate key elements related the programme, such as Learning & Growth; Listened and Acted Upon and Valued as an Individual, to show further tangible outcomes from the programme improving the experience this cohort of staff have at work.